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To address miscommunication within corporate culture, I would implement well-defined communication channels and promote open discussions among team members. Offering consistent training on communication skills—such as active listening and clear expression—can significantly minimize confusion. Additionally, clearly outlining roles and expectations through written documents and reinforcing verbal messages with written summaries is essential. Fostering an environment where employees feel safe to express their ideas and seek clarification can lead to greater understanding, stronger trust, and increased workplace productivity.

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Leadership is an area that I believe requires attention. While not everyone may possess natural leadership abilities, this is something that can be developed. Introducing a leadership development program would be a valuable step, as it would help individuals enhance their leadership capabilities. This not only equips them to lead teams more effectively but also ensures they uphold and reflect the company’s values.

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To effectively manage leadership issues within corporate culture, it’s crucial to align leadership behaviors with the organization’s values, foster open communication, and ensure accountability at all levels. Implementing leadership development programs can enhance skills in empathy, delegation, and transparency, transforming ineffective leaders into effective ones. Additionally, establishing clear codes of conduct and regularly reviewing organizational policies help maintain accountability and adapt to evolving cultural expectations. By addressing these areas, organizations can cultivate a healthier and more productive corporate culture.

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107546 Dayang Farhanah Binti Abang Kamaruddin

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107546 Dayang Farhanah Binti Abang Kamaruddin

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One of the corporate culture issue is Miscommunication. A way to manage miscommunication at work is to ask questions to check for understanding. Sometimes people think they understand something, but they actually don’t. Try to ask some simple follow-up questions like "Can you explain it back to me?”, to make sure the message is clear. It also gives others a chance to ask their own questions if they’re unsure. This small step helps clear up confusion early and keeps everyone on the same page.

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Dayang Nur Batrisyia binti Ramzi (97353)

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Dayang Nur Batrisyia binti Ramzi (97353)

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Miscommunication is one of the corporate culture issues. To manage miscommunication effectively in a workplace, I believe it’s important to build trust among team members first. From my experience, people communicate more openly when they feel respected and eventually become comfortable sharing their thoughts. Simple actions like having casual conversations, being approachable, and regularly checking in with others can make a big difference. I would also ensure that goals and tasks are explained clearly, not just through emails, but through actual discussions when necessary.

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Miscommunication is one of the biggest hurdles in any workplace, and I think it’s something that can really affect teamwork and productivity. To prevent issues from escalating, I believe it’s important to ask questions whenever something isn’t clear, rather than assuming things and possibly making mistakes. Of course, misunderstandings will happen from time to time it’s just part of working with different people. But when they do, I think it’s best to address them early, before they turn into bigger issues. By being proactive and communicating clearly, teams can stay on the same page and work towards common goals without unnecessary confusion.

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Dayang Nurul Haziqah binti Awang Hussine (103827)

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Dayang Nurul Haziqah binti Awang Hussine (103827)

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Let's talk about miscommunication.

Miscommunication tends to happen when the information provided are not sent properly to someone else. It's common to work in teams when one in companies. Solving problems together, managing tasks and so on. However, miscommunication happen when one of the teams misinterpret the information or didn't tell other group members about the information. The suitable way to manage the issues is by keep the communication precise and clear. Most of the problem solved when the information given clearly without any confusing parts. For instance, tell the information without adding any other unnecessaries part. Besides that, asking when needed. If you don't understand, just ask. No one will berated a person for asking properly. Except if you ask the hot-temper one. Be careful. Many miscommunication can be cleared when you ask. Lastly, keep the companies informed and well. Higher-ups had to always provide more detailed guidelines and not just a general one. This could greatly help other employees to understand and comprehend the information properly. Communication works better if we communicate properly.

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Miscommunication

To manage this problem effectively, I would implement a structured communication strategy that encourages open dialogue among employees and between staff and supervisors. Starting with the establishing of regular team meetings where employees can openly share ideas, suggestions and concern without having to worry about harsh judging as this will become a safe space and environment. This approach helps to break down barriers and fosters a culture of transparency. Moreover, investing in communication training for both employees and supervisors can enhance interpersonal skills and build confidence in sharing thoughts and feedback. By addressing miscommunication proactively, we can create a more cohesive and productive work environment.

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One of the issue is miscommunication. Personally, miscommunication occurs when both parties doesn't understand each other. This case usually occurs between the manager or boss and the employees. For an example, the manager said "i need this to be done soon". So, the employees thought "soon" means by the end of the week but turns out it's the end of the day. Basically, it happens when both parties lack of clarity.

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Most corporate stems from their workers low morale and mental health. If I was CEO of corporate company, we can open counselling appointments for anyone who is troubled with their mind. Other than that, try raising their morale by listening to their feedback the company. This will significantly help the corporation to grow and lessen any problems in the future.

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I'm going to discuss about the issue concerning employees. Employees are key to building and maintaining corporate culture. When they’re unmotivated or disconnected, they may resist company values and disengage from team efforts. This can lead to poor collaboration, low morale, and a weakened culture overall. To prevent this, organizations must engage employees, communicate the culture’s purpose clearly, and make them feel valued and involved.

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If I face issues in leadership, I would improve my communication skills by listening actively to my colleagues and give them constructive feedback. Furthermore, I will promote collaboration between employees to encourage teamwork and shared decision making. Problem solving capabilities is also important in leadership so if there are any problems regarding work, I will identify the root cause and search for alternatives to solve the overall problem.

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Addressing corporate culture issues requires a comprehensive approach starting with thorough assessment through surveys, focus groups, and data analysis to pinpoint root causes. Strategic interventions follow, including defining the desired culture, aligning leadership, enhancing communication, revising policies, implementing training, fostering inclusivity, and recognizing positive behaviors while directly addressing toxic ones. Crucially, continuous monitoring via pulse checks, key metrics, and ongoing feedback allows for adaptation and ensures sustained progress towards a healthier and more effective work environment, driven by authenticity, consistency, transparency, and employee involvement.

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In this situation,i would create a clear communications channels such as Microsoft teams and make sure employees know when and how they can communicate with supervisors. Beside I would promote a culture where supervisors are approachable. An “open-door” policy helps employees feel more comfortable sharing concerns or ideas. Besides train leaders to actively listen and respond positively, even if they don’t agree with the suggestion.

