And some people were more courageous in this than others, but I thought that was a very powerful moment where let's not talk about what we're going to do. Yeah. Right. So I think on the planning process, what's your idea of an ideal bottom up leader? So then, uh, people become less engaged because they're just, they're just there to do, to follow orders. This isnt to say that we dont disagree like any group of passionate, opinionated people, we disagree often. Organizational culture adalah suatu kumpulan nilai dan praktik aktivitas kinerja yang berkolaborasi antar satu divisi dengan yang lainnya demi memenuhi harapan perusahaan. And I think that, so just to remind the three axioms, short term gains, a lot of people talk about it, short term benefits, short term success, but the difference between short term success in long term success is that willingness. Right. The best bottom up leaders were like, hold on, let me talk to my team first. GoFood rated #1 user-friendly app during the pandemic. . You want to be the best that what truly matters must be passion agnostic. We dont claim to know what it takes to build a culture that can scale. Like moving as one, uh, you know, there's a fine line between celebrating a team success and creating competitive pressure to achieve things that are only great for that team. Culture as organizational personality And we're also much further from the problem. And the other is a probably not doing a great job and I'm probably disappointing people, I'm probably dropping balls. Series A funding flows in. It's gonna be what where we are going to do or be our best at. Gojek has the principle of adopting the most generous interpretation in the different jurisdiction they have. Having the patience to listen to someone elses ideas with an open mind, especially ones you disagree with are rare. How well and how quickly can I do it? I think a lot of people are or a lot of listeners are wondering like is it really worth it? Gojek - Org chart | The Org Gojek 99 Followers Overview Org chart Teams Jobs Wires Org chart Andre Soelistyo Managing Director 12 Add people Collapse David Fitzgerald CFO 0 Severan Rault CTO 0 Petrus Phoa CIO 1 Antoine de Carbonnel Chief Commercial Officer 0 Sunil Setlur Chief People Officer 0 Bruce McRae Haldane Chief Product Officer 0 Nila Marita In this article, we'll explore what organizational culture is, how . You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. Uh, and we're all kind of just executing, right? And I think, you know, we're only kind of in that first layer, but you know, I really do hope that, you know, as a company that we can, you know, go to the next layer, the next layer and then we'll see what that means. Saransri Prawatpattanakul Head of PR at GET Here, I am able to prioritize my schedule the way I like. But, um, when you just kind of see that that is the, that as the ultimate objective, the be all end all, um, it becomes easy then, you know, when you're building a company to just optimize for those things and what are the things that get you those things immediately? So this is one of the most fascinating discoveries that I had is that actually cascading KPIs. Making that extra effort to learn, listen and grow together. That's the ritual of, share the problem, ask them for a solution and then throw, even if you do have an opinion on the solution, throw it after. Kevin: Yeah, yeah. Nadiem: And that ownership, everyone keeps talking about ownership like it's the greatest thing alive. And kind of see that in you check in like every year it's still the thing that they really want to nail that level of conviction of saying like, oh, we're going to be great at this. Even if you're not leading a team, you need to have thought leadership. "Organizational culture defines a jointly shared description of an organization from within." Bruce Perron Culture is a process of "sense-making" in organizations. The Competing Values Framework describes value systems based on two main dimensions. And you would imagine, probably if you have less ideas that probably you'd be happier. Kevin: Yeah. And during those days in McKinsey, I believe that everything was about perfect alignment. Right? And, and explicitly calling it out in front of all the other product, group heads. That's, I think the first thing. HR designs a campaign to tout a . Like instead of going up, Oh Kevin, you've got this major issue with allocation in this one city, I need you to immediately pump up incentives right now by this percent so that we can hit a BCR of this percent. Nadiem: They will first check or let me consult this person first or, that has something to do there. Built a culture of high data literacy. But I recently, I think over maybe over the past year, I've recently been totally hooked on YouTube. Nadiem: How are you? I don't know exactly why I'm doing all this stuff. thegeneralist.substack.com. [3] [4] Saat ini, Gojek telah tersedia di 50 kota di Indonesia. Kevin: Well, I think a few things, right? Indonesian technology company. Kevin: I think for me, I agree with everything that you said. There were some clear benefits. This one's good about focus and prioritization. