TABLE OF CONTENT

INTRODUCTION
1. Overview of FPT 2
1.1. Brief introduction of FPT 2
1.2. Vision statement 2
1.3. Core value 2
1.4. The history of FPT 2
2. Explain the factors affecting the OB’s success as well as the history of rising success 4
2.1. Award Introduction 4
2.2. The factors affect to decide FPT Corporation won “Best Companies To Work For In Asia”
Award 5
2.3. FPT Corporation - From a star-up company to “Top 130 Best Companies To Work For In
Asia” voted by HR Asia 6
3. Analyze the management tools that the organizations have applied to resolve the OB’s
problem or to reach the OB’s success 6
3.1. Diversity 6
3.2. Organization culture 8
3.3. Job satisfaction 14
3.4. Motivation concepts 16
3.5. Responsible Leadership 18
3.6. Communication 19
4. Lesson 23
4.1. FPT always follows up with their mission 23
4.2. FPT has never stopped, they always innovate 23
4.3. Communication in FPT 23
4.4. Work division can enhance efficiency 24
4.5. Strong culture make organization develop sustainability 25
CONCLUSION 25
LIST OF REFERENCES

1
1. Overview of FPT
1.1. Brief introduction of FPT
FPT, officially the FPT Corporation, with "FPT" stands for Financing and Promoting Technology,
is the largest information technology service company in Vietnam with its core business focusing on
consulting, providing and deploying technology and telecommunications services and solutions.
Moreover, as an educational brand with international impact, FPT has fully expanded its
educational levels to provide the labor market with high quality human resources.

1.2. Vision statement

FPT continues to pursue long-term goals of becoming a digital enterprise and stand in the top 50
global leading end-to-end DX solutions and services providers by 2030 in three main features:
business, technology, and people.

1.3. Core value

“Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” core values are
considered indispensable parts of FPT’s GENE set. They are FPT’s Spirit and also the driving force
of all of FPT’s leaders and employees who seek to constantly innovate and strive for the widespread
benefit of community, customers, shareholders and other stakeholders.

1.4. The history of FPT

1988: Take the first step with 13 members.
On September 13, 1988, the Director of the National Institute of Technology Research signed a
decision to establish The Food Processing Technology Company (FPT's original name) and he
appointed Truong Gia Binh to serve as director. The new company was without capital, assets or
cash and possessed only 13 ambitious young scientists who dared to face every challenge to build
a brilliant career.

1990: Selecting IT as the core business sector.

In October 1990, the company was renamed The Corporation for Financing and Promoting
Technology (FPT for short). The first commercial software contract of FPT was signed late 1990
(Reservation and Booking system for Vietnam Airlines), paving the way for FPT’s application
software development for the future economic sectors such as banking and telecommunications.

1997: Participating in the Internet service industry.

In 1996, FPT founded a community network called Wisdom of Vietnam with more than 10,000
members. In 1997, Vietnam connected infrastructure to the global Internet network and FPT was
selected as the equipment supplier and the Internet service provider (ISP) at the same time. As the
only ISP that is not a member of the Posts and Telecommunications Corporation, FPT has been the
catalyst for the rapid development of Vietnam's Internet service industry. Based on mentioned
factors, FPT has greatly contributed to turning Vietnam into one of the countries with the best
internet access infrastructure in the world.

1999: Establishing FPT Software.

Founded in 1999, the company has expanded its network to 26 countries and territories, with 59
global offices and 22 development centers.

2
2000: Receiving ISO 9001 certification, establishing the foundation for a comprehensive
management.
FPT became the first IT company in Southeast Asia to be certified as ISO 9001:1994 compliant. In
2004, FPT was the first Vietnamese company to receive CMM 5 (Capability Maturity Model)
certification - the highest level for production process capacity in a software development
organization - by the US Software Engineering Institute (SEI).

2001: Launching VnExpress - one of the first online newspapers in Vietnam.

Motivated by the desire to be able to immediately update all facts on the web and expecting that
someday it would be possible for Vietnamese people to read the news via the Internet, FPT
established VnExpress - creating one of the first online newspapers in Vietnam on February 26,
2001.

2006: Founding FPT University and being listed on the stock market.
In September 2006, the FPT University was founded, becoming the first licensed corporate
university. With their good professional knowledge, foreign language skills, physical and mental
health, and especially the rich experience gained in internship programs, FU students can find
good jobs even before graduation.
On December 13th, 2006, FPT stock was listed on the Ho Chi Minh City Stock Exchange (HOSE)
with 60,810,230 shares made available with a par value of VND10,000/share, being the first IT
enterprise to be listed.

2014: Winning the first M&A deal in Vietnam and ICT companies’ history outside the
country.
In June 2014, FPT completed its first M&A deal with an agreement on acquiring RWE IT
Slovakia, under RWE, one of Europe's leading utility companies. This is the first cross-border
M&A deal of FPT in particular and of the Vietnamese ICT industry in general.

2017: Launching FPT.AI - a comprehensive artificial intelligence platform.

FPT.AI provides a platform where programmers and businesses can develop solutions that help
solve many business problems. Applications of FPT.AI are the key to business automation,
optimization operation – customer care and enhance business efficiency.

2018 & 2019: Acquired 90% of Intellinet - the leading technology consulting company in the
US and got in Top 130 companies with the best working environment in Asia.
FPT Corporation was honored as one of 130 companies in Asia with the best working
environment, voted by HR Asia Magazine.
Also in 2018, FPT acquired 90% of Intellinet - the leading technology consulting company in the
US, helping FPT gain more credit in the market, as a trusted partner to provide end-to-end
technology services with higher and more comprehensive value of customers, especially in DX
projects. In 2019, FPT signed two DX consultancy contracts with Minh Phu Group - Vietnam's
No.1 corporation of shrimp products, focus on building a digital transformation roadmap to
optimize the latter’s operating process, minimize costs and improve production capacity to enable
it become one of the the world’s leading seafood technology companies and DPGroup - The
second largest international parcel delivery network in Europe, help the client build the data
architecture needed to become a data-driven business.

3
2021: Getting in the Top 130 companies with the best working environment in Asia for the
second time.

2022: Accompanying in accelerating digital transformation for a mighty Vietnam.

By the year 2022, FPT has been cooperating with 14 provinces and cities nationwide to accelerate
digital transformation in all three pillars of the digital government, digital economy, and digital
society, joining hands with large enterprises such as Thien Long, Dat Xanh, An Gia, Ba Huan, and
Gas South... to promote digital transformation, enhancing its position on the international stage (1
billion USD in sales from overseas markets), expanding in key markets such as the US, Denmark,
Thailand, and Japan, becoming a strategic shareholder of LTS, Inc. (a consulting firm with more
than 20 years of experience) in Japan, and being listed in the Top 8 Global IoT service providers
by Forrester.

2023: FPT's General Director has set a growth target of 18.8% in revenue and 18.2% in profit
before tax in 2023, equivalent to VND 52,289 billion and VND 9,055 billion.

