Professional Documents
Culture Documents
2 Introduction 3
6 CORPORATE VALUES 8
13 Reference 22
ACKNOWLEDGEMENT
1
Assalamualaikum w.b.t…
First of all thank God for giving us a good health and opportunity to complete this
order to execute this assignment. Without her advice, I won’t make this assignment as
required. There are a lot of effort have been given to make this
assignment became a successful project. So, thank you and well done to all group
members because being such co-operative in sharing information about ‘how to’ in this
research paper. This is my first properly done research paper so i do expect some
mistake although I’ve done it (so I thought)carefully. Lastly I want to thanks again to
Mej(B) Bibi Zarjaan Binti Akbar Khan because she gained my interest in learning
English with her style of
teaching, now I know how to learn while enjoying it, at least for this subject…
Wassalam…
Introduction
2
Negara Properties (M) Berhad (NPMB) is a property company listed on the main board
of the Bursa Malaysia. Having more than 30 years experience in the property business,
the company has successfully developed and managed townships encompassing a total
managed area of about 3,500 acres. These include residential, commercial, resort and
industrial properties.
Management (TQEM) principles in all aspects of the business process to enhance its
effectiveness and efficiency. This has been successfully proven when two of its
subsidiaries namely Melawati Development Sdn Bhd and Sungai Kantan Development
Sdn Bhd were awarded with the MS ISO 9001:2000 certificates by SIRIM, Malaysia
3
Name : Rozana Binti Ali
Trasport ( U.K )
4
• “Well, there’s not much story to tell you guys, but one thing I can tell you
is that this company is very unique”. “That is because we are very close to
before this our department linked to ‘Support & Services’ then to the
CEO”. “With this implementation we already can see the benefit that is
• “I don’t have any daily routine, but I’m still working based on a plan that
Head of Department and I created. The plan will be created based on the
Brief History
5
April 1959
1971
1973
1983
June 1992
Golden Hope group embarked on corporate exersice involving its property arm “ Golden
Hope Realty Sdn Bhd” and KTP. KTP became the property arm of Golden Hope group
and it later acquired ‘ Negara Properties Sdn Bhd ‘ ( NPSB ). KTP was reclassified as a
Dec 1992
KTP was renamed “Negara Properties ( M ) Berhad”, adopting the name of its main
6
Vision
Mission
• Developing quality lifestyle and communities
CORPORATE VALUES
7
• Business excellence
• Speed
• Customers
• Employee development
– We conduct our business with utmost honest and integrity. We are accountable for all our
action
• Community
– We are responsible corporate citizen, sensitive to the needs and expectation of the
community.
• Environment
– We are committed to providing safe and healthy work environment for our employees and
stakeholders.
8
BOARD OF DIRECTORS
Cost property
Management management
9
Structure of Negara Properties
make the strategies more effective. So in term of HR planning functions it will take the
building the best and effective chain of command the company keeps changing their
structure trough time, this approach is similar to what we called as ‘try and error’. After
they find the best way by analyzing the performance then they’ll stick to the plan and
The previous two pages should give you a rough picture of the structure
and how the chain of command works in this company. The first page showed you the
structure in year 2004 and the second one showed you the structure in year 2005. We can
see the difference at the HRM roles where in the first year the department weren’t in
direct contact to the CEO but later the company adjusted it where HRM department are
she told us that the company now can feel the difference when the department can
manage the people in more effective way. The result can be seen and translated through
the profit where in 2004 they had lost a whopping 20 million but the condition changed in
2005 when they’d received a 9 million profit. Obviously the changes of the organization
The structure will not impacting the performance alone, it will affect in
ethical situation too. Such as the thoroughness of senior level officer when dealing with
the low level subordinate will differ completely when he dealing with his same or junior
level officer. In Negara Properties, there is several codes of ethics that must be followed
10
by all member in this organization, that is (please note that I’m only giving some of the
examples because there are some area that cannot be revealed to strangers):
I. Responsibility to Self.
V. Social Responsibility.
a. Act with awareness of the cultural filters which affect my view of the
11
Strategies & Practices of Negara Properties
The organization has many competitive strategies but what matters the
most is how are the strategies can be implemented. So that’s why the HRM (in this
company it’s HCM) department was brought up one level in the organization structure,
that is to implement the strategies more effectively and freely. The key strategies are:
profit.
global supplier.
environment.