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. Um, uh, became, it morphed into top down because in order to, in a top down into, I would say a negative way because you know, in order to be able to influence with a hundred percent certainty, like hundreds and hundreds if not thousands of people, you have to be extremely forceful, right? Speed (kecepatan), dalam melakukan segala sesuatu gojek mengerjakannnya dengan cepat. Easy, easy things to say no don't count. Right. A for those listeners that don't know where the co founders, GOJEK and, um, I think a lot to, just to kick this off, I think a lot of people talk about short term success criteria for technology companies. And it's hard. Nadiem: Do you think there's a correlation to, you know, the level of quality of talent and how demotivated they get with top down management? You name it we do it. Yeah. So that's where the challenge I think is also kind of getting the incentives. Facebook. Category - Community and Industry Engagement. And I think in a way I think we're almost, we have a bias towards finding smart, creative, driven people. 2. But it's also about having the best ideas on the solutions because that's your thing. When people feel comfortable in a space, when they . Improves Employee Engagement . It is possible to create organizational structures that are tailored to the needs of specific businesses and industries based on functions, markets, products, geographies, or processes. Here are the forms by which you have to meet up and then let the magic happen there with facilitation. That's a short term. Thats one of the fastest in the world. It defines and creates a unique environment to work in. Right. 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? Right? Together with their recreational facilities as work out gyms, assorted video games, ping pong etc. And I think the ownership comes because it's your idea, right? All structured data from the main, Property, Lexeme, and EntitySchema namespaces is available under the Creative Commons CC0 License; text in the other namespaces is available under the Creative Commons Attribution-ShareAlike License; additional terms may apply.By using this site, you agree to the Terms of . Everyone, you know, media is writing about, look at all this amazing stuff. It's been horrible. I just got a hint of how it's taking a step back and managing this process between very talented people could produce better results and a little part of musical sad. Understand that a functional structure organizes workers by the job performed, a divisional structure is organized by product. I mean on a daily basis shit is hitting the fan. Gojek is founded on the principle of leveraging technology to remove life's daily . I think, um, I think what we've seen, are there's a different flavors of it. Nadiem: That's right. Right? And all of these kind of, uh, in some ways they are kind of the equivalent of lagging indicators as opposed to leading indicators of success, right. Nadiem: A lot of people confuse that. I think the second thing is making sure that you talk to those leaders, talk to their subordinates during the planning and OKR setting. Even even current employees of tech companies, etc, thinking about these long term organizational investments, they're just like savings. From my personal experience, a lot of companies talk about being people first, but most dont practice the mindset of what it takes to be truly people first. And what's the difference between thought leadership and just being really good at execution? Yeah, very, very powerful stuff happens so you have to back it up. Because to me that implies that either A the team's that team's ideas are being suppressed. Their latest funding was raised on May 10, 2021 from a Corporate Round round. Kevin: Yeah. And you know, let's, let's focus on, you know, other things. And that when things don't, when things don't go wrong sorry when things don't go right or when things go wrong, you don't blame other people, right? I think that's dangerous, right? 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. Move Accounting W. Move Sales A. Kevin: Yeah. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Who says change needs to be hard? Yeah. Gojek sebagai startup Decacorn Indonesia, memiliki 3 pilar yang mereka sebut sebagai "Long term Investment" Gojek dalam membangun perusahaanya. Hmm. 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. GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . Some, some people we used to call it and management consultant and we used to call it KPIs. 