2. Explain the factors affecting the OB’s success as well as the history of rising success
2.1. Award Introduction
The HR Asia Best Companies to Work for in Asia Awards is an awards recognition program for
organizations that have been identified by their employees as one of Asia’s employers of choice and
ascertain the best employers to work for. The award is targeted at companies across Asia and
recognizes companies with the best HR practices and which demonstrate high levels of employee
engagement and excellent workplace cultures. The high-profile nature of this award attracts
applications from Fortune 500 companies, as well as other companies of various types, including
multinational corporations and government-linked companies. The awards ceremony for the HR
Asia Best Companies to Work for in Asia Awards is held annually in Cambodia, China, Hong
Kong, India, Indonesia, Malaysia, the UAE, Philippines, Singapore, South Korea, Taiwan,
Thailand, and Vietnam.

In order to receive this prestigious award, companies have to meet these following criteria:
Employee engagement: This includes employee satisfaction, motivation, and commitment to the
organization.
Workplace culture: This includes the organization's values, ethics, and work environment.
Employee development: This includes opportunities for training, career growth, and skill
enhancement.
Diversity and inclusion: This includes the organization's efforts to promote diversity, equity, and
inclusion in the workplace.
Work-life balance: This includes the organization's policies and practices related to work hours,
leave, and flexibility.
Compensation and benefits: This includes the organization's pay, benefits, and other rewards and
recognition programs.
Corporate social responsibility: This includes the organization's efforts to give back to the
community and promote environmental sustainability.

4
2.2. The factors affect to decide FPT Corporation won “Best Companies To Work For In Asia”
Award:
In 2018, FPT Corporation was in the top 130 “Best Companies To Work For In Asia”. The
Corporation won the HR Asia Best Companies to Work for in Asia award in 2018 and 2021 due to
several reasons.

First of all, FPT has implemented several employee-centric policies to promote employee
engagement and development. FPT provides a clear career development path for its employees,
with opportunities for promotion and advancement based on performance and potential such as
training and development programs, mentorship, and a performance-based promotion system.
Moreover, FPT emphasizes teamwork and collaboration, with a culture of open communication and
knowledge sharing. “Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” are
core values of the enterprise, which upholds and promotes the maximum creativity of each member.
FPT also conducts employee engagement programs such as onboarding activities, employee
engagement programs,.. especially, STCo culture. By providing employees with a positive working
environment, implementing strong corporate culture and creating oppotunities for workers to
develope, FPT deserves to become an ideal place for employees to work for and raise the job
satisfaction rate of the enterprise.

The compensation and benefits of FPT for its workers are also a spotlight of the enterprise. In
order to turn FPT into a learning organization, FPT Corporation established FPT Corporate
University (FCU) in early 2015. FPT provides a range of additional benefits to support its
employees engagement, such as employee recognition programs. Moreover, FPT gives workers
chances for career development and advancement: training and development programs, mentorship
as well as employee recognition programs.

FPT Corporation has implemented various initiatives to promote diversity and inclusion in the
workplace. The company has a diverse human resource with diverse qualifications, age, religion,
region, ethnicity, language, and personal characteristics. Also, CEOs of FPT have raised the
problem of diversity, equality and inclusion in internal and external events and discussions.

FPT Corporation also has a strong commitment to corporate social responsibility. FPT's
sustainable development strategies are: Economic development, Community support,
Environmental protection which are analyzed below. Moreover, FPT has a strong commitment to
ethical business practices and has implemented a code of conduct that outlines its commitment to
integrity, transparency, and accountability with all stakeholders.

Overall, FPT Corporation appears to be a highly respected and successful company with a strong
reputation for its environment and core value. With many strategies and activities, especially the
employee centric policies to provide employees with good working conditions, workplace culture,
diversity and inclusion, compensation and benefits as well as harmonizing benefits of enterprise
with social, FPT Corporation won the award “Top 130 Best Companies To Work For In Asia” in
2018 & 2021.

5
2.3. FPT Corporation - From a star-up company to “Top 130 Best Companies To Work For In
Asia” voted by HR Asia
FPT Corporation went through a rigorous selection process to achieve the Best Workplace prize,
which typically involves a comprehensive assessment of the company's policies, practices, and
culture. FPT has gone through a number of initiatives and strategies to achieve success in recent
years:
Digital Transformation: FPT has heavily invested in digital transformation initiatives, such as
developing digital solutions for businesses and promoting digital literacy among its employees and
customers.
Talent Development: FPT places a strong emphasis on talent development, offering various
training and development programs to its employees to help them improve their skills and
knowledge.
Diversification: FPT has diversified its business offerings by expanding into new markets and
sectors, such as healthcare, education, and finance.
Sustainability: FPT's sustainable development strategies are: Economic development,
Community support, Environmental protection
Corporate Social Responsibility: FPT has demonstrated a commitment to corporate social
responsibility by engaging in various social and community initiatives, such as supporting
education and disaster relief efforts.

Overall, FPT must go through many adversities to meet the criterias. And finally, they got the
prize proudly. FPT completely deserves the award.

3. Analyze the management tools that the organizations have applied to resolve the OB’s
problem or to reach the OB’s success
3.1. Diversity:
● Theories:
- Diversity in organization refers to the similarities and differences among individuals
accounting for all aspects of their personality and individual identity since individual
differences shape preferences. This is an important concept since individual differences shape
preferences for rewards, communication styles, leadership and many other aspects of behavior
in organization. There are two levels of diversity:
+ Surface-level diversity: mostly referred to demographic factors, such as age, gender,
ethnics, v.v… These factors are easily seen and can lead people to receive one another
through stereotype and assumption.
+ Deep-level diversity: including personality, values, thinking and feelings. These factors
are hard to be seen but the similarities in deep- level factors can overshadow the surface
level factors and avoid negative discrimination, which result in a strong impact on
employee engagement and organizational culture.
● About FPT:
- In FPT Cooperation, Diversity is a significant issue. As a Vietnamese enterprise operating
globally, FPT has a diverse human resource with diverse qualifications, ages, religions,
region, ethnicity, language, and personal characteristics.
- In the 2021 Annual Employee Report, the company showed the demographic diversity
through impressive numbers:

6
 Diversity Number of employees Percentage of total employees

Education level

Undergraduate 7.857 21,1%

University and postgraduate 29.323 78,9%

Age

Under 30 23.626 63,5%

30 – 50 13.298 35,8%

Above 50 256 0,7%

Gender

Males 23.339 62,8%

Females 13.841 37,2%

- To manage the risk of discrimination, the managers improve engagement through employees
by several internal events to help them understand the difference between each other and
develop an open mindset. The managers always respect, understand and accept everyone as
they are, with both strengths and weaknesses, both good and incomplete points, and at the
same time, creating maximum conditions for members to develop themselves. ambition,
thereby improving the quality of resources. The CEOs of FPT have raised the problem of
diversity, equality and inclusion in internal and external events and discussions.
- In the recruitment process, the company not only focuses on expanding the scale of its
operations, but also focuses on increasing the use of local human resources and experts to
increase competitive advantage and better understand the culture and business in each market.
Therefore, FPT's staff is constantly expanding in terms of both nationality and working
location. 37,180 employees operating in 26 countries and territories with 52 different
nationalities such as: USA, Japan, Germany, UK, France, Slovakia, Philippines, India...
Overseas, FPT has nearly 3,000 employees working in Asia, Europe and America. With
diverse human resources working all over the world, FPT has brought into play the wisdom
and strength of diverse human resources globally, contributing to the company's sustainable
development.
- In Training and Development Programs, the lessons are modified to fit different styles of
learning for different learners. For Freshers - the newly graduates and beginners who just
launched into the tech world, things can be confusing and overwhelming. The company
established FPT Software Academy, training and enriching the skill of freshers to become
Global Software Engineer. Besides insight on the most needed tools on the market, the
academy provides a variety of soft-skill classes, such as writing resumes, business letters, how
to read and find paperwork, etc. The tremendous support from our mentors - the experienced
experts working at FPT Software - also plays in the mentees’ favor. For the senior employees

