...Abstract The main purpose of the report is to discuss the Mount Cedar Technologies case study and show how Future Point Consultants (FPC), a consulting company, has analyzed the structure and inner workings of a tech company named Cedar Tech. This analysis has enabled FPC to identify current hurdles and difficulties to operating effectively. In addition to addressing each obstacle throughout this report, this report provides an overview of Cedar Tech’s history, current status, and goals. This report is divided into eleven sections that identify different business objectives ranging from organizational culture, building effective teams, to full implementation of recommended solutions. Introduction and Company Overview Mount Cedar Technologies also known as Cedar Tech is an Information Technology infrastructure integrator that was established in 1995. The company grew at impressive rates in its first ten years of business. Cedar Tech was originally an importer and distributor of computer accessories but later transcended into a dominant force in the IT community that was able to acquire other companies. Today they specialize in hardware and software products, storage and security solutions, and technical services to Enterprise, Small and Medium Businesses, and to Government, Educational, and Medical institutions (Ghazzawi, 2008). Although the company has grown quickly it has failed to effectively manage and retain its workforce, recognize or reward employees, and implement an...
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...Southwestern Louisiana and Louisiana Tech. Also, two holdover teams, Arkansas State and Texas-Arlington, featured new head coaches. Southwestern Louisiana and Louisiana Tech both departed the Gulf States Conference. USL was coming off a league title in 1970, while Louisiana Tech struggled through a 2-8 season a year after winning the Gulf States crown during quarterback Terry Bradshaw’s senior season. On the coaching front, Bennie Ellender left Arkansas State for Tulane, his alma mater. Ellender was replaced by Bill Davidson, Arkansas State’s offensive coordinator and a former Indians player. After Texas-Arlington’s...
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...Cedar Technologies | | | | | Odessa BakerLisa BlochMelissa DanielsPaterno DubriaMelinda Tomenis | May 15, 2011University of La Verne | | Table of Contents Synopsis 3 Chapter 1: Organization mission/Goals/Strategies………………………………………………..5 Chapter 2: Effective Organizational Culture……………………………………………………...6 Chapter 3: Motivating Employees 8 Chapter 4: Training and Diversity 12 Chapter 5: Organizational Structure and Design 15 Chapter 6: Communication Effectiveness 18 Chapter 7: Group Decisions 21 Chapter 8: Leadership Style and Development 24 Chapter 9: Empowerment Plan 27 Chapter 10: Building Group Teams 30 Chapter 11: Managing Change 32 References 35 Synopsis Mount Cedar Technologies, Inc., also referred to as Cedar Tech, was founded in Los Angeles, CA in 1995 by John Curtis and Frank Mathew. More than 80% of Cedar Tech’s business comes from customers within California while less than 20% comes from other states. The company started off as an importer and distributor of computer accessories such as computer cables, audio/video cables, surge protectors, etc. In 1998, the company added new products by becoming a provider of third party technology, including hardware, software and services to corporate customers including computer and networking accessories, computers, peripherals, printers, displays, printer consumables, and software. They also offered services such as installing hardware and peripherals into systems, provided...
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...Change & Development Conclusion Mount Cedar Technologies, Inc. A Case Study in Designing a High Performance Organization Introduction Mount Cedar Technologies, Inc., aka Cedar Tech, is an IT infrastructure integrator specializing in hardware and software products, storage and security solutions, and technical services to Enterprise, Small and Medium Businesses, and to Government, Educational, and Medical Institutes. Cedar Tech is located in Los Angeles, California and was founded in August 1995 by John Curtis and Frank Mathew who were longtime friends and classmates. The company was originally an importer and distributer of computer cables, audio/video cables, surge protectors, and a host of computer accessories. In the fall of 1998, Cedar Tech added new products to its offering when it became a provider of third party technology, including hardware, software, and services to corporate customers. Its new product offerings included computer and networking accessories, computers, peripherals, printers, displays, printer consumables and software. Cedar Tech evolved again in March of 2000 when it acquired Denta Solutions of Los Angeles, a small solutions provider, specializing in IT storage. Cedar Tech has rapidly grown from 6 employees in 1995 to 170 employees in 2006; however the company lacks organizational culture and structure, motivation, work groups & teams, decision making, communication, leadership,...
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...Project Outline: Product line Management in High‐Tech Industries Introduction It has been estimated that in the field of high-tech industry, characterized by continuous technological innovation as well as ever changing customer expectations, continuous technology innovation is imperative for sustainable competitive advantage. The high speed of new technologies discovered implies that non-inclusion of appropriate new age products can prove extremely damaging to both established as well as new companies. At the same time, adoption of platforms which are not completely adopted by the industry or investment in impractical technology can also result in unfavorable results. Thus it is imperative thatall High-Tech companies try to find the correct synergy between technological evolutions, their own resources and the demands in the market. An effective Product Line Management Strategy will help them achieve the same. Key Product Line Activities For us to effectively analyze Product Line Management, we need to first concentrate of the various high level tasks that go into creation of a product line. Such tasks can be broadly categorized as * Core asset Development of a Product Line * Development of products using the above developed core assets * Management of both the core asset as well as the products developed so as to meetthe organization’s overall goals Although some may interpret Product Line Management as only the third step above, but we feel that only...