12
Currently the common practice in this organization is performance
appraisals; it is done twice a year by the HR department in this company. It is because the
company needs to maintain its performance through time. When in comes to recruiting,
of course the HR department implement it but in just casual occasion because of the
turnover of the employee is very low. They will just take new employee when someone is
being promoted, thus leaving a vacant position, in this case they’ll just use head hunter
technique to replace the vacant position if it’s executive, and will use walk in interview if
succession planning, yet. But it is in progress because they realized the importance of it.
And they try to realized this plan as soon as possible because this organization will
depend on it when the time comes, especially when one of the upper suddenly move out
or in worst case, past away. In the succession planning there are three steps:
13
The Company’s Rules and Ethics
Managing people involves making fair decision. When the company hires one
candidate and rejects another, promote one and demote another, pay one more and one
less. How employees react to these decisions depend on whether they think and the
In the Negara Properties Company, there are several rules and regulation that all
the employees must obey and follow it. The company stated it as Code of Conducts. In
the Code of Conducts, all the employees must appropriately dress when come to the job.
They must wear a formal office dress. They are not allowed to wear jeans during the
working day. Except on one day, that called t-shirt day on Friday.
We have defined in the organization have treated the employees fairly based on
how the do the procedural justice to the employees. To ensure the fairness, the
organization has prepared early to face these problems. During the recruitment process,
the organization will screen out undesirable person before they apply. The organization
will do the selection based on job-related criteria and based on company’s values on
During the recruiting, the entire applicant will view job sample test as fair if these
are job-related, the applicant will be given an opportunity to perform and the organization
will provide specific feedback to the applicants. The effect of this situation, all the
applicant will consider an interview as fair if it provides two ways communication, allow
them to show their skills, offer the feedback to them and has high validity.
In the training session, is the one way that the organization uses to develop the culture of
ethics and fair play to the employees. The training includes example to show employees
14
how to recognize ethical dilemmas and how to use the Code of Conduct to resolve the
problems.
In the performance appraising process, the company will make the appraisal clear
not only adheres to high ethical standards but also actually measures employees who
follow those standards. The organization will use the score card and report from the
To ensure the fairness in the discipline is based on one pillar. There are rule and
regulation of the company. The rule was setup to deal with issues such as theft,
During the year under review, the Group’s Human Capital Management policy
was further enhanced. The Balanced Business Scorecard featuring Key Performance
Indicators were developed, customized and enhanced with the incorporation of adjusted
measurement rating taking into consideration the divisional and department objectives.
Along with positioning plan for the group, the Human Capital Management focused on
developing career value propositions to attract and retain the most talented employees.
Employees profiling was conducted to establish the general behavioral pattern in the
company and employee personality traits for charting the human capital.
Strategic Human Capital Management and Quarterly Communication sessions with all
15
The Work Culture in Negara Properties
We have come to believe that each workplace has a different culture which
must be respected and reflected when providing workplace training and services.
Organization culture is defined as a system of shared values, belief and norm that
interpret elements in the environment and to guide all kinds of behavior. Organization
culture is not something that is found in a mission statement or corporate policy statement
conclude Negara Properties have change in the organization culture compared from last
year because the HRM in this company done a very good effort to achieve the company
mission and goal. The other factors of this company organization culture change because
The HRM of the Negara properties had try to identify the culture of the
company so the department of HRM had pay the consultant from the outside to made a
research about the employee movement and behavioral. The consultant stays and does the
research in the company for a month to gain the information and do their research.
16
After finish the employee movement and behavioral the consultant comes up with these
issues:
• The employees are very slow and wasting time do others thing than finish their
own work.
work alone.
So the consultant has the solution to settle these problems and advise the department of
• The entire employee must go to the summer camp to improve the relationship
between them.
• There must be the time to the employees and the boss together.
