Company's Vision Research Articles

Psychological Resilience of Employees in Adversity Quotient: Malaysian Perspective in Facing Challenges

Psychological resilience is the ability to manage psychologically or emotionally with a catastrophe or to swiftly recover to pre-crisis position. Adversity is one of the most important abilities for psychological resilience. Workers in the twenty-first century must be able to deal with adversity in a challenging work environment, especially during a pandemic.The purpose of this study was to determine the level of adversity quotient among Malaysian employees during the pandemic period. Different employees' ability adversity quotients have also been compared in terms of gender, race, and age. This study's design is a cross-sectional surveywith 585 respondents from all around Malaysia selected using a convenient sampling technique. A modified version of Dr. Paul G. Stoltz's Adversity Response Profile was employed as instrumentin this study. The data was then analysed with the sum, median, mean, standard deviation, independent-sample t-test, and logistic regression.The findings of the study show that the majority of employees have a high adversity quotient score.In terms of gender, men employees tend to score higher than female employees. Employees aged 50 and over excel those aged 26 and below. However, the adversity quotient score for employees of different races is not significantly different. Employers should eventually take serious concern by implementing the appropriate intervention programme or policy aimed at potential employees in order to overcome their shortcoming in the adversity quotientand, more importantly, to enhance the employee's ability to face challenges in order to drive the company's mission and vision.

Pengaruh Penempatan Kerja Terhadap Disiplin Kerja Karyawan Dengan Semangat Kerja Sebagai Variabel Intervening Pada PT. Budi Nusa Ciptakan Wahana Kecamatan Batu Putih Kabupaten Tulang Bawang Barat

ASTRACT
 Positive work morale from individual employees can improve performance and placement according to individual skills, so this study aims to determine the direct effect of placement which is known as good workmanship.
 This type of research is quantitative, with a total of 70 users represented. While the data collection method using a questionnaire distributed to employees. The data analysis method uses path analysis using the SPSS version 27 data function which is equipped with V 4.0 processing software and path coefficient decisions and partial t-test.
 The survey results show the mediating role between job placement and work motivation and work discipline, if all the placement or placement processes are carried out properly and in accordance with the competencies involved, for example training. experience, performance will affect every employee. And if it is aligned with the employee's attitude, it will provide better discipline for the company's employees and in line with the company's vision and mission.
 
 Keywords: work commitment, work spirit, work discipline.

How to Shift Knowledge in Energy Transition Era (A Perspective to Extend the Business in Energy Sector Company)

This study proposes a strategy for managing knowledge shifting processes when a company's vision and mission evolve in tandem with the expansion of its strategy, business processes, and organizational architecture in response to environmental challenges and legislation. This paper is based on a case study of Pertamina, an Indonesian energy company. This paper used survey-based quantitative research. The findings revealed that companies must transfer their knowledge in order to successfully expand their business reach. The process of knowledge transfer will contribute to the success of the new business. Information shifting procedures can be accomplished by developing new knowledge that differs from existing business knowledge. Managing existing employees with new knowledge and managing new employees with new information are the two components of the knowledge transfer process. The elements of shift mentality, willingness to learn, teamwork, and age have a role in guiding existing employees to acquire new skills. In managing the new employee, the organization is able to hire new employees with new knowledge and select new employees with diverse educational backgrounds and experiences that match the expanded business scope. This research examined the process of knowledge transfer via the lens of Knowledge-Based View (KBV) theory.
 

DESIGN AND BUILD COMPANY PROFILE WEBSITE BAGASKARA ART STORE WONOSOBO

Bagaskara Art Studio is a studio that provides training in acting, mime, painting and dance classes. It is located in Tanjunganom Village, Kaliwiro District, Wonosobo Regency, Central Java. Bagaskara Art Studio currently does not have a company profile website. Company profile is a product written by public relations (PR) practitioners that contains an overview of the company so that the company can choose the points that it wants to convey openly to the public. The company profile provides an overview of the company profile, vision and mission, as well as the products or services offered. The problem with Bagaskara Art Studio is that the client does not know in detail what services are offered because the client knows Bagaskara Art Studio only through social media. Information about the studio that is published on social media is only Whatsapp contact for ordering and only mentions the services offered without being explained in detail. so this research has designed a company profile website for Bagaskara Wonosobo Art Studio by applying a PHP framework that focuses on Laravel and Boostrap and MySQL database. The method chosen in this research is Extreme Programming which consists of 5 stages. The first stage is planning, which is to determine the needs of the system by collecting and analyzing existing data at Bagaskara Wonosobo Art Studio through interviews and literature studies. The second stage is design, which is the creation of a system model based on the results of the needs analysis that has been obtained. The third stage is coding, namely the application of the system model design into program code. The fourth stage is testing using the blackbox testing method. The fifth stage is software increment. The results of the research are in the form of the Wonosobo Bagaskara Art Studio website which was built by implementing Backend Hypertext Preprocessor (PHP) with the Laravel framework, Frontend CSS with the Bootstrap framework and MySQL database. The website features of Bagaskara Wonosobo Art Studio are displaying the home page, services, news, portfolio, and my account which displays information so that it can advance Bagaskara Art Studio. All features made on the website can run well and in accordance with the expected functions

