Um, yeah. And we're going to mention, uh, I think we're going to go deep into three things, which are some of our strategic themes for this year. Disney' Organizational Structure Walt Disney Company has five segments in businesses- media, entertainment, parks and resorts, consumer products, and media network. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. And I think it's much easier for companies to ignore this fact, but if you get that right in the beginning, there's your probability of success. Move Customer Service L. Move HR S. Move Deputy HR H. Move HR Operations B. Right. Company Type For Profit. Let's talk about what we're not going to do. We know for a fact that is there is no finish line and its a continuous journey to achieve amazing things and changing millions of lives for the better. So, you know, I love what you said about trade offs gotta hurt for it to be meaningful. Gojek Engaged Employer Overview 1.1K Reviews 48 Jobs 796 Salaries 301 Interviews 323 Benefits 16 Photos 545 Diversity + Add a Review Gojek Employee Reviews about "org structure" Updated Oct 28, 2021 Find Reviews Clear All Full-time, Part-time English Filter Found 15 of over 1K reviews Sort Popular Popular COVID-19 Related Highest Rating When you know, things are what things are good, you're growing well, you know, investors want to talk to you. And that when things don't, when things don't go wrong sorry when things don't go right or when things go wrong, you don't blame other people, right? You're a new father and you have two daughters. But they rationalize how they're going to help achieve that metric as opposed to we set these very prescriptive targets and goals and then each then the, the groups take it on and then the sub-groups take it on. And I think in a world where, you know, a company is growing and in a world where there is competitive pressure obviously in many different, you know, from many different angles in the business, I think there is the temptation to say, oh, we have to win every single thing. Does it, you mean do people actually care? But these apps that connect drivers to passengers are creating competition for established. Right. Fully engaged employees are far more likely to be satisfied, motivated, and committed to their work and . Right? Nadiem: Like they want to be the best at recommendations. Like the end, Oh, you had all these ideas. Ranked #11 on Fortunes top 50 companies that changed the world. Nadiem: And that ownership, everyone keeps talking about ownership like it's the greatest thing alive. Evaluate. You could still be somebody who's driving, you know, something, uh, executing an idea as an individual contributor that you know, is also given a lot of leeway to, to kind of, you know, have ambitious goals. This meta-analysis, which comprises 43 studies with a combined sample size of 6341 organizations, reveals that Quinn and Rohrbaugh's Competing Values Framework provides a meaningful structure for the ideational aspects of organizational culture. GoTo Group is the largest digital ecosystem in Indonesia, with a mission to "empower progress" by offering technology infrastructure and solutions that help everyone to access and thrive in the digital economy. That just kind of like took off. GO FIGURE is a podcast dedicated to expose the inner workings of ambitious tech companies in the emerging world. Just that, that little tell. Enter food delivery, ticket bookings, and more. And this can be a very powerful thing when combined with bottom up innovation because what truly matters to the user. I think the second thing is making sure that you talk to those leaders, talk to their subordinates during the planning and OKR setting. Culture as organizational personality I don't have to think, because as long as I said my boss did it, I'm safe. Right. Photograph by WeWork. It's just that they have, their team happens to do that really well. And then we come to the third kind of strategic theme, which is be the best at what matters. Right. Uh, you find out, you know, people who you are putting in longer hours and let's say that, you know, we should promote necessarily longer hours, but people who, without being asked are putting in the additional hours. This is a highly collaborative work environment where every individual is valued and communication is a top priority. Either that or entertainment. So this theme is about focus. And so if you kind of focus too much on the what and the output here, which is just like all me, uh, then the easiest thing to do is just for, it's for me to always make it look like, you know, I'm the person who has all the ideas and the execution to my boss. Better rides coming your way. Fantastic for short term but disastrous for long term. I feel exactly the same. But I really think that, you know, YouTube have such a large advantage, I think in the general video space I really don't see how they could get challenged in the near term. All the time. Ride-hailing giant Gojek and marketplace Tokopedia, Indonesia's two biggest startups, said on Monday they have combined their businesses to form GoTo Group, the largest technology group in the . That should be like a fundamental kind of mechanism that happens. This is one thing that I think all companies, including ourselves are consistently terrible at consistently. Kevin: Yeah. Easy, easy things to say no don't count. Strong Communication and teamwork trans-sectored is wanted in the Corporate Culture at Google. But it's how far are you willing to go to kind of make that happen? It is an actual, you know, tradeoffs that you have to make and some of the trade offs you're asking about the trade offs, what's the risk of doing it, things like that. We actually forced groups to share their key results. Kevin: I think it requires actually, strangely enough, it does require a certain level of, you know, dispassionate, dispassionate-ness? Pamela Chan Sep 23, 2022 4 min read Culture