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<p>Mount Cedar Technologies, Inc.Dina Beltan Tina Henderson Giselle Picard Lydia Tavera Alex VelascoMarch 5, 2011</p> <p>Background CT was originally an importer and distributer of computer cables, audio/video cables, surge protectors, and a host of computer accessories. Located in Los Angeles, California. Founded in August 1995 by John Curtis and Frank Mathew. In 1998, CT added new products to its offering when it became a provider of third party technology. In March of 2000 acquired Denta Solutions of Los Angeles, a small solutions provider, specializing in IT storage</p> <p>Mission Cedar Tech is committed to be the partner of choice for the world's leading IT Service, providing enterprises, governments, education and medical institutes by helping them create, build and maintain the most innovative, reliable and cost-effective communication networks. They will meet their customers' growing needs through the rapid deployment of new communication services. They will communicate and listen to their customers by continually improving products and services and pioneering tomorrows technology.</p> <p>Inert Culture Behavior focus on quantity not quality Autopilot Machines Norm was to ignore feelings Lacked Motivation Stagnant</p> <p>Leadership Negativity John Curtis was a virus for the entire organization Discouraged employees and managers Setting a behavioral pattern Leadership style was to micro-manage Created discomfort and fear Focused on negative factors Lacked trust</p> <p>Innovation &amp; Trust Autonomy Trust, respect, and honesty Empowering employees Risk taking Outside the box of compliance New Ideas &amp; Innovation</p> <p>??? Not Sure Title (Alex Portion) Top management was determined to create an incentive plan and a formal recognition program to encourage creativity and productivity.</p> <p>Culture That Empowers Creative methods Long-term employee commitment Favorable long-term behaviors</p> <p>Current Structure</p> <p>Current Structure Simple Version</p> <p>Current Structure Sales</p> <p>Current Structure Sales</p> <p>Recommended Organizational Structure</p> <p>Recommended Organizational Structure</p> <p>Motivation</p> <p>Work Group &amp; Teams MCT departments are working independently Departments are working for their own best interest instead of interest of the company Departments are creating redundancy in various functions This is costing the company money MCT needs to create work groups and teams that will help the organization move forward</p> <p>Effective Work Groups Management needs to understand how work groups and teams function Provide training to employees on how to work in a group and communicate Conflict among groups can be positive if a group knows how to work through it</p> <p>Decision Making Cedar Tech is highly decentralized . The decision making is not confined to a few top executives but rather is throughout the organization. Managers at various levels making key operating decisions relating to their sphere of responsibility. If divisions, functions, or teams are given too much decision-making authority, they may begin to pursue their own goals at the expense of the organizations goals</p> <p>Communication</p> <p>Information Distortion</p> <p>The Silo Effect</p> <p>Redundancy &amp; Inefficiency</p> <p>Leadership</p> <p>Leadership &amp; Development Plan Step 1: Understand the difference between management and leadership. Mgmt is a something you do, its a career. Leadership is having strength and courage in your convictions and the ability to see those convictions manifest in reality. Step 2: Outline Managements beliefs, ethics, and values. CT shouldnt look at numbers or people. Look at the overall purpose and mission of the company . Are there ways Mgmt can improve? What support does the team need to obtain personal and organizational success that management has failed to give them?</p> <p>LDP Continued Step 3: Management needs to do their homework. Talk with their employees, team members, customers, and suppliers to learn what more they can do or be that will assist them in manifesting their convictions. Sit back and listen to the ideas and feelings of others. Step 4: Implementation Mgmt needs to write down all of their convictions based off what they have learned &amp; then make it a reality in the change &amp; development process within the organization.</p> <p>Diversity</p> <p>Merging Diversity</p> <p>Diversity and Training</p> <p>Empowerment and Training</p> <p>Change &amp; Development Many changes will have to take place to improve the organization. Some example of issues include unmotivated employees, lack of training, and high turnover rate. If changes arent made quickly the organization wont be able to grow to its full potential. CT should use bottom-up approach. Contracting an external agent to help organization through transition. Clear communication with employees on how changes will affect them.</p> <p>Conclusion CT becomes aware of the benefits being offered by incremental change, Management will increase communication with the workforce Gain employees cooperation and to overcome their resistance to change. By CT inviting employees to participate in the change process</p> <p>Conclusion Increases their involvement in decision making and gives them greater autonomy to change their work procedures. Management should provide CT employees with education and training to help them learn how to perform new tasks Allowing them time off from work to recuperate from the stressful effect of change.</p>