The Organizational Structure And Behavior At Pluto Telecommunications

When interviewing a leader in an organization in order to discover their leadership style one must ask critical questions. I had the opportunity to interview Casey Aguirre who is a Team Manager at the Salem Call Center for T-Mobile. Casey has been with T-Mobile for over 11 years. In this interview we discussed her leadership style, the steps she took to become a leader, her biggest challenges, and her greatest achievements among other things. While interviewing Casey I kept in mind the connection between women in leadership and the cultural disadvantages and advantages that women in leadership

The motivation of the sales force is so low that they think that the district managers are no more that the baby sitters. No right schedule is being released by the management, there is no sales management planning in the organization. The leadership runs from the top. The employees just want to make sales without having concern about the company in that they work. Moreover, the uncertain night calls and long distance travels for the reps and frequent changes in the sales organizational structure has made problem even worse.

This text critically examines organizational behavior in Pluto Telecommunications through analysis of the relationship among the job design, motivation, structural form and the work culture. The Managing Director of Pluto Telecommunication came to understanding that the three departments within the organization: Sales, Marketing and Customer Service   do not communicate with each other which have a direct   negative impact on the company’s performance. Further investigations show that the three departments are different in term of what motivates the employees, the time span for achieving the goals, culture established within the departments and the structural forms within the departments. The organizational dilemma is how to balance out

leaders. However, more people prefer male than female bosses. That has made it more difficult

Margaret has accepted a new position as branch manager for a local bank. She is a skilled turn-around leader who, in past leadership positions, has converted other failing institutions into profitable ones. However, the branch she is about to join includes only 2 women out of 15 total employees. Instead of viewing Margaret as a strong leader, the male employees may perceive her as leadership style as …

Bombardier Transportation had one main problem which is that there isn’t any specific and defined organizational structure. This situation was particularly a problem with Bombardier Transportation trying to merge with Adtranz. Establishing the corporate culture is the first step that needed to be taken

Following an analysis of the case, the company is currently experiencing internal communication problems and a lack of understanding of how a business that has a matrix structure should operate. By applying a few changes within the organisation will result in the company becoming even more successful.

In contrast to both there is Sales Orientation, (Dunnett, 2014) which would be defined as focusing on the selling of the product. This prioritizes the selling of the product above the customers’ satisfaction. This orientation relies on the sales team in the pushing of the product or service using aggressive sales techniques to achieve high profits. Here the assumption that sale prices that are high in value equate to substantial profit. In comparison with customer orientated corporations where the customers’ needs and wants are met, the firm will focuses a lot less on the satisfaction of the customer as it is presumed that high value equals satisfaction. So the customer will get high value but that might not necessarily be what the customer is looking for. This is where the sales teams’ responsibility lies; they need to sell using aggressive sales techniques. Cold calling about PPI (PPICLAIMSADVICE, 2014) claims would be an example where a service is promoted for free to claim money for you, the value lies in the fact it’s free but it’s a service not many people need. If they fail to see what the customer wants it’ll in the long term ultimately lead to customer dissatisfaction, loss of customer, loss of profit, and Leading the firm ultimately to bankruptcy.

An organization’s culture and structure play a significant role in its adaptability and perceptions by employees. The case of CH2M HILL provides a business example of this issue. While the company’s historical employee-focused culture and decentralized structure gave rise to its success (Newman, 2013), this same culture and structure eventually hindered its ability to retain and develop leaders for the future. The following analysis of CH2M HILL provides insight into how the company’s problems arose and offers potential solutions senior leaders may use to remedy the situation.

The telecommunications industry has experienced a number of transformations and restructurings in recent years, and the companies that have survived are faced with a broad range of challenges in their operating environments today. Although every telecommunications corporation is unique in some way, and every operating environment is likewise different, it is possible to discern some organizational behaviors from recent reports of firms competing in this industry, at least in a general fashion. To this end, this paper provides an organizational behavior evaluation of a representative company, "Pluto Telecommunications," including a brief corporate history and overview, an analysis of the company's corporate culture, and a discussion concerning how recent trends in the telecommunications industry will likely affect Pluto Telecommunications in the future. Finally, a summary of the research and important findings are presented in the conclusion.

As the author points out, the figures on women in leadership is staggering in disparity. The article takes time to focus on identifying and highlighting reasons what makes a successful leader. Having an opportunity to attend a leadership meeting, in which we discussed improving inclusion at my company, this article presented many of the same reasons that as a company we tried to understand, “Why do we not have more women in leadership?” This article really underscores that in order for a business to survive and grow or for that matter, any organization to flourish you need to find individuals that embody the above-mentioned leadership traits not just seniority.

of the key issues result from John’s inability to comprehend the difference between sales representative and a sales manager. He was overly enthusiastic about his position and disregarded Phil Jackson’s tips on how to be successful as a sales manager. Sales managers must be multi-taskers who plan, organize and lead the functions of all customer contact and ensures that these methods of contact maximize the profit and sales goals of the company which hires them. A salesperson is responsible only for his/her own territory – a sales manager is responsible for the entire sales force and their productivity and revenue that

More and more women are rising to the leadership challenge, even in some of the most male-dominated industries. The increase in the number of women attending college, the increasing number of women in the workplace or starting their own business has demonstrated to men who own businesses that women can be both managers and mothers, thus showing their male counterpart that women can in fact "do it all".

The purpose of this article was to examine women’s and men’s leadership styles, the effectiveness of the different leadership styles, and the true determination of effectiveness as a woman leader (Appelbaum et al, 2003, p. 43). The article present research conducted for theories examined. Comparing this week’s work assignment to this article, I notice a linkage to a few items. The comparable list that is closely related to parts of theories in the reading assignment are gender stereotypes; different leadership style effectiveness; developmental opportunity, and experience. All of these different topics are related to the Leadership Labyrinth.

            “It’s a Sony!”  Sony is one of today’s leading brand in electronics, from personal to home entertainment audio and video system, communications gadget, broadcasting and other professional electronic devices, personal computer, digital camera, to robots.  Sony Corporation is a Japanese electronics giant, and has now evolved into a multinational company.  This essay brings to light Sony Corporation’s organizational culture and structure.  Also, it is going to analyze the extent in which organizational culture and structure impede or contribute to the effectiveness of the organization.  The following paragraph shows a brief history of the work organization.