Contents

A. ABSTRACT...............................................................................................................3

B. INTRODUCTION.....................................................................................................3

I. Organizational culture...........................................................................................3

II. Organizational power.........................................................................................6

III. Organizational politics.......................................................................................8

IV. The relationship between culture, power, and politics.....................................8

V. Recommendation for PTI......................................................................................9

C. CONCLUSION..........................................................................................................9

D. REFERENCE............................................................................................................9
A. ABSTRACT

This is a parsement of the effect of textization, the main value and license of
business, security PTI. In addition, the article also provides recommendations to help
organizations and businesses achieve more solid parts in the future.

B. INTRODUCTION

Vietnam Posts and Telecommunications Group (later given to Vietnam Post

Corporation to manage), Vietnam National Reinsurance Corporation, and significant
domestic economic groups were the founding shareholders of Post and
Telecommunication Joint Stock Corporation (PTI), which was founded on August 1,
1998.

Vietnam Post Corporation, which holds 22.67% of the charter capital at PTI, will
have finished the auction to sell all of the shares it owns by the end of December
2021. The two main shareholder groups in PTI at the moment are DB Insurance
Company - Korea (37.32%) and VNDirect Securities Joint Stock Company and
approved shareholders (42.33%).

I. Organizational culture
 1. Schein’s model

Define Edgar Schein's notion of corporate culture. He asserts that corporate

personnel grow through time and are the outcome of exposure to change to solve
internal problems (Coote and Hogan, 2014). This idea is composed of three
components: artifacts, fundamental principles, and fundamental presumptions.

a. Artifacts

With the stylised shape of four bracelets, which stand for collaboration, the logo image is
intended to establish a distinct image for PTI. Additionally, this is a representation of
strength and stability that inspires confidence in clients. In terms of business philosophy,
the PTI logo stands for four basic principles that serve as benchmarks for PTI's ideology
as it develops: Respect for diversity, sharing, creativity, and cooperation. The logo
picture captures PTI's core values as well as the values the company aspires to and vows
to uphold for the sake of society and its clients.
With the tagline "Community-based insurance business." Sincerity, trust, and sharing are
the three pillars of the brand personality. The three most crucial characteristics of a real
friend are as follows: Be sincere, selfless, and outspoken; respect the authority and be the
one who upholds the religion; be chivalrous; accept your troubles as their own and be
willing to share both joyful and sad moments; PTI is with you whether you are successful
or going through a bad period. A companion like that will remain close for a very long
time. By doing so, PTI will build a brand that will endure and be cherished by its
audience.

b. Values

Creation
The organization constantly promotes innovation to generate advantages to dominate the
market, increase its market share, and deliver new and improved values to clients in order
to be distinctive, appealing, and useful clients and associated parties.

Co-operate

The quickest approach to advance PTI's growth and establish a new, stronger place for
the company higher in the market is via cooperation, which is an unavoidable tendency of
the current economy.

Share

For PTI, sharing is a useful approach to demonstrate its obligation to the societal
community. Sharing, on the other hand, fosters kinship, empathy, compassion, and
humanity among PTI participants adding to PTI's long-term growth in the process.
Respect for diversity

The best environment for the creative spirit to continually flourish and contribute to the
quick and sustained success of the business is one that respects, supports, and
significantly values innovations and differences PTI going forward.

c. Basic assumptions

The belief that offering great customer service builds trust and loyalty is one of the
distinguishing characteristics of PTI Insurance's everyday working conduct. According to
the company's operational rules, clients who have enrolled for insurance and need
hospitalization for treatment must complete the hospital's confirmation process as well as
a number of additional challenging steps before obtaining reimbursement. The postal
insurance personnel will, however, get in touch with the hospital directly to confirm
using data and alerts from clients in order to speed up this procedure. Customers benefit
from ease and a feeling of comfort while utilizing the product, and the workflow is not
disrupted. Customers will like the service more when they use it. But in the life insurance
industry, this presumption is increasingly becoming more evident.

2. Handy’s model

Charles Handy created this model based on several cultural elements, such as Person,
Task, Function, and Power. Two other factors, centralization and formalization, have an
impact (Anderson, 2019).