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...Chapter Ten Team and Culture ……………………………………………………. 49 Chapter Eleven Managing Change …………………………………………………… 52 References ……………………………………………………………. 57 Chapter One Company Background, Mission, and Vision Current Conditions: Mount Cedar Technologies, Inc. is a corporation that was founded in 1995 as a major importer and distributor of computer accessories, yet over time, has developed to become a leader in various other aspects of the hardware, software, and IT markets. In just over 10 years, sales have grown at Cedar Tech to over $110 Million in annual sales, and while experiencing growth, Cedar Tech has failed to incorporate an organizational structure in their business that will support their size and market demand. As a result, the organization has also failed at motivating and rewarding employees, making ineffective decisions, and has been unable to improve its’ operational effectiveness. Goals: It is the goal of senior management to lead the corporation into the 21st century as a leader in its industry by adopting business procedures that have been...
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... *Theory: ideas about what something is, how it works; the key elements are generalizability, explanation, prediction! Large, successful orgs are still vulnerable; orgs are only as strong as their decision makers. • Current Challenges • Challenges today are different from the past, so org theory is evolving. • Top execs say that coping with rapid change is the most common problem in orgs. • Globalization: world is shrinking with rapid advances in tech/communications à takes less time to influence the world from remote locations. o Today’s orgs must feel “at home” anywhere in the world. o Contracting functions to orgs in other countries or partnering with foreign orgs gives...
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...MOT Management Style. The biggest challenge between hi-tech and low-tech lies in the management of the most important asset in any project - Human Resources. According to the textbook, ‘field research finds that performance problems involve mostly managerial, behavioral and organizational issues rather than technical difficulties’. High-tech HR are more educated, self-directed, highly skilled/specialized, ambitious, demanding and question everything, with some outsized expectations requiring recognition of their accomplishments. Traditional linear work processes and top-down controls are no longer sufficient, but are replaced by flatter, leaner organizations, are less sequential and centrally administered, more team based, self-directed, agile. Many project managers will try to get the best people on their project team. Experts are needed, but a team selection process focused on experts might not result in a team that that works well together, i.e. that became cohesive. Prefered is a motivated and reliable team in which the members complement each other. Cohesive teams work hard, enjoy their work, and spend a great percentage of their time focused on the project goals. They have the following characteristics: Competent team members A shared, elevating vision or goal A sense of team identity a results driven structure A commitment to the team, mutual trust, interdependence, small team size Effective communication A sense of autonomy A sense of empowerment A high...
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...Generations can learn a lot from each other. Whether it be small lessons or life changing lesson. Things that one generation can learn from another is how to use technology, to not give up, and that to push yourself to accomplish your goals. For instance generations can teach one another how to use technology. In “Tutors Teach Seniors New High-Tech Tricks” it states “ High school students studying computer tech or involved with the National Honor Society sign up to help local senior citizens about Facebook, Skype, smartphones, even something as simple as a camera.” Students from a different generation where technology rules are showing elders who come from a generation where technology wasn't that advanced how to use the technology today. This is an example of how one generation educates the other. When my grandmother comes to my house, she goes on to the house computer. When she uses the computer she always asks me to help her with it. My grandmother and I both come from different generations and have different levels of efficiency with...
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...Presentation #2 - What kind of structure, controls, and culture would you be likely to find in (a) a small manufacturing company, (b) a chain store, (c) a high-tech company, and (d) a Big Four accounting firm? November 23, 2015 Team 5 (Kelsey Carragher, Mariem El Aloui, André Gordon, Dave Harris, Kathryn Ryan) Slide 1 – Introduction * introduce everyone, discuss how this chapter was a little bit confusing but we are going to try to break it down for the class as simply as possible by discussion the three organizational design properties; culture, structure and controls. * Furthermore we applied these design properties to four types of companies; small manufacturing company, Chain store, High tech and Big four accounting firm. * We will be applying the various strategies that are discussed throughout the chapter under the three categories. We tried to speak to every term in this chapter and identified one for each category and applied that to the various companies. Slide 2 – Organizational Design * Discusses the process of how a company should create organizational structure, control systems and a culture that will make support a successful business model. * Organizational Structure: Define organizational structure: Assigns employees to specific value creation tasks and roles and specifies how those are linked to increase efficiency quality, innovation and responsiveness to customers. * Control System: a set of incentives to motivate employees...
