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Individual Analysis Paper Albert Sherman September 30, 2011 MGMT 320-52 Robert J. Niemi, Ph. D 1. What is the brief history of the company and its line of business is it involved in? Background/History: The field of Social Services happens to be one of the many areas in the State of Minnesota that provide serves to people with Developmental Disabilities and also mental health/behavioral. It can be further complicated by the overwhelming number of service options, multiple home care companies and other people’s opinions of what’s best.
Seeing the need to serve these people Jamie Fenh was move to establish a company that will meet the needs of these people. Thereby in 2003 Pinnacle Services (PS) was founded to be a part of that industry catering to these people. PS compassionately responded to the need for assistance by offering an array of home care services. Its mean mission is to ensure that quality services are provided to the consumers they serve, so that those consumers may achieve their full potential and realize their dreams.
PS sets out to achieve this mission by utilizing, investing, and celebrating their consumer’s needs, dreams, and choices in regards to where they live, learn, work and play. PS provides innovative support to help people achieve their personal goals and improve the quality of their lives. Their services are flexible. They meet each individual’s needs for design, delivery and level of support. It is PS’s goal to help the people they serve attain their highest level of achievement. They support them and their families in meeting their needs and accomplishing their goals.
In addition, Pinnacle Services brings cultural diversity, consumer satisfaction, person-centered services, high standards and proven quality to the consumers they serve. Its competencies are to have the benefit of a shared administrative, highly motivated team with years of experience and knowledge to draw on. PS seeks to empower people to achieve their full potential and to realize their dreams. They are committed to creating and expanding opportunities for children and adults with disabilities.
This is demonstrated by their agencies contribution to the realization of an individual’s choice of caregivers, support, housing, and employment opportunities. Organizational Design/Culture: 1. How is it structured as regard to organization? 2. What is the culture of the organization? The very nature of the field of industry requires one to be very flexible and be willing to quickly adapt to the non-ending changes that comes with it. This flexibility is one those traits that is seen in the amongst many employees within the organization.
Pinnacle Services has many reasons for its success however the one that sticks out the most is its friendly and family oriented work environment that it has within its walls of employment. The polychronic culture exhibited by Jamie fehn, the Administrative Director, has largely contributed to the social nature of the company. More over the diversity of the people that PS employees is over whelming. This team includes culturally and professionally diverse staff with training in social work, psychology, special education, counseling, nursing, program management, financial management and documentation management.
The CEO pointed out that PS, “We employ talented professionals who have completed a rigorous training which meets or exceed the requirements of the Department of Human Services, the Minnesota Department of Health, and of industry standards. ” Its shared value /philosophy is to support individuals only as much as they require and to teach them the skills necessary to obtain and maintain community employment. PS is very careful in its interview process due to the interest it takes in finding qualified, energetic and caring employees to help support individuals improving their lives and helping all those who support and surround them.
These highly qualify workers must meet the standard of the industry and also that of the Department of Human Services. These enthusiastic, motivated employees are than amalgamated in to the company and empowered to make decisions and demonstrate their individual creativity. Thereby, allowing them to maximum productivity in the rendering of care for their consumers. These enthusiastic employees become a part of the team that yields efficiency and output. We offer a great benefits package including: That affect the lives of the people they serve
According to the adaptive perspective of organizational culture, organizations must be ready and willing to adapt to the ever-changing and evolving environment. This type of perspective shows that employees working within a successful adaptive culture support each other, are trusting of each other, and truly strive for the betterment of the organization. Nothing could be truer of the culture at SWA. This ? chip-in? attitude is found to be one that promotes a feeling of confidence in the organization and an expectancy of its long-term continued success.
Pinnacle Services focuses on providing only what is necessary to promote the dignity of independence…. Read More The people we serve are capable, dependable and enthusiastic members of the workforce. Our philosophy is to support individuals only as much as they require and to teach them the skills necessary to obtain and maintain community employment…. Read More Careers Pinnacle Services is dedicated to providing high quality services to people with disabilities. We believe that our employees are the most important factor in providing these quality services. We are always looking for motivated employees that want to make a difference.
We offer a great benefits package including: Leadership: SWA thrives on leadership. According to Joseph Rost? s Leadership for the Twenty-First Century, leadership can be defined as a dynamic relationship based on mutual influence and a common purpose between leaders and collaborators in which both are moved to higher levels of motivation and moral development as they affect intended change. (Freiberg, 298) At SWA, leadership is practiced through collaborative relationships. The employees of SWA work in relationships where the roles of the leader and collaborator are interchangeable.
According to Tim McClure, ? Southwest has been building a company that has leaders within every rank and file of the business. They rise to the occasion at different points in their careers and at different times in the company? s growth, but when they are there-they are there.? (Ibid. , 299) At SWA, leadership is based on commitment, not compliance. Leadership is getting people to want to do what you want them to do because they share your purpose, vision, and values. When the interests of leaders and collaborators overlap, long-term commitment is the result. (Ibid. ) At SWA, this commitment must be earned. . How can you best describe the leadership style within the company? And how structured as it relates to Chain of Command (COC)? (participative or supportive) 2. How strong would you say that employees here composition a part of leadership or is there room wherein they even feel part of it. 3. Is there any composition of regular employees within leadership structure? One that has to do with concerns of your employees? The employees of SWA see themselves as leaders who can make a difference. Leadership inspires motivation among employees because they see that they are cared for and valued as people.
