Group Assignment Subject:

GROUP ASSIGNMENT
Subject:
IEMBA SBF.08
Group : 8.3
Intake : 8
Subject :
Lecture :
Members : Nguyễn Tường Nam
Phạm Thị Thanh Bình
Bạch Thị Lan Hương

Trần Phương Anh

Date of : 10/2/2022
completion

TOPIC:
Group Assignment Subject:

TABLE OF CONTENTS

Contents
CHAPTER 1: OVERVIEW OF COMPANY....................................................................5

1.1. Vietnam dairy industry............................................................................................5

1.2. The information of TH True Milk company............................................................8

1.2.1. The overview of TH True Milk company...................................................8

1.2.2. The vision and mission of TH True Milk company....................................9

1.2.3. The organization of TH True Milk company..............................................9

CHAPTER 2: THE PROBLEM IN TH TRUE MILK COMPANY.................................11

2.1. The natural of problem..........................................................................................11

2.2. The possible consequences....................................................................................13

2.3. The reason of problem in TH True Milk company................................................13

2.4. How can OB concepts be applied and extended to solve the problem?.................17

2.5. What specific action steps should the organization take to solve the problem?.....17

2.5 What specific action steps should the organization take to solve the problem?. .17

Consider Each Team Member's Skill Sets:..................................................................22

Check Each Team Member's Availability....................................................................22

Work With Leadership to Achieve an Equal Distribution of Workload......................23

Ensure Expectations and Roles Are Clear...................................................................23

Communicate With Each Team Member.....................................................................24

2.6. What are the potential barriers and obstacles to following your recommendations?
..................................................................................................................................... 26
Group Assignment Subject:

- Too Many ideas problem: The size of the team can sometimes affect its ability to
function effectively, especially when all ideas are listend and considered. This
complexity can mean that decisions must take into account greater amounts of
information, meetings are more challenging to schedule, and tasks can take longer to
complete. Outcomes can suffer if team members value conflict avoidance and
consensus over making the best decisions. People can feel uncomfortable
challenging the group’s direction or otherwise speaking up for fear of breaking a
team norm. This situation can limit creativity, lead to poor choices, or result in
mistakes that might otherwise have been avoidable.................................................31

2.7. What are the risks and possible unintended consequences of following your
recommendations?........................................................................................................32

2.8. How will you communicate your findings to your clients and overcome potential
resistance?.................................................................................................................... 32
Group Assignment Subject:

TABLE OF FIGURE AND TABLE

Table 1.3.1 Macro environment factors............................................................................16
Table 1.4.1 EFE Matrix of TH True Milk........................................................................19
Table 1.6.1. The weight of critical decision factors..........................................................27
Table 1.6.2. The competitive profile matrix (CPM).........................................................28
Table 1.8.1. SWOT Strategy............................................................................................35

Figure 1.1.1. F&B Sector Growth in ASEAN....................................................................5

Figure 1.1.2. F&B Retail Sales in Vietnam........................................................................6
Figure 1.1.3. Share of Dairy product in Vietnam...............................................................7
Figure 1.1.4. Key players in Vietnamese dairy industry.....................................................8
Figure 1.2.1. TH True Milk organization.........................................................................10
Figure 1.3.1. Population data by age................................................................................12
Figure 1.6.1. The financial index of T.H. True Milk firm................................................33
Group Assignment Subject:

INTRODUCTION
Organizations in the present day face several challenges in their business
activities. In addition, many issues arise throughout a company's operations, particularly
those involving people, because the organization's people are a tangle of complexities. As
a result, we must ensure that we find a solution to boost the company's business success.
Furthermore, developed firms frequently enter new international markets to grow output
and capitalize on potential when investing. The following report is based on expertise and
real-world experience in helping Vietnamese firms overcome difficulties.
TH True Milk company has achieved many achievements in the company's
business, especially in the dairy field. The company has succeeded in dominating the
Vietnamese dairy market with many strategic products such as pasteurized milk and
yogurt. In addition, the company is also developing many other products, such as tea and
ice cream to diversify products. However, the company faced many difficulties in product
development and deployment.
Group Assignment Subject:

CHAPTER 1: OVERVIEW OF COMPANY

1.1. Vietnam dairy industry
 Overview

Vietnam is one of the most populous and fastest-growing consumer goods markets in
Southeast Asia.
When compared to other major economies in the region, Vietnam's growth in all F&B
segments was extremely significant.

