TheOrganizational Structure of Rogers Communication Inclusive
Theorganizational structure of Rogers Communication Inclusive iscomplicated by its interests in a significant number of projects. Asa result, it uses matrix arrangement which combines the aspects ofvarious types of structures. The new chief executive officer and thepresident of the company commented that the current structureresembles cold spaghetti where everything is entangled (The Globe andMail, 2014). He further asserted that the firm was operating like anorchestra where everything was done unsystematically (The Globe andMail, 2014). Therefore, his primary task would be to restore order.As a result, it is characterized by ambiguous role boundaries, anextensive delegation of activities, and autonomy at work.
Apparently,the primary disadvantage of this approach is the increased vaguenessin organizational functions (Schnetler, Steyn & Van Staden,2015). It compromises the chain of command, thus leading toconfusions among employees. For instance, employees can report tomultiple levels of management. Sometimes, they do not know where tosubmit their reports. Under such a circumstance, it is hard to trackthe performance of workers and hold them responsible for theiractions because reports are not gathered, compiled, and kept by onesupervisor or manager (Schnetler et al., 2015). Time is also wastedwhen employees do not know what to do on a particular day. The factthat it encourages autonomy in decision making also contributes tosluggishness as a lot of resources are dedicated to deciding what todo rather than working. In contrast, a lean organizational structureis efficient because policies and instructions are handed down toemployees from the executive management unit. Consequently, workersknow what the organization expects from them each day when they comeor leave work.
Itis also difficult to track the performance of various projects in thecorporation since employees can work anywhere at any given time. Inthe end, a substantial number of workers become redundant. Thequantification of the amount of resources used to perform specificfunctions within these projects is also a major issue in this casebecause of the way it defies the generic concept of an organization.A company can be thought of as a large system with different units.These parts perform specific roles, thus require unique skill setsand management processes. Additionally, they need specific resources.The outputs of these sections combine in the mainstream system andcontribute to the delivery of values to customers. When there is afault in the arrangement, then it becomes easy to diagnose it and fixthe related challenge. However, such is not the case for RogersCommunication. It is assumed that every department works efficientlyto enhance the productivity and profitability of the firm in a matrixset up. Blurred management practice, which characterizes the company,compromises the ability of the executive officers to appraise everysection and workers of the organization. Therefore, it takes a lot oftime to realize that the contribution of a specific process is belowthe expected standards.
Thisstyle of administration also makes it difficult to define careerpaths of several workers because they never hold single roles for along time (Clegg, Kornberger & Pitsis, 2016). It compromisestheir development because they are exposed to a situation where theyneed to gather multiple experiences within a short time. As a result,the organization may end up lacking people with special skills. Therefore, they are forced to hire new workers every time they need aparticular set of abilities in the firm. In the end, the roles wouldbe duplicated and resources wasted in hiring workers to performduties which would have been easily accomplished by the existingworkers had the company given them adequate time to develop.Moreover, the people lack cohesion because they are forced to work ina setup where duties keep on changing rather than working in smallteams which pursue specific objectives (Clegg et al., 2016).Employees are exposed to constantly shifting leadership structures.For instance, any member of the executive team can supervise anyproject or any team, thus disrupting the flow of communication andcompromising the development of a sense of identity.
Whena new leader comes to an existing group of people, he or she tends toimpose new values, approaches, and goals. Within the transitionperiod, individuals are bound to get confused before adapting to thenew methods. If these changes occur regularly, then projects stagnateor move slowly because workers take a lot of time to adjust to thechanges. Therefore, it is important for employees to work underspecific leaders for a substantial time, at least until the relatedobjectives are achieved, before changing management. The changeshould only be made when it is critically essential for the growthand expansion of the business.
Changesto the Organizational Structure
Theanalysis of the organizational structure reveals that it facilitatesdisorganization due to the company’s multiple branches, interest innumerous projects, and the large workforce. There is an increasedneed to track, record, analyze, and display the performance of everydepartment and individual to determine whether the organization hasbeen meeting its objectives. Rogers Communication, being a large andmulti-dimensional company, should adopt a divisional organizationalstructure because it can facilitate orderliness(Steiger,Hammou & Galib, 2014). In this context, projects are manageddistinctively as if they were non-related entities. The divisionsshould be created around various products and services offered by theestablishment.