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Miscommunication

Miscommunication occurs when employees do not communicate well with each other or feel uncomfortable approaching supervisors with ideas, suggestions, or concerns. A lack of clear articulation of expectations and goals can leave staff confused and uncertain about their responsibilities. To manage miscommunication effectively, I would conduct regular feedback sessions and team check-ins to surface and address any confusion early.

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Miscommunication

It happens when colleagues do not understand each other clearly with unclear instructions and misinterpretations in various forms, whether in verbal or written. This could potentially cause mistakes in a corporation.

One of the solutions to it is doing a meet with colleagues about briefings and pointing out their questions. I would explain in details about the tasks to my staffs to avoid errors in receiving information. For example, I can send out the plan and its details about certain tasks in e-mails and announcement posters to everyone in the office to reduce confusion.

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Miscommunication

Effective communication is essential for a productive workplace. Leaders should provide clear direction by outlining team objectives, individual roles and performance expectations to eliminate ambiguity. It is also advisable to use multiple channels such as utilizing meetings, emails and collaboration tools to reinforce key messages. Furthermore, foster a culture where employees feel comfortable sharing ideas and concerns with supervisors and peers is also crucial to avoid miscommunications.

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Leadership.

To solve the issue of leadership influencing corporate culture, I would begin by offering direct leadership training to enhance areas of communication, emotional intelligence, and decision-making. Leaders need to always demonstrate the values of the organization through their own actions since employees are more likely to be led by someone they respect. Fostering open and honest dialogue can create more robust leader-employee relationships, foster trust, and increase mutual understanding. I would also implement anonymous feedback channels so employees have a way to voice concerns, and use that feedback to shape leadership development. Finally, holding leaders accountable by regularly reviewing their performance helps maintain credibility and promotes a culture of responsibility and integrity within the organization.

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To manage poor leadership affecting corporate culture, I would focus on training programs that help leaders improve their communication, decision-making, and emotional intelligence. It’s also important to set clear expectations for them and regularly check in on how they’re doing through feedback from employees. When leadership is consistent and respected, it helps create a stronger, more positive culture across the whole company.

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Every place usually has miscommunication problems. One practice to overcome this problem is to use friendly feedback methods. For example, by encouraging Q&A sessions after meetings, or setting up an anonymous feedback section on a bulletin/information board. Although it seems cliché, this culture can help many parties, especially those who are hesitant to ask questions.

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Dayang Najwa Fatiha Binti Awang Yusshamry (98650)

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Dayang Najwa Fatiha Binti Awang Yusshamry (98650)

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To address leadership problems affecting company culture, I would set clear leadership expectations that align with company values, provide ongoing training and coaching for all leader and create regular opportunities for employees to give feedback to leadership.

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One issue mentioned on pages 15–16 is diversity. This means people in a workplace come from different cultures, backgrounds, and ways of thinking. Sometimes, this can cause confusion or misunderstandings, especially if people are not used to each other’s ways of doing things.

If I were handling this, I would try to help everyone get to know each other better. Simple things like team activities or just chatting about where we come from can make a big difference. I would also make sure everyone gets a chance to speak and share their ideas, even if their style is different.

When people feel respected and included, they are happier and work better. So, I believe that by listening to each other and being open-minded, we can turn our differences into something positive.

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I chose leadership issues since this is the most important things in corporate that wasnt solved yet until now especially in malaysia. The leadership here is more about a boss and a slave. the higher ranking workers would be so highly of themselves and do whatever they want to lower ranking staff like forcing them to OT and threatening their job for something they are lacking . My way to manage this issues are by making sure the company should make a leadership programmes every year to ensure the connection between the staff would be much better and make the work faster and better. A good leader would share the struggle and find a way to solve any problem together. A good leader hear everyone idea and reflected it. another idea is to make sure no hierarchy control in the company . what i mean is that everyone just have to play their own role and standing on the same height with others. By doing this we can ensure that the connection between each staff would be much better . As a good leader one should be the best example to lead others. A leader should be able to speak for the staff, a good leader should be able to provide the good for the staff, a good leader share the struggle with the staffs so when they reach the top of the market everyone would share the joy.

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One of the issues I chose is miscommunication. I believe that every employee has their own ideas, and to be honest, some of them are really good at making decisions. But somehow, they don’t know how to deliver their message or present their opinions, which then leads to misunderstandings, unsatisfying outcomes, and nothing going as planned.

To manage this issue, I must plan and prepare a draft before the presentation to make sure I feel confident when presenting my idea. In addition, it’s important to know how to engage in communication in order to catch the attention of the supervisor and other staff members to gain full support.

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One issue mentioned in the text is miscommunication. This happens when employees don’t understand each other well or don’t feel comfortable talking to their supervisors about their problems.

To manage this issue, I would make sure communication in the company is open and clear. For example, I do encourage team members to ask questions and share feedback without having to fear of judgement of their opinions. I do also set regular team meetings where everyone can speak up. Most importantly, I will lead by showing that I do listen while explaining things clearly and respect everyone. When people feel safe to speak, miscommunication becomes less of a problem.

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From my perspective, one of the biggest problems in corporate culture is poor leadership. I’ve seen how unclear or disrespectful leaders can create confusion and frustration among employees. It’s hard to stay motivated when the person in charge doesn’t lead by example or communicate properly. I believe this issue can be managed through proper leadership training that focuses on respect, clear communication, and emotional intelligence. A good leader should be someone the team can trust and look up to. For me, open communication and regular feedback are also important because they help both leaders and employees grow together. Holding leaders accountable while giving them the support they need can make a big difference in shaping a positive work culture.

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A common corporate culture issue is having weak leadership in the company. Usually employees will trouble following orders from people that lack respect. Therefore, it is important to manage a company with a strong will and mind to achieve the company's goal to ensure other big corporates will look up to the company. A leader that is able to create a strong relationship with other big companies while strengthening their own company's name will be highly respected by their employees, thus raising a more effective work force.

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Leadership

Leadership issues in corporate culture can include unfair task distribution, favoritism, and abuse of power, which lead to dissatisfaction and low employee morale. It is no doubt that when leaders lack integrity or competence, employees may lose respect and motivation.

To manage this, I would focus on developing strong, consistent, and credible leaders through targeted leadership training programs. Through these programs, leaders will gain better insight into how to lead the team fairly and responsibly, while practicing clear communication. Furthermore, implementing regular feedback sessions would allow employees to voice concerns and help leaders improve. This will foster two-way communication, creating a more harmonious working environment. Moreover, clear guidelines on ethical leadership should be enforced to prevent misuse of power. By building trust and encouraging transparency, leaders can reinforce a positive and respectful corporate culture.

