VILLANUEVA DANELLE VINCENT T.

Case Study on
Eco Culture Consulting, INC
Q. If you’re in Diane Page’s position how will you manage the situation? Do you think the
manager has the sole responsibility in making things works by adjusting to local culture?

If I am in Diane position, I think I will work with all of my people to identify areas that
need improvement. Once I have identified the areas that individuals need to focus on, develop
goals for them to strive for while working. Make sure you’re approachable and friendly and when you
know there has been an issue, be as accommodating as possible.I promise you that the loyalty and respect
you gain from treating your staff fairly (and like human beings) will be worth it in the long run. I will give
more motivations to my junior staff, because as stated in the case study, Somchai a 52 years old
man with a lower position than Diane said or instructs the staff to do and priorities the work the he
gives over assignments that Diane had given to the juniors staff. In short Somchai is a self-centered
subordinate. Next, I will give my staff a Training and Personal Development because in Thailand
if you have committed a mistake as a employee the boss will make some sort of public excuse for
that person so that he or she does not lose face as part of their culture, because for Diane it was
very important to take responsibility for your mistakes and there was no shame in publicly
admitting that you were wrong which I agree. Training is the best way to enhance their productivity
which is perfectly suited in Thailand where staff is not serious on their work, they waited for the
deadline to and try to catch up and finish the work because they used to it(nasanay), and that’s the
attitude that the boss will absolutely not like the most because if you are a good employee you will
do and finish the work assigned to you as soon as possible on or before the deadline. For my staff
to be more productive I will Build a bond to them so that they will know you as boss better in that
way may staff and I will have a time to talk about the things that could help us to be more efficient
in performance and better productivity.

For Diane to more efficient as a manager she should more determination and accept
challenges in his subordinate for the success of the company. Lastly, it is not enough that each
person is motivated to succeed. They need to work together as a team to accomplish the group's
objective. If they could get it done individually, they wouldn’t need you to manage them. Develop
my team-building skills, and then approach every day as a day the team wins or loses together.

I believe that all of the employee is responsible for making things work because they are
in one company as a team that’s why everyone should do their part and best for the success and
future of their company, in that way the manager and staff will likely no barrier in all aspects. If
the manager fails to do her responsibility in the company the staff will likely fail to do their job to.
Cultural adjustment is a process an individual has to go through to be able to work effectively and
live comfortably in a place that is new and unfamiliar to them. Living in a new culture requires
you to learn a new set of cultural patterns and behaviors. This process can be very challenging and
sometimes uncomfortable.

Here are six insights you can use to change your work culture.

1. Understand motivation theory. Human beings are complex and can’t be motivated with
a one-size-fits-all solution. Treating people like “rats in a maze” where everyone is given
the same incentive for achieving various tasks may have worked a hundred years ago, but
the workplace today is far more multifarious. Finding the right blend of motivators that
appeal to and move your employees or channel partners is a complicated business.
However, done right, it can change your competitive landscape significantly. At ITA
Group, we call this the science of motivation, or Motivology®. It’s the intentional and
experienced blending of intrinsic (internal) and extrinsic (external) motivators to maximize
people's performance. Companies should do an assessment with leadership and employee
focus groups to learn how people are motivated and what could be done to appeal to those
motivators better. You can't change your culture before knowing exactly what needs to be
changed.
2. Provide intrinsic motivators to your employees. In his book, Payoff. The Hidden Logic
that Shapes Our Motivations, behavioral psychologist Dan Ariely shows us how
understanding intrinsic motivators that shape human behavior can “get to the heart of
motivation.” He posits that motivation is driven by having a connection to an organization
and feeling that you're involved in meaningful work—even if it’s challenging or painful.
Research attests that meaningful work might not necessarily make someone happy, but it
can give a person a sense of “purpose, value and impact—of being involved in something
 bigger than themselves.” Ariely goes on to say that, “We’re motivated by meaning and
connection because their effects extend beyond ourselves, beyond our social circle, and
maybe even beyond our existence.”
3. Don't forget the extrinsic motivators. Because motivation is so vast and individualized,
through the study of human behavior, we can come to understand the importance of
external motivators such as salaries, bonuses, tangible awards, etc. In an experiment
conducted by Ariely with four groups of Intel employees, an incentive was offered to see
which one would be more motivating. With one control group (who received no incentive),
the incentives for the other groups included money, pizza vouchers and compliments. Cash
performed the worst. The compliment incentive resulted in the highest performance with
the pizza voucher falling somewhere in between. It should be noted that the effect of the
incentives was not long lasting. This is why it’s important to offer a blend of motivators to
raise performance and engagement levels. “The more a company can offer employees an
opportunity for meaning and connections, the harder those employees are likely to work
and the more enduring their loyalty is likely to be,” says Ariely.
4. Create intentional connectedness. Managers can help increase connectedness and loyalty
by creating a culture that demonstrates its commitment to employees. Offering long-term
investments in employees such as education, training, health benefits, career pathing and
professional development, as well as investing in their wellbeing and personal growth, will
have a positive and long-lasting impact. Creating a culture of recognition, trust and
goodwill results in higher engagement and the feeling of autonomy for employees—and
ultimately, connectedness to the organization.
5. Communicate. Communicate. Communicate. People need to understand how they fit
into an organization’s goals and objectives. Communicating your company’s mission and
vision during new hire on-boarding and once a year at your annual meeting isn’t enough.
Start by developing a campaign to employees that reinforces your messaging and
expectations throughout the year. Help them understand how each of their roles and
responsibilities support the ideals of the company.
6. Reward and recognize preferred behaviors. Recognizing star performers promotes role
models for others to emulate. But don’t forget about those people who are taking steps to
support the overall mission and priorities within their roles. People need to be recognized
 for a job well done while having a sense of ownership and accomplishment. People want
meaningful work that contributes value to the goals of the organization. They will work
harder if they have it—and are recognized for it.

Every behavior, no matter how complex, is malleable. Group or team dynamics, organizational
crisis or life-changing events present opportunities for transformation. People must first decide to
make changes and then believe it’s possible to control change.

Your organization’s culture empowers your people to connect with your mission and vision to
drive bottom-line results. And it positions you for overall workplace excellence.
 Case study
on ECO
CULTURE INC