Lang Thị Ngọc Ánh - 11190643 - Business English 61AEXECUTIVE SUMMARY In the past twenty years, the issue of corporate culture has been a significanttopic in business management because i
INTRODUCTION OF ZINZA TECHNOLOGY
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Company English Name Zinza Technology
Company Vietnamese Name ZINZA TECHNOLOGY COMPANY
Lang Thị Ngọc Ánh - 11190643 - Business English 61A
Zinza Technology is a Japanese and American technology company that provides technological services It was launched in June 2016 by four entrepreneurs with extensive expertise in the outsourcing industry:
Chief Officer Executive is Nguyen Thanh Hai.
In 2004, he graduated from Hanoi University of Technology He worked as a developer at FPT Japan after graduation and was in charge of projects relating to finance, retail, and medical systems (Manager) until 2010 He was in charge of outsourcing projects from Japanese customers at FPT Software from 2011 to 2013.
(Viet Nam) Following that, he served as AltPlus VietNam's development department manager (Child Company of Japanese Company) He founded Zinza Technology Company on June 6, 2016.
Le Quang Hung is cofounder and Chief Technology Officer In 2010, he was a student in the University of Communication and Transportation He used to work for the FPT software firm He gained knowledge in medical system software and the creation of electrical circuit design software while working He quit FPT software in 2015 to run his freelancing group He joined Zinza Technology in June 2016.
Senior Bridge SE is Nguyen Xuan Cuong After graduating from the Institute of Technology (HEDSPI project) in 2014, he became an employee for the AltPlus Vietnam enterprise His tasks included development and operation of web and social games There is also experience in creating iOS, Android, and hybrid apps He had the Japan Proficiency Test certificate with the highest level (JLPT).
The final founder is Le Minh Quan He joined the FPT software firm and spent over two years working as a developer on medical software development projects for the Japanese market.
Then he took part in the company's BrSE training sessions, and after successfully completing this course, he worked in the customer's office for around 2 years.
Zinza Technology has expanded to 78 employees, including research centers in Ha Noi and Danang The organizational framework consists of one support group and three divisions The support group's missions include management, human
Lang Thị Ngọc Ánh - 11190643 - Business English 61A resource training, and communication Professional projects such as coding, testing services, and so on are handled by three departments.
Zinza Technology has several years of expertise building applications for customers in a variety of industries on the iPhone and Android platforms They are confident in providing a full service with the capacity to counsel, plan, develop, and run to fulfill all client demands because of their devotion, thoughtfulness, and high technological level Zinza Technology also provides support for native and cross-platform apps Web Services provide services such as web development and web design Even complex systems like matching systems, sales management systems, and distribution systems, for example, emerge from upstream processes.
AI, blockchain create apps that make use of cutting-edge technology such as AI and blockchain Zinza Technology also creates and maintains scalable high- performance systems from the ground up UI and UX design enable complete visual design such as Web, mobile, desktop application, and so on, as well as responsive web design to experience on a variety of devices.
They undertake extensive data research to better understand mobile user behavior, allowing them to optimize app compatibility and user experience across various mobile devices They build apps using the most sophisticated frameworks, allowing them to provide a good return on their clients' investment in mobile app development.
Throughout the journey of formation and development, Zinza Technology is constantly making efforts, creating new intellectual values, contributing to improving technological services Zinza Technology aims at quality products and exceeds customer expectations Accomplishing the right goal is not the destination,what makes Zinza Technology's name is its breakthrough and highly innovative products.
Lang Thị Ngọc Ánh - 11190643 - Business English 61A
Zinza Technology's core values include three elements: people, speed and balance People at Zinza Technology inherit 6 factors: doing their best, optimizing, being proactive, being confident, non-stop and being honest These are the qualities you need if you want to work at Zinza Technology The second element of core value is speed Fast speed is also the factor that makes Zinza Technology's brand: on time, ahead of schedule to work most effectively Finally, the balance will help people harmonize all issues in life, helping employees work in joy and excitement.
