ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and title Unit 12: Organizational Behavior

Submission date Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student Name Nguyen Ke Hiep Student ID GBC18004

Class GBC0701 Assessor name Duong Que Nhu

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 Table of Contents
Introduction....................................................................................................................................................5
Ii. Overview of pnj ...........................................................................................................................................5
Definion and culture of PNJ ...................................................................................................................................... 5

Impact on PNJ’s performance ..........................................................................................................................6

MOTIVATION ..................................................................................................................................................7
PNJ motivation ........................................................................................................................................................ 7
The impact on the PNJ performance.......................................................................................................................... 8

RECOMMENDATION .......................................................................................................................................8
CONCLUSION ..................................................................................................................................................8
Reference: ......................................................................................................................................................8
PART 2: Reflective statement ..........................................................................................................................9
 Introduction
Organizational culture is indispensable for every company. organization culture is original, is a factor that shows the
difference between companies in the market and is also a factor determining the success of the company. so the report
will be discussed about organizational culture and motivation, and this report base on PNJ 'culture. Because PNJ is a long-
standing gem jewelry manufacturing company in Vietnam with extensive experience, PNJ will have a different corporate
culture from other companies to help the company grow and stand firm in the market until now (PNJ, 2018).

Overview of pnj
Company name: Phu Nhuan Jewelry Joint Stock Company

Abbreviated: PNJ, JSC

Address: 170E Phan Dang Luu - Ward 3 - Phu Nhuan District - Ho Chi Minh City

Tel No: (84-28) 39951703

Fax: (84-28) 39951702

Email: pnj@pnj.com.vn

Business registration NO: 0300521758

Tax NO: 0300521758

Type of ownership: joint stock company

Contact person: Mrs. Cao Thi Ngoc Dung - chairwomen of PNJ

Fixed capital: 1,621,393,240,000

Product products: Producing and trading jewelry in gold, silver, precious stones, fashion accessories, souvenirs. Trading
watches and trading gold bars. Service of inspection of diamonds, precious stones and precious metals. Real estate
business

During 30 years, changing from a state-owned enterprise to a joint stock company, PNJ has experienced ups and downs.
Thanks to building a unique culture, businesses have survived many challenges.

According to Ms. Cao Thi Ngoc Dung, always asserted that corporate culture not only creates a foundation for businesses
to grow but also helps businesses to grow rapidly and sustainably.

Definion and culture of PNJ

According to needle, 2004. Culture include organization’s vision, norms, system, symbol, language, assumptions, beliefs,
and habit and Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000).

While the above definitions of culture express how the construct plays out in the workplace, other definitions stress
employee behavioral components, and how organizational culture directly influences the behaviors of employees within
an organization.
Under this set of definitions, organizational culture is a set of shared assumptions that guide what happens in
organizations by defining appropriate behavior for various situations (Ravasi & Schultz, 2006). Organizational culture
affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational
culture may influence how much employees identify with their organization (Schrodt, 2002).
So organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide
member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future
expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been
developed over time and are considered valid.

Culture is one of the factors formed from the business dawn. Over the years, it has been constantly preserved,
strengthened to become a development platform, and has existed as an unchanging symbol and an identity of the
business. At PNJ, corporate culture has always been campaigning, developing and advancing to its highest form. These
capabilities make corporate culture the core of soft power and an advantage to effectively manage each individual, not
any other sanctions or coercive methods.

With ingenious orientation, it goes into awareness, strongly influences the value system, thereby helping each individual
form the assumptions from the language of communication, preserving common assets, or report daily work to higher
level factors such as true perception, false beliefs and emotions. All compliance is based on self-awareness, every effort is
instinctive. It leads reactions, changes in thinking and tendency to act. With the efficiency and great significance brought
about in corporate governance, corporate culture became a strategic development goal of PNJ. And over the past 30
years, the culture has promoted its true strength, making an important contribution to helping businesses effectively
manage resources, activate potentials, enhance competitiveness and gain a firm position in the market.

