1. Student's full name: NGUYEN THI LINH 2. Gender: Female
3. Date of birth: November 1, 1996
4. Place of birth: Nghen Town - Can Loc - Ha Tinh
5. Decision on recognition of students No. 1058/QD-XHNV dated May 19, 2021 of the President of the 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 Branch - National Academy of Public Administration"
8. Major: Office Administration Topic code:
9. Instructor: Dr. 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. In which, the basic concepts are presented, analyzing the characteristics of office culture including systematic, historical, valuable and humanistic. At the same time, clarifying the role of office culture for agencies and organizations such as shaping fundamental values, creating identity for office activities and creating a professional and creative working style for the staff. In particular, the author emphasizes the important role of office culture for agencies and organizations after the merger. In addition, the author presents the legal basis, visual manifestations (Regulations, regulations; regimes, policies; qualities, working style of leaders; professional capacity and qualities of officials and employees; dress, communication culture, behavior; architectural scale, environment, working facilities and collective activities), non-visual manifestations (Mission, vision, core values, beliefs and attitudes) and 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. Current status of office culture at the Central Regional Branch - National Academy of Public Administration
In chapter 2, the author outlines the process of organizing and implementing office culture and clarifies the awareness and viewpoints of leaders, officials and employees of the Central Region Branch on office culture. Through a field survey, the author specifically assesses the current state of office culture based on visual and non-visual manifestations such as: internal rules, working regulations and internal normative documents related to office culture; Regimes and policies; Leadership qualities and styles; Professional capacity and qualities of the staff; Dress and communication culture; Scale of architecture, environment and working facilities; Collective activities along with factors of mission, vision, core values, beliefs and working attitudes. On that basis, the author has the basis to make comments on the advantages, limitations and causes of limitations in office culture at the Central Region Branch - National Academy of Public Administration.
Chapter 3. Proposing directions and groups of solutions to build and develop office culture at the Central Regional Branch - National Academy of Public Administration.
Based on the research and assessment of the current situation in Chapter 2, the author proposes directions, proposes groups of solutions and some recommendations to build and develop office culture at the Central Institute in the new period. The groups of solutions focus on the following issues: Group of solutions on directing and operating the building and development of office culture; Group of solutions on propaganda, dissemination and raising awareness of office culture; Group of solutions on organizing and effectively implementing office culture at the Central Institute.
11. Practical application
Firstly: The thesis will be a useful information channel for leaders in research, application and scientific arguments to make appropriate management and direction decisions in the post-merger period to build and effectively organize the implementation of office culture at the Central Institute.
Second: Help the staff and workers change their awareness and be more responsible in implementing the contents of office culture, thereby promoting professional capacity, contributing to the completion of the common goal of improving the quality of training, scientific research and international cooperation of the Central Institute.
Third: The thesis is a source of reference materials to support students in conducting scientific research topics, internship reports, and graduation theses on the topic of workplace culture.
12. Further research directions
Based on the research results in this thesis, in the coming time, the author will continue to research issues related to the office culture of the National Academy of Public Administration; at the same time, research and build a cultural model suitable for practical activities to create a premise to support the effective implementation of the functions and tasks of the Academy in the new period.
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.