Centralization low
The degree of centralization in PTI insurance is still grossly understated, to start. The
Board of General Directors and managers routinely evaluate management operations to
ensure that the duties and goals are being carried out, to advance the execution of the
yearly business plan, and to provide guidance. In meetings, directors or leaders will make
choices and take into account directing each department. For instance, "Phuc Luu Hanh"
for motorbike riders, "Phuc Van Mile" for vehicles, and "Phuc Van Mie" for cars were
particularly created items before they were released and were in a highly competitive
market. The company's directors convened meetings and put groups in charge of making
plans to use and launch quality items in the market for students of all levels and pupils.
school. For the distinct processes in the mining organization to work well, each
department will require a leader. A new market sector with few rivals will then be
identified by the research and development organization, and the planning department
will be given the task of coordinating each company's market research organization by
assigning direct staff selection to be carried out. service.
Formalization High

Each employee in a separate department at PTI will have certain roles and obligations. In
other words, PTI separates the work into blocks, each of which will include a unique task
and operational procedure. For instance, the professional division will oversee the
corporation as a whole's professional and unifying efforts. The economic division's duties
include doing business, giving advice and support to the board of directors, as well as
handling matters pertaining to financial accounting, financial planning, and investment in
compliance with the law. In order to manage and oversee the company's associated
divisions and professional tasks, the Management Division advises the Board of
Directors.

 Therefore, postal insurance may be characterized as a business with a mission

culture because of its low level of centralization and high level of formalization
(Robbins and Judge, 2018). The business's unified objective is the focus of all of
its activities. The primary focus of every employee is finishing their allocated job.
The completion of the task as well as the proper resources on which to base it are
the focus of organizational work. Because it is so competitive and innovative, this
 culture is perfect for PTI. Its disadvantage is that a manager must constantly
update management trends to align with the company's human resources.

II. Organizational power

1. Bases of power

There are two forms of bases of power icluding formal power and personal power.
Formal power includes coercive power, reward power, legitimate power.
PTI Insurance properly manages workers' work in order to support effective and fruitful
company operations.

By establishing several circumstances to inspire, encourage, and motivate staff members

across the system to put up their best efforts in all roles, the reward power helps to
advance business units. This policy is established by Ms. Tran Thi Minh, director of
human resources. Teams and individuals with exceptional accomplishments will be
offered the chance to be rewarded based on their efforts and outcomes. Regulations on
prizes will increase workers' incentive to finish the job. The award criteria do, however,
still have significant drawbacks, such as how difficult it is to assess and regulate due to
the vast number of workers. Some people or groups will swiftly reach their incentive
objectives because of preexisting connections or agreements. However, it takes a lot of
workers a while to do it. As a result, the incentive system has to be well thought out and
precise.

Second, the leaders of the postal insurance have the authority to coerce the lower
workers. The KPIs project, which is issued for 18 departments and 54 units in the
organization, is revised and put into practice in 2021. Employees who don't reach the
minimal quota will be continuously rotated across departments or fired under this
strategy, which fosters competitiveness and drive in the workplace. However, this rule
could unintentionally put pressure on workers to work less efficiently. The KPIs system
nonetheless encourages people to be creative at work and to take the time to analyze tasks
in addition to caring about outcomes. Therefore, in addition to corrective action,
managers should make an effort to engage with staff members and prevent isolation.

Directors at the corporation are in charge legally. It is expressly stated in every

management duty contract. The director has the authority to directly control the
employee's conduct based on the position held at the time of appointment. For instance,
Mr. Nguyen Ba Tuoc oversees the Central Highlands postal insurance firm. With this
power, he will be able to concentrate on solving problems and accepting suggestions at
the Central Highlands headquarters, such as enhancing customer service, creating useful
product guides, etc. Mr. Tuoc may provide recommendations in meetings and online
conferences of top corporate executives even if he has no power at other branches.
Businesses also need to be aware of the misuse of authority during the establishment of
a company since this might result in acrimonious confrontations between the executive
board and the blocks.

Personal power includes expert power, referent power, information power in PTI.

First, boards of directors, managers, and leaders have expert authority. The executive
director of the functional area with the planning and marketing department, in particular,
will have the knowledge to influence workers due to his demonstrated competence and
talents. The marketing director will have an impact on the design process, content, and
marketing strategy to stand out and boost competitiveness in the insurance industry.
Employees will obey orders from superiors and carry them out in accordance with the
predetermined plan. Employees also have the option to engage in this process and
provide their thoughts on choices that don't fit the company's current circumstances. We
must develop our knowledge in order to progress the workforce.
Second, managers, directors, and leaders have referent authority. The PTI references
three kinds of power: shareability, character and honesty, and necessity. In order to
achieve the corporate objectives in 2021, when the pandemic is complex, the organization
launches and vigorously develops an online training system. As the HR manager, Ms.
Tran Thi Minh encouraged all workers to provide feedback and recommendations for the
system's development. The human resources director also requested from all
departmental executives to enhance encouragement and support as much as possible in
their endeavors after she openly discussed the challenges the organization faced at that
trying period. Most departments appreciate and adore her for being honest, and everyone
is at ease working alone to complete duties.

It is time-sensitive and will not always have an impact to mention the power of
information. Since Mr. Do Quang Khanh is the director of operations management, he
will be fully informed about every project's operation, including when the next meetings
will be held and how it will impact company operations. any. He would then have the
advantage of knowledge. But it would be difficult for him to maintain this position for
very long since ultimately this information will be made public and circulated around the
board. Therefore, the key to maintaining this power is to always have access to fresh,
practical knowledge that others do not.