7
 who want to become leaders, the FPT Corporate University (FCU) will provide them with
MiniMBA Training Programs for core employees of the corporation where FPT's future
leaders at all levels update their leadership knowledge: modern management, practice skills
and share leadership experiences from FPT's best leaders as well as in the world.

3.2. Organization culture:

a. Definition of organizational culture
● Theories: Organizational culture refers to a system of shared meaning held by members that
distinguishes the organization from other organizations. Seven primary characteristics seem to
capture the essence of an organization’s culture:
- Innovation and risk-taking: The degree to which employees are encouraged to be innovative
and take risks.
- Outcome orientation: The degree to which management focuses on results or outcomes rather
than on the techniques and processes used to achieve them.
- People orientation: The degree to which management decisions take into consideration the
effect of outcomes on people within the organization.
- Team orientation: The degree to which work activities are organized around teams rather than
individuals.
- Aggressive: The degree to which people are aggressive and competitive rather than
easygoing.
- Stability: The degree to which organizational activities emphasize maintaining the status quo
in contrast to growth.

● About FPT
After a period of establishment, FPT has built a corporate culture with its own unique features.
This has promoted the development of the company, helping FPT to become a pioneer in the field
of software export in Vietnam. Based on the theories, six primary characteristics are presented
below:
- Innovation and risk-taking:
+ Innovation spirit: FPT asserted: “FPT people are "Leng Keng", which means always
innovating, thinking new, not afraid to change to develop and succeed”.
+ Risk-taking: FPT is ready to face challenges: “With FPT, raise the bar with world-class
technology, telecommunications and education projects, leading the market”. Besides,
FPT offers employees opportunities to work on challenging and innovative projects that
allow them to apply their skills and knowledge such as iKhiến – a program to honor the
creations of FPT people with the goal of encouraging the creative spirit and improving
labor productivity of the whole corporation by applying the core strength of technology in
work and daily activities. Moreover, digital transformation requires transformation in
culture and behavior. Not only should employees be provided with accurate information,
FPT also empowers them to make changes. Empowerment is gradually strengthened
through training, open communication and allowing employees to contribute ideas on
appropriate digitization methods.
- Outcome orientation: They share a common goal “aiming at success of the customer and
sustainable growth of the Corporation”. To perform this characteristic, FPT understands its
customers. Understanding and researching both customers and the market in the context of

8
 during and after the pandemic is also a top priority so that the sales team can grasp the shift,
come up with innovative tactics and solutions.
- People orientation: FPT desires to build a happy work environment where FPT people not
only break through in work, but also are connected by teamwork, openness and sincerity.
People of FPT are respected regardless of hierarchical position and relationships. FPT
provides the working environment for employees to foster and be who they are.
- Team orientation: FPT upholds teamwork to achieve the highest efficiency of work with
“Unanimous, collective and sincere” - FPT declared.
- Aggressive: They want every employee to have non-stop learning and self-improvement,
efforts to lead in the latest technologies and new products, and acquire advanced
management/business methods.
- Stability: Technology requires constant change and creativity. To do that, FPT has built
generations of employees who are constantly learning and striving. Prominent training
programs can be mentioned such as: Training of new recruits, Training of technology staff,
Training, fostering professional skills, Training of adjacent staff, 72h experience program….
It is the key activity of FPT to build stability.

b. Uniform culture:
● Theories: Organizational culture represents a perception the organization’s members hold in
common. Statements about organizational culture are valid only individuals with different
backgrounds or at different levels in the organization describe the culture in similar terms.
- Core values: The primary or dominant values that are accepted throughout the organization.
- Dominant culture: A culture that expresses the core values that are shared by a majority of
organization’s members. This gives the organization its distinct personality.

● About FPT
“Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” core values are
considered indispensable parts of FPT’s GENE set. They are FPT’s Spirit and also the driving force
of all of FPT’s leaders and employees who seek to constantly innovate and strive for the widespread
benefit of community, customers, shareholders and other stakeholders.
- Respect:
+ Regardless of hierarchical position and relationships.
+ Accept people as they are.
+ Provide the working environment for employees to foster and be who they are.
- Innovation:
+ Non-stop learning and self-improvement.
+ Efforts to lead in the latest technologies and new products.
+ Acquire advanced management/business methods.
- Teamwork:
+ Unanimous, collective and sincere.
+ Share a common goal “aiming at success of the customer and sustainable growth of the
Corporation”.
- Equality: The most essential foundation for the leaders to gain trust from employees.
- Exemplarity: Leaders must be the ones who best demonstrate the Spirit of FPT.
- Lucidity: Long-term vision and assertiveness.
Dominant culture: STCo - “Sáng tác Company” - Composed Company.

9
 - FPT asserted that culture must be born from human life, it reflects human life, and also
contributes to the creation of man. STCo is a culture that emphasizes intelligence, wit, love of
life, freedom and equality. It always upholds and promotes the maximum creativity of each
member. And all the products of STCo are derived from the life of FPT’s employees. This is
the reason why STCo helps connect FPT people.
- STCo came from the students of the Department of Mechanical Mathematics of the
University of Moscow who are very intelligent and free, have distilled the ideas of the times,
turned it into their own ideas. The melodies are derived from the treasure of Vietnamese folk
songs and unexpectedly brought them to life, giving new life to folk songs. Some of the
compositions that follow cheo, quan ho or stork tunes we still sing today were actually
composed before, only the lyrics were changed a few places to suit the new environment in
the company. Therefore, STCo is presented through songs that distort lyrics, funny stories,
bad stories, articles about FPT characters, speeches, small chats, or exchanges about work
etc…. . STCo songs are a way of expressing FPT's perspective on life, work, and teammates.
The content is often easy to remember, funny, and brings a lot of laughter to the collective. In
STCo culture, the STCo red book is a "treasure". This “Red Book” consists of 4 anthologies:
volume 1: STC Melodies; volume 2: STC's poetry and literature; volume 3: STC material;
volume 4: STC Relics, in which, STCo Melodies. This is considered the key to the success of
FPT community culture. Through this culture, the core values of FPT are practiced and
respected with all members consisting of the chairman.

c. The functions of culture:

● Theories
- Ethical work climate: The shared concept of right and wrong behavior in the workplace that
reflects the true values of the organization and shapes the ethical decision making of its
members.
- Culture and sustainability:
+ Sustainability: Organization practices that can be sustained over a long period of time
because the tools or structures that support them are not damaged by the processes.
+ To create a truly sustainable business, an organization must develop a long-term culture
and put its values into practices. There needs to be a sustainable system for creating
sustainability.
- How employees learn culture: Through stories: these circulate through many organizations,
anchoring the present in the past and legitimating current practices. They typically include
narratives about the organization’s founder, rule breaking, rags-to-riches success, workforce
reductions, relocations of employees, reaction to past mistakes, and organizational coping.
Employees also create their own narratives about how they came to either fit or not fit with
the organization.
- Keeping a culture alive:
+ Selection: The explicit goal of the selection is to identify and hire individuals with the
knowledge, skills and abilities to perform successfully. The selection process also
provides information to applicants. Those who perceive a conflict between their values
and those of organization can remove themselves from the applicant pool. The process
helps avoid a mismatch and sustain an organization's culture by removing those who
might attack and undermine its core values.

