Rigid Organizational Culture, Unfair Practices Improvement Measures Initiated with 'Employee Accompaniment Project'
Dedicated Team of 40+ Employees Below Grade 5 Representing Gender, Age, Rank, and Work Experience Launched... First Meeting on the 30th
[Asia Economy Reporter Lim Cheol-young] As the entry of MZ generation public officials who respect personal life and pursue fairness and autonomy into the public service becomes active, Seoul City is taking steps to improve organizational culture. Since there have been ongoing demands for improvement regarding the vertical and rigid public service atmosphere and unfair practices, the city plans to actively collect diverse voices from employees and prepare improvement measures.
On the 30th, Seoul City announced that it will operate a dedicated task force (TF) composed of about 40 employees below grade 5, representing gender, age, rank, and work experience, to promote the Employee Accompaniment Project for preparing organizational culture improvement measures. The dedicated task force was selected through applications and recommendations. It consists of diverse employees considering gender, age (20s to 50s), rank (grades 5 to 9), and work experience (less than 1 year to over 30 years).
The dedicated task force will select tasks and discuss specific implementation plans in three subcommittees: ?Creating a horizontal organizational culture ?Establishing performance-centered personnel administration ?Measures to boost employee morale. In particular, based on the results of an online survey conducted to collect opinions from all employees before operating the task force, urgent tasks for organizational culture improvement will be selected and solutions sought.
The all-employee survey was conducted to identify the issues that need to be resolved for organizational culture improvement. The survey results ranked ?authoritative organizational culture ?excessive workload ?fair work distribution ?activation of flexible work arrangements as high priorities. In addition, ?incentives for undesirable and heavy workload departments ?360-degree evaluation system ?employees neglecting or avoiding work were proposed as issues to be addressed.
Starting with the first dedicated task force meeting on the 30th, the city plans to hold regular meetings and announce the ‘Organizational Culture Improvement Measures’ early next year after sufficient discussions. Also, various proposals and cases arising during the operation of the task force will be shared immediately with all employees so that Seoul City employees can collaboratively create organizational culture improvement plans.
Jung Sang-hoon, Director of the Administrative Bureau, said, “As the proportion of young generations who value respect for personal life, fairness, and autonomy increases in the public service, it is a time when changes in the public service atmosphere are necessary,” adding, “Through the Employee Accompaniment Project involving diverse employees representing gender, age, and rank, we will build a strong organization where Seoul City employees can work comfortably.”
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