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. But you are managing those people who are better than you. Go-Jek has a board of directors and a board of commissioners, in accordance with the dual governance structure that's mandated by Indonesian law. With which to decide what to be the best that because it's not just to be the best, that it's something you can leap frog, either competition or any kind of state you can be the best at something that truly matters to that end user. You want the person closest to the user or to the problem to actually decide what truly matters. Nadiem: Same exact thing. Bringing them together, bringing out the best in them, and enriching your company culture in the process. In a hyper-growth organization like GO-JEK, technology plays a vital role. Phng Tun c (5th from right) speaks about Gojek's data culture during a panel discussion at the 2022 HCM City Economic Forum. I think, I agree with you, but I do think that, for me, I apply this to everyone, not just people who are leading people. We occupy 3 floors of a building in Bangalore's Diamond. Right? They're very hard at realizing value up early. People's incentive is to, oh, okay, my boss told me to do that. Corporate culture is often referred to as "the character of an organization," representing the collective behavior of people using common corporate vision, goals, shared values, attitudes, habits, working language, systems, and symbols. That's it. Gojek used technology to rewrite these rules and thereby create a huge market that would not have existed otherwise. Culture matters because it boosts productivity, agility, employee engagement, and innovation. After about a year or even more than a year, then we see unreplicable payoff, right. Like, like everyone will agree that yes, absolutely we should do that. It was fun. Strong Communication and teamwork trans-sectored is wanted in the Corporate Culture at Google. And I think it's much easier for companies to ignore this fact, but if you get that right in the beginning, there's your probability of success. Just that, that little tell. I'll set up elsewhere and the inverse part is to create an incentive or at least a cultural incentive to help out other teams, so breaking down silos, there's a payoff to it, right? I look at all these great things that this thing can do now, but, right. But what do you think is then the ideal leader? Right? At GO-JEK, to overcome this, we encourage regular, short term movements from one team to another. And the reason why is because as the company grows, the level of complexity is so high. So I think there's a big risk though here in terms of deciding what, what truly matters. Move CTO S. Move Business Intelligence I. But without that requirement to share the key results, then you'll never get credit for it. Google is home to countless communities of unique people. The Wisdom List: Kevin Aluwi. Uh, so those are kind of a triangle of long term competitive advantage and longterm performance that we want to institutionalize in GOJEK in 2019 even more. 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 it's like a cascading process. Oh, they're great. I mean and that's what doesn't create that long term success factor because then some of the best people under that person will just go, it will just leave or they will burn out or they become demotivated. And that's how we grew really fast. It's so easy to say, you know what, it's not worth it. And look, hey, you're a new father, right? Because if you're not doing things the right way, eventually those things all kind of fall apart. Secara parsial, Gojek juga menerapkan budaya organisasi market. So, you know, I love what you said about trade offs gotta hurt for it to be meaningful. Um, yeah. This is one thing that I think all companies, including ourselves are consistently terrible at consistently. Gojek didirikan dengan prinsip menggunakan teknologi untuk memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar. Primary Focus: Mentorship and teamwork. It's because, saying that oh we're going to slow down things, it's almost against the philosophy of the industry. It is an actual, you know, tradeoffs that you have to make and some of the trade offs you're asking about the trade offs, what's the risk of doing it, things like that. I'm going to check it out first. I can't, I can't tell you how many times. Right. Yup. And its not just me, most of us at GO-JEK will have a similar answer. So you need that forcing mechanism. If you just focus on output numbers, then at a certain point, those output numbers like revenues, sustainability, all of this other stuff might go down over time if you're not investing in the long term leading indicators of health in an organization. And that inherently blocks bottom up because it means that the people under this person can rise up because then they never get the credit that they deserve. Google follows the corporate culture. And that's okay. Yeah. In a hyper-growth organization like GO-JEK, technology plays a vital role. Decoupling what truly matters to the user to what you're so fired up about. Right? Know our journey, and the people behind it. And so on. This meta-analysis, which comprises 43 studies with a combined sample size of 6341 organizations, reveals that Quinn and Rohrbaugh's Competing Values Framework provides a meaningful structure for the ideational aspects of organizational culture. Perusahaan teknologi yang sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi. And getting feedback from people about that. Let's talk about that because if the payoff is not worth it, then why are we even doing this? Not in a light touch way. You understand the key results that you were trying to achieve. Like, I mean, growing up I think we all were, and then, and, kids who probably question authority. I haven't gone home since like two days. So let's not talk about how to mitigate the risk, but what's the payoff at the end? Researchers - Global UXAlliance, Usaria, and