10
 + Top management: The actions of top management have a major impact on the
organization’s culture. Through words and behavior, senior executives establish norms
that filter through the organization about, for instance, whether risk-taking is desirable,
how much freedom managers give employees, what is appropriate dress, and what
actions earn pay raises, promotions, and other rewards.
- A positive culture:
+ Building on employee strengths: It emphasizes showing workers how they can capitalize
on their strengths.
+ Rewarding more than punishing: Although most organizations are sufficiently focused on
extrinsic rewards such as pay and promotions, they often forget about the power of
smaller rewards such as praise. Part of creating a positive organizational culture is
“catching employees doing something right”.
+ Encouraging vitality and growth: It supports not only what the employees contribute to
organizational effectiveness but how the organization can make the employees more
effective - personally and professionally.

● About FPT:
- Ethical work climate: “We want to be a responsible business that meets the highest standards
of ethics and professionalism” - FPT declared.
+ For business, FPT always conducts business with integrity and respect for human rights.
They promote: Safety and fair dealing, Respect toward the consumer, Anti-bribery and
anti-corruption practices.
+ For employees, they are dedicated to protecting labor law. They are a committed equal
opportunity employer and will abide by all fair labor practices. They ensure that their
activities do not directly or indirectly violate human rights in any country. They have
conducted employee engagement programs such as onboarding activities, employee
engagement programs, health and wellness initiatives which are detailed more in the
“Motivation concept” part.
+ For the community, the company preserves a budget to make monetary donations. These
donations will aim to: Advance the arts, education and community events, Alleviate those
in need. For example, the Covid-19 is prevented from entering Vietnam by the support of
FPT. FPT's AI research has effectively supported prevention, screening, tracing and
medical isolation instructions at home. Contributing 20 billion VND to donate essential
medical equipment such as ventilators, protective gear, N95 masks, medical masks, and
nearly 600 health care packages (2 million VND/pack) to medical staff frontline doctors
in Hanoi, Ho Chi Minh City, Da Nang and many localities across the country, as well as
supporting the 1,413-seat isolation area in the dormitory of FPT Hoa Lac University.
- Culture and sustainability:
+ On September 13, 1992, on the occasion of the 4th anniversary of FPT's establishment,
STC officially launched with FPT people. Leader Nguyen Thanh Nam read the Decision
to establish STC. In the Decision, there is a paragraph that says: "STCo trades in all
spiritual goods: singing, dancing, drama, literature, poetry, painting...".
+ STCo was born together with FPT. The country at that time was stagnating, the economy
was not developing, but a fervent atmosphere of innovation could be felt everywhere. The
founders, who were young, eager at the time, determined not to accept the "same thing",
dreamed of "building a new type of company" even though no one understood what the

11
 new model was. STC with the slogan "Composed with a new spirit, according to a new
resolution" really reflected the core spirit of the pioneers at that time: the collective desire
to create non-stop. So STCo is not just a culture but a way of life. STCo is associated
with FPT like a style associated with people. The spirit of STC adjusted all behaviors of
FPT people at that time.
+ STCo helps FPT: When employees have a broken project, the customer refuses to
communicate. To comfort each other, the brothers invited each other to sing. They all
hugged each other and sang STCo songs to motivate themselves, to ease their sadness. It
was a surprise when the partner saw that scene and decided to give FPT a chance.
Because they said: "A united team is a strong team. Let’s try another project of ours and
we can negotiate later". Culture is an intangible thing but its power in critical moments is
priceless. It motivates people, it can make employees want to continue and it makes
employees feel they want to dedicate themselves to other members, to the goals of the
team and to the organization. And STCo has touched the highest extent of culture: People
who work or worked at FPT are proud of being a part of FPT. As a result, the culture is
nurtured and developed so that internal strength makes FPT develop.
+ STCo in partnerships: For partners, the cohesion between members creates a firm belief
in the organization. The partnerships always wonder why FPT fails but still unite.
Therefore, they believe that this corporation is strong and can be successful in future.
They can feel it through FPT’s people.
+ STCo was born and grown along with the development of FPT. As long as FPT grows,
STCo will still develop. FPT and STCo are inseparable.
- How employees learn culture:
+ Perception about the culture of FPT is the same as the theory: “culture must be born from
human life, it reflects human life, and also contributes to the creation of man”. Therefore,
employees got to know STCo through songs that distort lyrics or funny stories, bad
stories, articles about FPT characters, speeches, small chats, or when talking about work
with co-workers, etc. STCo always live together with people in FPT, so new employees
can feel it through people with whom they directly work.
+ Employees want to remember all the songs, all the 4 red books when they feel the
atmosphere of STCo through internal events or the communication way between
co-workers. STCo is spreaded and nurtured by old employees, current employees and
future employees.
+ FPT has also organized a “72 hours experience” as onboarding training for new
employees to get on well. It is a trip (2 days 1 night) in which employees will be joined in
team building activities, conquer challenges with the team. The purpose of the trip is to
spread the history, STCo and FPT’s humanity.
- Keeping a culture alive:
+ Selection: FPT conducts 4 rounds of selection: Applicant, Reception and screening,
Multiple choice test and essay writing, Interview and Contract agreement. To protect the
culture, the interview round is the final challenge to be a part of FPT. In this round, the
employers will check the information of applicants again and consider the match with the
position and culture of FPT.
+ Top management: All the managers comply with core values of FPT. They empower
employees to take ownership of their work and make decisions, with a culture of trust and
autonomy. They have respected the creativity from every generation through the work