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Miscommunication

Miscommunication in the workplace can lead to confusion, errors in works, and personal conflicts amongst employees. It can affect the team's morale and overall dynamic in the a workplace.

How I would personally handle it is by enabling and practicing open communication with my coworkers. This includes using simple language while being straightforward, confirming and understanding through asking questions or summaries, and encouraging team members to ask for clarification when needed. I would also suggest regular check ins with my coworkers to see if everyone is on the same page and provide communication training to create an inviting and open workplace

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One of the issues of corporate culture involves the employees. If I noticed that some employees didn’t seem interested or motivated, I would first try to figure out why they feel that way; maybe they don’t feel noticed, or things are boring. Then, I would try to make things better by giving helpful feedback, celebrating their achievements, and helping them learn new skills. I would also try to make the team vibe more positive so everyone feels like they matter and that their work actually means something.

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Miscommunication in the workplace can cause many problems. When employees don’t understand their tasks or expectations clearly, they might make mistakes or miss deadlines. This can lead to frustration among team members and lower morale. For example, if a manager uses complex language or doesn’t explain instructions well, employees may feel confused and stressed. Over time, this can create a negative work environment where people feel disconnected and less motivated to do their best.

To handle miscommunication, it’s important to promote clear and open communication. Managers should use simple language and ensure that everyone understands their roles and responsibilities. Encouraging employees to ask questions and provide feedback can help clarify any misunderstandings. Regular team meetings and training sessions on effective communication can also be beneficial. By creating a culture where open dialogue is valued, companies can reduce confusion, improve teamwork, and foster a more positive and productive work environment.

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The issue I will discuss is miscommunication. Miscommunication can lead to confusion, delays and low morale in a corporate setting. This issue can be managed by implementing clear communication channels such as regular team check-ins and project updates to ensure everyone is aligned. Leaders must set the tone by being transparent and encouraging open dialogue. Employees should be trained to ask questions and confirm understanding. Investing in tools such as project management software or communication platforms can also reduce misunderstandings and keep everyone on the same page.

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Miscommunication in corporate culture often occurs when company values, goals, or expectations are not clearly defined or consistently understood across teams, leading to confusion, inefficiency, and potential conflict. In my opinion, to manage this issue, the organizations should express their core values in actionable terms and ensure they are regularly reinforced through internal communication. Encouraging open dialogue, providing channels for feedback, and promoting cross-department collaboration can help align understanding. Providing training on communication and cultural awareness, along with leaders modeling transparent communication, can foster an effective workplace culture.

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Luqman Amirulzakry Bin Luqman Najib (99544)

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Luqman Amirulzakry Bin Luqman Najib (99544)

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LEADERSHIP

One big issue in corporate culture is leadership . If the person in charge isn’t respected or doesn’t seem to know what they’re doing, it’s really hard for employees to take them seriously or stay motivated.

To handle this, I’d focus on building strong and trustworthy leaders. That means giving them proper training and making sure they communicate clearly and consistently. I will create a space for honest feedback from employees anonymously, so leaders know how they’re doing and where they can improve. When people trust their leaders, the whole team works better and the company culture becomes stronger.

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Leadership

There are a few issues that may occur and happening in the corporate culture and causing the corporate structure may crumble. One of the example of issues that may occur is inconsistent decision-making. The constant interruption of decision by the leader may cause frustration and confusion to the workers. Employees may struggle to keep up with the changes and cause their morality drop. This will cause the corporate struggle to achieve their goal. Other than that, a leader that lack of adaptability may be outpaced by other corporate and cause the company fall behind to others competitor.

To overcome this challenges, the leader must ensure consistency and make clear intention in decision-making. This will help the employees to set their goals with confidence and boost their morale. Other than that, the leader must have be open-minded person and observe their surrounding proactively. The leader can use the strategic foresight and guide the corporate through transition easily.

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MISCOMMUNICATION

Miscommunication is the biggest issue when the employees may not communicate well with each other that cause misunderstanding and strain the relationship between employees. As we know that, we need a communication and strong relationship to make the work easier and excellent. Besides, the employees also not brave enough to express their own idea and uncomfortable to approaching their own supervisors.

If it was me to handle this issue, I will make a big event or for the employees and the supervisors to join for them to get to know each other and improve their relationship. This way they can start to brave to express their own way to work and others to understand their own way, so they can respect each other choice. This make the supervisors and employees getting comfortable with each other and create a better workplace without the tense pressure each day.

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Miscommunication

Miscommunication is the most common issue in a workplace, regardless of the communication between colleagues or between the superior and the subordinate. To address this issue, the direct command must be given to anyone to avoid misunderstanding and misleading. Next, the LCC communication is sometimes necessary to avoid unnecessary communication that will cause the wasting of time and false expectations/

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Employees

I would begin the solution for dealing with unmotivated staff by focusing on employee engagement and clarifying their purpose within the organization. The employees require assistance to see how their daily tasks match up to the company's mission and organizational culture. To boost motivation the recognition of employee achievements combined with training prospects and supportive organizational frameworks needs regular implementation. To identify the reasons for the decreased motivation I would establish feedback collection methods through surveys or open forums. A few potential reasons for employee motivation problems include poor job alignment with skills and responsibilities as well as unclear department objectives and insufficient career advancement opportunities. The transformation of disengaged team members into active culture contributors can be achieved by resolving root causes and giving employees chances to express themselves and feel valued.

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NURSYASYA SYAZWANI BINTI MOHAMAD ZULKIFLI (97740)

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NURSYASYA SYAZWANI BINTI MOHAMAD ZULKIFLI (97740)

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I think the most common issue in corporate culture is miscommunication. Especially when leaders and employees do not communicate well, it can lead to misunderstandings, mistakes, and confusion related to work and among team members. Misunderstandings can occur when employees do not share their ideas or thoughts clearly, and when leaders fail to convey or explain instructions properly.

To manage this issue, I would suggest two-way communication between leaders and employees, where both parties are encouraged to actively listen and express their ideas, concerns, and feedback. This ensures that leaders understand the challenges faced by employees, while employees are also clear on expectations and goals. For example, regular meetings and feedback sessions can help ensure that everyone understands their tasks.