Figure 1.1. Retail sales of food and beverages in Vietnam from 2016 to 2020 with forecasts
until 2023(in billion U.S. dollars)

(Source: Minh Ngoc Nguyen (2022))

Packaged food is the second largest segment, with non-alcoholic and alcoholic beverage
retail sales accounting for 7% and 6% of total sales, respectively.
Breakfast cereals, processed fruit and vegetables, processed meat and seafood, rice, pasta,
and noodle, and other packaged foods are examples of packaged foods.
Vietnam's packaged food industry has a bright future ahead of it, with future growth
expected to beat historical levels. Between 2016 and 2020, packaged food sales increased
by 7.7% due to demographic trends and growing incomes. Growth is expected to be 8.5
Group Assignment Subject:

percent between 2020 and 2023. Dairy and meat were the two biggest revenue generators
in the packaged foods industry, each accounting for more than 40% of total sales.

Figure 1.2. F&B Sector Growth in ASEAN

(Source: YCP Solidiance Research and Analysis (2019))

Figure 1.3. F&B Retail Sales in Vietnam

(Source: YCP Solidiance Research and Analysis (2019))

Dairy products include milk, yogurt, butter, cheese, condensed milk, and cream in
Vietnam.
Group Assignment Subject:

 Share of the market

Figure 1.4. Key players in Vietnamese dairy industry

(Source: YCP Solidiance Research and Analysis (2019))

Over the last five years, demand for dairy has increased at an annual pace of 8.6%,
propelled mostly by sales of drinking milk, which accounted for about 67 percent of total
dairy demand. Vinamilk alone accounted for about half of the dairy market due to its
dominance in the milk, yogurt, and condensed milk segments. Friesland Campina (18.5
percent) and TH Milk were Vinamilk's closest competitors (8.4 percent). TH Milk, on the
other hand, targeted the mid- to high-end markets with drinking milk, yogurt, and
condensed milk products, while Friesland Campina and Vinamilk competed in the mid-
tier with a variety of product lines aimed at different groups.
TH milk and Vinamilk topped the mid-end market with local brands in terms of
segmentation in drinking milk. In the low-end market, urban consumers selected Long
Thanh Milk in the south and Moc Chau Milk in the north, while rural consumers
preferred Lif Kun. With lower price points, Lengthy Thanh Milk and Moc Chau Milk
targeted families who drank fresh milk for a shorter amount of time, whereas TH and
Vinamilk were seen as high-quality milk with a long shelf life. Customers in rural areas
favored Lif Kun because of its high-quality standard milk at a cheap price. Meadow
Fresh is a New Zealand product; Devondale, Australia Own, and Harvey Fresh are
Australian products; and Promess is a French product.
Group Assignment Subject:

1.2. The information of TH True Milk company

1.2.1. The overview of TH True Milk company
TH True Milk was founded on February 24, 2009, with funding from the Joint Stock
Commercial Banks of North Asia to develop milk processing technology. Besides the
business of financial services and activities of social security. Bac A Commercial Joint
Stock Bank especially focuses on investing in the dairy and food processing industry.
From that starting point, TH Group is gradually developing to become a leading
manufacturer in Vietnam providing clean and safe food products. natural origin
The choice is made by TH True Milk to build its own path in the manufacture of pure and
fresh milk. It may be said that TH True Milk has successfully carved out a niche for itself
in the minds of Vietnamese consumers.
TH true Milk Company started to be built in 2008. The brand's meaning is explained by
businesses based on the meaning of the word True Happy - True Happiness. However,
many people explain that it stands for the name of Mrs. Thai Huong - the founder of the
business.
Since 2008, the company's business has grown rapidly. Currently, the company has
become a leader in producing "clean" fresh milk, with a herd of up to 45,000 imported
cows and cows with special care.
TH True Milk products officially reached consumers in December 2010. By 2013, this
company has achieved accumulated revenue of approximately VND 6,000 billion. The
revenue of 2013 alone reached 3,000 billion VND.
The TH True Milk Food Joint Stock Company has invested heavily in both a cutting-edge
management system and integrated manufacturing processes. The TH True Milk brand
has had a positive impact on the Vietnamese dairy industry when it comes to creating a
milk process that meets international standards, from planting grass, building barns, and
cattle feed processing, to management, veterinary control, processing, and packaging, to
product distribution to consumers. The farm system has utilized contemporary farming
techniques all over the world. Dairy breeds from countries with a history of dairy
Group Assignment Subject:

production, such as New Zealand, Uruguay, and Canada, have been brought to Vietnam
to ensure the highest quality milk.
1.2.2. The vision and mission of TH True Milk company
 Vision