REDESIGN LOGO OF INTERIOR DESIGN COMPANY AS AN EFFORT TO IMPROVE COMPANY’S IMAGE

Levendig is a company engaged in Interior Design, Architectural Design, and Contracting. The lack of a strong visual identity makes Levendig less prominent in the eyes of the public. The existing visual identity is not able to represent Levendig's image as a company engaged in interior design. Therefore, the purpose of this logo redesign is to enhance the image that Levendig wants to highlight, namely as a professional, modern, and flexible interior design service that can reach all ages. This design uses the robin landa method, which consists of 5 stages of design to ensure orientation, analysis, concept, design, and implementation. The result of the design is a logo with a basic geometric shape approach that uses a connected line to show that Levendig produces a house design that is durable (beyond time and generation). Every corner is rounded to give the impression of humanity. The typography used is in the form of hand writing to represent such a long life, meaning that Levendig is always there and can be in various styles. So that with the presence of a new visual identity, Levendig's brand image can stick and stand out in the eyes of the public. In the process of redesigning the logo, it is necessary to pay attention to several things, such as colors and visuals that need to be adjusted to the company's vision and mission, typography that can reflect a company but must also pay attention to the level of legibility, and finally the shape. The logo is simple and unique to make it easy to remember, easy to apply to various media, easy to associate, but not too abstract and can tell the story of a brand.

Effect of the Affiliation Dimension at Work on Organizational Commitment an Applied Study of Etihad Food Industries Company Ltda. Sugar and Oil Industry / Babylon Governorate

Purpose: The aim of this study is to find out the extent of the impact of all kinds of affiliation (national affiliation - intellectual affiliation - political affiliation - religious affiliation) on organizational commitment through its dimensions represented by (emotional, continuous, and normative) among workers in the Union Company for Food Industries Ltd. / Industry Sugar and oil in the province of Babylon. Theoretical framework: The study touched on the theoretical aspect of the variables of the study and reviewed the most important concepts related to the variable after affiliation and organizational commitment. The company's vision of the extent of the impact of institutional affiliation in achieving organizational commitment at work. According to Avey (2009) affiliation expresses the mutual investment between the individual and the organization in the continuation of the ongoing contractual relationship, as this mutual relationship shows individual behavior more than the expected official behavior and being ignored by the organization as well as the individual's desire to give part of himself in order to contribute In the success and continuity of the organization such as (the desire to work more diligently and do it voluntarily, and take on additional responsibilities). Organizational commitment is generally defined as “the relative strength of an individual's identification with, and participation in, a specific organization” (Subramaniam & Mia; 2003, p. 3). Design/methodology/approach: The questionnaire was used as a tool for collecting the necessary data and information, and an intended sample consisted of (302) represented by (managers - assistants - and department officials - administrative departments). In Al-Ittihad Company for Food Industries Ltd., the descriptive analytical approach was mainly used in presenting and analyzing the research. The information was interpreted, and a number of statistical methods were used, such as confirmatory factor analysis and structural equation modeling method to measure the effect ratio, arithmetic mean, standard deviation, relative coefficient of difference, relative importance and Pearson's ratio through statistical programs (SPSS V. 23) The Program (Amos V. 23). Findings: The results show that job affiliation will achieve common and mutual communication and understanding among the pillars of management at their different levels (top, middle and bottom), and sincerity in the service of the job goal will achieve greater returns when it appears on the actual performance of the individual. Membership produces commitment, just as commitment is affected by belonging. Research, Practical & Social implications: The study is the most important findings of the study is that interest in employee affiliation leads to achieving organizational commitment in the workplace and will also increase the organization's chances of achieving its goals and objectives. Originality/value: Organizations today are striving to become world class organizations that compete globally and in order to achieve this organizations must not only recruit the best talent but they need employees who are psychologically connected to their work. Managers must build a supportive culture that allows employees to utilize their expertise and abilities in their work processes. In order for employees to do so, opportunities must be provided to harness their abilities and to develop positive attitudes towards their workplace.