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NURIZZAH LIYANA BINTI MOHD DALLI (100578)

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NURIZZAH LIYANA BINTI MOHD DALLI (100578)

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Corporate culture is a foundation for a company’s long-term growth, and leadership plays a critical role in shaping that culture. Issues that were addressed regularly is about leadership. A good leader influences not just individuals, but the entire environment such as promoting teamwork, fairness, and psychological safety. When leaders fail, it often results in burnout, poor communication, and high turnover. Even interns are not spared from the effects of poor leadership, often taking on workloads beyond their role just to “prove themselves.”

So, to overcome this issues I would focus on building a corporate culture that values mental health, fair workload distribution, and open communication. Leadership is about more than authority, it is also emphasising accountability, empathy, and creating a system where people want to give their best.

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Issues of Corporate Culture Implementation:

Implementation plays a major role in shaping corporate culture because it’s what turns ideas and values into actual behavior within an organization. It’s one thing for a company to say they value teamwork or innovation, but if that’s not reflected in how people work day-to-day, the culture falls apart.

To deal with poor implementation, companies need to first define the kind of culture they actually want. This means making sure it lines up with the company’s mission and values, and then setting clear expectations for how employees should interact with each other, with customers, and with other stakeholders.

One way to support this is by providing proper training and resources. These can help employees understand what the culture is supposed to look like and how to contribute to it. In the long run, this kind of support acts like a roadmap, guiding employees in how they should work and helping to build a stronger, more consistent organizational culture.

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NORFADZILAH IRDINA BINTI MOHAMMAD FADZLI (100193)

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NORFADZILAH IRDINA BINTI MOHAMMAD FADZLI (100193)

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I believe leadership plays a major role in shaping and maintaining a strong company culture. When leaders are weak, inconsistent, or not respected, it can cause confusion, lower motivation, and make it harder for employees to follow direction. I’ve seen how important it is for leaders to set a good example and create a positive environment where people feel confident and supported. A strong leader helps guide the team and makes it easier for everyone to follow the values and expectations of the company.

To manage this issue, I would ask the Human Resources of the company to provide proper leadership training to help supervisors build their confidence and improve their communication and management skills. Clearly defining leadership roles and expectations helps ensure consistency across the team. It is also important to choose individuals who demonstrate strong values and can serve as positive role models in the workplace. Encouraging feedback from employees can help identify areas where leadership may be falling short and allow for improvements. This approach supports a more positive, respectful, and effective work environment where company culture can thrive.

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Miscommunication:
Miscommunication is one of the biggest issues in the relationship and interaction between people. Hence, it plays a vital role in building a good corporate culture. To manage miscommunication, I would try my best to implement clear communication channels and regular team check-ins. Providing training on effective communication and encouraging open feedback helps ensure everyone is on the same page and reduces misunderstandings.

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The issue that I have selected is a bad implementation of corporate culture.

To manage this issue, it’s important to have a clear and well-planned approach. First of all, start by creating a detailed plan that explains the company’s main values and sets clear, measurable goals, this helps ensure that everyone understands what the company stands for and what is expected.

Next, share these values regularly through training sessions, workshops, team meetings, or online tools to help employees connect with them. Make sure the company’s leaders set a good example by living out the values in their everyday work.

Moreover, provide simple and easy-to-follow guidelines. To monitor progress, conduct regular check in through surveys, feedback sessions, or performance reviews to make sure everyone is staying on track. At the same time, it is important to celebrate successes and recognize employees who show the company values in their work, which can motivate others. Furthermore, choose certain people or teams to act as culture leaders who promote and support the company culture and quickly address any problems or gaps that appear. It’s also helpful to be open to feedback and willing to adjust the culture plan if needed, so it stays strong even as the company grows and changes.

By taking these steps and maintaining open communication, a company can build strong and positive culture that benefits both the business and its employees.

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Nurul Shafiqah Azwa Binti Sukinin (105950)

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Nurul Shafiqah Azwa Binti Sukinin (105950)

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Miscommunication in workplace often occurs when there is a lack of clarity and context between employees due to different assumptions and communicating styles which leads to confusion and mistakes. Therefore it is crucial to address this issue to avoid future errors. First and foremost, encourage open communication. A safe workplace environment helps employees to communicate with one another comfortably. Additionally, creating a communication platform such as Whatsapp group can facilitate everyone to find information. it also helps employees to stay updated to company news. Lastly, promote an understanding of company value. It is important for employee to know their company's goals so there are no mixed messages that could cause confusion.

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Employees

As we all know, employees are crucial to any corporate or company settings as as they are the key to growth and success. To manage the issue of unmotivated and uninterested employees, there are three points that I would like to share. First and foremost, improve communication. Employees need to communicate with one another in order to boost teamwork and increase productivity. Constructive feedbacks should be encourage. Employees should be honest and respectful while doing so.

Additionally, create a positive work environment. By addressing toxic behaviors or unhealthy competition, we can prevent forming toxic environment. A positive environment can encourage teamwork, respect and inclusivity.

Last but not least, offer training. When employees are lacking in certain things, they may underperform and that could lead them to be unmotivated and lose confidence. Offering training, mentorship or any opportunities to grow will greatly help employees who are not doing well.

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The issue that I would select is leadership. An idealized corporate culture can only be realized when there is someone at the helm.

To overcome issues of leadership, individuals in leadership position are required to be properly trained in proper management and communication skills. Employees are only obliged to respect the leadership only when the leadership is competent, reputable and consistent. Leaders must also act as role models by exemplifying the values and behaviors that are beneficial to be adopted by other employees.

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To manage leadership issues in corporate culture, focus on leading by example, providing clear direction, and developing strong communication skills. Train supervisors to be consistent and empathetic, encourage open feedback, and recognize leaders who embody company values. This builds trust, aligns teams, and ensures the corporate culture is effectively implemented.

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Miscommunication

While corporate culture is an important element for a company, it does have drawbacks or issues. One of the common issue can be seen on Miscommunications. In a company, communications play an important role between supervisors and employees, and also among the employees themselves. When working on a project, employees may not communicate well among themselves and may uncomfortable to voice out their concerns, ideas and suggestions to the supervisors. With this going on, the relationship among the employees and supervisors will be affected thus causing significant drop in company performance. Hence, miscommunication should be avoided and can be avoided by having meetings regularly to provide employees opportunities to voice out their opinions. Having teambuilding activities may also help in building trust and teamwork among employees as well as supervisors which in a way may improve the quality of communication and better working environment. A task board can be used to list out the ongoing task and important points or objectives in order to avoid confusion among employees about their projects and so on. Lastly, supervisors can get regular feedbacks from employees about their feelings towards the resource management or project management, and even issues among employees. These may help building strong relationship in the workplace and avoid miscommunication in a company.