Zinza Technology is divided into 4 departments with 2 main functions: developing technology and supporting the company Below is details:
Figure 1.1 Zinza Technology’s company structure
A functional organizational structure is a system in which staff is grouped with other specializations.Because low-level workers have few cross-functional activities and exclusively focus on present expertise, this structure allows Zinza Technologies to be more specialized The pros and cons of Zinza Technology's functional organizational structure are listed below This structure helps the company break down tasks and responsibilities to make it easier to work with In
Lang Thị Ngọc Ánh - 11190643 - Business English 61A addition, departments are also linked together to support and develop the company comprehensively Because this is a small-scale company, it is only divided into 2 main divisions Each department has the following functions and duties:
The development department handles the company's specialized and professional activities, such as game creation, technological development, and AI.
It is separated into three sections, each with 20-40 staff The contract will be signed by the cofounder, and the project will be delivered to three divisions The development department is also the company's primary source of revenue Some main tasks of developer department include contributing in the development of the firm's existing websites and apps; expanding existing systems to allow website scaling; creating a new website; application in collaboration with other corporate teams, participating in technical solution research and development, as well as being acquainted with new languages and technologies: Cloud Computing, Cluster Distributed Storage, Microservices System
Supporter department is to support activities inside and outside the company with the aim of boosting employee morale Each part will have different functions:
The human resources department will manage human resources and aid in the establishment and performance of human resource-related tasks Human resources' initial task is to recruit Human resources employees are in charge of the recruitment process, which involves writing job descriptions, disseminating recruiting materials, scanning CVs, and so on Second, HR employees help to transport information from one end of the organization to the other, ensuring that all requirements and expectations are met On the other hand, HR activities include creating compensation On the compensation side, structures and competitive wage practices must be studied A compensation and benefits expert may also work with insurers to negotiate group health insurance rates and coordinate operations with a retirement savings plan administrator.
This department is responsible for establishing, sustaining, and cementing
Lang Thị Ngọc Ánh - 11190643 - Business English 61A positive connections among individuals of the same firm Internal communication aids in conveying the leader's message and vision to staff Employees will be unaware of the necessity of contributing efforts to assist the organization accomplish its goals if internal communication is ineffective and opaque The law will establish some regulations and guidelines to help manage activities and promote employee motivation.
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Part 1: This part includes demographic information of the respondents; age, income, marriage status and level of education
Part 2: This part is designed based on Likert 5 scales to evaluate current status of corporate culture at Zinza Technology.
Part 3: This part consider 4 main factors in corporate culture: communication; training and development; rewards and recognition; teamwork influencing the level of employee’s motivation and satisfaction
Part 4: The last part is short question for finding different insights in order to find suitable suggestion and recommendation
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DATA ANALYSIS AND RESULTS OF STUDY
This chapter presents the results of data analysis based on the responses of 98 employees at Zinza Technology through questionnaires The analysis includes 4 parts: feature of respondents, current status in company, the influences of 4 main factors towards corporate culture and insights of employees for recommendations.
The aim of the study is to investigate current status through insights of employees in Zinza After that, the author analyzes level influences of 4 main factors (communication; training and development; rewards and recognition and teamwork) toward culture in Zinza Technology company.
Age of employees The first feature of respondents is age According to Schein (1990) “Age determines the degree of rejuvenation of a culture” In addition, age of employees helps managers determine the appropriate corporate culture for characteristics of each age group” (Kennedy, 1982) Therefore, the age of employees is considered as one of the basic factors in order to determine the changing of corporate culture in Zinza Technology.
Figure 4.1 The percentage of employee’s age at Zinza Technology
It can be seen that employees from 23-35 years old account for the highest percentage with 46.3% Age from 36 to 45 years old ranked the second level by 31.5% The other two age groups are 18-22 years old (19.4%) and over 45 years
Lang Thị Ngọc Ánh - 11190643 - Business English 61A old (2.8%).
