Principle of management

“a perfect response to an imperfect storm”

Content

• What is Business Documents?• Types of Business Documents• Business Writing Tips by David Speaker• Elements of a Business Letter• Business Letter Format• The Letterheads• Paper Use in Formal Letter• Business Memos• Elements of a Business Memo• Formatting Business Memos

View Point

As researchers, they are indeed excellent they’re strategies, decisions performance can’t be questioned and criticized. As a manager, situations like these the organizational culture matters a lot.

Statement of the Problem

How to cope up with inevitable circumstances such as a response to a storm?

Areas of Consideration

• Commitment - Total Commitment to the shared success of their employees, customers and shareholders.

• Freedom –• Challenge and Involvement – involvement of other state to help the Southern

Company• Time – the company should regenerate power as much as possible (shortest

period of time)• Conflict Resolutions • Decentralization –• Outcome Oriented • Superior Performance - in all they do - safety first, teamwork, diversity and

continuous improvement. • Unquestionable Trust - where honest, fairness and integrity drive their corporate

behavior. They keep their promises and ethical behavior is a cornerstone of how they do business.

QUESTION &ANSWERS

Quest 1.Describe how you think new employees Mississippi power “learn”

the culture.

Answer. Organizational culture has been described as the shared values,

principles, traditions, shared values and practices have evolved over time and

determine, to a large extent, how things done in the organization.Employees “learn” an organization’s culture in a number of ways. The most

common are stories,Rituals, material symbols and language..

Language Many organizations and units within

organizations use language as a way to identify and unite members of a culture. By learning this language, members attest to their acceptance of the culture and their willingness to help preserve it. The Mississippi power employees “learn” the Organizational culture by two ways which we are mentioning below:

MATERIAL SYMBOLS

In Mississippi power one key elements is the company’s can do organizational culture, which is

evidenced by important values inscribed on employees’ IDENTIFICATION TAGS “unquestionabletrust” Superior performance, total commitment.”Because the values were visible daily, employees knew their importance

STORIES

The employees at Mississippi power worked in difficult and demanding situation in the wake ofhurricane Katrina. For their dedicated and devoted work during the situation the Mississippi powerwas honored with an “emergency response award” by the Edison electric institute in January 2006it’s an award that all the company’s -employees are proud of. During such situations do stories ofvarious employees and the culture of the company come forward and new employees can learn fromthese stories the real culture of the company.

Question # 2

What stake holder might be important to Mississippi power? What concern might each of these stake holders have? Would these stake holders change if there was a disaster to which the company had to respond?

Answer

StakeholderStakeholders are any constituencies in an organization’s environment that are affected by the organization’s decisions and actions. Stakeholders include both internal and external groups. As both can effect what an organization doesand how it operates. Managers care about stakeholder’s relationship for one thing; doing so can leadto desirable organizational outcomes, such as improved predictability of environmental changes, moresuccessful innovations greater degree of trust among stakeholders and greater organizationalperformance.

As a provider of one of the most important services, almost all stakeholders are important to the Mississippi power company such as (employees, customers, trade and industry associations, governments, shareholdersAs for the concerns that each stakeholder might have:Emplyees: are their main concern is to restore the power network as soon as possible. They might also be concerns that their efforts should be encourage and reward must be given to boost their motivation levelCustomers: their concern will be about being reconnected with power

Governments: Government can also be stakeholder as government can earn tax revenue from company and it’s also the responsibility of government to provide electricity to citizen of state.Shareholders: Shareholders are also key stakeholder in company as they have invested in company. They mainly concerns with the profitability of company.In case of a disaster, stakeholders will not change; however, the company’s priorities will change, inour case, restoring the power network; i.e., employees are the most important stakeholders

Question #3

What could other organization learn from Mississippipower about the importance of organization culture?Ans: The other organization can understand the

company’s decentralized decision making approach to contribute to the way in which employees were able to accomplish what they did. The oldapproach were responding to a disaster with top down decision making being push further down to the electrical substation level, a distribution point that serves some 5,000 people.

This structure made things happen faster then the expected people were getting more done.”At the end all employees if Mississippi power worked in difficult treacherous and often dangerous situations did what they had to do they got the job done the reorganization of the company’s outstanding efforts to restore power in the wake of hurricane Katrina Mississippi power was honored with an “emergency response award” by the Edison electric institute in January 2006 its an award that all the company’s employees can be proud of.

Other organization could learn from the Mississippi power company their values, principles, and traditions and how they influence their employees and allow them to take risks and innovate in order to complete their tasks.Other organizations could also learn that in strong and dynamic cultures almost all goals could be achieved through delegation of authority, decentralization, motivation of employees. And after all, rewarding and recognizing successful employees, also conveying the company’s culture to new employees.