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Miscommunication

I choose miscommunication because it is a common problem that can easily happen when people work together. Sometimes, we assume others understand what we mean, but they don't. This can cause confusion, mistakes and even arguments.

To manage this issue in daily life, especially when working with others, I would make sure to speak clearly and listen carefully. I would also ask questions if I am unsure about something and encourage others to do the same. Double-checking important information through messages or meetings would help avoid misunderstandings. That's why it is important to always try to communicate better, so everyone feels included and understands what to do.

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I believe the primary issue in corporate culture often start from leadership. Many other issues can be avoided when we have a reliable leader. A leader’s job is to guide, train, motivate and track the progress of their team. Basically, a strong leader is the key to help the team succeed and keep the company on track.

To address this, my solution would be find a right leader. It’s not about choosing the most popular or experienced person, but someone who truly cares about the company and want its success. And what we can do is firstly watch the candidate action, a good leader doesn’t wait for instructions. Next, see how they interact with team members and last but not least are they open to feedback and ideas.

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Employee

To handle problems with employees and corporate culture, motivation is very important. When employees feel appreciated, they will be more willing to follow the company’s goals. Giving rewards, chances to learn new skills, and saying “thank you” for good work can help a lot. A friendly and respectful workplace also makes employees more active and happy to be part of a team.

Besides motivation, giving enough rest time is also very important. If employees work too long without breaks, they can get tired and stressed. This makes it harder for them to follow the company’s culture. Companies should give clear break times, like lunch breaks and off days. Small breaks during work can also help them stay fresh and focused. A company that cares about rest and health will have more loyal and happy employees.

4o

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Leadership: A strong and respected leader is highly important to guide the employees on the right track of work.

If the leadership is weak or inconsistent would make the employees have trouble following and lack of respect, thus would

contribute towards organizational culture

problems.

Overcoming leadership challenges requires a combination of proactive strategies and commitment to navigate difficulties by analysing the core strengths and weaknesses of the employees. That could lead on developing strong communication and problem-solving skills, while also building trust within the team.

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I think miscommunication is the main problem especially in work setting but it is treatable. We must fix this first then we take a look on the other parts. This is because a little miscommunication or misconception may leads to poor decision making, damage to company reputation and it may increased conflict among employees which we cannot let these happen.

To prevent this issue, we have to build rapport between staffs themselves and between staffs and employer by promote open and transparent communication. Employer have to encourage employees to ask questions, share feedback, and voice concerns without fear and also employer needs to give the same energy to them by being open and clear in communication. When employer and employees already build rapport and gain trust from each other, they need to ensure all internal communication reflects the organization’s mission, values, and tone. This is very important when communication aligns with the organization’s mission and values, it constantly reminds employees ,why they do what they do'. It keeps everyone focused and motivated around a common goal, strengthening team unity.

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The issue of uninterested and unmotivated employees needs to be fixed as working experience will not only affect worker but also the company. The company should organize some team building activities once in a while to strengthen the relationship between the employees and provide a pantry where there are snacks and drinks for the employees to grab quickly, saving their time and also helping them stay focused. Not to mention, it helps with social interaction between employees too.

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INTAN SYAZUREEN BINTI MOHD JAMATIN (104406)

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INTAN SYAZUREEN BINTI MOHD JAMATIN (104406)

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Being a leader is crucial in a business environment, thus the leader must be someone who can motivate others and exemplify the organization's principles. Since a great boss may not always be a good leader, the leader must be able to establish safe places where staff members can express their opinions without worrying about reprisals. Then, as leadership affects the culture of the company, it needs to be evaluated on a regular basis using performance data, feedback, and strategy adaptation. Finally. Since culture is a top-down process, it is crucial to remember that the leader sets an example for the desired culture by their interactions and behavior.

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NUR ALIYA DARLYN BINTI MOHD ALI SIMAK (105526)

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NUR ALIYA DARLYN BINTI MOHD ALI SIMAK (105526)

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Employees

One big issue in corporate culture is how employees feel at work. If they’re not happy or don’t feel appreciated, they won’t be motivated to give their best. This can lead to poor performance and even people quitting. A company can't really grow if the people working there don’t feel like they matter.

If it were up to me, I’d focus on making employees feel seen and heard. I'd make sure their hard work is noticed, give them chances to grow in their careers, and actually listen to their ideas. Regular check-ins and open conversations could really help build trust. When people feel like they’re part of something, they’re way more likely to stay and do their best.

At the end of the day, a company is only as strong as the people in it. Supporting employees isn’t just good for them, it’s what keeps the whole business running strong.

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Misscommunication

Misscommunication is one of the well-known issue in every corporate culture in this world. Many employees always have an issue with their higher-up or among employee themselves. For me to deal with this issue, the higher-up must see the employee face-to-face or do a meeting between the worker to make an interaction between them. Other than that, the company can also held a company dinner or company holiday and encourage all workers to attend so that it can fill them with happiness and enjoyment. This can be a good example for a company to threat their employees and reduce the misscommunication thus have a positive vibe at work.

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Issue : Leadership

Poor leadership can harm a company's culture. If bosses give unclear instructions, ignore rules or treat teams unfairly, employees feel confused and lose trust. For example, a manager who punishes staff for being late but himself arrives late creates resentment. To fix this, train leaders to communicate better and act as role models. Encourage bosses to talk openly with teams, listen to worries and explain goals clearly. Set rules to check if leaders are doing their job well, like asking employees for feedback. Pair new managers with experienced ones to teach them how to lead with respect. When leaders are strong and fair,, workers feel valued, work harder, and the company grows stronger.

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Uninterested and unmotivated employees may cause difficulties in implementing corporate culture correctly.

To manage this problem, I would first try to identify the root cause of their lack of interest and motivation by doing anonymous surveys or use one-on-one check-ins. If possible, I would like to align tasks with their strengths and interests so that their works are enjoyable for them. Besides that, I would offer mentorship or training for the employees to create growth path and encourage skill building and curiosity. I would also publicly recognise and reward the employees' for their achievements to keep them motivated.