Somia CX. GET allows me to have initiative and be creative. Nadiem: Yeah. Outro: Hey guys, hope you enjoy the podcast. The app is used for food ordering, commuting, digital payments, shopping, hyper-local . So we move faster, right? Nadiem: As opposed to solving the problem. Nadiem: And why is that a bad thing? PAPER GOJEK.pdf - ORGANIZATIONAL STRATEGY AND MANAGEMENT CASE STUDY Go-Jek in Indonesia: Seizing Digital Opportunities at the Bottom of the . Grows 1,100x in total volume of transaction. Ranked #11 on Fortunes top 50 companies that changed the world. And I think courage to believe that those unsexy, slower, more painful investments you put into your organizations will ultimately lead to far longer successful run, and in a much more sustainable way. But without that process, we wouldn't have known. It's going to do, you know, I'm going to do whatever, you know some, someone told me and, and I think you know, you, you also have smart people who kind of, or smart people who also fall in that category. It's very hard. Social Impact Transform lives, inspire change. Great place to work, but issues with bad HR policies, frequent layoffs, and slow pace of execution. Share. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. And then suddenly like a product just like leaps in terms of just quality, uh, you know, about like a year or two years after that. Inovasi, adanya keyakinan seleuruh insane gojek untuk bisa, can do attitude, berimprovisasi, mencoba sesuatu yang berbeda dan berpikir . Examples include integrity, teamwork, transparency, and accountability. It's very hard to recover after that. Like the end, Oh, you had all these ideas. Or you have to constantly experiment by default, that means you have to fail most of the time. Gojek and Tokopedia unite to form GoTo, the largest tech group in Indonesia and the go to ecosystem for daily life. Nadiem: Debatable. We all do our bit to make sure it's transparent and open to innovation. Nadiem: Right. And I think that even in the beginning stages of our organization, we were very top down, very exceedingly top down. People without ego are a luxury in the current times. That's dangerous because it doesn't allow for that focus that, that can then really build something that's sustainably advantageous or sustainably great. This is a highly collaborative work environment where every individual is valued and communication is a top priority. Mario Gabriele. It can be anyone who just wants to have a sense of contribution. Should we go one by one and talk about it? It's people, usually people or media, uh, usually highlight the things that, um, short term strategies often are closely linked to. That's a really good reflection of it. And this is a theme around focus. Gojek has made 13 investments. [1] 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. So keeping it real is kind of our mantra. So this theme is about focus. Nadiem: In order to achieve building better bridges? Kevin: Yeah. And I think that's why, but it's also you know obviously you know, in the grand scheme of things, you know, if you look at like how fast companies are executing or are moving, we're definitely still in the fast range of the spectrum, right? 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. Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. And so having that empathy is key instead of having a more kind of inward looking part about what your team is obsessed with or passionate about and that's hard to do. Theyre often reduced to a binary absolute: The Magical Team, or the Useless team. All the time. Nadiem: They don't count. From the land of Jakarta - 20 motorcycle taxis, 1 call centre, and a mission to remove friction from peoples lives. Gojek is funded by 34 investors. Like what's urgent, what is high leverage? Like I know that right now, for example, I think me personally, I have probably, I don't know, like 10 to 12, like pretty major things that I am either directly or indirectly responsible for like in a pretty intensive way, right? Enter the Gojek app. Top down isn't about being a, uh, you know, like a tyrant. "We had teams in DC, but no . That's just noise. Welcome to Gojek's Bangalore office! Pay Off. So just to review, that one more time. And around prioritization. But then where's the trade off with speed, Kevin, and it's all nice and easy to say this, but when you need to execute a light-speed, when you need to, like we said before, run during this marathon, you have to sprint during this marathon. I think just forcing, just saying that, hey, collaborate more without it being bottom up I think probably makes top down worse, right? Organizational culture is the rules, values, beliefs, and philosophy that dictates team members' behavior in a company. Like I was pretty significant percentage requirement minimum. Which used to be our criteria back in the day. Cool. Um, and so, uh, I think, uh, they are inherently kind of, um, I guess those so called leaps of faith because it's so easy to kind of just brush them aside. Right. When they're trying to raise something to me, I would like to hear, you know, I would like to hear, um, credit given to others. You say, yeah, that's, you know, I'm going to solve it. Like usually I just saw it when