A research based case for Improving the team climate in the Research and Engineering Institute/Division of Vietsovpetro, Vung Tau Vietnam | |
| Author | Dao, Nguyen Hung |
| Subject(s) | Research and Engineering Institute. Division of Vietsovpetro.--Personnel management Personnel management Teams in the workplace |
| Note | A project submitted in partial fulfillment of the requirements for the degree of Master of Business Administration (Executive) in International Business – Management of Technology (VN), School of Management |
| Publisher | Asian Institute of Technology |
| Abstract | Since the time the author has joined the Research and Engineering Institute as a junior reservoir engineer in 2004, he recognized that there were some problems related to the organizational climate where people were not really innovative and motivated. At the present time, after nearly 10 years of working in Research and Engineering Institute (R&EI) he realizes the situation has not been changed much in positive way and this could be a reason of low organization performance. As a manager of Reservoir Modeling Department (RMD), the author found that the organizational climate is critical for the RMD in particular and for the whole Institute in general. That is the main reason motivates the study to be conducted, which aims to measure the organizational climate and provide solutions for its improvement. The project focuses on measuring the team climate, and six key dimensions of the climate which are Flexibility, Standards, Clarity, Team commitment, Reward and Responsibility are found out. Additionally, it aims to answer the question whether each dimension of the organizational climate is important to the reporting staff of RMD. Besides of that, the perspective of reporting staff on how the team climate has been built and maintained is investigated. As a consequence, the analysis of this relationship is accomplished based on the finding survey results. Furthermore, the purpose of this research is to find solutions for enhancing the organizational climate, which can be directly applied to RMD in order to improve the team climate as well as the performance indicators. Findings showed the organizational climate got a score of 4.12 in the scale from 1 (very bad) to 5 (very good), which is slightly higher than good (equivalent to 4). It is also found that all six key dimensions are significantly important to employees with the average score of 4.57. The survey result on how the team climate has been built and maintained showed the score of 4.15, which is particularly closed to the overall score of organizational climate. Besides of these above finding results, the study points out specific solutions with the purpose of improving the team climate of RMD. The outcome of this study shows approach in measuring the organizational climate is appropriate. It is recommended to be applied for other departments and even for the whole of the Research and Engineering Institute. |
| Year | 2014 |
| Type | Project |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (Executive) in International Business - Management of Technology (VN/BKK)) |
| Chairperson(s) | William, Alan;Igel, Barbara; |
| Examination Committee(s) | Claes, Marie-Threse; |
| Scholarship Donor(s) | Vietsovpetro J.V. Company; |