TH Group aspires to become the leading manufacturer in Vietnam in the field of clean
food derived from nature. With serious and long-term investment combined with the
world's most modern technology, we are determined to become a world-class food brand
trusted by everyone, loved by everyone and proud of the nation.
 Mission

With the spirit of being close to nature, TH Group always tries its best to nourish
Vietnamese body and soul by providing food products derived from nature - clean, safe,
fresh delicious and nutritious.
1.2.3. The organization of TH True Milk company
Human is a precious capital, a social subject, and at the same time, the leading resource
that determines the development of the country and the society. The process of building a
company is no exception to this truth. TH Group believes that investing in people is the
most core investment. Therefore, the company constantly strives to create a professional
working environment and a world-class team of many domestic experts.
Group Assignment Subject:

Figure 1.5. The organization chart of TH True Milk company

(Source:TH True Milk (2022a))

TH COMPANY

FOOD CHAIN JOINT TH JOINT STOCK TH FOOD CHAIN JOINT

STOCK COMPANY COMPANY STOCK COMPANY

Figure 1.6. The organization chart of TH True Milk company in the Milk sector
Group Assignment Subject:

(Source:TH True Milk (2022a))

CHAPTER 2: THE PROBLEM IN TH TRUE MILK

COMPANY
2.1. The natural of problem
The TH True Milk company has a long list of accomplishments, including the successful completion
of various new projects involving a variety of cutting-edge items. When it comes to launching new
products, however, the company faces several challenges, including the relationship between
coworkers and the decision-making process. Furthermore, the organization faces numerous
difficulties in coping with employee dissatisfaction and lack of motivation. As a result, the TH True
Milk firm has various challenges when introducing new products and launching marketing
campaigns to promote them. Overall, the major problem that make the company's business

delaying and insufficient is the company spends a tremendous amount of time developing

new products but separation and not effective.

According to the organization division of TH True Milk, the company focuses on
researching and developing many dairy products such as pasteurized milk, yogurt, butter,
whole milk drink, etc. In addition, the company also focuses on developing many other
products such as tea, functional foods, snacks, etc.

Figure 2.7. The product line of TH True Milk

(Source: TH True Milk (2022b))

In each product line, the company also develops a variety of highly diverse products in
flavors, packaging shapes, and quantities. In general, the company's products are
incredibly various and reach many different customer segments.
Group Assignment Subject:

Figure 2.8. The drink product line of TH True Milk

(Source: TH True Milk (2022b))

Figure 2.9. The ice cream product line of TH True Milk

(Source: TH True Milk (2022b))

However, because of focusing too much on product diversification, TH True Milk
company could not focus on promoting products, causing many products to be ignored in
development and quality improvement. As a result, despite having a wide variety of
products, the company only focused on old products that had not yet made breakthroughs
in the business. In addition, many of the company's products have problems in the
development process, causing many products to be ignored after completion and
deployment. In addition, many of the company's products have issues in the development
process, causing many products to be forgiven after completion and deployment.
According to the statistics of the business analysis department, the number of products
that continue to be interested and developed after being introduced to the market focuses
on old products such as canned milk and yogurt. However, it is almost impossible for the
company to build and improve product quality after being designed for new products
such as tea and snacks. In addition, the company does not spend a lot of capital on
developing products that are already on the market outside of the company's essential
products, such as dairy products.
Group Assignment Subject:

16%

Research new
product
54% Development
new product
30%
Improve new
product

Figure 2.10. The expenditure on development and research

(Source: TH True Milk Interview (2022))

2.2. The possible consequences

If the company's product development process takes up too much time and is inefficient,
some consequences can happen to the company as follows:
 Waste of capital up to hundreds of billions per year, estimated at 900 billion per
year
 Causes a sharp drop in employee motivation
 Heavy workload, creating a lot of pressure for employees
 Inability to proceed with the creation of highly competitive new products
 The dropout rate is increasing day by day