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I would love to take care of them by using my service as a counsellor. There is a career counselling . I would love to use Rational Emotional Behaviour Therapy cause motivation is one of the needs .

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Issue : Employees

One issue that stood out to me is the issue with employees that are unmotivated and uninterested. From my perspective, employees who don’t see the point of the corporate culture can really disrupt the flow of a team. It’s not just about them not participating, it affects how everyone else interprets and experiences the culture too. I think that people who don’t try to align themselves with the shared values might come off as non-team players or uncooperative, even I'm sure that’s not their intention.

If I were to manage this issue, I would start by trying to understand why they feel disconnected in the first place. I believe that motivation isn’t something that can be forced. To me, it has to come from feeling seen, valued, and heard. Maybe they’re uninterested because no one’s ever asked for their input or explained why the culture matters which is a common thing to happen. I’d open up a space where they can express how they feel about their role and the work environment and then find ways to make the culture more relatable and inclusive.

At the same time, I’d highlight how each person contributes to the bigger picture. Sometimes people need to be reminded that their presence has value. All in all, everyone is different and I wouldn't shame them for that.

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One common issue in corporate culture is miscommunication. This happens when employees and managers do not clearly understand each other, which can lead to confusion and mistakes. To manage this, I would make sure everyone knows the right person to talk to for different problems. I would also encourage workers to ask questions if they are unsure about something. Managers should take time to explain things clearly and check if the team understands. Using simple language, pictures, or short lists can help make messages clearer. Lastly, regular team meetings can help everyone stay on the same page and avoid misunderstandings.

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Miscommunication

To fix miscommunication, I would encourage open communication among employees and make sure that everyone speaks simply and clearly so no one gets confused. Sometimes people use complicated words when explaining something which can lead to some confusion. I would also suggest using helpful tools such as Microsoft Teams or WhatsApp to help employees stay connected and updated. Having regular meetings is essential in a companies because it helps everyone understand what they need to do and what is happening in the workplace. Hence, employees have a chance to ask any questions and share their ideas.

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One of the issues that I will discuss about is employees. From my perspective as a worker, if I notice that some colleagues are uninterested or unmotivated when it comes to our company culture, I would try to understand their perspective first and see what’s causing the disconnect. Sometimes people just need to feel included or see the benefits of the culture in action. I will try to lead by example through my own attitude and actions, and casually involve them in team discussions or activities to help them feel more connected. If the issue continues and starts affecting the team, I can bring it up to a supervisor in a respectful way, because maintaining a positive and united work environment is important for everyone.

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Addressing miscommunication within corporate settings is vital to maintaining a productive and healthy organizational environment. This can be achieved by cultivating a culture in which employees feel secure in expressing their ideas and concerns without fear of judgment or reprisal. Furthermore, promoting a feedback-oriented workplace—characterized by consistent, bidirectional communication between staff and leadership—strengthens transparency and trust. This entails not only the provision of constructive feedback but also a willingness to receive it. Encouraging collaboration across departments further enhances mutual understanding and supports cohesive organizational functioning.

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To manage the leadership aspect of corporate culture, I would focus on leadership development through emotional intelligence, decision-making, and conflict resolution training. A strong leader is reliable, emotionally intelligent, and builds trust. They must lead by example, showing respect and consistency to earn respect in return. A good leader shapes a good company by practicing what they preach.

Leaders should set clear expectations and goals to align their teams with the company’s culture. Leaders must be honest, effective, and make people better by fostering growth and development. Feedback and mentorship are crucial, creating an environment where employees feel valued. Leadership is about thinking of others and helping them grow.

Lastly, leaders must encourage accountability through regular performance reviews and assessments. A leader doesn’t need to be likeable but must be honest and dependable. By investing in leadership, we shape individuals and set the tone for the company’s overall culture.

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One big issue in many companies is related to Leadership. To manage this issue, I would focus on developing strong and consistent leadership through training and mentorship programs. Leaders should be equipped with both technical and interpersonal skills, including clear communication, emotional intelligence, and decision-making. Regular feedback from team members can help leaders stay accountable and improve continuously. Encouraging transparency and trust within the team will also foster a healthier corporate culture, ensuring that employees feel respected and confident in their leadership.

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Miscommunication

Miscommunication is a well-known issue in corporate culture. To me, in order to deal with this issue, open communication should be promoted. For example, encouraging the employees to give opinion during meetings.

Next, a company should have regular 'check-ins' like having routine one-on-one between employees and supervisors. This will results to clear up confusion and also built trust.

Lastly, practicing feedback culture can also help to reduce miscommunication. It will clears up misunderstandings and prevent small issues.

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Miscommunication

One of the issues of corporate culture is miscommunication. To prevent this issue, I will conduct frequent meetings to help employees adapt to the communication system. For example, I will hold both physical and online meetings regularly. I will also encourage open discussions across all levels of the organization. Establishing clear communication, including setting clear expectations and goals, can also help prevent this issue. In addition, I will foster a supportive, positive, and cheerful environment so that employees feel confident, comfortable, and happy to share their ideas. Lastly, I will provide communication training to improve their social skills.

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Miscommunication represents a critical challenge in corporate culture, often resulting in misaligned expectations and goals between staff and management. To address this effectively, I would cultivate an environment that prioritizes transparent communication by empowering employees to speak directly and seek clarification when uncertain. Implementing regular communication workshops can enhance listening skills, message clarity, and cross-cultural awareness. Leveraging appropriate digital tools—including messaging systems and project management platforms—can facilitate information flow and minimize misinterpretations. Consistent check-ins and team gatherings ensure ongoing alignment regarding responsibilities and expectations. By cultivating reciprocal feedback channels and establishing psychological safety for open dialogue, organizations can reduce miscommunication, fostering a more unified and productive workplace environment.

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Issue: Misscommunication

One of the most common and challenging issue faced in the workplace. This issue happen when information is not interpreted correctly among the employees. This issue can negatively affect teamwork and productivity of the organization. It is crucial for companies to effectively manage miscommunication in the workplace. Firstly, companies should practice an open communication with their employees. This can make employees feel safe and comfortable to share their ideas and suggestions in order to maintain a succes organization. For example, companies encourage regular feedback from employees by use anonymous suggestion boxes. Next, companies can foster a two-way feedback with employees. This way can help companies to reduce miscommunication and build stronger bond in the workplace. Some of the employees may have fear to speak up for their opinions. With two-way feedback, employees can be more productive because they feel that their voices are heard and accepted. For instance, employers should regularly ask “Is anything okay?” or “Do you need help?” to their employees. Last but not least, companies should do regular team meetings. It is important to enhance icommunication and prevent misunderstandings in workplace. These meetings provide a suitable and safe place for employees to share updates, progress and clarify tasks to make sure they are all on the same page. For example, companies have meeting every two weeks to avoid confusion and keep work running smoothly.

