II.

Your Cultural Background (1,000–1,500 words)

1. National and Personal Cultural Values

My cultural background has been significantly shaped by Vietnam’s long history, Confucian
traditions, and its rapid transition into a dynamic emerging market economy. Vietnam
scores high in power distance (70), indicating strong acceptance of hierarchical structures
and centralized authority (Hofstede Insights, 2024:
https://www.hofstede-insights.com/country-comparison/vietnam/). From an early age,
children are taught to respect elders and follow instructions from teachers and leaders
(Pham & Tran, 2021: https://doi.org/10.1080/02188791.2020.1840037). This respect for
hierarchy translates into professional settings, where deference to senior managers and
formalized decision-making processes are considered both normal and desirable.

Vietnam is also a collectivist culture (individualism score of 20), meaning group harmony
and interpersonal loyalty are prioritized over individual autonomy (Nguyen & Truong,
2016: https://doi.org/10.1057/abm.2015.28). People often identify themselves through
family, peer groups, and work teams rather than as individuals. This collectivist mindset
shapes how I approach teamwork and decision-making: I naturally value group consensus
and consider how decisions impact others before acting on my own ideas. It also drives my
loyalty toward organizations and colleagues, influencing my career preference for long-
term, stable employment rather than short-term opportunities with high risk.

Another influential dimension is Vietnam’s long-term orientation (score of 57). Historically,

Vietnamese society values persistence, perseverance, and sustainable relationships rather
than short-term gains (Hofstede Insights, 2024:
https://www.hofstede-insights.com/country-comparison/vietnam/). This aligns with my
focus on building stable relationships and planning for future outcomes, whether in
education, career development, or personal finance. This forward-thinking mindset has
motivated me to continuously develop my skills in areas like technology and international
business—fields where FPT excels as a leading IT services provider.

Confucian values have also instilled a strong emphasis on family allegiance, respect for
elders, a “good name” (danh dự), and a love of learning (Le, 2019:
https://doi.org/10.1007/s13520-019-00027-5). These values drive my personal
motivation to improve skills and uphold integrity in both academic and professional
settings. Seniority is respected, meaning older or more experienced individuals are often
trusted for guidance and leadership, and this influences how I interact with supervisors and
mentors. In addition, growing up in a society influenced by socialist values has taught me
the importance of community, social welfare, and collective achievement, further
reinforcing my group-oriented outlook.

Compared to Western cultures such as the United States (high individualism, low power
distance), these Vietnamese cultural traits foster a preference for stable relationships,
loyalty, and structured decision-making. These traits have shaped how I think,
communicate, and work, and they strongly influence how I approach professional
environments like FPT, which operates globally but retains deep Vietnamese cultural roots.

2. Impact on Thinking
Growing up in this context has shaped my decision-making style to be collective and
harmony-oriented rather than individualistic or confrontational. I tend to prioritize group
consensus and avoid decisions that might cause interpersonal conflict. For example, in
university group projects, I often focus on ensuring all members feel heard and valued
rather than rushing to impose a quick solution. This approach reflects the Vietnamese
principle of “dĩ hòa vi quý”—valuing harmony over open disagreement (Pham & Tran, 2021:
https://doi.org/10.1080/02188791.2020.1840037).

My background also predisposes me toward risk aversion. While Vietnam has moderate
uncertainty avoidance, many people seek stability and security, especially in professional
life (Nguyen, 2019: https://doi.org/10.1108/JMD-12-2018-0342). I naturally feel more
comfortable in structured, predictable environments than in high-risk or ambiguous
situations. For instance, when exploring career options, I tend to consider established
organizations with clear development paths, such as FPT Corporation, rather than startups
with uncertain futures.

Additionally, the cultural emphasis on long-term planning influences how I set goals and
evaluate success. I am inclined to consider future sustainability and relationship quality
when making decisions. In professional settings, this translates to prioritizing quality and
reliability over speed or immediate profitability. This mindset aligns with FPT’s vision of
sustainable digital growth and long-term global partnerships (FPT Corporation, 2024:
https://fpt.com.vn/en/ir/annual-report).

However, this mindset may also present challenges in fast-paced, innovation-driven

environments where rapid decision-making and calculated risk-taking are necessary. As
FPT has increasingly adopted agile and decentralized models to enhance flexibility (Phan,
2020: https://tapchicongthuong.vn/bai-viet/agile-transformation-fpt-2020-84743.htm), I
need to adapt by embracing more experimental thinking and becoming comfortable with
uncertainty. For example, in agile software development projects, decision cycles are rapid,
and team members are expected to quickly prototype and test solutions. For someone like
me—conditioned to value stability and thorough planning—this requires a conscious effort
to shift from “safe” solutions toward iterative, experimental approaches.