12
 environment and culture where everyone has the right to express themselves, to promote
all talents, no matter how weird. The chairman permits employees to raise their voice
about their work life (good and bad stories are accepted) through their proud culture -
STCo. He also participates in big internal events of FPT such as STCo night on 19th
March, festival night, etc. Since the top management, the gap between employee-leaders
becomes closer and the culture continues living.
- A positive culture: Understanding the importance of human resources in the Group's
sustainable development, FPT's human resource development and management activities
focus on 03 activities including: (1) Increasing the diversity of human resources (be analyzed
in “workplace diversity” part), (2) Create the best conditions for talent development, (3)
Continuously improve remuneration and welfare policies.
+ Create the best conditions for talent development (“Building on employee strengths”
theory):
Building high-quality technology human resources: In the process of attracting and
recruiting staff, FPT always focuses on finding and developing young, intellectual,
logical and creative talents. Every year, FPT organizes fresher and intern training
programs to provide advanced technology knowledge and skills, practical work
experience, and many new and interesting "problems" , challenging for young people to
unleash their ability. Some talent incubation programs at FPT: FPT Software Academy
– a training program for professional programmers of FPT Software (a member
company of FPT) for all students in the Information Technology sector across the
country; FPT Innovation - iKhiến is an annual program to seek and honor practical
innovations that go into long-term operation and encourage the spirit of innovation and
creativity in the corporation; etc.
FPT builds a learning organization, encourages individual capacity improvement:
Technology requires constant change and creativity, to do that FPT also builds
generations of employees who are constantly learning and striving. All employees from
level 2.4 and above must participate in annual study according to the group's training
program or complete at least 01 online course on MOOC (Massive Open Online
Course). Some training targets in 2021:

Evaluation criteria 2021

Budget for training 99.3 billion VND

Total number of training courses 8.289

Total number of training sessions 818.580

Total hours of training 3.803.220 hours

Number of training sessions/person 23

Number of training hours/person 91

New technology certificate number 4.768

13
 Expansion of experience through internal rotation for leaders: FPT leaders at all levels will
be rotated in the Group's business segments to create diverse experiences and improve
leadership and management capacity, contributing to creating new development steps for the
units in the future.
+ Continuously improve remuneration and welfare policies (“Rewarding more than
punishing” theory)
Improving human life through competitive remuneration policy. FPT's remuneration
policy includes:
❖ Salary by job title: This salary is built based on salary survey reports of some
reputable human resource consulting companies in the world and adjusted
according to job title in line with the Group's development unions, labor market and
inflation index (CPI) of Vietnam. Besides, employees also receive the 13th month
salary paid on the occasion of the Group's establishment and New Year's Eve.
❖ Salary based on business performance and work performance: The achievements of
employees are always recognized and rewarded promptly, fairly and transparently.
Especially in recent years, FPT has implemented a policy of lump sum income,
whereby monthly/quarterly income will change according to actual work results. In
addition, the group especially encourages start-up activities in the business with a
commitment to a very attractive bonus rate for employees.
❖ Support costs in the direction of ensuring maximum support for employees: travel
items, phone charges, part-time work, long-term work abroad are regularly
reviewed and supplemented. to suit the actual situation.
❖ Special incentives for high-achieving employees: FPT always recognizes the
achievements and efforts of employees through the hot bonus “Gold” (1 gold =
1,000 VND) on the MyFPT application - the software developed by FPT. With each
meaningful achievement, whether big or small, an employee can be publicly
recognized and awarded Gold by the Manager or other forms of encouragement and
recognition on the application. In 2021, the Group has disbursed up to VND 50
billion in hot bonuses in order to timely recognize employees' contributions. In
addition, every year, FPT organizes programs to honor and reward individuals and
groups with outstanding achievements such as: FPT Under 35, Top 100 FPT, etc.
- “Encouraging vitality and growth” theory is analyzed in “Motivation concepts” which is
called “FPT Compensation & Benefits” in our document.

3.3. Job satisfaction:

● Theories
- Job satisfaction: a positive feeling about one’s job resulting from an evaluation of its
characteristics.
- Perceived Organizational Support (POS): The degree to which employees believe an
organization values their contribution and cares about their well-being.
- What causes job satisfaction?
+ Job conditions: The intrinsic nature of the work itself, social interactions, and supervision
are important predictors of job satisfaction.
+ Pay: Pay does correlate with job satisfaction and overall happiness for many people, but
the effect can be smaller once an individual reaches a standard level of comfortable
living.

14
 + Corporate Social Responsibility (CSR): An organization’s self-regulated actions to
benefit society or the environment beyond what is required by law.

● About FPT
- Job satisfaction: FPT's workplace culture helps to create a positive and productive work
environment, where employees feel valued, supported, and empowered to do their best work
as we analyzed above.
- Perceived Organizational Support (POS):
+ FPT rewards employee’s contributions by salary based on business performance and
work performance policies.
+ Every policy of FPT focuses on employee development, they follow up the career path of
every employee and build up the continuous learning programs from the onboarding
process.
- What causes job satisfaction?
+ Job conditions: It will be analyzed in the “Motivation concepts”, “Responsible
leadership” and “Organization culture” part.
+ Pay: It will be analyzed in the “The functions of culture ” part above.
+ Corporate Social Responsibility (CSR):
❖ FPT's sustainable development strategy: Built on the harmonious assurance of three
factors: Economic development, Community support, Environmental protection.
About Economic development: As a leading technology corporation in Vietnam,
over the years, thanks to its willingness to synergize, capacity and experience in
consulting and implementation, FPT has become a strategic digital transformation
partner of the Government. Currently, FPT has approached, signed strategic
cooperation agreements and trained to change digital transformation awareness
with more than 40 provinces and cities. FPT also recorded its name in many
successful digital transformation projects for thousands of businesses in key fields
such as finance - banking, real estate, SMEs, manufacturing, and application of 4.0
technology trends such as: AI, Blockchain, Cloud, Big Data... FPT's digital
transformation solution is still effective and suitable for small and medium-sized
enterprises through the corporation's handshake with the Base.vn corporate
governance platform in 2021. This resonance of power has created a new impulse
to promote the digital transformation of 800,000 domestic enterprises, contributing
to the digital economy.

About Community support: Since 2010, FPT has chosen March 13 as "FPT Day for
the Community" so that every year, each officer and employee dedicates one day to
realize social responsibility with specific and practical actions such as blood
donation, free health check for the community and charity fundraising booth, each
FPT employee contributes 1 day's salary. Over the past decade, more than 702
billion VND has been mobilized from the budget of FPT Corporation, FPT
employees and individuals to implement thousands of community support
programs. 70% is for social responsibility activities in the field of education and
support for the young generation such as awarding scholarships to children infected
with dioxin and good students overcoming difficulties. In addition, FPT has also
carried out many meaningful charitable and social activities throughout the country

15
 such as building bridges for people's living, building houses of gratitude, renovating
schools, sponsoring treatment costs for children. cancer… .

About Environmental protection: Focus on investing in building a green working

environment, FPT always prioritizes the application of new technologies,
environmentally friendly materials and makes the most of natural energy sources to
minimize the impact on the environment as well as energy consumption. For
wastewater treatment systems, we operate to meet wastewater standards TCVN 14:
2008/BTNMT National technical regulation on domestic wastewater. And in 2021,
the corporation will not violate on discharge to the environment. Efficient
management and consumption of energy and water: Increase use of natural
energy/water sources such as: solar energy, groundwater and rainwater, reducing
greenhouse gas emissions by reducing energy consumption of Group-owned office
buildings nationwide, etc.