Thisapproach would suit the organization because it facilitates thecreation of specific teams of workers with specific mandates. As aresult, they become focused on particular products and services. Inthis context, it is possible for the organization to monitor andevaluate every activity that takes place in all the divisions(Mangla, 2015). Correspondingly, it supports the efficientutilization of human resource as opposed to the matrix method. Thetransparent nature of the structure makes it easier to hold everydepartment and worker accountable for their results. It alsoencourages faster decision making because critical policies andprocesses are designed at the management level. It motivates thecreation of a realistic work framework, expectations, goals, andobjectives in place (Steiger et al., 2014). The roles are defined,thus making it easy to determine career paths and establish anappropriate system of promotion. It also fosters unity because smallgroups of people work together under a consistent leadershipstructure.
TheInternal Management Practices of the Organization
Policies,Procedures, and Practices
Itis safe to argue that Rogers Communication Inclusive has a relativelymore comprehensive policy framework and approach compared to itscompetitors. A review of the company’s history reveals that it hasnever experienced severe ethical standard violation-relatedchallenges. The policies, procedures, and practices of theorganization aim at enhancing their image in the market (RogersCommunication Inc., 2016). The primary objective is to create aperception that it sets and adheres to high standards of integrity,ethical behavior within and outside the corporation, and excellentcorporate citizenship. As a result, there is a policy document inplace to guide employees and establish the kind of work culture thatis envisioned by the executive management. However, the leaders ofthe company acknowledge that the policies cannot guide the proceduresand practices comprehensively. As a result, workers are highlyencouraged to use their sense of judgments to discern situations, andmake decisions which would impact the corporation positively.Furthermore, they are advised to consult their managers, supervisors,and human resource officers adequately whenever they face unfamiliarsituations. The firm also lays a greater emphasis on complying withall the governmental laws and regulations governing trade and therights of individuals at the workplace.
Asa result, the human resource department has been tasked with theresponsibility of reviewing, modifying, and implementing thesepolicies (Rogers Communication Inc., 2016). In their absence, suchroles can be carried out by the chief financial officers or chieflegal officer. The corporation has adopted regular training to raisethe awareness of all workers regarding the existence of businessconduct policies. The goal is to remind them always of the relatedstrategic objective of advancing the brand image and improving theiroutlook in the competitive market (Rogers Communication Inc., 2016).Also, policy interpretation has also become a common practice in thebusiness. This method focuses on facilitating the understanding ofworkers. Furthermore, the company treats violations of rulesseriously. In fact, they use stern measures to discourage people fromcompromising the policies. The review, addition, and modification ofthe policy document are done in the presence of other stakeholders topromote accountability and facilitate the awareness of the entireorganization.
Thecompany also acknowledges the importance of issuing policy documentsto new staff members at the time when they sign contracts to avoidlawsuit risks. The contractors and dealers such as suppliers are alsoexpected to maintain a high level of ethical and professionalstandard in a way that aligns with the rules and regulations in theircountries. In the past, corporations such as Nike faced criticism forthe actions of their manufacturers. Therefore, it is important toassess their level of influence on the organization and developstrategies which help in ensuring that they remain committed toobserving the related policies. Rogers Communication also prioritizeson establishing a work environment which not only adheres to thelaws, but also set an example for newcomers as well as theirpartners. All the employees signed an agreement document whichsignifies that they read the policies and are ready to adhere andcomply with them to improve customers’ perception of the firm.
Therefore,they have the responsibility of always checking with the humanresource department to determine whether the regulations havechanged. It is also their responsibility to seek clarificationregarding the areas they do not understand. Furthermore, themanagement expects all staff members to report incidences which tendto undermine the work culture. A person is regarded as obstructingjustice when he or she refuses to report an issue which may impact onthe wellbeing of the corporation adversely. The hotline numbers havebeen established to enhance communication and enable people to reportadequately and promptly when they spot or experience an activitywhich contradicts the position of the organization.
