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Transcript of Roadmap
Who here has Verizon as their carrier? T-Mobile?
Which company is younger?
Which company has higher employee satisfaction ratings?
Verizon and T-Mobile:
The "At the Top" versus "We Can't Stop"
Efficient hybrid formal organization
Diverse work force
Troublesome company culture
Lack of internal values
Reversal of O'Reilly's "
Aggressive differentiated strategy called "UnCarrier"
Diverse and creative culture
Highest employee satisfaction
Disconnect between upper-management and lower-level employees
Lack of credit recognition
Childish separation policy
Purpose and Methodology
Recommendations and Takeaways
Limitations and Assumptions
Analyze the largest shortcoming within the respective congruence models of Verizon Wireless and T-Mobile and strive to understand the extent to which these shortcomings affect the performance and overall efficiency of these companies
official company statements
Establish internal values
Does The Congruence Model Actually
No primary sources
Success defined by industry rank
Uniformity throughout the congruence model components
More research must be conducted before:
Concluding that an effective model is the
sole secret ingredient to success
Reword the Credo
1. Change firing policies
One large issue will not break you
Verizon’s performance-oriented work, diverse employees, and hybrid formal organization operate cohesively with the company’s strategy
T-Mobile’s inclusive culture, dedicated employees, and fulfilling tasks allow the company to grow rapidly
But How Do They Match Up?
Verizon > T-Mobile
T-Mobile > Verizon
Quote from Dennis Strigl, former CEO of Verizon:
When results are achieved, pride builds
. When pride builds, so does confidence. With confidence comes the desire to do even better. Trust and loyalty then grows.
Good managers, therefore, drive results
T-Mobile has cultivated an award-winning culture based on ethics, teamwork, and dedication
T-Mobile’s cultural focus:
Ability to experience
stronger than before
Rapidly declining customer base one year ago...
But has yielded an increase of
people in the last two quarters
Their staff believes in T-Mobile and identifies with its mission
Creating opportunities to make a difference
Not becoming “lost” in the corporate world
Verizon lacks a genuine culture
T-Mobile has a disconnect between upper-management and lower-level employees
Culture and communication channels are important in wireless industry
Overall cohesion of congruence model generally leads to success
1. Adhere to psychological contract
due to retail nature of the industry
2. Monthly meetings between
upper-management and lower-level employees
Avoid inconsistency between
expectations and reality
Establish a family-oriented psychological
contract to compliment their inclusive culture
Communication channels lead to increased employee motivation.
A strong culture is necessary in the wireless industry to unite thousands of stores and offices under common norms.
Verizon is still Number One
Strategic formal organization:
Divisional structure to match consumer demographics
more open communications