2.3. The reason of problem in TH True Milk company

In general, the company faces many difficulties in building and developing effective new
products. A series of new products of the business is in a state of abandonment, and it is
difficult to continue to compete in the market.
There are several reasons leading to the ineffective product development problem of TH
True Milk Company:
The lack of connection and engagement between members of the team
First, corporate projects often lack cohesion among members, especially when a
successful product development project. Many new products such as oolong tea and
green tea are developed based on many members from different company departments.
However, after completing the project, the components of the project split and often no
Group Assignment Subject:

longer relate to each other. As a result, products are often abandoned and do not continue
to improve. In addition, most project members are frequently rotated to other departments
to develop the following products. Therefore, old products often fall into a difficult
situation to create and improve to become the company's mainstream product in the long
run.
The ineffective linkage between departments
Second, the linkage between departments is still ineffective, especially between the
directors of the departments. Most departments of the company often compete with each
other to achieve the best KPI results and improve business results. However, many
controversies between departments make business difficult, especially in developing and
maintaining products. Because it wants to launch many products, the product
development department continuously uses resources to build as many products as
possible. However, this leaves many departments unable to meet demand, such as
production, distribution, and marketing. Many products are distributed to the market but
are poorly promoted or promoted ineffectively. In addition, the quality of the product is
still at an average level that has not yet differentiated itself from other competitive
products in the market. Therefore, the business results of new products are often not
highly effective and cause departments not to achieve work efficiency. As a result, a
series of controversies occurred, causing many of the company's products to be
ineffective when launched and quickly replaced by new developments.
The unbalanced workload
Third, the workload between the company's departments lacks fairness and is
disproportionate. According to qualitative research of TH True Milk company, when
asked about pressure at work, some departments in the company, such as the product
quality department, product production department, research department, etc. Product
research is often a considerable amount of work. However, some departments, such as
customer care, and product creation, often have a disproportionate volume, especially
creating results available for other departments to use. Many individuals in the surveyed
Group Assignment Subject:

departments said that their workload is often tremendous, and many days of the week
must work overtime. Even some key members of the department have to make decisions
overnight to keep up with the work schedule. Some employees think that broadcasting
many new products makes it extremely difficult to perfect and improve the product.
Therefore, this is one reason many parts of the business work inefficiently, creating
products that are difficult to compete in the market.
14 12.4
12 10.2 10.9
10
7.6
8
6
4
2
Hour

0
t t t t
en en en en
rtm rtm rtm rtm
e pa e pa epa e pa
d d d rd
on h
ng rc he
eti cti a Ot
rk od
u Re
a
M Pr

The average hour work per day in each department of TH True Milk

Figure 2.11. The average hour work per day in each department of TH True Milk

(Source:(TH True Milk Interview, 2022))

The unsuitable training programs

Fourth, the training of new employees faces many difficulties, especially in creating
quality human resources. Because of the desire to continuously improve the quality of
human resources, TH True Milk company often has specific training courses to help
employees meet the company's needs. However, the actual campaigns are often so
different that many employees are often unable to adapt and do not deliver good results in
product development and improvement. The company's core employees have a lot of
experience but don't have enough time to help new human resources. In addition, many
employees do not receive specific training or are too theoretical, making the company's
business practices less effective. Moreover, many new employees are forced to adapt to
Group Assignment Subject:

the working environment of TH True Milk in a short time. From there, causing a lack of
motivation to work, working hours are too high, but the salary is low, etc. As a result, the
turnover rate at TH company increased, and many employees who are participating in the
project also quit at the end of the project or in the middle. Many projects are severely
short of human resources while the turnover rate of new employees is increasing.
Therefore, this is also why the company's product development is stalled, not improved,
and inefficient.
The power gaps
Fifth, the power gap between new and old employees and leaders and employees is
enormous. Many surveyed employees believe that employees' opinions are often not
taken seriously and that the management levels will make all majority decisions without
consulting the employees. Many potential ideas of employees, especially new employees,
are often not considered. Generational differences can also generate groundbreaking
ideas. However, these ideas are often not considered, making many company projects
ineffective, and not fully exploiting new and unique ideas.

Yes No Other

Figure 2.12. The power gap in TH True Milk company

(Source:(TH True Milk Interview, 2022))

Low competency
Sixth, the lack of skills, knowledge, and experience of the manager will show through the
poor engagement with employees. It is because the supervisors do not have enough skills.
Group Assignment Subject:

Therefore, they can't help themselves and their employees. The power gap between new
and old employees and leaders and employees is enormous. Many surveyed employees
believe that employees' opinions are often not taken seriously and that the management
levels will make all majority decisions without consulting the employees. Many potential
ideas of employees, especially new employees, are often not considered. Generational
differences can also generate groundbreaking ideas. However, these ideas are often not
considered, making many company projects ineffective, and not fully exploiting new and
unique ideas.
2.4. How can OB concepts be applied and extended to solve the problem?
2.5. What specific action steps should the organization take to solve the problem?
2.5 What specific action steps should the organization take to solve the
problem?
2.5.1 The lack of connection and engagement between members of the team
The solution for connecting and engaging team members is for the organization to budget
for teambuilding programs such as Gala dinners and outing camps. The leader should be
the main match between members; he or she should attend and raise up the peace and
supportive environment. The weekly meeting at work is for checking process, efficiency,
and KPIs for the period, discussing issues, and finding solutions to any problems that
arise. However, quarterly gala dinners or teambuilding trips will strengthen relationships
between members.
The training programs demonstrate the importance of teamwork, and teamwork is one of
the KPIs for members, particularly leaders, supervisors, or managers. Conflict at work
cannot be avoided, but members should focus on the organization's values, and after the
discussion is clear, nothing affected their mood, and the member knows how to control
the mood.
The connection between team members is not only at the membership level, but also at
the cross-level. The firm has three levels: Board of Directors, Manager, Supervisor, and
Officer/Staff. We can devise the following strategy:
Group Assignment Subject:

Level Activity Time set Achievement goals

Report for 2021's
OGISM(A) meeting at achievement and plan for
Melia Ba Vi Resort in 2022 based on company's
BOD Dec Dec vision and target
Party, talking & sharing,
closely & friendly
environment to understand
BOD Dream night party Quartely each other

BOD and Party in local Closely and sharing by

Manager restaurants 01 time per 06 months emotional touching
BOD,
Manager and Travelling together, fun and
Supervisior, Annual teambuilding sharing together for more
Officer/staff trip 2 time per 06 months understanding
In house training
Managers & programs/Coaching Coaching & create relations
Supervisors programs Annual betweens members

Invest in team-building activities and coaching programs:

Enrichment activities that promote team building and business skills are an excellent way
to strengthen team relationships while also inspiring trust, productivity, and sales. These
kinds of experiences boost overall employee engagement and loyalty.
Promote an open and inclusive work environment
Every member of the team is unique, with different skill sets than the others. This is why
it is critical to recognize that different methods are required to achieve different goals
within a team. Having a diverse team allows employees to contribute their unique skills
and experiences. Having a diverse team means you're building a team that's strong,
resilient, and adaptable. Another advantage of a diverse team is the abundance of ideas. A
more diverse team fosters a more inclusive work environment, which results in incredible
innovation.
Group Assignment Subject:

Offer flexible and remote work options

Employees today want more than just a job. They want a work environment that
encourages their personal interests and allows them to put their skills to use.
Encourage regular feedback
Leaders should conduct regular feedback sessions to solicit feedback from their teams.
The ultimate goal is to boost performance and productivity. Feedback sessions allow
leaders to listen to employees' concerns while also soliciting a personalized solution from
the team. Leaders can create a platform for employees to submit reports about their
team's performance to encourage feedback sessions and successful feedback. The
platform enables leaders to receive feedback from their employees and, more importantly,
to see all of their employees' efforts in one place. In addition, the leader can encourage
their employees to share anonymous reports.

Encourage active participation in company culture initiatives (i.e., trivia contests,

office decorating contests, etc.)
Investing time in developing employee participation in company events fosters a sense of
purpose and encourages teamwork. High-performing organizations foster camaraderie
and foster a sense of community through tradition and celebration. Employee engagement
is an essential component of any organization, particularly in terms of growth. The
methods described above are simple and can be implemented with little effort. Though
the results will not be visible right away, the continuous implementation of the methods
can be extremely beneficial to the organization and its goals.

2.5.2 The ineffective linkage between departments

The organization should build the R&D central included below departments and
responsibilities:
- - Marketing department: one member for each brand. This function in the R&D
team is responsible for listening to customer expectations, including social hearing
Group Assignment Subject:

and social behavior analysis. They will provide direction, guidance, and product
improvements or new product development based on the above analysis of
customer behavior. After the product has been marketed, they listen to customer
feedback, satisfaction, and improvement points, and take quick action to the next
improvement if necessary.
- - Production department: 02 technical assistants who will consider technician and
n issues and improve machines as needed to meet customer requirements. They
also have plans for machinery improvements or investments, as well as other
technician-related issues.
- - QC department: 01 QC member for determining the product type, size,
standards, packaging, and dimensions, vvv

- Procurement department: Check with suppliers about available raw materials or develop
new materials for new products.
The process of R&D should be as below progress:
Group Assignment Subject:

2.5.3 The unbalanced workload

Assess the Current Workload Situation:

Investing time in developing employee participation in company events fosters a sense of
purpose and encourages teamwork. High-performing organizations foster camaraderie
and foster a sense of community through tradition and celebration. Employee engagement
is an essential component of any organization, particularly in terms of growth. The
methods described above are simple and can be implemented with little effort. Though
the results will not be visible right away, continuous implementation of the methods can
be extremely beneficial to the organization and its goals.
Consider what else is going on in the lives of the team members who are
underperforming. Personal issues, health issues, or a misunderstanding of their role could
all be factors. Are they fully aware of the expectations, or do they not understand what
they are expected to complete? Is it because employees feel obligated to help out, or
because they believe it is part of their role, that they take on the majority of the work?
Leaders can better devise a plan to address the imbalance once they have a clear
understanding of why it exists.
Group Assignment Subject:

Review Business Goals and Priorities:

Consider the department's key goals and how they relate to the business. Is the team's
workload unbalanced because the leaders are directly responsible for meeting a top-line
goal? If some of the team members have a lot of work that isn't aligned with key business
goals, the leaders might need to reevaluate those tasks.
Gain suggests prioritizing the tasks the team must complete first and ensuring they are in
line with the overall goals of the company. Once the leaders have a prioritized list, they
can assign tasks to each member of the team, ensuring that no single person is in charge
of all high-priority tasks. Take a strategic approach to tasks rather than a granular
approach to avoid micromanaging. Allow the employees to figure out how to complete
the tasks after the leaders assign them and clarify their responsibilities.
Consider Each Team Member's Skill Sets:
When each employee has different skills, dividing work among team members can be
difficult, but it can also open up new opportunities. If one team member excels at a
particular task, she may be able to complete it much faster than anyone else on the team,
increasing overall productivity. If a team member lacks a specific skill but expresses
interest and motivation in performing that type of task, teaching the skill can assist the
leaders in creating a more balanced workload in the team.
It is critical to provide employees with a variety of skills and knowledge if the leaders
want them to be able to contribute to the company's success. Consider regular group
training sessions and ongoing professional development to help team members improve
the gain kill sets. Gain suggests checking in with groups of employees on a regular basis
to see if they have acquired any new skills or certifications.
Check Each Team Member's Availability
In an ideal world, each team member would have equal availability, allowing the leader
to easily assign a balanced workload to them. However, a variety of factors can impact an
employee's availability, resulting in additional work for their team members. For
example, if an employee takes a vacation or becomes ill for a few days, they will be
Group Assignment Subject:

unable to complete their work. In this case, the rest of the team members must pick up
extra work to meet the department's goals. While this may appear to be an imbalance, it
eventually balances out. Take the time to explain to team members that if they go on
vacation or become ill, their colleagues will pick up where they left off.
Consider professional commitments in addition to personal changes in availability. A
team member, for example, may be pulled into a different project in another department
based on specific knowledge or skills. Similarly, they may be asked to serve on a
committee that requires time away from work. Consider how these professional
commitments affect the availability of the team when assigning tasks.
Work With Leadership to Achieve an Equal Distribution of Workload
When dividing work equally among team members, it is critical to involve company
leadership so that they are aware of the organization’s goal. Businesses do not want
stressed-out or burned-out employees, or those who believe they have far too much
responsibility for their role. Organizations want employees who are happy, engaged, and
enthusiastic about their jobs. This increases company loyalty while decreasing turnover
and attrition, both of which can be costly.
Make leadership aware of the current imbalanced workload so that they can participate in
developing company policy to prevent it from spreading to other parts of the
organization. If one department is dealing with unbalanced workloads, it's possible that
others are as well. Everyone in the organization benefits from a top-down directive that
ensures all team members have a balanced set of tasks.
Ensure Expectations and Roles Are Clear
Because not all employees work at the same pace, we recommend focusing on outcomes
rather than hours worked. A task may take two hours for one employee to complete and a
full day for another. This does not imply that the workload is unbalanced. When dividing
the workload in some situations, you must consider the outcome rather than the time it
takes to achieve that outcome. Employees should also understand what is expected of
them and how it relates to the outcomes they are expected to deliver.
Group Assignment Subject:

Working in a team requires each employee to fully understand their role as well as the
roles of their colleagues. Create detailed job descriptions that outline each team member's
responsibilities in terms of tasks and outcomes. Employees who understand their team
members' roles can self-assign specific tasks that fall under their purview.
Communicate With Each Team Member
When dividing up the workload in the team, communicate directives to each team
member one-on-one whenever possible so that the leader can speak to their specific work
habits. Some employees on the team, for example, may not know how to say no to tasks
and will take whatever is given to them, resulting in overwork. The leader should ask
them if they want to let go of specific tasks on their plate in order to take on new ones.
Tell them they don't have to be in charge of everything.
Determine the source of the problem for employees who are struggling with their
workload. Do they have the necessary skills and knowledge for the role, or will they need
additional training? Employees who are unmotivated or lack initiative may need to be
reminded of how their performance is evaluated. They may need to be told that they are
not meeting the minimum standards. This will force them to take on more work in order
to make up for the unbalanced workload.
2.5.4 The unsuitable training programs

