Global Consultants was tasked with studying the organizational structure and behavior of Mount Cedar Technologies to develop a proposal for improving performance. They found that Cedar Tech lacked clear strategic vision and goals, had low employee morale, and did not foster diversity or communication. Their recommendations included establishing a mission statement, shifting to a product division structure, implementing training and rewards programs, developing leadership and decision-making skills, and empowering employees at all levels to improve motivation and organizational effectiveness.
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Global+consultants+presentation[1]
1. GC
UNIVERSITY OF LA VERNE
BUSINESS 655
DESIGNING EFFECTIVE ORGANIZATIONS
PROFESSOR: DR. MARK MITHERS
SPRING 2013
MOUNT CEDAR
TECHNOLOGIES INC.
Global
Consultants (GC),
LLC
Francine Arguello
Ellisa Irvin
Gilda Medrano
Ioannis Mikedis
Euclid-Jake Posadas
Cedar Tech
2. We are a leading global management consulting
firm. We offer consulting services to companies and
governments to help them form and/or realize their
Strategic Objectives. We provide business consulting
services in Strategy, Performance, Operations,
Sustainability, Talent search/retention and
Organizational Structure/Behavior.
INTRODUCTION
GLOBAL CONSULTANTS (GC)GC
Global ConsultantsCedar Tech
3. Francine Arguello
Communication and Group Effectiveness
Ellisa Irvin
Motivations and Organizational Structure
Gilda Medrano
Culture, Training, and Diversity
Ioannis Mikedis
Strategic Objectives and Implementations
Euclid Jake Posadas
Leadership, Decision Making and
Empowerment
YOUR GLOBAL CONSULTANTSGC
Ioannis MikedisCedar Tech
4. To study the present organizational
structure and behavior of Mount Cedar
Technologies, Inc. (Cedar Tech) and
To develop a proposal that will improve
the organizational performance
including an implementation road map.
OUR TASKGC
Ioannis MikedisCedar Tech
5. CHAPTER 1
MISSION STATEMENT, GOALS & STRATEGIESGC
No clear evidence of a Mission
Statement
GC suggests Mission Statement of Cedar
Tech:
“To be the regional Small and Medium Business,
Government, Educational and Medical Institutions leader
in IT infrastructure, integration of hardware, software,
storage, security and enterprise services by being an
employer of choice attracting, hiring, and retaining top
talents in an environment that fosters diversity, promotes
communication across the organization, and recognizes,
respects and develops the company.”
Ioannis MikedisCedar Tech
6. CHAPTER 2
ORGANIZATIONAL CULTUREGC
Challenges:
Task oriented and conservative
Low employee morale and job satisfaction
Opportunities:
Shifting the focus
Encourage and develop new talent within
Implement incentive/reward programs
Celebrate the employee
Give the employee a voice
Diversity training and knowledge transfer
Gilda MedranoCedar Tech
7. CHAPTER 3
MOTIVATIONAL TECHNIQUESGC
Job Design:
Goal Setting – Accomplished through performance review
process
Job Enrichment – Groups employees into teams based on
skills and expertise
Manage-by-objectives – Conduct mid-year review in
addition to annual review
Ellisa IrvinCedar Tech
8. MOTIVATIONAL TECHNIQUES
BONUS STRUCTURE & PROMOTIONGC
Bonus Structure & Promotion
Opportunities:
Linked to performance review process
Each department is allocated an amount of funds
based on Cedar Tech’s financial success
Promotional opportunities will be discussed during
review process
Ellisa IrvinCedar Tech
9. MOTIVATIONAL TECHNIQUES
BOOST MORALEGC
Boost Morale:
Survey current employees and new hires to
assess motivation type
Implement quarterly social events
Implement Employee of the Quarter Program
Based on accolades received from internal and
external customers
# of Sales
Innovative ideas on working more efficiently
Ellisa IrvinCedar Tech
10. CHAPTER 4
TRAINING AND DIVERSITY PROGRAMGC
Challenges:
OJT (on the job training)
Opportunities:
Survey current employees on training needs
Develop pilot training programs:
• Train-the-trainer program
• Job-Shadowing program
• Diversity programs
• Tuition reimbursement and Incentive/reward program
Gilda MedranoCedar Tech
11. Product Divisional Structure:
Supports teams concept
Employees are grouped according to level of expertise
Supports autonomy
Encourages communication between division managers
Simplifies performance review process
Extensible design to add future divisions
CHAPTER 5
ORGANIZATIONAL STRUCTUREGC
Ellisa IrvinCedar Tech
14. Challenges
Current decision making process is slow, highly
decentralized and redundant
Opportunities
Change org. structure to divisional structure
balance authority centralization & decentralization
Explore proven quality decision making processes
Make decisions with consequence in mind
CHAPTER 7
QUALITY OF DECISION MAKING
GC
Euclid-Jake PosadasCedar Tech
15. Non programmed and programmed
decisions
The Normative Decision Model
Systematic Group Decision Model
Decisions made with the consequence
in mind
QUALITY OF DECISION MAKING
GC
Euclid-Jake PosadasCedar Tech
16. Challenges
A task oriented leader
First priority is getting the job done. Financial gains
Second priority – a distant second is developing good
relationships with subordinates.