Performance Analysis of Turnover Intention of Mekaar Regional Bogor Employees at PT Permodalan Nasional Madani

The quality of work life of employees is an important aspect in an organization or company. PT PNM as one of the government owned business (BUMN) has a business unit that is in micro-finance which currently has the largest client base in the world, more than the microfinance initiator – Bangladesh. In doing its business, Mekaar is performed by ~97% of account officers that composes of millennials – which is the strength as well as a challenge to the company. Multi-taskers and flexibility are the main strengths of the generation. The company need to manage the quality of work life of their employees well so that said employees will still stay in the company. Therefore, the purpose of this research is to find out the impact of restricted performance to the quality of work life against account officer turnover rate. The method used in this paper is a descriptive method describing the situation of the company by processing both qualitative and quantitative data. The research is conducted by handing out questionnaire to 250 account officer respondents at the Bogor Regional office. The hypothesis testing is done using outer model which is a model that connects latent and manifest variables. The result shows that the impact of quality of work life to the turnover rate of employees is linear, resulting in the concrete individual decision to continue their affiliation to the company, and whole-heartedly accepts the company vision while giving their best contribution to the success of the company. Keywords: Quality of work life, microfinance, turnover employee

Implementation of Human Resources Scorecard-Based Human Resources Work System Design at PT. Suryasukses Abadi Prima

PT. Surya Sukses Group is one of the largest plastic manufacturers in Indonesia. This company has been established since 1989 whose products have been used by many industries. This study aims to determine the stages of implementing the Human Resource Scorecard and measuring human resource performance based on the Human Resource Scorecard at PT. Surya Success Group. The Human Resource Scorecard is a way to measure and show the performance of a company's human resources in a comprehensive manner that is directly aligned with the company's vision, mission and goals. This study uses a four-perspective approach, namely the Financial Perspective; Customer Perspective; Internal Business Process Perspective; Learning and Growth Perspective. Data collection was obtained from research related to four perspectives from PT. Surya Success Group. So the total score of PT. Surya Sukses Abadi Prima in 2019 was 2,506 which was classified as a bad company performance and in 2020 it was 3,139 which was classified as a medium company performance.

Analysis of Physical Workload and Situational Awareness at the Apron Movement Control (AMC) Unit at Husein Sastranegara International Airport Bandung

Efforts to develop human resources in line with the company's vision and mission are not an easy job, companies are required to be able to prepare a workforce that is able to carry out tasks in work effectively and efficiently. Obstacles that often occur in a company in efforts to develop human resources are high physical workload or workload and lack of situational awareness. This research uses a type of research with a qualitative descriptive method. To be able to get answers from the research, the researcher made a research design design. Qualitative research is research that is used to investigate, find, describe, and explain the quality of influences that cannot be explained, measured or described through a quantitative approach. The results of the study show that the physical workload of the AMC unit at Husein Sastranegara Airport in Bandung is very high due to the very wide coverage of the supervisory area, as well as the great responsibility in supervising and controlling all movements on the air side, with a large number of personnel. experienced a shortage of officers/executors as field workers, where the AMC unit only had 2 officers/executors, therefore with this great responsibility the workload on the AMC unit was also very high. Regarding the condition and form, the level of Situational awareness possessed by AMC officers is already at level 3, because officers can function themselves in the right conditions and at the right time in the surrounding environment in an effective way

