Verizon wireless has been a leader in the telecommunications industry for quite some time, and have now began to focus on training initiatives to improve and maintain that leadership. `Verizon is creating a Culture That Focuses on Shareholder Value`(Kinicki & Williams, 2013, p.257), is a case study about the training program Verizon will use to reach their future goals. “Beginning in 2011, Verizon set three main business goals: (1)to build a business and workforce as good as its networks, (2)to lead in shareholder value creation, and (3)to be recognized as an iconic technology company”(Kinicki & Williams, 2013, p.257). The necessary initiatives and training programs would not be an easy task to complete because of a limited training budget,
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Clan, Hierarchy, Adhocracy, and market are the four different categories that are identified by the two parts of the competing values framework they fall under. Each category will support two of these four competing values: flexibility and discretion, external focus and differentiation, stability and control, internal focus and integration(Kinicki & Williams, 2013, p.229). An example of this is Verizon, who began with market driven culture, but has recently changed to a clan style of culture. Using the case study, `Verizon is creating a Culture That Focuses on Shareholder Value` we are going to discuss which category and value that Verizon is currently using as its organizational culture. Verizon began with a market style culture, which focused on strong external focus and placed a value on market control and stability. The problem with this is there is no concern for the employee. An example of this comes from an article in Wireless Week(2008), “McAdam says there’s not any formal internal process when it comes to getting ahead of industry issues or breaking from the pack. But the carrier tries to figure out what’s going on with customers by regularly getting their feedback”(Alleven, 2008, p.10). In the case of Verizon, poor employee relations resulted in the expiration of their collective bargaining agreements that resulted in work stoppage issues. …show more content…
According to Kinicki and Williams, “changing organizational culture is a teaching process in which organizational members teach each other about the organization’s preferred values, beliefs, expectations, and behaviors”(Kinicki & Williams, 2013, p.236). They also describe eleven different mechanisms that help accomplish the task of culture change. In this essay, we are going to discuss three of the main ones that Verizon is using to change their organizational culture. The case study, `Verizon is creating a Culture That Focuses on Shareholder Value` uses examples of role modeling, training, and coaching, organizational goals and performance criteria, measurable and controllable Activities, organizational systems and procedures.Verizon began their strategy by developing organizational goals and performance based criteria, which were three main business goals, “to build a business and workforce as good as its network, lead in shareholder value creation, and be recognized as an iconic technology company”(Kinicki & Williams, 2013, p.257). Secondly, they introduced role modeling, training, and coaching plans that were developed to improve senior level management and down's understanding of long term value. Also, Verizon began cross functional training for employees to expand their knowledge and create flexibility. Finally, organizational systems and procedures is another
Clan, Hierarchy, Adhocracy, and market are the four different categories that are identified by the two parts of the competing values framework they fall under. Each category will support two of these four competing values: flexibility and discretion, external focus and differentiation, stability and control, internal focus and integration(Kinicki & Williams, 2013, p.229). An example of this is Verizon, who began with market driven culture, but has recently changed to a clan style of culture. Using the case study, `Verizon is creating a Culture That Focuses on Shareholder Value` we are going to discuss which category and value that Verizon is currently using as its organizational culture. Verizon began with a market style culture, which focused on strong external focus and placed a value on market control and stability. The problem with this is there is no concern for the employee. An example of this comes from an article in Wireless Week(2008), “McAdam says there’s not any formal internal process when it comes to getting ahead of industry issues or breaking from the pack. But the carrier tries to figure out what’s going on with customers by regularly getting their feedback”(Alleven, 2008, p.10). In the case of Verizon, poor employee relations resulted in the expiration of their collective bargaining agreements that resulted in work stoppage issues. …show more content…
According to Kinicki and Williams, “changing organizational culture is a teaching process in which organizational members teach each other about the organization’s preferred values, beliefs, expectations, and behaviors”(Kinicki & Williams, 2013, p.236). They also describe eleven different mechanisms that help accomplish the task of culture change. In this essay, we are going to discuss three of the main ones that Verizon is using to change their organizational culture. The case study, `Verizon is creating a Culture That Focuses on Shareholder Value` uses examples of role modeling, training, and coaching, organizational goals and performance criteria, measurable and controllable Activities, organizational systems and procedures.Verizon began their strategy by developing organizational goals and performance based criteria, which were three main business goals, “to build a business and workforce as good as its network, lead in shareholder value creation, and be recognized as an iconic technology company”(Kinicki & Williams, 2013, p.257). Secondly, they introduced role modeling, training, and coaching plans that were developed to improve senior level management and down's understanding of long term value. Also, Verizon began cross functional training for employees to expand their knowledge and create flexibility. Finally, organizational systems and procedures is another