From the East to West and back: Meet Giri Kuncoro One of the few Southeast Asian companies to be listed twice by Fortune. So if you're, if you, if you don't have that mental resilience to know that your baby could be irrelevant, yeah. This is a good segue to the other theme. Nadiem: I think that's what, that's the theme that we wanted to talk today. Like it's not, it's not just an ignorance of it. Series A funding flows in. Like what should they do and, and what would you give them credit for? Right. Trust is everything. Gojek is funded by 34 investors. The culture of an organization encompasses much more than the values and purpose of your company. What makes a difference, though, is that each of us is willing to try. It's rare, but it is possible. Intro: Welcome to GO FIGURE. And obviously, you know. And so it's very easy to kind of, you know, create that alignment and people are excited. And here's where it gets really tricky. The Wisdom List: Kevin Aluwi. And I think out of, at least for, you know, all the companies that I admire. It's basically another word for our target setting and goal setting. It's so easy to say, you know what, it's not worth it. It also depends on what department, what function, what rate of urgency there is. Thought leadership means actually thinking on your own two feet and being able to come up with solutions that are better than whatever your boss tells you. See? Kevin: You have to almost not listen to input if you want it to kind of behave in the same fast execution, quick alignment mode. You can't just, you can't just throw it out there. We've invested so much time and effort. That's a really good reflection of it. This isnt to say that we dont disagree like any group of passionate, opinionated people, we disagree often. Move Marketing A. There's people who are not confident enough in their capabilities and yeah, sure, they would like to be told what to do. For us at People's incentive is to, oh, okay, my boss told me to do that. They break it down into the core values to help the employees reflects on the behaviour. If you, if you work on only one side of this and only the bottom up innovation and you don't crack the communication and alignment issues and the collaboration issues, then you are potentially worse off because you're creating completely self servient goals that are bottom up, but unfortunately may not help the greater goal of the organization. Like I've seen this be a pretty consistent theme where you know, I'm always shocked when I hear the amount of effort and depth a lot of your leaders I've seen in many other companies put into their people put in to their organization that don't have like payoffs this week or next month or might be at best to be something like, oh, next quarter, you know, this is going to be great. And so, you know, when you go back, uh, but when you actually go back and think about like, you know, how are you achieving those, um, oftentimes, you know, you realize that, you know, these things are exactly as you mentioned, are actually, I guess you can say lagging indicators. I don't know. It's gonna be what where we are going to do or be our best at. Then we're able, even leaders become, gain far greater visibility and transparency into what's happening on the ground really. Like, oh, we didn't know, uh, this team that's suffering on the ground because of this problem. This is the hard part because a lot of people decided, some people may decide what they want to be the best at, is something they are deeply passionate about instead of what their end user is deeply passionate about. Right. We didn't just say, you know, build bridges, break walls and then not back it up by anything. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Enter the Gojek app. [3] [4] Saat ini, Gojek telah tersedia di 50 kota di Indonesia. What we did was we invited all the groups together so that peers could challenge and review and we had a whole section of how they can help the issues that they can help with for other groups. This page was last edited on 17 February 2023, at 02:26. So make those painful moves early. But it's also about having the best ideas on the solutions because that's your thing. Nadiem: Yeah. Yup. Kevin: Or even people who are, you know, already, I just kind of like working at a company that is, that is scaling right now. And I think in a way I think we're almost, we have a bias towards finding smart, creative, driven people. So there's all these factors, but overall, as a general characteristic, some of the things that even I struggle with, by the way, so I'm not saying I, yeah, I'm very good at this as well. As individuals and as a team, we never let ourselves get too comfortable whether its about knowing a piece of technology, scaling for hyper-growth or achieving new milestones every day. Move CTO S. Move Business Intelligence I. The content in this post has been approved by Gojek.. Right? Phone Number +62 21 50251110. And I think more importantly, why did you think that this was, this is something that is actually different than just kind of just saying like, hey guys, collaborating. In a hyper-growth organization like GO-JEK, technology plays a vital role. It was just very dynamic. I think also a lot of, one of the reasons why this is one is challenging is because a lot of times people, people, leaders, then might feel insecure, right? Gojek is founded on the principle of using technology to remove life's daily frictions by connecting consumers to the best providers of goods and services in the market. Facebook. Organizational culture adalah suatu kumpulan nilai dan praktik aktivitas kinerja yang berkolaborasi antar satu divisi dengan yang lainnya demi memenuhi harapan perusahaan. It is the only company in southeast asia that is included in fortune 's 50 companies that changed the world in 2017 and 2019, ranked at 17 and 11, respectively. Nadiem: Right. Many companies seek to create