Specifically,the policies of the organization assert that employees can onlyrepresent an organization when they have prior and adequateauthorization from the management. Respect and dignity are also partof the rules. The community has become highly diverse. Every businesshas been trying to reflect every cultural, religious, and racialaffiliation in their workplace. Canada is a cosmopolitan country.Therefore, it is in the best interest of corporations to ensurepeaceful co-existence to avoid interference of human rights activistsand the criticism of the public. For a long time, these approacheshave cemented the company`s position as one of the leadingenterprises in the telecommunication industry. In fact, the mainissues which have been affecting the business result from the highcost of services and products rather than the behavior of employeesin the organization. It is a fact that the firm has been experiencingincreased challenges in their customer services. The management`scommitment to high ethical standards, good corporate citizenship, andhigh level of integrity has carried the company for an extendedperiod amidst intense competition and customer rebellion due to heftyprices.
Rogers Communication`s rewards and incentives framework seek toencourage behavior and values which align with the policies and workculture preferred by the management (Rogers Communication Inc.,2016). It is also used as a tool for motivating employees to workhard to implement the accepted strategies and achieve the relatedobjectives (Rogers Communication Inc., 2016). As a result, thecorporation developed four categories of award, including impactbusiness award, community involvement award, customer first award,and chief executive officer award (Rogers Communication Inc., 2016).These accolades target specific and critical areas of theorganization`s numerous processes and systems. For instance, theimpact business honor is given to workers whose individual effortshave catalyzed the attainment of goals efficiently. This award islikely to be accorded to many people because the company is large andhas several branches. Achievements include, but are not limited to,efficient utilization of the available resources to drive the relatedschemes, maximum output, and observing all the rules and regulationsimposed by the management among others. Currently, RogersCommunication Inclusive is the 37thlargest business in Canada. Its annual revenue in the last financialyear was reported to be approximately more than $12 billion. Theymade over $5 billion net profit in the same period, despiteexperiencing challenges with their customer service.
Secondly,community involvement accolade is given to individuals whosevolunteer practices in community development processes enhance theorganization’s image in the market. The company’s strategic planinvolves establishing and sustaining a strong brand image. Thisapproach is essential in maintaining customer loyalty(Subramaniam,Al Mamun, Permarupan & Zainol, 2014). Therefore, voluntarism incommunal activities can be perceived as a part of the corporation`sgrand social responsibility plan. Rogers Communication wasestablished recently, yet it is already considered as one of the topfifty most popular brands in Canada. This fact proves that this typeof award has driven various staff members to engage in many projectsin different communities. Thirdly, the customer first prize is givento people whose actions have enhanced the perceptions of consumers.It aims at reinforcing behaviors which improve the experience ofclients. The market’s perception of a given company’s process isessential because it determines the level of loyalty (Subramaniam etal., 2014). Lately, the corporation has been experiencing problems intheir operations. For instance, their profit margin has reducedsignificantly, thus indicating that consumers have been switching toother products and services or abandoning them all together.Therefore, it is realistic to infer that staff members have not beenworking hard to impress the market. It can also be assumed furtherthat this accolade has been ineffective. Lastly, CEO award can bethought of as the overall accolade. The winner in this class iscarefully selected from the preceding categories. Unlike others, thisprize can only be given to one person, thus making it highlycompetitive. In most cases, it includes promotion or salary addition.Its effect on the corporation is not as significant as other awardssince it attracts single individuals rather than a group of people.
Rogers Communications uses a range of benefits to incentivize theworkforce. For instance, they offer health benefit plans and lifeassurance to both part-time and regular employees (RogersCommunication Inc., 2016). This approach has resulted in theexistence of a healthy workforce. Reports further indicate thatworkers are satisfied with the strategies used by the executivemanagement team to enhance their wellbeing. Additionally, all thestaff members benefit from long and short term disability plan.Moreover, the organization has established a robust pension schemefor the entire workforce to ensure that they continue to livecomfortably even after they retire. This method has been essential inattracting and retaining individuals with immense talents. Otherbenefits include education assistance, employee and family assistancescheme, fitness facilities and rapid response health unit to takecare of onsite health issues. Lastly, they are offered up to 50%discount when purchasing the firm’s products and services (RogersCommunication Inc., 2016). This strategy has been essential andefficient in motivating people to work hard and embrace innovation,especially given that Rogers Communication is a technology-orientedcompany. The substantial success which the corporation has enjoyedthis far can be attributed to the executive’s commitment toenhancing the experiences of their employees. Currently, they haveover 20,000 employees, and there have only been few complaints fromthe workforce (Rogers Communication Inc., 2016). Thus, it impliesthat they are contented with the organization’s work environment.
