1.) Using the competing values framework as a point of reference, how would you describe Verizon’s current organizational culture?
While preparing to take the rein of the telecommunication company Verizon incoming CEO Lowell McAdam thought about all the challenges facing his new job and how he was going to bring them most valuable culture. So McAdam began to establish his top priorities. He established his goal for Verizon. “It was incumbent upon me and my leadership team to fully exploit the potential of those assets to drive long-term shareholder value”.
If I had to say I would pick I would say that CEO Lowell McAdam used the following cultures Clan, Market and Adhocracy culture of the competing values framework. Al Torres, VP, Human Resource “We remained relatively flat on full-time staff across Verizon, but we increased the number of internal subject matter experts significantly to help drive key initiative deeply …show more content…
Lowell want to create more of a mechanistic or organic organization?
I think CEO Lowell McAdam also wanted to create a more organic organization for Verizon. He added criteria to establish this purpose, example few rules, increased number on subject matters, increased informal communication as well as task forces. One way he did this was implementing videos on the VZT tube allowing employees to evaluate and share to help produce a more effective team.
5.) What is the most important lesson from this case?
You need to have the top talent and train your representative so they can help build your business. Important lesson learned from this case was that companies have to ability to change their organizational culture. That they must have established goals and the leadership to make this happen. In Verizon’s case being a technology company they realized that they needed to respond quickly to keep up with the technology changes. To stay ahead of competitors they have to have good clear corporation goals with in their
While preparing to take the rein of the telecommunication company Verizon incoming CEO Lowell McAdam thought about all the challenges facing his new job and how he was going to bring them most valuable culture. So McAdam began to establish his top priorities. He established his goal for Verizon. “It was incumbent upon me and my leadership team to fully exploit the potential of those assets to drive long-term shareholder value”.
If I had to say I would pick I would say that CEO Lowell McAdam used the following cultures Clan, Market and Adhocracy culture of the competing values framework. Al Torres, VP, Human Resource “We remained relatively flat on full-time staff across Verizon, but we increased the number of internal subject matter experts significantly to help drive key initiative deeply …show more content…
Lowell want to create more of a mechanistic or organic organization?
I think CEO Lowell McAdam also wanted to create a more organic organization for Verizon. He added criteria to establish this purpose, example few rules, increased number on subject matters, increased informal communication as well as task forces. One way he did this was implementing videos on the VZT tube allowing employees to evaluate and share to help produce a more effective team.
5.) What is the most important lesson from this case?
You need to have the top talent and train your representative so they can help build your business. Important lesson learned from this case was that companies have to ability to change their organizational culture. That they must have established goals and the leadership to make this happen. In Verizon’s case being a technology company they realized that they needed to respond quickly to keep up with the technology changes. To stay ahead of competitors they have to have good clear corporation goals with in their