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...and the delivery date then Marketing should not over-write it without consulting operations. The people in operations can also be aware of the market conditions and the corporate goals. This can make less difference in the quote. * The job must fit with Ti-Tech’s high quality image and capabilities * The Company should have experience with similar products * Clear specification and job scopes * Contribution before S, G&A should be 20% of the selling price * Simple design and reliable cost estimates * Progress payments on labor and material (as applied). * Market area potential * Job allowing adequate delivery time. * Acquiring or developing a standard product line. * Opportunity to add a new capability to Ti-Tech’s operation. * Able to meet Contingencies. 2. What are the major characteristics of each order relative to the criteria? * Market area potential – Stone parker. * Opportunity to add a new capability to Ti-Tech’s operation – Northern Paper * The Company should have experience with similar products – Hendrick Construction * Able to meet contingencies - Chemco 3. What is the best order? Let us first see which not the best is: * Stone Parker is not the best because it requires unusual fabrication with which Ti-Tech is inexperienced. Also, Stone Parker is making progress payments only on raw materials and not labor. The stone parker had a very high material cost. And unusually low labor cost...
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...decisions being made. Assisting the Umpires / Referees Most professional sports in the United States have long used instant replay and other high-tech aids to help referees make the right call. Gridiron has used video replay systems to check referees' calls for many years. Basketball referees use replay systems to make sure players are shooting within the time allotted by the shot clock. In international cricket, the third umpire has been used, one sitting off the ground with access to TV replays of certain situations (such as disputed catches and boundaries) to advise the central umpires. The umpires out on the field are in communication via wireless technology with the other umpire. The third umpire is also asked to adjudicate on run out decisions, which he makes without consultation with the two central umpires. One sport that has resisted the use of high-tech assistance until very recently is soccer/football. Replays could be used to decide off-side decisions, whether a ball passes over the goal line, and clarify penalty decisions. Hawk-Eye Technology Hawk-eye is the name of a computer and camera system which traces a ball's trajectory. It is being used in international cricket and tennis, and many other sports are also looking at making use of this technology. The system is also being trialled in soccer as part of the goal line assessment. The Premier League of Football in the UK has agreed to...
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...West’s group had failed to meet their operating targets, and profits dropped by 15 percent. This has lead to concern on the part of Mr. West in regards to this year’s performance, and meeting this year’s numbers is paramount to the long term potential for Mr. West. Adding to this dilemma, Mr. Spinks has brought a proposal to Mr. West that involves development of new lighting technology. This program would cost $2.5 million over the next 2 years. The marketing department backs the plan to develop this new technology. However, the accounting department feels that there is no room in the budget for this R&D. The manufacturing department adds to the mix that they desire to put those expenditures into new machinery for the current production line, which will contribute to immediate results. With looking into whether to push for funding of the new technology there are many factors to consider. In the question of funding, one must consider the consequences of project failure, macro and micro problems, systems affected, alternatives, and systems affected. He needs’ to consider what will happen if the funding is not authorized in addition to failed technology. All of...
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...Recruitment is defined as a process that attracts potential future employees who have KSAOs that will help the organization achieve its strategic goals. (Heneman et. al., 2015) Determining how an organization will go about the actual process of recruitment for a job position requires intricate planning and foresight. For this week’s assignment, a recruitment plan will be developed, discussing recruiting strategies and plan for action to fill the position of Product Manager at Tech Data Corporation. GOALS FOR ATTRACTION, SPEED & TIME FRAME The first three steps in the planning phase are to define Tech Data’s strategic goals for the recruiting process, decide how broadly it will recruit and consider organizational administrative issues. These must be decided on and finalized before executing the plan to attract applicants. In relation to the position of Product Manager, one must consider the person/job fit and intertwine that with what types of applicants are most likely to have the required KSAOs. Remember, the techniques for recruiting should closely match the organization’s culture and values (Heneman et. al., 2015). In this case, Tech Data is a corporation that attributes much of its success to “teamwork, partnership and being a respected presence in our communities”. In efforts to attract applicants with this person/job fit, Tech Data will strategically execute the plan for filling the position of Product Manager by diversifying external recruitment and will use today’s...
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...Recommendation Structural Intervention Strategy Apple Inc. (Apple) is highly regarded as one of the most successful tech company that were established and founded in 1970s with a significant trademark creation product, Macintosh computer. Ever since, Apple has managed to take the lead in highly competitive personal computer and smartphone industry and creating substantial value by keep on innovating and creating one of a kind products that shown distinctive class in term of quality, attentive customer service and design styles. One of the factors contributed to the success of Apple in tech industry is its Human Resource department who did tremendous job in organizational development. As we know, Apple organization structure hierarchy operates based on flat collaborative structure rather than the traditional tall divisional one. This implies that Apple favors on collaborative working environment where all the think tanks and professionals cooperated to achieve the organizational goals independent of their location. In order to sustaining this positive working environment, their HR department come up with intervention strategies such as distribution of specific color T-shirt to the employees based on their role in the company. They also deployed the workforce effectively in order to concentrate their supervisors and managers focus on leadership and improving customer service. HR department also work hard on retaining talents with growth opportunities within the organization...
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