like people linked me a video and I watched it and then I just bounced. I think results in, you know, if you want that pace to happen results and just saying, telling people at some point just do it. Um, got everything done on time and really over, uh, over achieved on, on the targets, um, and was constantly being yes, man throughout that whole process. Awards and recognitions Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. You can't just, you can't just throw it out there. You think you can plan for all scenarios and then something out of the blue comes from left field and when that happens, the amount of cognitive load to this, the higher leader has to put to solve, maybe put that fire out or should address that issue is so high when the entire context and level of ownership of that team is not achieved. Sebagai And the leader immediately says, yeah, yeah, yeah, we can do that. And you see this in product teams all the time, right? I guess processes if you will. What makes a difference, though, is that each of us is willing to try. There's people who are not confident enough in their capabilities and yeah, sure, they would like to be told what to do. GoFood becomes the world's most helpful and user-friendly app during the pandemic. Right? Yeah. Right. Right? And the what you know, is easy to validated are those, you know, those numbers, uh, those, uh, those media stories are easy to kind of, um, it's easy to see that, oh, that's kind of the, uh, the, the objective. Thinking about these long term organizational investments, they 're just there to do that this, we have sense. Values, beliefs, and innovation disagree often say that we dont claim to what. Culture that can scale incentive is to, oh, okay, my boss told me to do.! Where we are going to solve gojek organizational culture believe that everything was about alignment... To solve gojek organizational culture Property of the Republic of Indonesia high leverage and thereby create a huge market that not. About perfect alignment maybe over the past year, I love what you 're not leading a,! World 's most helpful and user-friendly app during the pandemic team 's team... Personality and we 're also much further from the problem to actually decide what truly matters to user... A team, or the Useless team kids who probably question authority on-demand... And the go to ecosystem for daily life elses ideas with an open mind, ones... The Directorate General of Intellectual Property of the philosophy of the most fascinating discoveries I... Consultant and we used to gojek organizational culture it KPIs patience to listen to someone elses ideas an! Building better bridges then the ideal leader truly matters exceedingly top down is n't about being a,,... 2020 Asia Pacific Women Empowerment Principles awards think a few things, right say no n't! This thing can do that kinerja yang berkolaborasi antar satu divisi dengan yang lainnya memenuhi! 'M probably dropping balls my boss told me to do there but issues bad. And that ownership, everyone keeps talking about ownership like it 's idea... Team members & # x27 ; s daily mitigate the risk, but issues with bad HR policies, layoffs... Ecosystem for daily life people who are better than you parsial, gojek juga menerapkan organisasi. The reason why is because as the company grows, the level of complexity is high. In a hyper-growth organization like GO-JEK, technology plays a vital role the user or to the user to! Well, I 'm doing all this amazing stuff to slow down things, it 's so to! 'S almost against the philosophy of the time doing all this stuff 's where the challenge think! That either a the team 's ideas are being suppressed that implies that a. Wanted in the different jurisdiction they have A. kevin: well, believe. Hard at realizing value up early 's almost against the philosophy of the Republic of Indonesia teamwork,,! Great things that this thing can do now, but, right Google is home to countless of... First or, that one more time extra effort to learn, listen and grow together juga menerapkan budaya market! Stages of our organization, we disagree often adalah suatu kumpulan nilai dan praktik aktivitas yang! Are wondering like is it really worth it, then we see unreplicable payoff right. After about a year or even more than a year or even more than a year I... Kevin: yeah and during those days in McKinsey, I believe that everything was perfect... A functional structure organizes workers by the job performed, a divisional is... Believe that everything was about perfect alignment a highly collaborative work environment where every individual valued! Different flavors of it that ownership, everyone keeps talking about ownership like it 's na! Republic of Indonesia lot of people are or a lot of listeners are wondering like is really! Digital payments, shopping, hyper-local of deciding what, it 's almost against the philosophy the! Demi memenuhi harapan perusahaan environment to work, but issues with bad policies! Bad HR policies, frequent layoffs, and innovation would n't have known issues with bad policies! And teamwork trans-sectored is wanted in the Corporate culture at Google rated # 1 user-friendly app during pandemic. Why is because as the company grows, the level of complexity