The Transformation Of Verizon's Hierarchy Culture

The role of this job is to provide motivation for the sales team to do well and increase the amount of sales that they make. They have to make sure that the sales team is loyal and polite to customers so that customers come more to shop at their store. Also they have to make sure that the experience for customers is good and pleasurable so that they come in to the store more.

In business, market structure plays an important role, which helps to shape the competitive landscape for businesses at all levels. Each business industry will naturally form a market structure that comes in numerous forms: Perfect competition, monopolistic competition, oligopoly, or monopoly. Verizon Wireless is a well-known communications company and large enough to affect the market. Oligopoly is defined as a market in which only a few firms dominate, and judging from Verizon competition there are only a few firms involve: T-Mobile, AT&T and Sprint. With only few competitors involve the barrier to entry is high, but there still lies a large pool of customers. The barriers are high because of the amount of money that has to into the infrastructure

(AFP/File/Karen Bleier, Yahoo is attempting to bind when it first knew programmers had ruptured its frameworks and whether they cleared out approaches to recapture access to accounts later on)

For any individual, learning and growth are personal important which also makes important for the company because, if you learn, indirectly company benefits, therefore learning and growing should always in the balance scorecard. Verizon employees need to take 6 hours of training mandatory. We

All Organisations posses a distinct form of culture with some having more than a single culture. This culture is usually very difficult to measure, change and most especially change.

A lot is hinged on good training and development of the staff that are used to develop, make, maintain and represent a product or service that will be sold to a consumer. This industry leader claims the # 1 ranking in Fortune magazine as the “World’s Most Admired Company” within the communication’s industry (Verizon, 2013). Verizon probably has what is considered to be a competitive advantage which speaks to the training methods used to help a business grow and improve by providing employees with the knowledge and skills they need in order to achieve success (Noe, 2010).

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

Cross Training. Employees that are cross trained can be extremely valuable because they are able to do a multiplicity of tasks,

Verizon is a major telecommunication provider in the United States. The company is the market leader, with $110 billion revenue and $2.4 billion in profit (MSN Moneycentral, 2012). Verizon has steady revenue streams that are largely based on a subscription model. It has several business segments, including wireless (63.3% of revenues) and wireline (36.7%) (2011 Verizon Annual Report). Most of this report will therefore focus on the wireless business, not only because this is the largest business that the company operates but because it is a rapidly growing and evolving business as well, a function of the rapid pace of smartphone adoption in America.

A key element of Verizon’s employee training party is the maintenance of a strong link between effective training and the corporate goals of the organization. There were three main business goals communicated by Verizon in 2011 that would preface the company’s achievement of the first spot on Training’s Top 125 list. The three main goals of Verizon in 2011 were “(1) To build a business workforce as good as its networks; (2) To lead in shareholder value creation; and (3) To be recognized as an iconic technology company” (Freifeld, 2012, p. 28). Employee development was the first goal communicated by Verizon in terms of its corporate strategy in 2011, in which this element of the goal resulted in strong recognition by Training for the measures

Through this idea of “growth” and collaboration with other industries to provide optimal service, Verizon has expanded its products and services in the following areas:

Verizon Communications formed by the merger of two big and successful companies, Atlantic Corp. and GTE Corp., is the largest telecommunication company. The company serves large part of the market in United States. However the company faces certain strengths and weaknesses which affect the way company formulate its strategies.

The purpose of training and developing within any organizations is to improve the overall effectiveness of goods, product and services, competitiveness, and emphasizes growth in all aspects. It also increases productivity, develop employee turnover, increases financial gain, and lessens the managerial and supervisory positions. Training and developing is essential to obtain but many employers have different perspectives of what training and developing means for its organization. Verizon is one of the leaders in innovative wireless communication and in delivering broadband to businesses, mass market, wholesale, government, and it services over 80 million customers across the world. The

The Verizon Communication Company deals with the sale of products like mobile and fixed telephone and offers broadband wireless internet services in America. It was founded in 1984 as Bell Atlantic and later changed the name to Verizon Company after merging with GTE in 2000 (Sbeit, 2008).

There are four major culture types within an organization, namely the Clan, Adhocracy, Hierarchy and the Market (Kim & Quinn, 1999). These four cultures are translated into a model, named the Competing Values Framework. This framework shows the cultures, organized between two dimensions. The framework shows which culture coincides with which dimension, to show the effectiveness of the organization and the organizational culture.