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Leadership issue is a really serious thing that could influence cooperate culture. A leader is the main backbone in a company. Often times, we could hear that some leaders that were entrusted by the higher ups is not very capable in handling the other workers. Some issues such as not being transparent enough or too prioritize on work efficiency rather than the welfare of the workers is more common than we think. There is actually a lot of ways for us to manage this issue. One of them being, the leader has to connect with the other workers. In other words, they must do bonding with the other workers in order to gain trust and make both party more transparent between each other. Other than that, the leader also must prioritize the feelings of other workers. We must pick leaders that is able to understand the emotions of other workers.

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Nur Ameera Athirah binti Mohamad Razalie 102821

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Nur Ameera Athirah binti Mohamad Razalie 102821

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Miscommunication

To address miscommunication in a corporate environment, I would take the initiative to organize activities that encourage interaction among employees and employers. One effective idea is to host a company dinner where everyone is encouraged to attend. During the event, we can include fun games and casual conversations to create a relaxed environment. When people get to know each other in a relaxed, informal setting, they tend to feel more comfortable speaking up and working together. This can definitely reduce misunderstandings and help create a more positive and collaborative corporate culture.

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Issues of Corporate Culture Implementation:

Implementation plays a major role in shaping corporate culture because it’s what turns ideas and values into actual behavior within an organization. It’s one thing for a company to say they value teamwork or innovation, but if that’s not reflected in how people work day-to-day, the culture falls apart.

To deal with poor implementation, companies need to first define the kind of culture they actually want. This means making sure it lines up with the company’s mission and values, and then setting clear expectations for how employees should interact with each other, with customers, and with other stakeholders.

One way to support this is by providing proper training and resources. These can help employees understand what the culture is supposed to look like and how to contribute to it. In the long run, this kind of support acts like a roadmap, guiding employees in how they should work and helping to build a stronger, more consistent organizational culture.

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Siti Nur Syfarafiah binti Yahya (106391)

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Siti Nur Syfarafiah binti Yahya (106391)

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One of the issues that can be seen in the work place is the conflict between employees and employers. For example, issues related to leadership. A visionary employer is someone who cares about the well-being of their employees. Employers should have strong leadership qualities so they can be a role model and guide for others in the company. Leadership in an employer is very important to drive and achieve the company’s vision and mission. If an employer shows good leadership, employees will be more likely to follow instructions and carry out their duties responsibly. As a result, when both employers and employees have leadership qualities, the company will be able to build a culture of mutual respect and openness to opinions in order to achieve success together.

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To manage issues related to corporate culture, I would focus on promoting clear communication, mutual respect, and inclusivity. First, I would ensure that the company’s values, goals, and expectations are clearly communicated across all levels through regular meetings, emails, and team briefings. I would also encourage open dialogue by having frequent team check-ins where employees feel safe to express concerns or provide feedback. To strengthen cultural understanding, I would organise training sessions on effective communication and cultural sensitivity. This approach helps build a supportive and respectful workplace, especially in a diverse and multicultural environment.

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One of the issues of corporate culture is miscommunication, which can lead to confusion and inefficiency among employees. To manage this issue, I would ensure that expectations and goals are clearly communicated through multiple channels such as emails, meetings, and team platforms. I would also encourage open feedback, create a safe space for questions, and provide communication skills training to help employees and managers express themselves more effectively and understand each other better.

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Christina anak Calvyta (102492) - Miscommunication

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Christina anak Calvyta (102492) - Miscommunication

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To manage miscommunication, I would establish an open communication channels such as team meetings and feedback sessions where employees feel comfortable to speak up, share ideas, and ask questions. For example, clear communication platforms such as emails, and messaging platforms ensure that messages are delivered and received effectively. This would help to reduce confusion and improve collaboration among employees.

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Employees. To manage uninterested and unmotivated employees, I would encourage open communication to understand their concerns and reasons for disengagement. By listening to their thoughts and feedback on the culture, leaders or managers can make adjustments to evolve the traditional corporate culture into something more inclusive and meaningful for everyone. Even if significant changes are not possible, creating a space where employees can openly express their feelings allows leaders to justify the purpose behind certain cultural practices and explain how they benefit the entire team.

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NUR YASMIN SYAFFIAH BINTI MOHAMAD FAIZAL (100505)

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NUR YASMIN SYAFFIAH BINTI MOHAMAD FAIZAL (100505)

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I'd like to address miscommunication as a key corporate culture issue. When employees can't communicate effectively with each other or their supervisors, it creates confusion about expectations and responsibilities.

To manage this, I would implement regular team meetings and one-on-ones, create an anonymous feedback system, clearly document company expectations, provide communication training, and encourage an open-door policy with managers. These practical steps would help employees feel more comfortable sharing ideas and understanding their roles, ultimately improving workplace communication and productivity.

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Uninterested & Unmotivated Employees

One noticeable issues in corporate culture is where employees seem to have little to no care regarding the culture imbedded in their workplace. Hence, to start off, I would check and compare teams or units to check on which are more affected. I would also observe if there are any certain events, rules,routine or policy that trigger their disinterest.

Next, reminding all of the employees about the company's purpose and vision and how their work behaviour and contribution would impact everyone. This is because a culture should be defined and being emphasised.

Everyone loves a reward. Hence, it is recommendable if there would be annual or monthly event to celebrate the employee's contribution through gifts, awards, etc. This will at least instill motivation in them and remind themselves that they are important as a human being instead of making them believe they work like a robot all the time.

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Lack of leadership is the most prominent issue that occurs. Not everyone is born to be a leader, that itself is understandable as a leader must be someone who is dependent, reliable and is able to orchestrate a group without failure. A group's success and behaviour is mainly affected by it's leader. Hence, i would solve leadership issue by taking the initiative to lead my team towards our shared goal. I will provide assistance to any issues encountered by my groupmates and also ensure the task given to them are realistic and possible to be done within a specific timeframe. By doing this, groupmates will not feel pressured by the assignments but instead take things step by step. Other than that, prioritising group member's welfare is also a must in order to get the team to work at maximum efficiency.

