1. Student's full name: NGUYEN THI LINH 2. Gender: Female
3. Date of birth: November 1, 1996
4. Place of birth: Nghèn town - Can Lộc district - Hà Tĩnh province
5. Decision No. 1058/QD-XHNV dated May 19, 2021, of the Rector of the University of Social Sciences and Humanities, Vietnam National University, Hanoi, recognizing the student.
6. Changes in the training process:
7. Thesis Title: “Office Culture at the Central Region Branch - National Academy of Public Administration”
8. Major: Office Management Thesis Code:
9. Instructor: Dr. Nguyen Manh Cuong
10. Summary of the thesis results
Chapter 1. Theoretical and Legal Foundations of Workplace Culture
This chapter outlines several general theoretical issues concerning workplace culture. It presents basic concepts and analyzes the characteristics of workplace culture, including its systemic nature, historical context, values, and humanistic aspects. Simultaneously, it clarifies the role of workplace culture in organizations, such as shaping fundamental values, creating an identity for office operations, and fostering a professional and creative work style for the workforce. In particular, the author emphasizes the crucial role of workplace culture in organizations after mergers. In addition, the author presents the legal basis, visual manifestations (internal regulations, rules; policies; qualities and work style of leaders; professional competence and qualities of officials and employees; attire, communication and behavior; scale of architecture, environment, working facilities and collective activities), non-visual manifestations (mission, vision, core values, beliefs and attitudes) along with factors affecting workplace culture. This is the theoretical basis for the author's survey and assessment of the current state of workplace culture at the Central Branch Institute in Chapter 2.
Chapter 2. The current state of workplace culture at the Central Region Branch - National Academy of Public Administration
Chapter 2 outlines the process of organizing and implementing workplace culture and clarifies the perceptions and viewpoints of leaders, officials, and employees of the Central Vietnam Branch of the National Academy of Public Administration regarding workplace culture. Through practical surveys, the author specifically assesses the current state of workplace culture based on visual and non-visual manifestations such as: internal regulations, working procedures, and related internal documents concerning workplace culture; policies and regulations; leadership qualities and style; professional competence and qualities of the staff; attire and communication and behavioral culture; scale of architecture, environment, and working facilities; collective activities, along with elements of mission, vision, core values, beliefs, and work attitude. Based on this, the author has a basis to make observations about the strengths, weaknesses, and causes of weaknesses in workplace culture at the Central Vietnam Branch of the National Academy of Public Administration.
Chapter 3. Proposed directions and solution groups for building and developing workplace culture at the Central Region Branch of the National Academy of Public Administration.
Based on the research and assessment of the current situation in Chapter 2, the author proposes directions, sets of solutions, and some recommendations for building and developing workplace culture at the Central Vietnam Branch in the new phase. The solution groups focus on the following issues: Solutions regarding the direction and management of building and developing workplace culture; Solutions regarding the dissemination and raising awareness of workplace culture; and Solutions regarding the effective implementation of workplace culture at the Central Vietnam Branch.
11. Practical applications
Firstly, this thesis will serve as a useful source of information and consultation for leaders in researching, applying, and providing scientific arguments to make appropriate management and leadership decisions in the post-merger period, aiming to build and effectively implement workplace culture at the Central Vietnam Branch Institute.
Secondly: To help staff and employees change their perceptions and become more responsible in implementing the contents of workplace culture, thereby developing their professional capabilities and contributing to achieving the overall goal of improving the quality of training, scientific research, and international cooperation of the Central Branch Institute.
Thirdly: The thesis serves as a valuable reference for students in conducting scientific research projects, internship reports, and graduation theses on the topic of workplace culture.
12. Future research directions
Based on the research findings in this thesis, the author will continue to study issues related to workplace culture at the National Academy of Public Administration in the future; and simultaneously research and develop a culture model suitable to practical operations to create a foundation to support the effective implementation of the Academy's functions and tasks in the new phase.
MASTER THESIS DETAIL
1. Student's full name: NGUYEN THI LINH
2. Gender: Female
3. Date of birth: 01/11/1996
4. Birthplace: Nghen town, Can Loc district, Ha Tinh province
5. Student recognition decision number: 1058/QD-XHNV dated May 19, 2021 by the Rector of University of Social Sciences and Humanities, Vietnam National University, Hanoi.
6. Changes in the training process:
7. Thesis title: Office culture at the Central Regional Institute - National Academy of Public Administration.
8. Major: Office Administration Subject code:
9. Instructor: Doctor Nguyen Manh Cuong
10. Summary of the results of the thesis
Chapter 1. Theoretical and legal basis of office culture
In this chapter, the author has outlined some general theoretical issues about office culture. The thesis presents basic concepts and characteristics of office culture which are systematic, historical, valuable and human. At the same time, it clarifies the role of office culture for agencies and organizations such as shaping fundamental values, creating an identity for office activities, and creating a professional and creative working style for the personnel team. In particular, the author emphasizes the important role of office culture for post-merger agencies and organizations. In addition, the author presents the legal basis, visual manifestations (Rules, regulations; regimes and policies; quality and working style of leaders; professional competency and quality of officials and employees; clothing and communication culture; architecture scale, environment, means of work and collective activities), non-visual expressions (mission, vision, core values, beliefs and attitudes) as well as factors affecting office culture. This is the theoretical basis for the author to survey and evaluate the current state of office culture of the Central Institute in chapter 2.
Chapter 2. The current situation of workplace culture at the Central Regional Institute - National Academy of Public Administration
In the chapter 2, the author outlines the process of organizing and implementing office culture and clarifies the perceptions and views of leaders, officials and employees of the Central Institute about office culture. Through the actual survey, the author specifically assesses the current situation of office culture based on visual and non-visual expressions such as: internal rules, working regulations and internal standard documents related to the office culture; rules and policies; Leadership qualities and styles; Professional competency and quality of the staff; Clothing and communication culture; Architectural scale, environment and working facilities; Collective activities together with elements of mission, vision, core values, beliefs and working attitude. On that basis, the author has grounds to evaluate the advantages, limitations and causes of limitations on office culture at the Central Regional Institute - National Academy of Public Administration.
Chapter 3. Proposing directions and groups of solutions to build and develop office culture at the Central Regional Institute - National Academy of Public Administration.
On the basis of the research and assessment of the current situation in Chapter 2, the author gives directions, proposes groups of solutions and some recommendations to build and develop office culture at the Central Regional Institute in the new period. The solution groups focus on the following issues: The solution group on directing and administering the construction and development of office culture; Group of solutions on propaganda, dissemination and awareness raising about office culture; Solution group for effective implementation of office culture at Central Regional Institute.
11. Applicability in practice
Firstly: The thesis will be a useful consultative information channel for leaders in researching, applying and having scientific arguments to make management decisions and directing in accordance with the post-merger period in order to build and implement office culture effectively at the Central Regional Institute.
Secondly: Helping officials and employees change their awareness and take more responsibility in implementing the contents of the office culture, thereby promoting their professional competencies, contributing to the accomplishment of the common goal on improving the quality of training, scientific research and international cooperation of the Central Regional Institute.
Thirdly: The thesis is a reference source to support students in carrying out scientific research projects, internship reports and graduation theses on the topic of office culture.
12. Further research directions
Based on the research results in this thesis, in the coming time the author will continue to study issues related to the office culture of the National Academy of Public Administration; At the same time, research and build a suitable cultural model to operational practice in order to create a premise to support the effective operation of the functions and tasks of the Academy in the new period.