So from the advice the HRM of the Negara Properties have managed training to the
employees that held at Kem Bina Semangat, Hulu Langat Selangor. The CEO and the
high managerial of Negara Properties also joining this training to build the relationship
spirit among the employees and the boss in each department and for the High managerial
employees there will be a training every week that conducted by the outside consultant to
The second factor that influence the culture of the employees in Negara Properties is
it own CEO or it high managerial afford to manage the relation between he and his
17
employees. From what we know the CEO of the Negara Properties this year is new. He
style and personality is totally difference compared to the former CEO. This new CEO
very talkative and warm person and the late CEO quite and not talk much to the
employee. He also sportsmen and enjoy exercise to maintain his healthy life.
and have confident to give idea and to rapport what happen in actual of this company.
Employees can come-up with new ideas and this give them warm feeling because they
can shared the ideas. He also made a ‘tai chi’ club in this company so every weekend all
the employees together do the exercise. From his effort employees not only become
Every month there will be conference between the CEO, manager and the
employees in the Negara Properties. They will sit together in one room and have chat. In
this session what ever problem will come up and they solve it together. If anyone of them
doesn’t feel satisfied that is the time to talk and tell every one in the room so they can
listen. In this, session there is no gap between high managerial and lower employees
So we can conclude here in Negara Properties it have own culture among the high
managerial and employee but this is not strong culture because it can be change after the
training and practices. The subordinate and the boss become the main factors of the
employees’ culture in the Negara Properties so HRM department become the important
role to create or maintain the culture of the Negara properties. So this department must
work hard to make sure the culture of the employees and the high managerial will be the
18
Issues that Negara Properties Facing
Negara Properties is a very big company and deal with others big company in it
making the profit. Negara Properties as the plantation and development company also
deal with the environment matter. This issues give the Negara Properties and it back bone
pressure because they need to be the best managed, diversified and construction company
and at the same time they need to maintain the environment pollution that maybe will
So to make sure this issues they can handle with peacefully and no and will hurt they
need to create the cultures, ethics and values among the workers that will be the company
assets and also the one will show the company attitudes. In maintain the environment
matter and also the safety of the employees Negara properties must try as hard as possible
to adopt the positive value to the employee in their way facing this issues. They must
create a very strong value to the employees so the employees will be they nature lover in
practice Total Quality and Environment Management (TQEM) to support their business
strategies and goals. Negara Properties must make sure all the employees adapt to the
In making the TQEM culture become a reality Negara Properties made some afford.
employment with the organization. this program is to ensure that all the employee are
19
properly briefed about the businesses of the organization, organization business strategy
The HRM department must make sure all the employees aware about the
organization vision, organization culture and philosophies. But, the most important thing
this program is to developed the correct attitudes in employees working life. This is also
to make sure the new members of the organization to start right that meant they must
have a good understanding of the company and the people who work for the company.
The employees must discharge their duties and responsible to the best of their
abilities. They also must participate actively and contribute selflessly in all the activities
in the company. Be co-operative and unselfish in workplace because only with co-
operative and selfless commitment can the company strives ahead to achieve its stated
The HRM department also must advice all the new employees to embrace to the
quality culture conscientiously and conform to the company high standards religiously.
20
Summary
From this assignment that is need to us dig in dept of the Negara Properties
organization values, organization culture and the ethical issues that the Negara Properties
facing we can summarize that all the organization must hold the good values and culture
to support and also to achieve the strategies, mission and organization goals. We have
come to believe that each workplace has a different culture which must be respected and
We have noticed methods which are broad and differ from workplace to workplace,
but which provide a starting point for discussion in planning workplace basic skills
programs. We also noticed that the high level managerial such as the CEO play the
important role to create a strong and good culture to the lower employees. The first
approaches also being the important thing in build the organization good values. For
example the TQEM program that is for new members of the Negara properties that is
very important to the organization in adopt the values and hold it very clearly.
The special staff training and staff development also important to create and
changing the altitudes from worst to better altitudes so that can be some afford to the
Lastly, the organization itself is the developer to the employee’s values, culture and
ethics. If the organization aware and take this thing serious so it will come up with
positive result. So all the employees will practice the good values, cultures and ethics
21
along that way organization goals and organization missions will be achieved
successfully.
Reference:
<http://importance.corante.com/archives/culture/>
<http://www.encyclopedia.chicagohistory.org/pages/1382.html>
<http://jobsearch.about.com/b/a/217238.htm>
<www.culture-at-work.com>
22