|
Paradigm has developed its own corporate culture that
evolved since the company’s inception. The core
values inculcated and regularly reinforced, include
:-
-
Integrity
Integrity is the foundation of who we are and what
we stand for. Integrity helps us build trust and
respect among all of our business relationships
- with each other, and with our customers, suppliers
and shareholders. Integrity means that there is
no gap between what we say and what we do, and there
is continuity between our thoughts and actions.
Our guiding principles of integrity are our strong
Code of Ethics and our commitment to uphold the
highest standards of corporate governance.
- Customer
Focus
The importance of the customer can never be overemphasized.
The very existence of Paradigm is to offer quality
products and services that will delight the customer.
Customer focus ensures that we do not deviate from
our mission. It has to be intense and unwavering.
- Respect
For The Employee
Respect for the employee is one of the main tenets
upon which Paradigm is and will continually operate.
In fact, employees will be treated like partners.
All policies and opportunities related to employees
must be honest, fair and unbiased.
- Products
and Services
Aside from the quality, efficiency and effectiveness
of the products and services produced by Paradigm,
they (the products and services) should add value
to the customer in particular and the community
in general. The multiplier effect should benefit
the nation.
The
values outlined above have permeated throughout the
organization. Such is the influence that no one person
or group of persons in Paradigm is able to control or
influence its corporate culture. Some of the main signals
of Paradigm’s corporate culture are :-
- Team
Work
In Paradigm, all customer calls are attended to
immediately by the first person who receives a support
call. Immediate acknowledgement in writing is done
indicating the expected turnaround time to resolve
an issue, if the issue cannot be resolved immediately.
When a Customer Support Engineer is unable to or
is having difficulty addressing an issue, others
with knowledge in the given area offer assistance
and close the service call as soon as possible,
without any intervention from the management. This
culture automatically rubs off onto new recruits
as they observe the seniors practicing it.
- Productivity
The productivity of the staff of Paradigm is high.
This is evident from the head count against the
revenue and profits. The staff work extremely hard
and take pride in their work. They also work with
minimal supervision and are very committed and responsible.
They organize their work well and work toward zero
defect. We have had praises heaped on us by our
customers and general observers on the productivity
of our staff. The management philosophy of empowerment,
respect, and trust is repaid by the culture that
has evolved among the employees.
- Cost
Consciousness
Recycling, car pooling, switching off electrical
items like air-conditioners and light to save electricity
consumption, organizing support travel to optimize
trips, optimized usage of the telephone, e-mail
and Instant Messaging for cost effectiveness are
but some of the cost reduction culture in Paradigm,
which the staff appear to embrace wholeheartedly.
This is evident in the way the cost reduction methods
are practiced by the staff. As a customer centric
organization, this culture is extremely important.
The employees are constantly reminded that cost
saving should not only be practiced in Paradigm
but also when they are at the customers location.
Evidently this culture has been noticed by many
of our customers.
- Staff
Turnover
The culture of long term employment is apparent
in Paradigm. Most of the staff that join Paradigm
seem to take the cue from the seniors and look at
employment in Paradigm on a long term basis. Those
who do not fit in, generally leave within the first
year of service. This translates into stability,
reliability and comfort all round; for Paradigm,
the employee and the customer. Staffs do not worry
about retrenchment, salary cuts and other ills of
a floundering organization. Paradigm does not have
to constantly recruit new staff, train and co-opt
them to subscribe to its corporate culture, customers
have people who grow with them supporting them through
the life span of the system. Low staff turnover
also contributes to the stability of Paradigm’s
corporate culture.
|