TH true milk should improve the training programs, they can coach employees and
develop more effective training programs for employees or groups of employees.
Recommendation for below schedule and programs:
Group Assignment Subject:

List of training programs in references:

Finance management skills for Head of Departments
Management & Strategy Thinking for Head of Departments
Interview & human resource and training skills for Head of Departments
Creative thinking course for Head of Department
Leadership skills for new Managers
Fundamental management skills for new Managers
Complex problem Solving skill for New Managers
Planning in works for officers
Teamwork skills for officers
2.5.5 The power gaps

Employees' sharing should be listened to by the department head, function head,

managers, and supervisors. They should encourage employees to share ideas and
difficulties in their daily work for improvement. Managers should be supporters who
direct employees to do the right thing.
Group Assignment Subject:

The manager should encourage employees to talk about their detailed work, difficulties,
and mistakes. Managers will gain a better understanding of the needed improvements in
this manner.
2.5.6 Low competency
Recruit experienced employees to organizations: these skilled workers will also help train
other workers to improve their performance. However, skilled employees require higher
salaries and benefits, so True Milk should devise a strategy to maintain a percentage and
number of skilled employees in each department. These key people will contribute to the
organization's success not only through their performance but also by propelling the core
team forward.
Training based on job levels and needs: Training programs should be based on employee
expectations, but they can also be based on the organization's need for skilled workers.
Accountants, for example, should learn about tax regulations and mistakes early in their
careers, and salespeople should learn about customer service to develop a service
mindset.
2.6. What are the potential barriers and obstacles to following your
recommendations?
Problems Recommendations Barriers/obstacles
/solutions
1 The lack of - Teambuilding - Costs (requires) a lot of time and
connection programs: money.
and + Gala dinners
engagement + Outing camps
between + Party & meeting
teams’ + Teambuilding trips
members - Teamwork skills - Teamwork takes work. People have
training courses different points of views, skills, and
Group Assignment Subject:

histories. So, when bringing groups

together, there is bound to be some
tension at times. Therefore, teamwork
skills training courses require a lot of time
to apply in real environment of any
specific workplace.

- Set teamwork as one It’s difficult to estimate and quantify

of the KPIs teamwork as a KPI
Promote an open and Barriers to Diversity Hiring new
inclusive work employees who differ from the majority
environment of in race, age, gender, disability, or other
diverse teams characteristics creates a paradox.
Management wants to demonstrate
support for the differences these
employees bring to the workplace, but
newcomers who wish to fit in must accept
the organization’s core culture.

Second, because diverse behaviors and

unique strengths are likely to diminish as
people assimilate, strong cultures can
become liabilities when they effectively
eliminate the advantages of
diversity.
Third, a strong culture that condones
Group Assignment Subject:

prejudice, supports bias, or

becomes insensitive to differences can
undermine formal corporate diversity
policies.
Offer flexible and Disadvantages of remote work such as:
remote work options Distractions at home, Isolation, Loss of
work-life balance, Increased need for
meetings, Cybersecurity concerns,
Difficulty maintaining confidentiality,
Unstable/inconsistent internet access ...
Inconvenient for new hires.

Encourage active Barriers to change Culture is a liability

participation in when shared values don’t agree with
company culture those that further the organization’s
effectiveness. This is most likely when an
organization’s environment is undergoing
rapid change, and its entrenched culture
may no longer be appropriate.
Consistency of behavior, an asset in a
stable environment, may then burden the
organization and make it difficult to
respond to changes (1)
2 The build the integrated Concern of cultural integrating: How well
ineffective R&D central include the two, three or more organizations’
linkage members from cultures match up when members from
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between different department different departments work together in an