Micromanager
Poor communication and Decision making
No Leadership Development program
CHAPTER 8
LEADERSHIP STYLE
GC
Euclid-Jake PosadasCedar Tech
17. Opportunities
Leadership Development
Minimize micromanagement
Develop Emotional Intelligence
Relationship management with the followers
Learning Organization
Question the status quo;
Inspiring and motivating with a mission and a purpose;
Empowering employees at all levels;
Accumulating and sharing internal knowledge; and
Gathering and integrating external information
LEADERSHIP DEVELOPMENT
GC
Euclid-Jake PosadasCedar Tech
18. Challenges
Micromanagement does not allow decision making at
the lowest possible level
Middle management does not have clear boundaries
on what has been delegated and empowered to them
CHAPTER 9
EMPOWERMENT MASTER PLAN
GC
Euclid-Jake PosadasCedar Tech
19. Opportunities
Create an effective empowerment and delegation plan.
Give lower-level employees the authority to make
decisions and be responsible for their outcomes.
Empower at all levels of the organization.
EMPOWERMENT AND DELEGATION MASTER
PLANGC
Euclid-Jake PosadasCedar Tech
20. Empowering at all levels of the
organization
Start at the bottom by understanding the needs of the
employees
Teach employees self-management skills and model
desired behavior
Build teams to encourage cooperative behavior
Encourage intelligent risk taking
Trust people to perform
EMPOWERMENT AT ALL LEVELS BOTTOM UP
GC
Euclid-Jake PosadasCedar Tech
22. Competitive forces
Economic and Global Forces
Social Forces
Change Agents and selection
CHAPTER 11
CHALLENGES & OPPORTUNITIES
GC
Ioannis MikedisCedar Tech
23. Shift focus from financial measures to include
employee satisfaction
Improve and foster motivation
Align organization targets with employees’
expectations
Move from task oriented activities to
opportunities for job enrichment
Implement formal performance review
process (management by objectives)
STRATEGIC IMPLEMENTATION
GC
Ioannis MikedisCedar Tech
24. Comprehensive employee recognition
process
Seek and cultivate talent via a robust
training program
Embrace diversity and allow it to penetrate all
aspects of the organization
Redesign organizational structure in
accordance with the contingency theory
Develop products structure based on job
functions: Product Sales, Customer Service, and IT
support
MORE STRATEGIC IMPLEMENTATION
GC
Ioannis MikedisCedar Tech
25. Assign employees to divisions based on
their skill set and experience level
Boost communication effectiveness (face
to face interaction)
Utilize technology to cultivate clarity
and immediacy in communication (internally and
externally)
Sustain efficient decision making
processes incorporating non-programmed and
programmed decisions
ADDITIONAL IMPLEMENTATIONS
GC
Ioannis MikedisCedar Tech
26. Cedar Tech is at a cross road
The following are testing the company’s capacity to
reach its full potential:
The size and complexity of its product line,
The economic forces governing the IT world,
The rapid growth experienced within its ranks, and
The lack of cohesiveness in the strategic vision across the divisions
The lack of Leadership Development and
The improper implementation of Learning Organizational practices
It is our firm belief that there is a significant
untapped potential within the company to take it to
the next level.
CONCLUSION
GC
Ioannis MikedisCedar Tech
27. GC
THANK YOU FOR YOUR ATTENTION
QUESTIONS?
Global
Consultants (GC),
LLC
Francine Arguello
Ellisa Irvin
Gilda Medrano
Ioannis Mikedis
Euclid-Jake Posadas
Cedar Tech
Notes de l'éditeur
Each different functional team managers make their own decisions for their individual divisions and teams and neglecting the affect or consequences of their decision on the company as a whole.
There are a number of challenges Cedar Tech has to address. These are categorized in the form of “forces” that are exerted on the company.
Competitive Forces: Significant number of competitors both domestic and foreign are present which Cedar Tech has to address via innovation and employee retention.
Economic Forces: Outsourcing to foreign faster, cheaper, better one stop shop competition.
Social Forces: To challenge and engage your employees is a must.
Change Agents and their Selection: Change agents and plan ambassadors should be selected from those managers who have very strong social skills and who feel comfortable explaining abstract ideas. Use of Psychometric tests to determine who is best to fill this role.