When employees are motivated, there is an increase in your commitment to your work, and your work becomes more meaningful. SWA is big on employee recognition to increase leadership, which will increase motivation. Leaders raise people to higher levels of motivation by showing them how their individual contributions are linked to the major purposes of the organization. Employees who go above and beyond are recognized in SWA? s newsletter, LUV Lines. Leaders at SWA will use any means available to show people the importance of what they do. (Ibid. 314) Leaders will also show their belief in people by giving them assignments that are often way outside the boundaries of their normal job descriptions. Leaders at SWA show employees what extraordinary service looks like, then trusts them to do the right things. Decision Making: 1. As it relate to the company who make most of the major decisions, when it comes to the day to day affairs of the company who make the decision? 2. In the study of BO there are times when companies inquirer from its employees how to go about making decisions that will affect their jobs as it relate to pay, hours of work, benefits.
Is there form of a participatory decision making within the company? Motivation/Rewards: 1. How best can you describe the motivating fact behind your employees wanting to continue working for this company? 2. Is there any form of a reward system within the organization? 3. Other than money is there other form of rewards if any for outstanding work? Staff Recognition Programs At Pinnacle Services we are committed to employee development. We offer all of our employees recognition for their hard work. There are a number of ways we recognize our employees, one of which is the employee of the month program.
Our employees receive recognition in our quarterly newsletter and a gift certificate to a location of their choosing. Paid Time Off (PTO) We are proud to offer our fulltime employees paid time off which is sick and vacation time combined into one. Employees earn paid time off every month they work and the longer an employee works with our organization the more paid time off they can earn. Team/Group Dynamics: 1. In this line of work the cohesiveness is very vital to it goal achievement. How can you define what is that you have, a Team or Group. What are the dynamics by which they operate? . There has to be conflicts within any organization. How can you best describe how these conflicts are resolved. Either with leadership or with co-workers to co-worker? This team includes culturally and professionally diverse staff with training in social work, psychology, special education, counseling, nursing, program management, financial management and documentation management. We employ talented professionals who have completed a rigorous training which meets or exceed the requirements of the Department of Human Services, the Minnesota Department of Health, and of industry standards.
Our support planners are experienced professionals who work collaboratively with families, individuals with disabilities, elderly individuals, County and State officials, and other community agencies to carry out the SWA has instilled a corporate culture that creates the framework for effective and efficient groups/teams. The success of the teamwork begins with employee hiring. The personnel department was renamed the People department, and the training and development department was renamed the University for the People. Henderson, 9) SWA has established a Culture Committee which is charged with the task to indoctrinate both employees and customers in SWA? s different way of doing things. This demonstrates SWA? s commitment to training its employees to succeed within the team – the team being the family at SWA. Kelleher has been successful in creating a family (team) rather than a traditional organizational structure. The teamwork is phenomenal at SWA. Its employees are willing to pitch in wherever needed; they are willing to walk-or fly-the extra mile.
Pilots might man the boarding gate if things are running slow; ticket agents might find themselves schlepping luggage. (Labich, 44) Communication: 1. What is the best line of communication that is used by Pinnacle to communicate with its employees? 2. Comm. is most often between two people the sender and the Receiver. 3. How well have employees understood these lines of communications? 4. How does or by what means does the company get it a result from its employees as to how well they received and decoded the communication? Communication, as defined in our textbook, is ? hose exchanges of information and influence between organizational members, at least one of whom has formal (as defined by official organizational sources) authority to direct and evaluate the activities of other organizational members.? (Kreitner, 497) Communication within organizations moves upward, downward, and laterally. Effective communication is critical for individual, group, and organization success. Like many organizations, SWA uses numerous forms of communication media (e. g. , face-to-face, telephone calls, electronic mail, voice mail, etc. ). SWA faces barriers to its communication process, especially those of a physical nature.
SWA has expanded into markets beyond the Dallas area, and this expansion has caused glitches in communications. (Feldman, 3) Power/Politics: 1. Who has power within the company, is it the CEO or is it the BOD? 2. Even though it is understood that this is a nonprofit business or for profit business what is the politics of the day to day running of the company? 3. Are decision base of a vote of majority rule. 4. Does the dynamic of power/politics make it difficult for decisions to be made and follow up on? 5. The fields of services that your organization is involved with, most see lots of competitions that come with it.
How do you manage that? 6. What are some of the outside forces that fight against such organizations? 7. Learning and Value. Politics in the work place 1. What have you learned over the years of working with this company? Conclusion: Develop an analysis of the organization that focuses on Organizational Behavior concepts and theories. Examine the MGMT 320 Organization Analysis Rubric for Headings to use in your paper. (See below as well. ) Background/History: Describe the organization and identify concepts/theories evident from your research such as: Organization design, power and politics,
Leadership (including style), Decision making (including model), Motivation (including theory), rewards, Communication, team/group dynamics, Organizational culture. Describe the organization from the three levels of organizational behavior (individual, group, organizational). Life Insurance Pinnacle Services offers a Life Insurance plan to all of its fulltime employees, contributing 100% of the monthly cost. Short-Term Disability We offer our fulltime employees a short-term disability policy that provides payments to an employee should they become disabled and cannot work.
Our organization contributes to 75% of the cost of this benefit. Paid Time Off (PTO) We are proud to offer our fulltime employees paid time off which is sick and vacation time combined into one. Employees earn paid time off every month they work and the longer an employee works with our organization the more paid time off they can earn. Paid Training At Pinnacle Services we are committed to employee development. We offer all employees paid training in a variety of topics including but not limited to; First Aid & CPR, Medication Administration, Data Privacy, Vulnerable Adults and Maltreatment of Minors Act. 01k Retirement We offer our salaried employees a 401k retirement plan with an employer match. This is a great way to save for retirement; employees can contribute some of their earnings pre-tax and Pinnacle Services will match a portion. Mileage Reimbursement We appreciate our employees using their vehicles when necessary. We therefore offer all employees reimbursement at . 405 cents a mile for any driving they do related to their position. References http://www. pinnacleservices. org/about-us/