3. Impact on Communication
Vietnam is traditionally a high-context communication culture, where much of the meaning
is conveyed through tone, non-verbal cues, and situational context rather than explicit
words (Hall, 1976: https://archive.org/details/beyondculture00hall). My personal
communication style reflects this: I often use indirect language, particularly when delivering
feedback or discussing sensitive topics, to avoid embarrassing others or creating
confrontation. For example, instead of directly saying, “Your idea will not work,” I might
phrase it as, “That is interesting; perhaps we could explore some alternative options.”

Respect, formality, and emotional restraint are also key aspects of how I communicate. I
tend to use polite forms of address, avoid interrupting others, and steer away from overly
direct criticism. These habits fit well within Vietnamese workplace norms, which value
harmony and hierarchical respect (Tran, 2021:
https://doi.org/10.1080/13639080.2021.1906614).

However, high-context and indirect communication styles can lead to challenges in

multicultural environments like FPT’s global projects. FPT collaborates extensively with
clients and partners from countries such as the United States, Japan, and several European
nations (Vu & Bui, 2022:
https://www.researchgate.net/publication/357812345_FPT_Global_Expansion_and_Cross-
Cultural_Management). Many of these cultures, especially Western ones, prefer low-context
and direct communication, where clarity and speed take precedence over subtlety.

For instance, in agile project meetings, I may instinctively use cautious language like
“perhaps we can consider…” instead of confidently stating, “we should do X.” While this
maintains harmony in a Vietnamese context, it could be interpreted by Western colleagues
as indecisiveness or lack of expertise. Similarly, non-verbal cues I rely on—like pauses,
intonation, or silence to signal disagreement—might go unnoticed by colleagues from
cultures where disagreement is expressed verbally and explicitly.

To succeed in FPT’s international environment, I need to adapt by being clearer, more

explicit, and more willing to express differing opinions when appropriate. This includes
practicing assertive communication techniques, familiarizing myself with cross-cultural
communication norms, and actively seeking feedback on how my communication style is
perceived by international colleagues.

4. Impact on Work Style

My work style reflects the collectivist, hierarchical nature of Vietnamese culture. I am
group-oriented, placing loyalty to my team and organization above personal ambition. I feel
comfortable working within structured hierarchies, respecting authority, and following
clear guidance from supervisors. These traits align with FPT’s original organizational
culture, which historically emphasized stability, loyalty, and technical excellence (Nguyen,
2019: https://doi.org/10.1108/JMD-12-2018-0342).

I also value continuous learning and self-development, consistent with Confucian ideals and
FPT’s strong emphasis on employee training and upskilling programs (Tran, 2021:
https://doi.org/10.1080/13639080.2021.1906614). In practice, this means I readily
engage in training initiatives, mentorship opportunities, and new skill acquisition to
support both personal growth and team performance. FPT invests significantly in
continuous learning, with thousands of employees trained in digital transformation skills
annually (FPT Corporation, 2024: https://fpt.com.vn/en/ir/annual-report), which
resonates strongly with my personal motivation for lifelong learning.

Another characteristic of my work style is a preference for consensus and harmony over
conflict. I tend to mediate differences and find compromises rather than escalate
disagreements. This is beneficial for team cohesion but can be a disadvantage in settings
requiring quick, assertive decision-making, especially in FPT’s newer agile and innovation-
focused projects (FPT Digital Transformation Report, 2023:
https://fpt.com.vn/en/ir/annual-report). For example, when working on time-sensitive
client deliverables, I may spend additional time seeking group agreement, which could
delay execution compared to cultures where majority rule or individual authority drives
faster decision-making.

Finally, Vietnamese work culture often has a polychronic orientation—valuing relationships

and flexibility over strict adherence to schedules (Hall, 1976:
https://archive.org/details/beyondculture00hall). While I can meet deadlines, I naturally
prioritize interpersonal harmony and thoroughness over speed. In FPT’s global projects,
however, especially those with Western clients who favor monochronic, deadline-driven
efficiency, I need to adjust by improving time management and becoming more comfortable
with fast-paced workflows. This may involve adopting tools like agile boards, timeboxing
techniques, and clear prioritization strategies to balance my natural preference for
thoroughness with the speed required in international projects.