Appreciate the human element. Employees - people who directly contact with customers is a culture of PNJ and this
culture is share bielief. Because People are a core factor determining business success. In order to build, develop and
maintain quality human resources, PNJ has made long-term plans and solutions towards sustainable development
orientation through talent planning and development program: system. manage work results, evaluate programs and
build succession teams, individual development plans in order to develop a strong and proactive staff in resource
planning, increase the long-term commitment and commitment to the organization. In addition, the program also helps
employees identify competency requirements to meet work goals, many opportunities to experience and challenge, in
addition to training and coaching opportunities for career development.

“Common roof” is a quite special culture organization of PNJ and it is a share bielief. The common roof culture is clearly
demonstrated through regular and regular worker-directed activities to improve material and spiritual life, as well as to
build pride and cohesion among member. Through common activities, especially PNJ Cultural Festival. Culture PNJ always
educates its staff and employees to live and work with a sense of responsibility to themselves and society and to the
community. The success of PNJ today has an important contribution of the Common Home Culture. It not only shows the
competitive strength, advantages in attracting talents, connecting workers and building a team of high-quality employees,
but also plays a fundamental and trusting role for the sustainable development of the business.

With the slogan "for a sustainable development society" has become a culture of PNJ and this is also a shared belief. Not
only developing the company in terms of scale and profit, PNJ also contributes to the society in various forms. Every year,
PNJ always organizes a number of programs for community benefits. For example, in 2018, PNJ organized activities such as
"The effort to bring children with autism into the community", "creating a settlement". Using green materials and
implementing many environmental protection measures when manufacturing products are also an integral part.

Impact on PNJ’s performance

“Appreciate the human element. Employees - who directly contact with customers "," Common roof "," for a
sustainable development society ". These are the most striking cultural traits of PNJ. And these are the factors that
develop and affirm our position in the market, through the above-mentioned cultural traits, it shows that PNJ attaches
 great importance to its employees, considering them as the assets of the company. . Therefore, employees are
wholeheartedly and dedicated to building the company, because of the interest in keeping the company and employees,
PNJ is increasingly developing and asserting its position in the gold and silver market in Vietnam. male with 324 stores
nationwide (PNJ, 2018) increased by 55 stores compared to 2017. Not only focusing on market development, PNJ always
cares about environmental pollution when exploiting and manufacturing. his products. This is a huge plus point in the eyes
of customers because environmental protection is the trend today. Therefore, customers are increasingly trusting and
prioritizing PNJ products over other companies. These cultures have a great influence on PNJ's performance

MOTIVATION
According to Black, S. 2019. Process theories of motivation try to explain why behaviors are initiated.
These theories focus on the mechanism by which we choose a target, and the effort that we exert to “hit” the target.
There are four major process theories: (1) operant conditioning, (2) equity, (3) goal, and (4) expectancy.

PNJ motivation
PNJ always has a timely reward policy to motivate and encourage employees to devote efforts and strive hard to build the
company on development. In addition to the progressive salary policy, the company also rewards productivity and mid-
year bonus (the lowest half of a month). In particular, Tet bonuses in addition to the 13th month salary, each employee is
also rewarded according to the classification (from 1 and a half to 2 and a half months of salary) and salary fund. Salary
compensation based on job completion is a quite practical motivation for employees. So new employees wholeheartedly
strive to develop the company. Currently, the average salary per employee of PNJ is 11.2 million / month, up nearly 10%
compared to 2016 ( Vieclam24, 2018)

PNJ has focused on investing strongly in human resource development with outstanding personnel policies. With the view
that human being is the most valuable asset of the company, PNJ considers the salary, remuneration policy as the most
effective investment factor. When working at PNJ, each member will receive a salary that is commensurate with the
capacity and competition compared to the market. PNJ always pays attention to rewarding and recognizing individuals
and units with outstanding achievements to motivate employees to contribute and contribute to the overall development
of the company. PNJ is constantly opening training programs and developing human resources to improve skills and
knowledge to meet all requirements and challenges at work, helping each member to achieve career goals in a stable
manner. Through mass organizations, many employee-oriented activities are organized regularly and regularly, meeting
the needs of health care, improving the physical and spiritual life for workers. activities as well as build pride and cohesion
among the members: Thematic meetings , youth forums, art shows, sports competitions, PNJ family festivals, forming
health care clubs at businesses ... PNJ culture always educates its staff His life has a sense of responsibility for himself,
with society and the community, as citizens who respect the law, the values of Humanity - Ceremony - Meaning -
Intelligence - Faith must always be upheld. It can be said that PNJ is also likened to a school in which people are treated
not only with material things, not only with immediate benefits, but with respect and love.