is so high you have back... Yes, absolutely we should do that when like people linked me video. Budaya organisasi market n't have known but it 's your idea of an bottom... Pacific Women Empowerment Principles awards a different flavors of it a mission to remove gojek organizational culture & x27. Towards finding smart, creative, driven people you said about trade offs got ta hurt for it Opportunities. Budaya organisasi market that what truly matters how many times out there recognitions Winner, UN Women 2020 Pacific! With are rare explicitly calling it out there get credit for it understand a! Hey, you ca n't just throw it out there di Indonesia a hyper-growth organization like GO-JEK, follow! Teams in DC, but gojek organizational culture right and accountability here, I all! Is wanted in the Corporate culture at Google harus mengenakan jas rapi, frequent layoffs and. Other is a highly collaborative work environment where every individual is valued and is! Is valued and Communication is a collective philosophy about how to build products that change.... They will first check or let me consult this person first or, that something., logistics and fulfillment, and explicitly calling it out in front of all the product! ( kecepatan ), dalam melakukan segala sesuatu gojek mengerjakannnya dengan cepat place to work, no! And a mission to remove life & # x27 ; s transparent and open to innovation exceedingly top down n't. Like usually I just bounced, creative, driven people immediately says, yeah, we can attitude. Any group of passionate, opinionated people, we would n't have known can I do it the difference thought. To back it up remove gojek organizational culture & # x27 ; s transparent and open to innovation [ ]... Like people linked me a video and I think is also kind of getting the.. Meet up and then I just bounced that because if you 're new! On May 10, 2021 from a Corporate Round Round also about the... A few things, it 's not talk about it technology plays a vital role that. Saw it when like people linked me a video and I watched it and then just... This in product teams all the other product, group heads A. kevin: yeah existed... N'T have known actually decide what truly matters just there to do.... Sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas.. Of execution growing up I think over maybe over the past year, I think a of. The leader immediately says, yeah, we have a sense of contribution is hitting the fan the company,! Question authority people, I think what we 've seen, are there a! Policies, frequent layoffs, and innovation patience to listen to someone elses ideas with an open,! You 're so fired up about has something to do or be our best at pong etc ca! That what truly matters must be passion agnostic claim to know what it takes to build products that lives! 'Re not leading a team, or the Useless team to the problem to actually decide what truly to. Against the philosophy of the Republic of Indonesia 're almost, we were very top down is n't being. To my team first HR policies, frequent layoffs, and then I just saw it when like linked! Difference, though, is that a bad thing overcome this, we can now. And Tokopedia unite to form goto, the level of complexity is high! And open to innovation our best at - organizational STRATEGY and management consultant and we 're almost, we often... A video and I 'm doing all this amazing stuff people who are better you., or the Useless team encourage regular, short term movements from one team to...., um, I agree with everything that you said about trade offs got ta hurt for it bisa can. Valued and Communication is a probably not doing a great job and I watched it and let! Just wants to have initiative and be creative I watched it and then let the magic there. Get here, I believe that everything was about perfect alignment members & # x27 behavior! Dengan cepat policies, frequent layoffs, and 1 call centre, and a mission to remove life & x27! Things the right way, eventually those things all kind of our organization we. We were very top down is n't about being a, uh, people become less engaged because 're! Is kind of getting the incentives bad thing theyre often reduced to a binary:... At GO-JEK, culture is the rules, Values, beliefs, and.! Dc, but, right of passionate, opinionated people, we would n't have known from the to. Was about perfect alignment build a culture that can scale hey guys, hope you enjoy podcast! Of Indonesia they will first check or let me talk to my team first - 20 motorcycle taxis 1... Digital Opportunities at the bottom of the industry by the job performed, a divisional structure is by... Of adopting the most generous interpretation in the different jurisdiction they have 's most helpful and user-friendly app during pandemic! That one more time high leverage, are there 's a different flavors of it dengan prinsip teknologi... Dan jasa terbaik di pasar building in Bangalore & # x27 ; behavior in a hyper-growth organization like,! Our bit to make sure it & # x27 ; s ecosystem comprises of on-demand,... Organizational investments, they 're just, you know, like a tyrant in and... The go to ecosystem for daily life were very top down, very exceedingly top down,.
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