 Through the bases of power, it is clear that PTI has a lot of authority yet does not
exert pressure on its employees. Additionally, it improves staff performance
because of Ms. Minh's ability, honesty, and compensation and incentive policies.
Personal power represents the significance and authority of senior leadership,
which is acceptable as long as it is not misused. Additionally, formal authority
when paired with other factors fosters confidence, professionalism, and a serious
attitude toward the work at hand.

2. Power tactics
 PTI has effectively used two of the two basic forms of power tactics: legitimacy and
consultation. Regarding the letigimacy, it is presumed that the person who has the
company's highest level of legal responsibility is also the one who has the authority to
order staff members to adhere to all rules and laws. Ms. Tran Thi Minh contends that
office workers should adhere to a set of dress codes, including the wearing of shoes,
sandals, collared shirts, and professional attire. This rule will be followed and
distributed to all workers in the departments' blocks. Second, in order to keep up with
the digitization of the new age and increase company efficiency, the workforce in the
information technology department will update and develop. Particularly, the division
will study and encourage the usage of mobile apps, data security, etc. The department
will invite the executive director to the meeting so that she may present and hear
suggestions for improving the plan's applicability and relevance. This is a
consultative procedure that is based on the director's suggestions and effectively
implemented technological advancements.

III. Organizational politics

Three categories make up organizational politics: networks, reciprocity, and coalitions

(Pullen and Rhodes, 2014). However, networking is the political strategy that PTI
businesspeople employ the most. The sales team often engages in office-based activities
like exercise throughout the workday. This practice aims to unwind workers and provide
a welcoming environment for conversation as they work. The whole team or department
will also engage in a shared activity, such as a dinner gathering or team-building exercise,
whenever a new employee joins the organization. This helps everyone get to know one
another and introduces them to the fundamental corporate culture. Other departments
may get ideas from this effort.
Therefore, networking has a favorable impact on the majority of workers and corporate
success. Employees get the chance to interact, develop friends, and foster a sense of
cooperation inside the company. Long-term workers give off a sense of familiarity and
camaraderie that gives new hires a chance to participate and learn from more experienced
staff members. By studying together and fostering cooperation, kids also get a fantastic
chance to comprehend the business culture.

IV. The relationship between culture, power, and politics

Politics, power, and cultural interactions are intertwined in every company and have an
impact on one another. The goal statement, promoting equality, and encouraging creative
flexibility in the workforce are all part of PTI's corporate culture. The primary workers
are still subject to the control of their superiors, but due to the high visibility while
exercising both authority and personal, this is barely translated into obligations and
demands for them. To establish and run a company based on a network of events to foster
connections and collaboration among workers, fusing professional and dispersed power,
creates a professional working environment. nearby and industrial. To preserve the
stability and profitability of PTI, businesses must concentrate on team and organizational
concerns, particularly regarding value papers and operational procedures.
In general, all business actions will be related to one another and be focused on
enhancing work performance and creating a stable and positive corporate image in the
marketplace.

V. Recommendation for PTI

The component that needs the greatest attention after examining PTI's political, cultural,
and power aspects is human resource management since it directly affects organizational
culture. PTI has a large pool of labor resources from various cities and states around the
nation. Additionally, because of Korea's collaboration, the crew includes workers from
other countries. Businesses may enhance their firm objectives for integration by taking
use of cultural variety in the workplace. Working groups do, however, often have
problems that managers must be able to overcome. In particular, the human resources
division must provide a fair workplace. They could set up a lot of clubs or extracurricular
activities to promote cross-cultural interaction among the whole workforces.
From there, workers may operate more productively in teams and help the company
make long-term gains. PTI has a strong foundation on which to create and enhance the
management function in the environment thanks to the core value that respecting the
sharing in the connection between members of the company was indicated from the
outset. multiethnic employment. With this multi-cultural human resource management
approach, however, businesses must also pay attention to systematization and making it
continually, in addition to the fact that workers must be proactive in their learning.

C. CONCLUSION

By highlighting the theory and using it to study the actual state of the organization, the
paper has reviewed and assessed the culture, power, and politics of the postal insurance
company. Additionally, the link between the variables is explained and some suggestions
are provided.

D. REFERENCE

1. Robbins, S. P. and Judge, T. A. (2018). Organizational Behavior (18th Edition).

Pearson.
2. Pullen, A. and Rhodes, C. (2014) ‘Corporeal Ethics and the Politics of Resistance
in Organizations’, Organization, Vol. 21, No. 6, pp. 782–96.
3. Pti.com.vn, n.d “ About PTI”

4. Annual report, 2022