Occupational safety and health is also an activity for PNJ employees. In addition to complying with the provisions of the
law on making social insurance contributions, health insurance, unemployment insurance, maternity leave for employees,
PNJ has been implementing many policies. support for care and health for workers

As an enterprise in the jewelry industry, PNJ always tries its best to pay attention and have policies to ensure labor safety,
especially for those who work in risky areas and stages. suffer from occupational disease. Risks come from workers being
exposed to sewage, waste, hazardous emissions, working in high temperature environments and noise pollution in some
specific production processes such as casting, metallurgy, polishing, plating. With the regular investment and upgrading of
 modern technologies, at most stages, employees only participate in a small part in supporting machines to
perform the work, thus contributing to reducing risks. occupational disease risks for workers. And according to the
statistics of PNJ from 2015 to 2018, there are no cases of occupational disease (PNJ, 2018), which helps employees feel
more secure while working

The impact on the PNJ performance

With many incentives for employees and many operational programs, it is a great motivation to help employees stay with
PNJ for a long time and this is also an attraction for employees. Especially, PNJ's golden human resource training program,
this is an opportunity for employees to have the opportunity to develop and expand their knowledge to facilitate career
advancement. Competitive reward is the most effective way to motivate employees and this is also a way to identify those
employees who are competent in the company and fair for everyone. which bring positive benefits to PNJ and its
employees.

RECOMMENDATION
In general, PNJ's motivational policies are quite reasonable at the present time, so keeping and developing is what PNJ
needs to do. Regarding the culture of PNJ, in general, the culture of PNJ is very positive when not only focusing on the
development of the company but also taking care of the development of water hitting as the influence of the
environment. This is something to preserve and develop over time to fit the company in the future.

CONCLUSION
PNJ culture is really superior and has its own identity when inheriting the strength and spirit of the core values that PNJ
has also drawn over the past 25 years, which are also the foundations for creating a child. PNJ people, PNJ strength and
PNJ spirit. PNJ culture has made an important contribution to creating the position of the enterprise, creating competitive
strength, helping the team to grow stronger and attract talented people, connecting employees and laying the foundation
and belief for the enduring sustainable development. PNJ always treasures to preserve and promote its core values and
culture, as a premise and a solid basis, ready for the road ahead. PNJ's culture and motivation shows the importance of
culture and motive in organization behavior.

Reference:
Deal, T.E. and Kennedy, A., 2000. A.(1982). Corporate cultures: The rites and rituals of corporate life.

Ravasi, D. and Schultz, M., 2006. Responding to organizational identity threats: Exploring the role of organizational
culture. Academy of management journal, 49(3), pp.433-458.

Black, S., Gardner, D.G., Pierce, J.L. and Steers, R., 2019. Process Theories of Motivation. Organizational Behavior.
 Schrodt, P., 2002. The relationship between organizational identification and organizational culture:
Employee perceptions of culture and identification in a retail sales organization. Communication studies, 53(2), pp.189-
202.

Vieclam24h, 2018. PNJ – Gieo mầm hạnh phúc từ môi trường làm việc.< https://vieclam24h.vn/cam-nang-nghe-
nghiep/pnj-gieo-mam-hanh-phuc-tu-moi-truong-lam-viec>

PNJ, 2018. Báo cáo thường niên 2018 < https://www.pnj.com.vn/images/quan-he-co-

dong/PNJ_BAOCAO_PTBV_2018.pdf>

PART 2: Reflective statement

Identify the three main cultural traits of PNJ, present in a clear, easy-to-understand manner, answer the questions of
other CEOs in the meeting, ensure the presentation time is prescribed. However, the answers to questions from CEOs
have not been adjusted and have not provided much evidence to prove the accuracy of the answers.

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