The 23-35 year-old employees occupy the highest proportion in all age ranges.
They are young staff, mostly fresh graduates or little experienced employees The 23-35 year-old employees are looking forward to a low pressure, comfortable and free culture environment This is suitable for the youthful and dynamic personality of young people To improve a suitable culture for young people, Zinza Technology tends to create programs or activities which are youthful, liberal, less pressured and not constrained However, culture at Zinza Technology should still enforce certain regulations for employees because the proportion of 36-45 year- old staff, who look forward to stability, ranks the second level in Zinza Technology Company.
In conclusion, most employees at Zinza Technology are young and dynamic from 25 to 35 years old, so Zinza Technology's culture needs to follow the young trend, without restraint and pressure This will create motivation for employee to work and increase the quality of work for employees
Incomes of employees Luthans (1992) defined that regulations on rewards and income is a basic factor to promote a positive culture for employees in an organization The higher salary employees get, the more confidence, trust and pride employees feel in their work (Cameron and Quinn, 2011) This motivates them to work better and contribute more for the company.
Figure 4.2 The percentage of employee’s income at Zinza
Lang Thị Ngọc Ánh - 11190643 - Business English 61A
Technology The pie chart gives information about the proportion of employee's incomes with three levels of income: under 5 millions, 5-10 millions and over 10 millions It is noticeable that employees receiving 5-10 millions account for the highest percentages with 54,5% in three income ranges The lowest percentage of income levels is under 5 millions (10,1%)
In general, the percentage of 5-10 million salary accounts for the highest level in the pie chart with 54,5% Because Zinza Technology is a technology company, IT services have advantages in the technology market Especially in the 4.0 technology period and Covid epidemic, profits from IT products are higher and higher Revenue per month for a young person with 5-10 million is a stable salary to live in Hanoi 5-10 million salary helps staff in Zinza Technology feel confident and have more motivation to dedicate to the Zinza Technology Company.
Besides, the percentage of the 10 million level ranks second place, 19.5% less than the 5-10 millions level To achieve this level of salary, employees need to have several years of experience As a startup, Zinza Technology can attract experienced people That means rewards and recognition at Zinza Technology is attractive and creates a competitive advantage over other companies.
In conclusion, the stable income at Zinza Technology from 5 to 10 million is a basic factor to create trust, pride and attachment for employees to commitment and have more motivation at Zinza Technology.
Marital Status of employees Unmarried people tend to work in a young, free, relaxed and creative environment.
However, married people, especially long-term families, often just want to focus on their main task, and do not want to participate in extracurricular activities (Johnson and Scholes, 1999) They are often influenced by family culture and organizational culture Below is a chart showing the percentages of employees’ marital status at Zinza Technology:
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Figure 4.3 The percentage of employee’s marriage status at Zinza
In the survey, marital status is divided into 5 categories: single, marriage, in a relationship, divorced and widowed Each status has different influences on individual culture The longer a person has been married, the more they will want to look forward to an organized culture similar to family culture.
The pie chart shows the percentage of employee's marital status in Zinza Technology Company It is apparent that the proportion of single employees and in a relationship is the most popular status in Zinza Technology with 43,6% and 43,2%, while windowed and divorced status is rare in the company.
Overall, the first feature is that single employees occupy the highest level in all status with 43.6% This percentage is more than twice as many as the percentage of married people Single employees tend to be keen on youthfulness and innovation This is very suitable with Zinza’s start-up culture With technology expertise, culture at Zinza Technology tends to be modernity that promotes the creativity of young people Unmarried people have more time for work In addition, the percentage of in-a-relationship people is less than a single employee, at 9.4% Belief in love helps employees be inspired to work They not only aspire to try their best to complete their task excellently but also want to develop personally This is the reason why Zinza Technology needs to promote training and development activities for employees.
Lang Thị Ngọc Ánh - 11190643 - Business English 61A