❖ FPT commits to stakeholders:

For customers: Providing comprehensive technology with end-to-end services and
solutions including consultancy, implementation and maintenance. Bringing values
to customers through advanced technology products and solutions. Constantly
leveraging FPT's brand reputation. Building a team of professional, experienced
personnel.
For shareholders and investors: Ensuring safe and sustainable benefits for
shareholders and investors. Providing timely, fully and transparent information to
the shareholders.
For employees: Being facilitated and provided opportunities to utilize their capacity
and nurture their passions. Being guaranteed with legitimate rights, both materially
and mentally. Having a friendly and creative working environment.
For community: Being a trusted source for the community. Bringing better values
to life, creating sustainable values to promote the development of society.
For the government: Contributing to major national programs and projects. Acting
in full compliance with the industry regulations and laws. Fulfilling the obligations
towards the State.
For partners and suppliers: Building alliance relationships where mutual benefits
and success become the most significant goal. Working with partners on expanding
business, developing new products and services.
❖ Key programs:
Joining hands in the fight against the Covid-19 pandemic.
Investing in education and fostering next generations: Scholarships for young
talents, Nguyen Van Dao scholarship program, “Self-driving car” coding
competition for students, Environmental Protection, Nurturing Kindness, etc.
3.4. Motivation concepts:
● Theories
- Two-Factor theory: American psychologist Frederick Herzberg has studied the factors that
affect motivation and came to a conclusion with the Two-Factor Theory (1959) about the
factors affecting the work motivation of individuals in an organization:

16
 - Intrinsic factors (right half, illustrated by +) increase job satisfaction, including Growth,
Advancement, responsibility, Work itself, Recognition and Achievements. Meanwhile,
extrinsic factors (left half, illustrated by - ) will easily cause frustration in the workplace if not
well managed, including factors such as Security, Status, Relationship with subordinates,
Personal life, Relationship with Peers, Salary, Working conditions, Relationship with
supervisor, Supervision, Company policy and administration.
- In the process of managing and lighting the fire of human resources, if leaders pay attention to
creating motivation for employees, the work will be completed excellently not only with
professional knowledge but also with enthusiasm and passion. To do that, leaders must first
ensure that all extrinsic factors are fully adapted. This is the first condition to be able to attract
talent to the organization and avoid dissatisfaction. However, if a company only focuses on
extrinsic factors, dissatisfaction still occurs at a low level, so leaders should pay more
attention to intrinsic factors to improve the working environment for employees. They need to
design their work to create an environment in which employees feel developed, recognized
and achieved. These intrinsic factors motivate employees to work more enthusiastically and at
the same time reduce the supervisory responsibility of managers, creating conditions for
building a proactive and empowering work culture.
● About FPT
- FPT Compensation & Benefits:
By applying Herzberg Two factors theory, FPT has developed various compensation and
beneficial policies to satisfy and motivate employees.

Firstly, to adapt hygiene factors, The company has developed FPT Care - special insurance
for FPT employees and also their family, including medical insurance, life insurance, and
disability insurance. This insurance works in every hospital in Vietnam. The
performance-based promotion system is also an excellent solution. FPT is also one of the
companies with the largest salary fund on the stock exchange. In 2021, the cost of paying
FPT employees' salaries amounted to nearly VND 19,000 billion, up 24.7% over the
previous year. FPT employees are not only paid twice a month but also have paid time off
17
 for vacations, sick leave, and personal days off. The company also offers an employee stock
ownership plan (ESOP), which allows employees to own a stake in the company and share
in its success.

After ensuring hygiene factors, FPT developed intrinsic factors with extra benefits such as
opportunities for career development and advancement: training and development programs,
mentorship. Specifically, FPT focuses on putting self-training programs on open mass online
course sites (MOOCs) for each staff member, enabling them to study anywhere, anytime in
English. When officials complete the certificate, they will achieve both goals of improving
both professional and foreign language skills. There are also a series of programs to add
knowledge and experience to employees such as 72h of experience, MiniMBA, Core staff,
BA expertise, Soft skills training program, Master - Disciple Programs to Seminars, Talk
Shows, Clubs or exchange programs with outsiders. In order to turn FPT into a learning
organization, FPT Corporation established FPT Corporate University (FCU) in early 2015,
on the basis of the FPT Leadership and Training Academy. The goal of the school is to bring
training to all FPT officers and employees, training continuously at the most reasonable cost.

FPT provides a range of additional benefits to support its employees engagement, such as
employee recognition programs. Many contests and awards such as FPT Status, Top 50
Excellent Employees, Creative Award iKen, Super Foxers... are held annually. People
coming out of these competitions have a great chance to be appointed to important positions.

By offering competitive compensation, benefits, and opportunities for career development

and advancement, FPT aims to attract and retain top talent and create a positive working
environment for its employees.

3.5. Responsible Leadership

● Theories
Leadership is a significant factor that affects the behavior in organizations. While there is
research on effective leadership style, the ethical aspect seems to be unnoticed. There are three
theories that clearly shown the importance of leaders in creating ethical working environment
and organization culture:
- Authentic Leadership: Leaders who know who they are, what they believe in and value and
act on those values and beliefs openly and candidly. They focus more on the moral aspect and
social responsibility (CSR). Their followers will consider them as ethical people.
- Ethical Leadership: Leaders who create the ethical expectation for all members in way down
the command structure, make them behave along ethical guidelines. They convey values that
are other - centered (not self- centered), set high ethical standards, demonstrate them through
their own behavior, and encourage and reward intergrity in others while avoiding abuse of
power.
- Servant Leadership: A leadership style marked by going beyond the leader’s own
self-interest and instead focusing on opportunities to help followers grow and develop.
Characteristic behaviors include listening, empathizing, persuading, accepting stewardship,
and actively developing follower’s potential. The result is their employees have better
well-being and work-life balance, increasing job performance and reducing turnover rate.

18
● About FPT
In FPT, the authentic and ethical leadership is shown in the top leaders of the company. The
founder of FPT Corporation - Mr. Truong Gia Binh had acknowledged the importance of social
responsibility since the first day of establishment. He once shared about the management style
at FPT:
“I really like the story of Genghis Khan - the famous king who led his army to conquer
Eurasia. Genghis Khan's principle of success was simple: All the treasures he obtained in
wars, he took only 1/3, and the rest, he divided among his soldiers. The formula was simple,
but formed a great power, opened a great empire, built a millennium of territorial expansion
of the once Mongol Empire. FPT also applies the Genghis Khan formula to maintain its
stability and prosperity, as well as the cohesion of its members.”
This opinion shows the highest respect from the leader of FPT to their followers. Truong Gia
Binh also oriented several training courses about leadership, which have formed 3
competencies of a FPT’s leader: Influence, Result (Profit - Productivity - Digital Conversion)
and Employees Development. Generations of FPT leaders have been influenced and studied the
leadership style of Truong Gia Binh in order to create a strong and special management style:
focus on the sustainable development of the organization and employee - centered mindset. In
2006, when FPT officially IPOed on the stock market, the corporation divided shares among all
employees, from the janitor to the driver, from the head of the department to the chairman. In
2021, FPT also issued more than 3.9 million ESOPs to employees with positive contributions
with an issuance rate of 0.5%. The total number of ESOPs that FPT will issue is more than 5.2
million units. The issue price is 10,000 VND/share, about 87% lower than FPT's market price.