Internal Marketing Analysis as a Means to Satisfy Internal CUSTOMERS

Service companies are required to be able to always satisfy their customers which can be done by providing superior human resources according to the services provided by the company and by carrying out good internal marketing within the company so that employees have satisfaction in working which has an impact on the services that will be provided to customers. consumer. This research was conducted to find out more about internal marketing in service companies, especially PT. Ume Persada Indonesia. The reason researchers chose PT. Ume Persada Indonesia to be used as a research location because the company's location is close to where the researchers live and the company is a service provider company that has large clients such as PT. Smelting. This study aims to analyze the company's internal marketing with indicators of training, communication, motivation and recruitment of employees. And want to know which indicators have been implemented and running in the company. Researchers chose to use qualitative research methods used to find data, collect data, process and analyze the results of the data obtained. Qualitative research is used to understand social interactions, can be done by interviews to observations so that a clear pattern will be found. Based on the results of the research, it is known that internal marketing that occurs in the company has been going well, as evidenced by the existence of the 4 indicators used by researchers, all of which have been implemented in the company, starting from training, communication, motivation and recruitment, which have been well implemented to satisfy the company's internal customers. The company is expected to continue to maintain and develop the core subjects that have been researched by researchers in accordance with the company's vision, mission, objectives and SOPs. This study only discusses internal marketing to satisfy internal customers using training, communication, motivation and recruitment indicators at PT. Ume Persada Indonesia. The extent to which the company's way of satisfying its employees so that internal marketing within the company can run well.

The Influence of Safety Slogan and Safety Program to Safety Culture: Case study at Drilling and Well Intervention Division one of Indonesia’s Oil and Gas Company

In the Oil and Gas Industry, Occupational Safety and Health are prioritized. This is not only based on the high risk in this industry but also part of maintaining the name of a company in developing its business. Because if a company's occupational safety and health record is bad, then investors will re-think for investing in the company. Occupational Safety and Health will be included as one of the points in the Key Performance Indicator of the company. The PTM as a subsidiary of one of oil company in developing country also considering that maintaining occupational safety and health properly is the main thing. As one of the upstream businesses in the field of oil and gas consisting of exploration and production, work operations at PTM have a high level of accident and occupational health risk. Mainly in drilling and well intervention operation. The company's vision and mission are then carried out with a Safety Management System and use a safety slogan as the objective of the organization. The embodiment of this slogan is through safety programs which was implemented in drilling rigs and well intervention barges with purpose to create free accident on working environment for PTM workers and their contractors. The transfer of management of the operational Block from previous operator to PTM in 2018 also affected the culture of occupational safety and health in the work area, especially in the field. Based on these conditions, this research was conducted to find out whether the safety culture practiced by PTM employees in the Drilling and Well Intervention division in the field is good enough. And to find out whether the safety slogans and safety programs that were carried out in part at the previous operator had an influence on the existing safety culture. The research method uses quantitative methods with research instruments in the form of questionnaires using a Likert scale. The population in this study were permanent and contractor employees who worked on drilling rigs and well intervention barges. The results showed that in general, the Company has a safety slogan and safety program that influences the safety culture implemented by employees. However, there is still a need to transform and improve the safety program in PHM in general and in the implementation of Drilling and Intervention.

Analysis of the Balanced Scorecard as a Tool in Setting Business Strategies at the Uli Motor Workshop

This research aims to compile a strategy based on the balanced scorecard at the Uli Motor Workshop. First, this research explains how the company's general strategy is determined through SWOT, which is then divided into four perspectives: the financial perspective, the customer perspective, the internal business process perspective and the learning growth perspective. Compiling this balanced scorecard begins by translating the company's vision, mission, long-term goals and strategic plans. Then, the strategic purpose of each perspective is formulated. Finally, it is continued with the cause-and-effect relationship between the perspectives and forms a map of the company's strategy as a whole.

URGENSI PERENCANAAN SDM SEBAGAI UPAYA PENYELARASAN STRATEGI BISNIS PERUSAHAAN: KAJIAN LITERATUR

HR planning is a strategic matter in implementing corporate strategy, through HR planning it can increase the company's chances of getting the right people, in the right place, at the time needed. Good HR planning must be in-line with the company's vision, mission, long-term objectives, and short-term objectives. This HR planning must be able to be implemented properly by the HR division in order to find the best candidate for the company. This research is a descriptive qualitative research by analyzing the relevant literature related to HR planning. The results showed that the company must be able to compile HR planning that is in line with its vision, mission, long-term objectives, and short-term objectives; the HR division must be able to translate HR planning based on organizational design, job design, in the form of job descriptions, tasks, responsibilities, authorities, as the basis for determining HR planning; HR planning tailored to the company's business development; workload analysis, become the basis for HR planning; and employee turnover rate, can be used as a determination of the company's HR planning.

