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Mississippi Power Case Application

Mississippi Power Case Application

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Published by sanya-nisar-2818

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Published by: sanya-nisar-2818 on May 15, 2010
Copyright:Attribution Non-commercial


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Pg 87
Mississippi power 
Using Exhibit 3-2, describe the culture at Mississippi Power.Why do you think this type this type of culture might be important to anelectric power company? On the other hand, what might be thedrawbacks of such a culture?ANSWER: The culture at Mississippi power is best described as follows:
Innovative and risk taking:
The Mississippi Company is high oninnovation and risk taking. Company encourages employees to be moreinnovative. In our case, an example of innovative ideas was when onecrew stripped a generator off an ice machine to get a substationworking. The company’s decentralized decision-making approach hascontributed to the way employees deal with ad hoc and panic situation.
in our case, it’s the degree to which employees whereaggressive to restore the power to their customers as hundred percentof customers were out of power and sixty five percent of distributionfacilities were destroyed. It was only because of there hard work andcommitment they were able to complete their job in good time.
Team Oriented:
1,250 employees at the Mississippi power havecombined all their efforts to complete the job and have succeeded.
People oriented:
in our case, the main target of the company was torestore electric power to their customers; and that happened throughthe manager’s plans and employees efforts.
Outcome oriented:
managers at Mississippi Power Companyfocused on the outcome; in our case restoring the electric power wasthe most important issue. The Mississippi power employees had onemission is to get the power back on.
Attention to details:
I think Mississippi Power Company is low onattention to detail. The decision making is decentralized. Heremanagers and employees are expected to respond and react quickly,efficiently, and effectively to any fault or natural disaster.The drawbacks of such culture could be as the decision making isdecentralize any wrong decision taken by any of the managers or employees can be costly to company. This might result in loss of company reputation and also incur financial loss for company. Sometime decentralization also result duplication of work.2) Describe how you think new employees at Mississippi Power “learn”the culture.ANSWER: The culture of organization is shared values, principle,tradition and ways of doing things. In this case culture of MississippiPower, it culture encourages innovation and risk taking. I think newemployees at Mississippi Power Company learn the culture by:First, when new employees are recruited managers have to judgewhether these candidates fit into the organization.
Second by training new employees.Third, through stories, for instance, our case could be a good exampleto introduce the company’s culture to new employees.Fourth, through company’s right and ritual ceremonies. This includesmotivating successful employees and risk takers by awarding them.Fifth, managers are role model for new employees. There action can begood example of steeped culture of Mississippi Power.3) What stakeholders might be important to Mississippi Power? Whatconcerns might each of these stakeholders have? Would thesestakeholders change if there was a disaster to which the company hadto respond?ANSWER: As a provider of one of the most important services, almostall stakeholders are important to the Mississippi power company suchas (employees, customers, trade and industry associations,governments, shareholders)As for the concerns that each stakeholder might have:

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