cultures that are productive and foster a positive work environment. I was just labeled a dreamer all the time. Built a culture of high data literacy. With which to decide what to be the best that because it's not just to be the best, that it's something you can leap frog, either competition or any kind of state you can be the best at something that truly matters to that end user. It was like, okay, that sounds cool. Nadiem: You don't have to be an asshole. We are here because of each other. Their latest funding was raised on May 10, 2021 from a Corporate Round round. So we move faster, right? Sebagai We occupy 3 floors of a building in Bangalore's Diamond. Right. Right? GOJEK does ride hailing, food delivery, payments even on demand massages. Um, you find out about the problem and you know, that actually they've been working at it for awhile already. Gojek didirikan dengan prinsip menggunakan teknologi untuk memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar. Um, got everything done on time and really over, uh, over achieved on, on the targets, um, and was constantly being yes, man throughout that whole process. 2019 is really about the how. Series F funding from Google, Tencent, JD.com and Mitsubishi. And the third is some material incentive, right. For me it's when they're trying to raise something to me, right? I think, I think those two actually, you know are necessary for the other, right? Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. You're helping with this, you're responsible for that. We all do our bit to make sure it's transparent and open to innovation. And I think the ownership comes because it's your idea, right? When they're trying to raise something to me, I would like to hear, you know, I would like to hear, um, credit given to others. GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . Their most recent investment was on May 12, 2021, when CEO PT. and the free food and food corners, Google encourage the "Googlers" to communicate extensively within the organization. GoFood becomes the world's most helpful and user-friendly app during the pandemic. Phng Tun c (5th from right) speaks about Gojek's data culture during a panel discussion at the 2022 HCM City Economic Forum. Not in a light touch way. Innovation is the sacrifice really. And I think it's easy to kind of get into that, uh, into that mode and yeah. And what we did in 2019 is that we reduced it to seven basically. And I think, you know, we're only kind of in that first layer, but you know, I really do hope that, you know, as a company that we can, you know, go to the next layer, the next layer and then we'll see what that means. Oh yeah. Right? Nadiem: The compound. I think there's also oftentimes that question from, from a lot of folks who then, you know, or might be resistant towards this idea, it inherently kind of challenges, um, maybe, you know, traditional notions of what somebody in a leadership position should be doing. So for, you know, if you kind of went through that whole thing you know, that this is, this is your idea, this is your baby. Well, some of the risk is that you actually slow down some of the key initiatives because you realize that other teams require, you sacrifice a little bit of your ego in a team in exchange for helping out a partner group or buddy elsewhere. Right. So it's when the shit hits the fan, that actually this concept of ownership and bottom up innovation shine, right. Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. Nadiem: A lot of people confuse that. If you just kind of have to really view things from you know, a problem or customer or user first. To make matters worse, Sam was just getting off a plane in Singapore. Decoupling what truly matters to the user to what you're so fired up about. People without ego are a luxury in the current times. Every piece of code we ship and our efforts to make sure our customers have a better experience. Grows 1,100x in total volume of transaction. Hmm. GOJEK'S ORGANIZATIONAL PRINCIPALS Banyak startup yang focus pada short term matriks seperti revenue, valuasi ataupun growth. In a hyper-growth organization like GO-JEK, technology plays a vital role. It can be anyone who just wants to have a sense of contribution. Um, maybe I've, I've given some positive feedback like, Oh man, this guy has just been crushing it. For us, it is about distributing ownership to everyone in the team. It's very hard to recover after that. A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. Right. Theyre often reduced to a binary absolute: The Magical Team, or the Useless team. If you just set from top down that, that direction without actually taking in the feedback and inputs of each of those key leads under you, I think that's where the beginning of the end, you know, like that's where you start losing credibility, you start losing trust and you start losing motivation. Kevin: So what do you think then is the, in this framework, right? And that just doesn't work. Jun 6, 2022. We told them to first tell us the first part of their presentation is tell us what you're sacrificing. Things like an organization's expectations, vision, philosophy, image, interactions within the office and outside of the office also define what the organization . Yeah. Right. Rather than being the guy or the girl who has all the ideas. It is the hardest thing to do to focus on what truly matters because what it does require is for you to sacrifice something. The recommendations are just amazing, right? Test. Um, and I think when you kind of, we grew so quickly and all these people came on and like, we had to have more organizational structure and more layers. Uh, but then it just didn't, it, it didn't matter. But you know, I think you're right. Right? Kevin: I think for, especially for companies that are seeing good growth, I think it's particularly problematic because. 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