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Weak leadership can undermine corporate culture and demotivate employees. If leadership is weak, inconsistent or disreputable, it can contribute to organizational culture problems.

To manage this issue, organizations should invest in leadership development programs that enhance managerial skills and promote accountability. Leaders must lead by example and embody the values and behaviors expected within the company. Providing regular feedback, coaching, and support to leaders ensures they are equipped to inspire and guide their teams effectively, thereby reinforcing a positive corporate culture.

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I’d choose to create a supportive environment because no one deserves to feel alone at work. I’ve seen how some people come in every day smiling on the outside, but deep down, they’re struggling. It’s honestly heartbreaking to know that someone could be going through so much, yet feel like they can’t talk to anyone about it.

By creating a space where people feel safe to open up, we’re showing them that they matter and their feelings are valid. Sometimes, just knowing someone cares can make a huge difference in a person’s life.

At the end of the day, we’re all human. We all have our battles. And sometimes, what people need most isn’t advice or solutions but someone willing to listen.

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Implementation

Implementation as issues of corporate culture refers to the challenges that arise when trying to introduce new strategies, systems, or changes within an organization due to existing cultural norms, values, and behaviors. A company’s culture can either support or resist change, making it a critical factor in successful implementation. To manage implementation issues related to corporate culture, I would begin by understanding the existing culture through feedback and observation. Then, I would align the proposed changes with the organization's core values to minimize resistance. Engaging leaders and key influencers is crucial to build support and set an example. Besides, clear and consistent communication would help employees understand the purpose and benefits of the change. Lastly, providing training and ongoing support would ease the transition, and recognizing positive behaviors would reinforce the desired cultural alignment.

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Miscommunication

To manage miscommunication in the workplace, companies should focus on building a culture of open and transparent communication. Employees need to feel safe and comfortable sharing their ideas, suggestions, and concerns without fear of judgment. Leadership should clearly communicate expectations, goals, and responsibilities to avoid confusion and ensure everyone is aligned. Regular team meetings can help keep staff informed, promote collaboration, and address any misunderstandings early. Additionally, providing clear channels for feedback, such as suggestion boxes or anonymous surveys, allows employees to express their thoughts freely.

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Leadership

How I would manage this issue:

I would implement leadership training to ensure leaders are competent, consistent, and respected. Good leaders must set clear expectations, lead by example, and be approachable to their team. Moreover, they should be trained in emotional intelligence and communication skills so they can build trust and motivate their employees.

An effective leader:

Can ensure that guidelines are not just written down, but also properly executed and monitored, preventing confusion among employees. They can motivate and engage their team, making employees feel more involved and valued, which reduces disinterest. Additionally, strong leaders improve communication flow, helping employees feel more comfortable sharing ideas and feedback. Lastly, they understand the importance of investing in corporate culture and will advocate for the necessary resources and support to keep it alive and relevant. In short, effective leadership can help resolve several other corporate culture issues as well.

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Imran Danish Shafi bin Indra Khairil (102601)

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Imran Danish Shafi bin Indra Khairil (102601)

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When it comes to issues of corporate culture miscommunication happens when employees don’t talk or share information clearly with each other. It can also occur when they feel shy or scared to share their ideas, suggestions, or problems with their supervisors. Sometimes, the supervisor also doesn’t explain the goals or expectations properly, so the staff ends up confused about what they need to do.

To manage this issue, I would suggest creating a more open and friendly environment where everyone feels comfortable sharing their thoughts. Regular team meetings can help everyone stay updated and ask questions. Also, clear instructions and feedback from supervisors can make sure everyone understands their tasks and goals. Using simple tools like group chats or email updates can also improve communication.

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I chose miscommunication .To fix the problem of miscommunication, I would make sure everyone in the company can talk and share clearly. First, I would have regular team meetings so everyone knows what they need to do and what is going on. I would also create a safe space where employees can share their ideas or problems without feeling scared. It is also important to give clear written instructions, so people don’t get confused. Lastly, I would train managers to be better at talking and listening to their team. This will help everyone understand each other and work better together.

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As we all know, every organization needs a leader to lead and give the instruction. A good leader really plays a vital role in every organization, thus choosing a good leader is one of the important steps to builf an empire/company. Firstly, to manage this issue we need assess leadership performance. We can gather feedback from the employees through surveys or interviews to identify specific concerns about the leadership in their company. Next, the company can try to provide leadership training to those new appointed leader in the company. This offer targeted training and development program to strengthen leadership skills, communication, and decision-making. Lastly, encourage open communication to create a culture where employees feel safe giving honest feedback, helping leaders adjust and flow.

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I noticed that a common problem in the workforce is the lack of investment in their corporate culture. Many companies advertise themself as so and so but don't actually live up to it. A typical example would be a company that claims to be "concerned and caring for the staff's wellbeing" but don't even take any action when the staff are struggling and asking for help. The company doesn't truly practise what they preach; it's all just for show.

Taking action and making results is what we want. Taking the example above, I would first find out what the staff were struggling with exactly and start from there. Even if I can't 100% solve the problem, I can still make a difference, no matter how small. What matters most is giving them the support they need (of course, you still have to put effort into it). When companies actually have the initiative to help, it creates trust between them and the staff. The staff will know that they can rely on the company and that the company isn't giving out empty promises but following through with them. They invest in what they promote themselves to be and take actions to achieve their goals. That would sow the seeds of a good corporate culture that honours their words.

This was just a simple example but it gives you the gist of it.

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One of the issues of organizational culture is leadership. Poor leadership will confuse staff members, especially if managers are inconsiderate, inconsistent, and lack clarity when giving directives. To remedy this issue, leadership training ought to be properly provided by organisations to ensure that leaders possess the right communication and management skills. Openness also needs to be encouraged so leaders can build respect and trust in their teams. Also, leaders must lead by example by exemplifying the values and behaviors that are indicative of the company culture. Lastly, having a regular feedback system will allow employees to voice their concerns and help leaders to improve, resulting in a more positive and productive workplace.

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One of the concerns I would like to highlight is leadership. In my opinion, not everyone can lead something but this problems can be fixed. One of the way that I would like to suggest is by doing a leadership development program, by doing this it can strengthen their skills and ensure they can effectively lead the teams while embodying the company’s values.