Key Values Of The Organizational Structure Of Aircel Company

ABS is the pioneer of data connectivity solutions and it has demonstrated the same by being the first operator in India to launch WiMAX technology. ABS is also a registered member of WiMAX forum – both in the Indian and International

An analysis will be done of American Airlines and its company culture and organizational performance. In February of 2013, American Airlines and US Airways announced the merging of the two companies into “The New American Airlines” (American Airlines, 2013). However, while mergers can create immense value for organizations, employees, and customers, they also pose specific challenges, particularly for the maintenance and strength of the organizational culture (Organizational Behavior, 2014).

Aircel group is an Indian mobile network operator headquartered in Chennai, that provides wireless voice, messaging and data services in India. It is a joint venture between Maxis Communications of Malaysia and Apollo Hospitals Group of India, with Maxis Communications holding a majority stake of 74%. Aircel commenced operations in 1999 and today is the leading mobile operator in Tamil Nadu, Assam, North-East India and Chennai. Aircel Business Solutions (ABS) is the enterprise division of Aircel(B2B), which addresses the telecom requirements of International and Indian markets with an array of industry-leading products and services to various corporate. Aircel Business Solutions is an emerging firm in the field of internet industry. Its range of product and services includes Internet Leased Line (ILL) services, Video conference solutions, Data transfer solutions, Data Connectivity Solutions, BaaS (Backup-as-a-Service) and mobility

Firstly, Airborne Express chose its customer very selectively and pursued a emphasis on low price strategy. The main target customer for airborne was the high volume, frequent, service; consistent with flexible environment and price is the main competitive weapon. Airborne was essentially the custom solution logistics providing for larger companies and therefore, they did not target the masses. By focusing on large accounts, Airborne could use its ground capacity more effectively. Airborne delivery drivers dropped off and picked up far more packages per stop than do the drivers of companies that focus on serving smaller customer and individual customers. This helped boost productivity and lowers costs and make a profit at a price. Secondly, the strategy of concentrating on corporate account was strong point, since it leads to better capacity of operation and lowers the cost. The company’s incentive systems were designed to rewards employees for meeting the dual goals of high productivity and reliability. Airborne’s national and international tracking systems were the best in the industry. These assisted Airborne to tell customers at a moment’s notice where in the system there packages are. This helped improve reliability and build brand loyalty. The same information systems helped Airborne to efficiently manage its billing system, thereby lowering costs.

AES organization has developed a unique decentralized “honeycomb” structure (See Exhibit 1) based on its core values. Their innovative authority structure empowered people at every organizational level to make decisions and take responsibilities according to the business needs. It helped company to achieve flexibility and accelerate decision-making processes. The corporate core values (integrity, fairness, fun and social responsibility) became a foundation to the organizational structure. All vital organization processes heavily depended on employees making decisions against those core

In this TMA I'm going to discuss the strategy of two firms. The first one is Samsung which provide a strongly performance and on the other side Nokia which is performing in a weak way. By choosing Samsung as a firm that performing strongly we have to discuss its structure. Any organization has to set the main points of structure and its key point to develop a successful organizational structure. As Samsung set its main points as the size of the company, the type of the industry performance and the marketing strategies. Also Samsung set the key points as the division of labor, span of control, departmentalization, formalization and chain of command. By discussing the key element it shows the structure of the firm as the first element is formulization which the way the firm is guided by culture, rules and lows. Moreover at Samsung electronics allow the employees are divided into levels and all of run hair to the decision of the manager without any challenges. The second key element is that the structure of Samsung electronics is centralized which means that the lower level managers do not have the power to take decisions. The decision making process is produced from the tow level managers passing through the ground level of mangers. Which that the decisions which are taken are well combined the goals and objectives of the company by avoiding any risks. Moreover Samsung has a large degree of span of control. Span of control is the number of

Current Organizational Structure Strategic planning and strategic implementation often times requires heavy consideration of the company’s current organizational structure. In the case of Radio Shack, very little reliable information is provided to truly evaluate the company’s current organizational structural design. The last published document containing any relevant information regarding their structure dates back to 2008. In an article posted by ImagingInfo.com, Radio Shack had introduced a new organizational structure under the then Executive VP, Bryan Bevin which was to better align the company to successfully support the company’s goals.