Analisis Perbandingan Finite State Automata (FSA) Dengan Breadth First Search (BFS) Terhadap Desain Sistem Aplikasi Screening Awal Karyawan

This study aims to achieve a business process needed by a company in implementing the company's vision and mission. Therefore, a selection process is needed to be used by the company as a criterion to meet company standards. So this research is based on the implementation of the initial screening of too many employees so that HRD work is hampered. Thus, this application is built using the BFS method. We tried to analyze the implementation of the employee recruitment screening algorithm by comparing the BFS and FSA methods. In addition to building an application using the BFS method, the author also built it using the FSA method to see which of these two methods is more accurate to use in the initial employee screening selection. So the method we are currently using is the Breadth-First Search (BFS) method because it can describe the process starting from the initial selection of employees by explaining the registration steps to the final process, namely decisions from predetermined screening results. So the expected result is creating an application to help HRD as an initial selection of employee recruitment. The results obtained in this study are between the Breadth-First Search Algorithm (BFS) and the Finite State Automata (FSA) method. Employee start.Keywords : Screening, Employee, Recruitment, FSA (Finite State Automata)

AGRO-INDUSTRIAL COMPANIES’ CAPITAL COST AND STRUCTURE

The article presents a study on the assessment of the structure and cost of capital of enterprises in the agrarian sector of the Ukrainian economy. It was found that the problem of optimising the capital structure in order to minimise its cost and ensure financial stability and competitiveness is one of the important issues in which a significant number of stakeholders are interested for enterprises of the agricultural sector, which is one of the key sectors of the national economy. The research was conducted using the following methods: the method of economic and statistical analysis and synthesis (for collecting and processing aggregated information on the capital structure of agro-industrial enterprises, calculating the cost of capital and its elements); the method of graphics and scientific comparisons (for visualising the analysis conducted and identifying trends in dynamics); the method of theoretical generalisation (for substantiating the results of the research conducted and formulating conclusions and proposals for further research). The dynamics of investment in enterprises of the agricultural sector of the economy were studied and the dependence between the increase of investment in the agricultural sector and the growth of the positive difference of the return on capital of enterprises of the agricultural sector compared to the total return on capital of the economy as a whole was revealed. It was found that the expected cost of equity capital is significantly higher than the expected cost of debt capital, with the country risk premium accounting for a large part of the difference. The heterogeneity of changes in the capital structure of the companies studied as a result of changes in the indicator of the expected rate of the cost of equity capital was revealed, which is related to the presence of a consistently cheaper alternative in the form of loan financing and the strategic vision of a particular company to ensure its own financial stability. It is suggested that in establishing cost guidelines for optimising the capital structure and minimising its cost, in addition to changes in the components of the cost of capital, the impact of such changes on the financial stability and solvency of the company should also be taken into account, as a basis for further research in this direction.

ИНФЛЮЕНС-МАРКЕТИНГ КАК ИНСТРУМЕНТ ЭФФЕКТИВНОЙ КОММУНИКАЦИИ В ЦИФРОВОЙ СРЕДЕ

The purpose of the article is to reflect the influence marketing in the modern vision of regional companies actively working in the digital environment. The tasks are aimed at emphasizing the relevance of the issue under study against the background of digitalization in all spheres of ac-tivity, as well as the expediency of using influence marketing in expanding brand communications with target audiences and forming a "sales funnel". As a result of monitoring Internet resources, the features of the use of influence marketing by companies of the Rostov region and Rostov-on-Don in comparison with the regions of the country are presented graphically, content segments, regularity and frequency of work in social networks are highlighted. It is determined that Rostov companies use various types of content, but it does not find a response from the target audience due to the low involvement of users in the "history" of the brand, which is primarily due to the lack of a professional approach to attracting opinion leaders who strongly influence the presentation of the brand in the digital environment and attracting audiences. The main online platforms are also highlighted, which show relative efficiency and high conversion when using influencer marketing by Rostov companies in the digital environment. The study of the use of influencer marketing predetermined the develop-ment of a content plan for the implementation of an influencer marketing strategy, from setting goals, choosing opinion leaders to implementation and obtaining effectiveness. A survey was con-ducted among representatives of 30 companies on the choice of an opinion leader and use in brand promotion. As it turned out, it is bloggers who have an authoritative influence on the choice of brands in various fields, including cafes, restaurants, places to relax and buy goods, beauty salons, sports clubs, medical institutions, etc. A content plan adapted to the activities of small and medium-sized businesses was tested in a commercial medical institution in Rostov-on-Don in 2023.