departments to share common R&D central
ideas
3 The Assess the Current - Problem ‘Individuals Shirking Their
unbalanced Workload Situation Duties’ when the team fail to establish
workload developeg employee clear norms of accountability for
participation in individual contributions to the group
company events effort: Since team members share
Review Business responsibility for outcomes, some
Goals and Priorities individuals may need to do additional
Consider Team work to make up for those not
Member's Skill Sets contributing their share of effort. This can
and availability  re- breed resentment and foster other
allocate missions negative feelings that can make the team
assignment less effective.
Improve the - Lack of Trust problem: Effective
communication collaboration requires team members to
between team’s have confidence that everyone shares a
members set of goals. When that belief is missing,
some individuals may not feel
comfortable sharing their ideas with the
group. Lack of trust can also lead to
miscommunication and
misunderstandings, which can undermine
the group’s efforts.
4 The develop more - Challenge of Engaging Learners: It’s a
Group Assignment Subject:

unsuitable effective training challenge to get learners to attend,

training programs actively participate, and follow-through.
programs - Quantifying Training Effectiveness: It is
important for many companies to provide
a quantitative assessment of how training
programs are impacting their
organization. It is challenging to figure
out which metrics to use, how to
incorporate them into post-training
assessments, how and when to follow up,
and how to adjust future training based on
the results.
5 The power encourage employees - Barriers to change : the same to (1) at
gaps to share ideas and the above 2.
difficulties -> change
the culture
Employees' sharing - Barriers to change : the same to (1) at
should be listened to the above 2. and 5.
by the department
head, function head, - Too Many ideas problem: The size of
managers, and the team can sometimes affect its ability
supervisors to function effectively, especially when
all ideas are listend and considered. This
complexity can mean that decisions must
take into account greater amounts of
information, meetings are more
challenging to schedule, and tasks can
Group Assignment Subject:

take longer to complete. Outcomes can

suffer if team members value conflict
avoidance and consensus over making the
best decisions. People can feel
uncomfortable challenging the group’s
direction or otherwise speaking up for
fear of breaking a team norm. This
situation can limit creativity, lead to poor
choices, or result in mistakes that might
otherwise have been avoidable.

6 Low Recruit experienced - Skilled employees require higher

competency employees salaries, benefits and Promotion offer
- Hard/Fierce competition in recruiting
skilled people
Training based on job - Lack of L&D programmes: For
levels and needs companies conducting training in
traditional formats under their HR
function, learning and development
programmes may seem costly, overly
complex and redundant.

2.7. What are the risks and possible unintended consequences of following your
recommendations?
Group Assignment Subject:

2.8. How will you communicate your findings to your clients and overcome
potential resistance?
Group Assignment Subject:

CONCLUSION
In conclusion, the human component is the most important aspect of every company's
survival, as it is also the most pressing issue in organizational behavior. As a result,
persons in positions of leadership, as well as those in human resource, play a key role in
training, orienting, guiding, and motivating employees.
While being a huge global corporation, TH True Milk faces challenges in training new
staff, improving employee performance, and motivating employees. There are unique
remedies for each of the aforementioned areas to enhance the situation and eliminate
obstacles. Employees must be compelled to comply with training laws, for example, and
leaders must develop and support peer training for employees to overcome constraints.
Furthermore, in order to boost employee performance and engagement, solutions must be
implemented by both managers and employees. Furthermore, encouraging staff is critical.
Effective communication from leadership, as well as trust, camaraderie, and respect, are
required for employees to always feel motivated and recognized for their efforts.
Group Assignment Subject:

BIBLOGRAPHY
MINH NGOC NGUYEN. 2022. Retail sales of food and beverages in Vietnam from
2016 to 2020 with forecasts until 2023 [Online]. Available:
https://www.statista.com/statistics/1231739/vietnam-food-and-beverage-retail-
sales/ [Accessed].
TH TRUE MILK. 2022a. The organization chart of TH True Milk company [Online].
Available: https://thgroupglobal.com/page/group-structure [Accessed].
TH TRUE MILK. 2022b. The product of TH True Milk [Online]. Available:
https://www.thmilk.vn/en/home-2/ [Accessed].
TH TRUE MILK INTERVIEW 2022. The working experiece survey in TH True Milk
company In: UYEN, H. T. (ed.).
YCP SOLIDIANCE RESEARCH AND ANALYSIS. 2019. F&B Sector Growth in
ASEAN [Online]. Available: https://www.euromonitor.com/ [Accessed].

- https://cmoe.com/blog/learning-development-challenges/
- https://www.techtarget.com/whatis/feature/15-advantages-and-
disadvantages-of-remote-work
- https://www.visuerlab.com/2021/08/15/the-top-problems-with-corporate-
training-and-how-you-can-fix-it/
- https://courses.lumenlearning.com/suny-esc-educationalplanning/chapter/
dealing-with-difficult-team-members/
- https://www.uopeople.edu/blog/how-to-improve-teamwork-skills/