Not only focus on the life of their employees, the company also concerns about social
responsibility (CSR). FPT's sustainable development strategy is built on the harmonious
assurance of three factors:
- Economic development
- Community support
- Environmental protection
Therefore, along with ensuring solid economic growth, FPT also always focuses on community
support activities based on its own technological strengths and ensures the best benefits to the
community. In the face of Covid-19, the leaders of FPT Software's “One team - One dream”
mantra is a commitment: we leave no one behind. The company sponsors vaccination to all of
its employees and organizes vaccination locations to help ensure our employees’ safety as
much as possible. The company finished vaccinating all of its employees in America and the
Philippines, while pushing for every other branch. FPT Software HCM employees were the
first to get vaccinated in the largest vaccination campaign of the city starting on June 19th,
2021.

3.6. Communication
a. Definition & Function
● Theories
- Definition: The transfer and the understanding of meaning.
- Function of communication: Communication serves five major functions within a group or
organization: management, feedback, emotional sharing, persuasion, and information
exchange.

19
● About FPT
- Corporate culture has promoted communication activities in FPT to a new level with
characteristics such as: scientific, quick, reasonable, and truthful, serving timely for strategic
adjustments and decisions. development of the corporation.
- Communication activities with unique characteristics and almost a unique communication
culture at FPT is a factor that makes FPT's success today as it is highly appreciated by
partners and customers when doing business work and cooperating with FPT. Consisting of
the success of communication activities in FPT are the following characteristics:
Communication as well as information exchange in the corporation has many different
channels, the speed of information transfer is fast and smooth with a large volume of
information.
- FPT Corporation has taken advantage of all 5 functions of communication: Creates the
management of employee behavior: all employees follow the company's policies, assign tasks
to employees' jobs. Communication generates feedback through employee surveys, feedback
mechanisms, and employee recognition programs increasingly. Communication provides for
the sharing of employees' feelings and the fulfillment of social needs. Vu Minh Tuan (FPT IS
- FPT IS HCM) once shared: “FPT has opened up a way for me to do the work I love, to
experience new ideas and be encouraged to have a passion for creativity. From that, the
persuasion ability at FPT is promoted through daily communication activities and from that
information exchange and decision making is also easier and more convenient.

b. Direction of communication: upward, downward, horizontal

● Theories
- Downward communication: Communication that flows from one level of a group or
organization to a lower level is a downward communication. Group leaders and managers use
it to assign goals, provide job instructions, explain policies and procedures, point out
problems that need attention, and offer feedback.
- Upward communication: Upward communication flows to a higher level in the group or
organization. It’s used to provide feedback to higher-ups, inform them of progress toward
goals, and relay current problems. Upward communication keeps managers aware of how
employees feel about their jobs, coworkers, and the organization in general. Managers also
rely on upward communication for ideas on how conditions can be improved.
- Horizontal communication: When communication occurs between members of the same
workgroup, members at the same level in separate workgroups, or any other horizontally
equivalent workers, we describe it as lateral communication.
- Formal Small-group networks: Chain, wheel, All channel.
● About FPT
- FPT applies both upward and downward communication. The form of downward
communication is expressed through communication between superiors and subordinates.
Superiors and management regularly provide surveys to get employees' opinions, or provide
subordinates with information, activities, and programs of the company (providing training
and development programs), develop employees in technical, professional, soft skills,
technical and leadership skills, employee surveys, feedback mechanisms and recognition
programs)
- At FPT, upward communication is also focused on, FPT upholds teamwork and collaboration,

20
 with a culture of open communication and knowledge sharing of employees, employees are
respected for their contribution. Consult with superiors when having questions. FPT
empowers employees to take ownership of their work and make decisions, with a culture of
trust and autonomy.
- FPT also has a form of horizontal communication, that is, communication between
departments and between employees. Employees of different departments can also chat with
each other through internal chat channels, online forums for jobs that require agreement
between departments.
- About communication network: FPT applies to all 3 communication networks: Chain, Wheel
and all-channel. Chain network is like communication from top to bottom, information from
leaders to employees. The network of wheels is often manifest in a small department, with the
center being the head of the department who acts as a guide for all communication activities
in that department. The multi-channel communication network at FPT is represented by small
self-governing groups, where no one is a leader, employees are free to contribute and
formulate ideas.

c. Modes of Communication: Oral communication, Written communication, Nonverbal

communication and Choice of communication channel in FPT
● Theories
- Oral communication: A primary means of conveying messages is oral communication.
Speeches, formal one-on-one and group discussions, and the informal rumor mill are popular
forms of oral communication. (Meetings, Videoconferencing, Telephone)
- Written communication: Written communication includes letters, e-mail, instant messaging,
organizational periodicals, and any other method that conveys written words or symbols.
Written business communication today is usually conducted via letters, PowerPoint, e-mail,
instant messaging, text messaging, social media, apps, and blogs.
- Nonverbal communication:
+ Every time we deliver a verbal message, we also impart an unspoken message. No
discussion of communication would thus be complete without consideration of nonverbal
communication which includes body movements, the intonations or emphasis we give to
words, facial expressions, and the physical distance between the sender and receiver.
+ Choosing communication methods: Whenever you need to gauge the receiver’s
receptivity, oral communication is usually the better choice. Written communication is
generally the most reliable mode for complex and lengthy communications, and it can be
the most efficient method for short messages when, for instance, a two-sentence text can
take the place of a 10-minute phone call.
● About FPT
- Communication methods used at FPT: oral communication, written communication and
non-verbal communication. They are all expressed through information channels to
communicate at FPT.
- Internal communication channels:
+ Within a large group like FPT, the information flows are continuously moving back and
forth with great intensity and are divided into different streams. This information is
circulated and exchanged with each other in many different ways with means such as
telephone, computer, intranet chat, issued documents, regulations, posted notices. FPT,
with its strong position in information technology, invested in a system of high-tech