Reasons for CSR engagement in SMES and MNCS: a qualitative perspective

The purpose of this paper was to explore the reasons for Corporate Social Responsibility (CSR) engagement among Small Medium Enterprise (SMEs) and Multinational Corporations (MNCs) in Malaysia. The research is situated within an interpretive approach. The interview technique was employed to explore the issue. Interviews were conducted with 8 firms including 4 SMEs and 4 MNCs. The firms were selected based on the firms that are actively engaging in CSR and the detail of CSR activities have been identified via their companies websites. Five themes emerged as the reasons for CSR engagement in SMEs and MNCs: leadership styles, competitiveness, alignment with company mission, vision, and objectives, and resource availability. From the results, this study helps researchers to understand in depth the CSR terminologies, the differences in CSR activities between MNCs and SMEs, and the factors that would influence firms to engage in CSR activities. Other than that, this study will help in initiating programs workshops, seminars, and training to educate managers and SME owners on the benefits of CSR.

Sustainable Business Strategy at Hotel Selarong Bogor

The objectives of this research was (1) identified the existing business model of Hotel Selarong Bogor; (2) formulated a business development strategy using SWOT analysis at the Selarong Hotel, Bogor; (3) obtained priority strategies that the company will use; and (4) designed the BMCS Hotel Selarong Bogor for the future. This study used descriptive analysis methods, BMCS, IFE and EFE, IE, SWOT, and AHP EVM. Based on the results of interview data regarded the existing BMCS, Hotel Selarong wasn’t implement a sustainable strategy. Building the IE matrix requires, the results of IFE matrix and EFE matrix. The total scores for IFE and EFE was 2,939 and 2,818. These results indicated that, Selarong Hotel was in cell V of the IE matrix (Internal-External). The company was a hold and maintain status. The Companies can implement market penetration and product development strategies. After conducted a SWOT analysis, get ten strategies, then weighting priorities using the AHP EVM approach. Provide questionnaires to CEO, Co-CEO, and manager. Based on the priority strategy, strategy 5 was the highest priority, then strategies 7, 4, 8, 6, 9, 10, 2, 3, and 1. The first step that can be took to change the business model was through activities to change the company's vision and mission to a sustainable business direction. The green hotel concept was the new strategy used in implementing the sustainability strategy. Based on the new BMCS, there were additions in 8 of the 10 BMCS sections, namely vision and mission, value proposition, customers, stakeholders, key activities, essential resources, critical partnerships and cost structure. Keywords: BMCS, Sustainable Business. AHP, IFE, EFE, IE

Pengaruh Pengembangan Karyawan terhadap Kinerja Karyawan dengan Kompetensi sebagai variabel intervening pada KSP Duta Mandiri Makmur Kediri

The success of a company's performance is determined by the quality of employee performance. Employees as the main asset that determines the success or failure of the company are required to achieve the company's vision and mission by improving performance as an indicator in achieving company success, therefore the company seeks to improve competence according to job requirements in achieving good performance. The research objective was to identify and analyze the effect of employee development on employee performance at KSP Duta Mandiri Makmur Kediri. Makmur Kediri, to find out and analyze the effect of employee development on employee performance through competence as an intervening variable at KSP Duta Mandiri Makmur Kediri. The type of research is quantitative, the approach used is a survey approach, the nature of the research is explanatory research. This research was conducted at KSP Duta Mandiri Makmur with the address Jl. gg. Slamet No. 08 Pare District, Kediri Regency. The results obtained are career development has no effect on performance, career development has an effect on employee competence, awareness that with fast developments, competence has an effect on performance, 4. Competence mediates the effect of career development on employee performance.

Top‐down and bottom‐up strategies for the implementation of corporate social responsibility: A qualitative survey of an internationalITservices company

AbstractDespite a large body of research on corporate social responsibility (CSR), there has been little research on the actual implementation of CSR strategies in companies. Therefore, this article examined top‐down and bottom‐up approaches for implementing sustainability at company level. For our survey, we chose a large IT services company, which is one of the global leaders in the Software as a Service (SaaS) business. Based on theoretical foundations, namely the Social Identity Theory and the Social Exchange Theory, six interviews were conducted with employees and managers of the company. Our results show that the company's vision and values strongly influence the employees' sustainable work activities and behavior. In addition, the employees also have options for shaping the sustainability strategy within the framework they are given. Concluding, the article shows the advantages of integrating both top‐down and bottom‐up approaches, and identifies options for companies implementing sustainability.