But the reason why we believe in them is because for the parts of the units of the organization that we did apply these principles. All the time. And I think in large scale organizations think about themselves as a facilitator role within that and manage the process, set the ground rules, here's the rules of the game here are the parameters, here's the targets you've got to share, here's the budgets you got to share. And I think it's easy to kind of get into that, uh, into that mode and yeah. We do our utmost to get this right. Um, so it's very easy to kind of look at, I'll look at these valuation numbers, look up the money raised, uh, look at, you know, revenue or users or are all of these numbers which are important. Right. Everyone talks about empathising with the customer, but we rarely empathise with the next team. You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. For a product designer, Gojek is a great place to be. And so it's very easy to kind of, you know, create that alignment and people are excited. It's got to be painful to say, and this is why I think we made all of our product and group heads kind of stand up even before they were sharing their objectives and key results. I also think, you know, if you were an engineer, a single individual contributor, engineer, uh, trying to crack, you know, a very hard problem, uh, when, you know, if somebody gives you, hey, this is the strategy for our group, this is a strategy for our team. Right and we made the requirement that product groups, my share with other product groups and then functional groups, my share with other functional groups and there was a minimum requirement. Nadiem: Yeah. Hmm. And so I think for the listeners here, this is about, you know, especially for people who are starting out, um, their own companies or are starting a tech division within their company, etc. 1. Review the different organizational structures most commonly used. Investment Stage Late Stage Venture. Corporate culture reflects the values, beliefs, and attitudes that permeate a business. But the kind of talent that we have in GOJEK, as we recruited a better and better people, we quickly hit the wall with that very quickly we realized that these people, why did we hire them in the first place? So you could see immediately when you had to share targets together and you have to share budget together, powerful stuff happens. Disney' Organizational Structure Walt Disney Company has five segments in businesses- media, entertainment, parks and resorts, consumer products, and media network. Gojek launched its application in 2015 with . But I recently, I think over maybe over the past year, I've recently been totally hooked on YouTube. And around prioritization. Um, maybe I've, I've given some positive feedback like, Oh man, this guy has just been crushing it. What do you think is the ultimate sacrifice? We're all about that. Right? Kevin: I think it requires actually, strangely enough, it does require a certain level of, you know, dispassionate, dispassionate-ness? If you're the best at everything, you're the best at nothing. Category - Community and Industry Engagement. Right. Well, it's hard. The culture consists of an established framework that guides workplace behavior. And I think that kind of like ties us all together. Yeah, very, very powerful stuff happens so you have to back it up. And I think one, one thing that we've seen here and we've seen, uh, here in GOJEK, uh, but also here in the region and actually, you know, all around the world, uh, is actually, you know, the whole bottom up versus top down thing. How would you approach like, your kind of parenting style with respect to this, right. Right? The recommendations are just amazing, right? Mario Gabriele. Kevin: Yeah, yeah. They decided like, okay, we're going to tackle this. If we're just going to tell them what to do. Right. And we're going to mention, uh, I think we're going to go deep into three things, which are some of our strategic themes for this year. Right? Gojek is Southeast Asia's leading technology group and a pioneer of the integrated super app and ecosystem model. Our founding team members are all Internet and e-commerce veterans, with extensive experience from well-known Chinese, SEA & US tech companies such as Alibaba, Google, Facebook, Gojek, Lazada, etc. It is the hardest thing to do to focus on what truly matters because what it does require is for you to sacrifice something. Like, I mean, growing up I think we all were, and then, and, kids who probably question authority. Top down isn't about being a, uh, you know, like a tyrant. As Gojek continues to scale, readjust, and evolve, the Workplace Management and Community Experience functions will continue to play a vital role in preserving Gojek's history and culture and maintaining a conducive work environment for our GoTroops to call home. And then feeling that loss of control by just having things happen to them instead of them driving the change that they want to see in their work, is fundamentally different experience of working because then you're, you're really owning it, right. And I think, you know, really kind of taking a step back and thinking like how, what are the things that really matter? And the other is a probably not doing a great job and I'm probably disappointing people, I'm probably dropping balls. And what's really interesting about it is that all these hows have no short term payoffs. Nadiem: Right. I can't, I can't tell you how many times. We're dedicated to creating (and scaling) positive socio-economic impact for our ecosystem of users. Like what's urgent, what is high leverage? Nadiem: Well did I think, I think we've covered a lot of ground here. Nadiem: In order to achieve building better bridges? I experienced that not only throughout my childhood and I got into trouble in high school a few times by being too argumentative with some of my ideas to my teachers, but I feel like, in the beginning stages of my professional life, I was also so many ideas came to my mind that everyone just kind of dismissed because I had no track record or anything like that. And so, you know, when you go back, uh, but when you actually go back and think about like, you know, how are you achieving those, um, oftentimes, you know, you realize that, you know, these things are exactly as you mentioned, are actually, I guess you can say lagging indicators. A strong organizational culture reflects employee values and helps enterprise companies thrive. The app is used for food ordering, commuting, digital payments, shopping, hyper-local . Yeah. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Yeah. The earlier that you invest in these, the more powerfully they will manifest in the company's future. And they adopted that policy around all of our markets. Right. And I think ultimately there's only three ways you can really kind of motivate a team to truly go above and beyond. And who can drive things forward at all leadership levels, whether it's team leader, product leader, department leader, you name it. I know it seems kind of like, I dunno, uh, almost administrative in a way, but I think those details of like, oh, this is infused in the way we do performance management. Grows 1,100x in total volume of transaction. But these apps that connect drivers to passengers are creating competition for established. Gojek Engaged Employer Overview 1.1K Reviews 48 Jobs 796 Salaries 301 Interviews 323 Benefits 16 Photos 545 Diversity + Add a Review Gojek Employee Reviews about "org structure" Updated Oct 28, 2021 Find Reviews Clear All Full-time, Part-time English Filter Found 15 of over 1K reviews Sort Popular Popular COVID-19 Related Highest Rating Implement. Kevin: Yeah. So you need that forcing mechanism. I think actually these two parts or these two themes actually almost go hand in hand in that sense. You can't just, you can't just throw it out there. Kevin: I agree. Like usually the, what I've realized is that the more talented a person is their level of disillusionment when they hit that kind of top down mindset without actually being able to air or voice their opinion effectively enough and guide the direction of whatever scope they're doing is even more cataclysmic for great talent. Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. And look, hey, you're a new father, right? Twitter. You're helping with this, you're responsible for that. Number two, we need to ensure that they are building bridges and breaking walls so that they are communicating with each other, they're collaborating with each other, they're forming self-generated alignment. Right. That's, I think the first thing. Like I was pretty significant percentage requirement minimum. Right? And we did this right in our, in our recent kind of OKR setting exercise, instead of, you know, us as co-founders, kind of just challenging targets, etc. You want the person closest to the user or to the problem to actually decide what truly matters. Right? Maybe it's your idea, you thought about this whole thing, uh, you pitched this whole thing, um, you convince somebody that this is the right path and now you're doing it right. Right? Where do you draw the balance of this bottom up? Dayu Dara, co-Founder Gojek, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek. Bertahun-tahun mereka mengedepankan lingkungan bekerja yang seru . Some of the mistakes are like people choosing, what they want to be the best, at what they're currently good at. That must be shared with another group. And finally when we're talking about what exactly they're doing, being the best at what matters means. Innovation Solve problems at scale. It's a very small, it's very small nuance, but yet critical. Gojek is founded on the principle of leveraging technology to remove life's daily . Its not unusual for a person to move teams to pick up a technology theyre interested i,n or pair on solving a common problem. Kevin: Yeah, it's the how, right? Nadiem: They will first check or let me consult this person first or, that has something to do there. And that's sort of the, the waterfall comes out. Nadiem: Debatable. GoTo Financial's Head of HR, Renee Kida, combines her passions, strengths, and persistence in sailing towards unchartered waters. The level of interdependency is so high is that you have to be a creative problem solver in order to be an effective leader. Right. But for either reason, it just keeps guessing what I want to do next. It's very hard to recover after that. A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. And then I left after a while, right? And here are some common mistakes that I've seen. So that very act of just delaying. Um, and I think when you kind of, we grew so quickly and all these people came on and like, we had to have more organizational structure and more layers. Oh. Right. It's just that they have, their team happens to do that really well. As our Group CTO, Ajey, says in his post on our engineering principles, every decision is the right one at the time its made. Know our journey, and the people behind it. Right. And you would imagine, probably if you have less ideas that probably you'd be happier. If you just kind of have to really view things from you know, a problem or customer or user first. They have to be painful for it to mean something in the organization. He's like, what? PT Gojek Indonesia (stylized in all lower case and stylized j as goek, formerly styled as GO-JEK) is an Indonesian on-demand multi-service platform and digital payment technology group based in Jakarta.Gojek was first established in Indonesia in 2009 as a call center to connect consumers to courier delivery and two-wheeled ride-hailing services. About Clan Culture: A clan culture is people-focused in the sense that the company feels family-like. Kevin: Yeah. And that was the payoff in my mind. An organization's core values describe how group members should treat one another, how employees can expect to be treated, and what central values everyone at the company shares. Kevin: You have to almost not listen to input if you want it to kind of behave in the same fast execution, quick alignment mode. It's hard and, it's hard in any kind of fast paced industry, right? That's something that people consistently come up against. We dont claim to know what it takes to build a culture that can scale. Being part of this journey is nothing short of exhilarating. I guess processes if you will. Because to me that implies that either A the team's that team's ideas are being suppressed. Here are the forms by which you have to meet up and then let the magic happen there with facilitation. This one's good about focus and prioritization. And, and there were some clear benefits to that. At the very best. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. And then it's like a cascading process. Um, uh, on top of that, I think that the ideal bottom of leaders should be providing the platform for their direct reports or for the people that work under them to shine. I think, I think those two actually, you know are necessary for the other, right? Then you know, it's kind of hard being in a tech company. Nadiem: And if you connect the first theme of bottom up innovation to the second theme that we just discussed, um, about, uh, building bridges and breaking walls, right? . Kevin: Yeah. It's so complicated. Oh, I love this feature. It is the only company in southeast asia that is included in fortune 's 50 companies that changed the world in 2017 and 2019, ranked at 17 and 11, respectively. Um, I think it's very easy to fall in love with, you know, your solutions and your ideas or the things that you know, you particularly good at or you've, what you've been doing for a while. Right. Um, you find out about the problem and you know, that actually they've been working at it for awhile already. Probably if you just kind of have to back it up come up against is... 'Re dedicated to creating ( and scaling ) positive socio-economic impact for our ecosystem of users were some clear to... Would imagine, probably if you have to really view things from you know are necessary for the other right... Culture: a Clan culture: a Clan culture: a Clan culture is people-focused in the 's... Do next of painful activities that do n't deliver gojek organizational culture that are obvious are more painful beneficial. Like ties us all together just kind of parenting style with respect to this,?... 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