21
 equipment and computers, along with a high network connection, so the processing and
exchange of information from the office to the other parts very quickly. The back office
can talk directly to one or more leaders through live chat and video conferencing as
needed. In some cases, the application of this technology to administrative and office
activities has helped the Group to have quick and effective strategies. Urgent dispatches
and letters, transaction documents will be quickly sent to the leaders by email in the form
of scans and sent in the form of image files such as PNG, PDF, JPG …
+ Employees of the office department can immediately send work results to the person in
charge right after completing their work via the intranet, by email or fax into a specific
document to the fax machine of the office. Employees of the same departments can also
chat with each other via the internal chat channel, FPT's leadership and information
technology department also skillfully built an online forum for employees throughout the
corporation, enabling employees to ask questions, consult, get information, and answer
difficult work-related issues. The forum also has a function for employees to contribute
their opinions to the corporation on the strategy as well as the performance of the
leadership and divisions. Forum is a form of character language communication with
many functions and high community character, suitable for corporations with large
networks like FPT. Communication and information exchange activities are not only
limited to work, but FPT also cleverly includes extracurricular activities and fun outside
with activities, festivals, festivals or anniversaries of the country organized by the
corporation.
- External communication channels:
+ For partners: Input information from partners who are agencies and companies in the
industry or interdisciplinary sent to the corporation is mainly letters, quotes, contracts,
reports on investment situation, financial position of the group, documents inviting bids.
This information will be sent by the office department to the relevant departments and
sent back to the office by the departments to resolve the issue and specify that it will be
resolved by sending someone to meet face-to-face. over the phone or may reply by email.
+ For customers: Customer information is mainly the contribution and questions about the
quality, price, quality of service, as well as the attitude of the staff. The entire volume of
this information will be collected by the customer service and reception department and
sent to the office and then transferred to the relevant departments or individuals for
comments or solutions and then sent to them. Give the most satisfactory answer to the
customer.
+ Input and Output Information with State Executive Agencies: This information is
completely important information directly under the central level and has the scope under
the decisive branch and changes the whole landscape. Mainly notices, decrees, decisions,
official letters... These types of information are prioritized for processing first and quickly
and carefully when received, the office department will quickly report to the leadership to
ask for a settlement plan and then quickly reply to the State authorities in writing or email
if necessary.

22
4. Lesson
4.1. FPT always follows up with their mission: “a new type of organization, rich with creative
labor efforts in science and technology, satisfying customers, contributing to national
prosperity, giving each of its members conditions for development the fullest in talent and a life
full of material, rich in spirit”. FPT focuses on three aspects when developing: Business,
Technology and People.
- About business, they committed that they invest, research and develop comprehensive digital
transformation services and solutions to meet the needs of customers of all sizes and fields. In
reality, FPT understands their customers so they quickly grasp opportunities, innovative ideas
and appropriate application of technology solutions which bring the best experience for
customers.
- For technology, they asserted that they always update the latest technology trends in order to
develop core technologies and platforms, which increase customer experience and operational
efficiency. FPT is still actualizing it day by day: FPT is a pioneer in software export,
contributing to bringing Vietnamese intelligence to the world. In Vietnam, most of the major
information systems in state agencies and key economic sectors in Vietnam are built and
developed by FPT. In the 4.0 revolution, FPT was a pioneer Vietnamese enterprise in research
and development of new technologies in artificial intelligence, big data, cloud computing,
mobile... FPT also accompanies other corporations, the world's leading technology group, to
create the most advanced digital technology platforms such as GE (Predix), Siemens
(MindSphere), Airbus (Skywise), Amazon AWS…
- About their employees, they are committed to building a fair, transparent and
non-discriminatory working environment. In fact, they have been doing it with rewards,
incentives, many training programs, and policies to make the best condition for their
employees' development. In particular, STCo culture makes their employees be themselves.
They are happy and creative. They are respected and developed. They feel proud of
themselves when working in FPT. Therefore, human resources is the biggest asset of FPT
since FPT’s people are always aiming and dedicated to the common mission.

4.2. FPT has never stopped, they always innovate:

- Each employee innovates, FPT will always be renewed.
- They understand customers and find ways to satisfy their service: They supply a fit product
if they have and research and develop with the demands they don't have.
- Through culture and diversity, they promote creativity and catch up with technology.
Ready-to-innovate mindset helps FPT develop strongly and sustainably.
-> It makes FPT develop sustainability.

4.3. Communication in FPT:

- The company's management has also done and encouraged public democratic cultural
communication in all possible means. This is the premise to build a communication style for
each individual based on FPT's unique culture, an open communication style,
straightforward, telling the truth, but still polite and present, imbued with the idea of
cooperation and development together.
- Communicating through festivals and events organized by the office and other departments
has the effect of bringing the divisions in the group together, helping them to coordinate
smoothly and flexibly in another job. At the same time, it also creates more sympathy and

23
 understanding about each other between employees and leaders, between employees, and
between departments in the corporation. The extra-curricular communication activities here
also have the function of specifying the weaknesses and strengths of each person, the
function of building relationships between employees not only at work but also in outside
life.
- With its superior information technology system, FPT has built a very large communication
network in many different forms such as telephone, video conferencing, chat
communication, and messenger via the intranet. Forums are also set up so that students or
departmental staff in the corporation can learn and exchange with each other openly.
Information channels are built and established with high speed as well as a huge amount of
information exchange back and forth. This plays a very important role in conveying
administrative related contents such as directives, official dispatches, reports as quickly as
possible to each department and employee in the corporation.

4.4. Work division can enhance efficiency:

- By dividing tasks, responsibilities, and authority among members in the organization, FPT
may have been able to minimize duplication and enhance efficiency.
- Based on the information provided, FPT has employed work division as a method to
enhance its efficiency. Work division involves dividing tasks, responsibilities, and authority
among members of an organization to minimize duplication and improve efficiency. By
doing so, companies may have been able to ensure that each employee has a clear
understanding of their role and responsibilities, which can help them focus on their tasks and
perform them more efficiently.
- Additionally, work division can help ensure that each employee is accountable for their
assigned tasks, which can help minimize delays and errors. However, without more
information about the specific work division practices used by FPT, it is difficult to provide
a more detailed analysis.

4.5. Strong culture make organization develop sustainability:

- Through STCo, FPT has gathered many talents, even "unique" men that are difficult to
tolerate in other places with other cultures since instead of just putting the team first, STCo
respects individuality and creates conditions for talents to be developed. STCo is also an
extremely effective team cohesion glue, closing the employee leadership gap.
- FPT creates conditions for employees to express their opinions, contribute or even criticize
an internal problem of the organization without fear of being punished. Employees feel
liberal democracy and leaders have more channels to listen to the employees.
- Strong culture makes employees dedicate not just for money, incentives or something like
that. They accompany the organization because they know the values of corporations and
they want to give a hand to actualizing the mission of the firm.

24
 CONCLUSION
The Organizational Behavior course is an extremely necessary and meaningful subject for
not only economics students in general but also human resource management students in particular.
Thank you to the Associate Professor, Mrs Pham Thi Bich Ngoc, lecturer of Organizational
Behavior, for providing us with not only a general overview of organizations in business but also
effective management methods and ways of working with people. Especially, through lectures and
practicing hypothetical situations in class, we have gained deeper insights into behavior in business
organizations. Applying this to practical situations, I understand that understanding organizational
behavior is a skill that a human resource manager cannot do without, as well as continuously
improving knowledge to work more effectively.

About our choosing organization, FPT's organizational behavior focuses on creating a

dynamic, innovative, and customer-centric organization that values autonomy, accountability,
entrepreneurship, continuous learning, and teamwork. This is the main reason that led to FPT’s
award as “Top 130 Best Place To Work For in Asia”. FPT Corporation has implemented various
organizational behavior methods to manage and optimize its activities. By focusing on efficient
management, project management, work division, personal development, and enhancing interaction
and communication, FPT may have been able to improve its operational efficiency and
effectiveness, as well as create a positive work environment for its employees. The success of FPT
is a model of a breakthrough enterprise that is not afraid to challenge itself with many development
policies and impressive talent retention, which Vietnamese businesses can learn from to develop
more sustainably in the future.

25