Introduction Telstra is an Australian company, which have an international presence in 15 countries, including China. They leads telecommunications and information Service Company by providing a full range of communications services and competes in all telecommunication markets. The primary activities of the company are providing basic access services to businesses and home in Australia such as mobile telecommunication, content and broadband access. Offering million variety of retail fixed broadband, mobile and fixed voice services.

Today AT&T is a global networking leader focused on delivering IP based solutions to enterprise and government customers. Additionally, as AT&T pivots away from traditional consumer services, the company continues to offer consumers and small businesses a breakthrough alternative to traditional services. The company has progress

No other products were found that satisfy the technical requirements of MMRT located in SMXS lab. abaco SYSTEMS sells direct to the government and through resellers. The OEM confirmed that it is willing to offer this requirement through the NETCENTS-2 product vendors (see attached correspondence).The recommended acquisition strategy is to utilize the NETCENTS-2 IDIQ contract, which would take advantage of the terms and benefits of the pre-established IDIQ. The NETCENTS-2 netcentric product vendors include multiple small business sources. This effort does not qualify for a set-aside because the brand name requirement excludes the products of different domestic concerns. To maximize competition, the government will solicit offers from all NETCENTS-2 Netcentric vendors using the AFWay web site. The NAICS for the NetCentric Products contract is 334210.

Based on the case study, the corporate culture of the Sky Factory encourages the empowerment of the employees by inspiring, motivating, coaching and teamwork by sharing information, participating in ideas, brainstorming and also to provide feedback on decision making for new initiatives and challenges. The employee motivation and teamwork are the most important factors for productivity and quality and always leads to higher employee satisfaction, low turnover, higher efficiency, higher productivity and increased profitability. The Sky Factory has a flat boundary less organizational structure which has fewer layers of authority and a broad span of controls compared to the traditional tall organizational structure. Due the wide span of controls

While completing the readings for the week titled “Experiments in Organizational Structure” I noticed two themes, self-managed teams and organizational culture. There was a clear divide of organizational culture between the companies such as Moosewood Collective and Zappos versus Amazon and Enron. The readings for the week were well-rounded and demonstrated that each culture had positive and negatives. However, research can enhance what organizational culture has been found to be the best culture in creating successful companies, which is not expanded on in the readings. Additionally, some of the readings focused on companies that had no hierarchy and how the lack of hierarchy allows for leaders to emerge. This idea relates to the literature on leadership in self-managed teams and how that may or may not be beneficial for a company. Therefore, this issue paper will critique the organizational structural practices that the companies in the assigned readings have been using. Additionally, this issue paper will add more insight into what has been found in research that can support or add improvements to the organizational decisions the companies in the assigned readings have made.

The single most critical problem that the managers are facing today is managing the people.This is the most challenging issues that every kind of organizations is dealing with now aday. Organizational behaviour is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational performance. Therefore, it mostly tries to define the performance and efficiency factors of anorganization.Organizational structure and organizational culture are highly correlated performance factors.It basically defines the appropriate structure of an organization in order to get more thanaverage performance. Organizational culture is a primary factor for employee turnover and job satisfaction (Bolden, 2004). If an organization possesses a strong culture of self-respect and employee affiliation, it is no wonder that the employee retention rate would be very high(Tracy, 2013).In this report, the relationship between organizational culture and organizational structure will be pointed out. While doing so we

In this segment of the paper I will analyze the organizational culture of the Southwest Airlines

The objective of this case study is to understand the problems plaguing the Indian aviation sector behemoth - Air India. To analyze its organizational restructuring upon merger with Indian Airlines; the effect it had on the physical and human capital of the company, and, how the management dealt with the conflicts which arose from the deal.