TheOrganizational Culture of Rogers Communication Inclusive
TheInitiatives which were taken by the Organization to perpetuate theCulture
Theorganizational culture of Rogers Communication Inclusive revolvesaround innovation (Rogers Communication Inc., 2016). The technicalfield is dynamic because new ideas emerge regularly. Therefore, itrequires people who are conscious of such changes. They should alsobe ready to adapt rapidly and facilitate the change of corporation’sdirection and strategy when the need arises. One of the strategiesthat have been adopted by the executive management to promoteinnovation is enhancing the diversity of the workforce (RogersCommunication Inc., 2016). The rationale of this approach is that adiverse workforce presents various ideas which can be used to meetthe organization’s aspirations of being the leading provider oftechnological solutions in Canada and other sections of the world.Therefore, the work environment is designed in such as a way that itsupports the inclusion of people from different cultural, racial, andcultural background. In fact, respect for other people`s beliefs isone of the aspects which feature predominantly in the policy documentof the corporation.
Theworkforce reflects the market composition, thus encouraging customersto identify with the organization (Saxena, 2014). The human resourcedepartment has the responsibility of ensuring that labor force isbalanced. Therefore, the process of hiring employees with differentbackgrounds is a conscious and intentional process designed by the HRofficials in the presence of other members of the executive plan. Thesecond strategy used to facilitate innovation includes developing asense of belonging among employees. The design of the company’sstructure makes it easier for workers to make autonomous decisionsand assume any role without restrictions. A sense of belonginginspires employees to innovate processes which would yield betterresults (Muogbo, 2013). Lastly, the company uses different categoriesof recognition, award strategies, and benefits to encourage people tobe creative. This approach focuses on meeting the specific physical,emotional, and psychological needs of workers, thus making themcomfortable and ready to work (Muogbo, 2013).
TheThree Forces Facilitating the Evolution of the Organization’sCulture
Oneof the forces which are likely to promote the developments of theorganization`s culture is the increasing power of buyers. In thiscontext, the company will be obliged to review its processes anddevelop customer-focused strategies rather than concentrating on theproducts (Benton& Maloni, 2010). Practices such as value co-creation areessential in the changing external environment because it helpsstrategic managers to gather opinions which can be used to developproducts and services which meet the needs of consumers (Benton &Maloni, 2010). The second force includes the abundance oftechnological tools. In this case, it is increasingly becomingirrelevant for the organization to focus on developing technology,whereas they can outsource them cheaply from other producers and usethem to drive their business strategies (Tayauova, 2012). The thirdforce is the need to cut the cost of operation to create moreleverage which can be used to reduce prices of products and services.Buyers tend to go for products which are high quality and costsrelatively less compared to others. This aspect can be exploited bythe organization to overcome the competition in the market. Recently,the firm has been facing rebellion from a substantial section of itscustomer base. Therefore, it is only logical that they cut the costsrelated to attaining innovation to create adequate space for thereduction of prices.
Isthe Organization’s Culture Healthy?
Theorganization’s culture is healthy because it promotes vigorouscompetition among employees. As a result, the business is likely tobenefit from people’s commitment to attaining exceptional results.It does not matter whether they are working hard to be recognized.The bottom line is that they perpetuate the firm’s strategies andcontribute to its growth and expansion. It is also healthy because itcombines various approaches which aim at increasing the level ofmotivation among employees. An inspired labor force is that which cando everything to ensure that their organization survives in the midstof increased competition (Lindner, 2008). Additionally, it is healthybecause it focuses on enhancing the diversity of the workforce. As aresult, the compositions of workers resemble the structure of themarket. This resemblance can be used as a tool for convincingconsumers to identify with the company and remain loyal regardless ofthe existence of various options.
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