Xyz Internet Company Policy Manual Unit 5 Ip


Published on

This Policy Manual will be created with New Managers in mind and will provide guidance for new incoming managers as they set up their respective departments. You will be able to clearly see the expectations that the CEO of this company expects from each incoming new Manager, as well as review five different Sections concerning the Environment that this company operates in as well as the POLC Model. The Thesis for this Policy Manual is “Pursued with apostolic zeal a temporary creed is subject to be changed”. (AIU Online, 2009)

Published in: Business, Technology
1 Like
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Xyz Internet Company Policy Manual Unit 5 Ip

  1. 1. Running Head: XYZ INTERNET COMPANY POLICY MANUAL<br />XYZ Policy Manual<br />Carla J. McCoy<br />Unit 5 Individual Projects – MGT240<br />March 12th, 2009<br />American InterContinental University<br />Abstract<br />This Policy Manual will be created with New Managers in mind and will provide guidance for new incoming managers as they set up their respective departments. You will be able to clearly see the expectations that the CEO of this company expects from each incoming new Manager, as well as review five different Sections concerning the Environment that this company operates in as well as the POLC Model. The Thesis for this Policy Manual is “Pursued with apostolic zeal a temporary creed is subject to be changed”. (AIU Online, 2009)<br />Introduction<br />New Policy Manuals are essential for new managers who need guidance as they set up their respective departments here at the XYZ Internet Company. Anytime you begin working for a new Organization you should clearly see in the Policy Manual the expectations of the CEO of the company. Review of the Environment that this Internet Company will operate in is evident in this Policy Manual and New Managers will need to consider the options that consumers currently have that are available to them in terms of Internet Access as they prepare their responses. There are five sections to this Policy Manual which will be based on the POLC Model. Key points of Planning and setting Strategically Corporate Goals will be in this Policy Manual as well as discussion of what constitutes a valid strategic or corporate goal. This Policy Manual will also review how to organize your employees based on aligning their respective skill sets, with the tasks that need to be completed. Another area this Policy will cover will be the Key Points of Leadership and setting the vision of the Organization. And lastly this Policy will review Control and making sure that employees follow policies and procedures as well as reviewing the Progressive Discipline Process for employees who don’t follow policies and procedures. (Crowley, M., AIU Unit 5 Live Chat Session, 2009) <br />XYZ INTERNET COMPANY POLICY MANUAL<br />What New Managers Will Learn from This Policy<br />The Environment XYZ will operate in<br />Key Points related to Planning<br />Key Points related to Organizing<br />Key Points related to Leadership<br />Key Points related to Control<br />Section 1<br />Environment XYZ operates in<br />Here at The XYZ Internet Company we know that this Internet Access Company is starting up in a very competitive Market Place which is why the Environment we work in must be flexible, full of opportunity, and provide a reliable connection among a safe environment. The amount of information that can be uncovered by having Internet Access to begin with is phenomenal and as we know the World Wide Web has certainly changed quite a few things since it first came out. The variety of Internet Service Providers has increased over the years and given businesses more options. Let’s take a look at a little history and compare it to today’s technology. (AIU Online, 2009) Back in the early 1990s there were Dial up Modems which were 9600 bps, now this was considered to be pretty fast until the bump up to 28000 bps Modem came out. Sometime around 1999, 2000, 2001 Comcast offered a High Speed access where they actually used a Copper centered Network Coaxial Cable which had T1 speeds or 1.5 million bits per second which was really nice for consumers but was pretty pricey because they were the only ones on the market that had that particular advantage. (Crowley, M., Unit 5 Live Chat Session, 2009)<br />Verizon Fios fiber optic network came along which is a very high speed network and caused major changes for Comcast. Verizon started offering packaged or bundle deals for $99 dollars which in the long run caused Comcast to do the same thing, but that’s what happens in a competitive environment of Internet Access. The downside to Fios is it’s not offered everywhere. Verizon has a central office where all data is routed through their central office which is a brick building that is created to withstand hurricanes. So in order to receive Fios service you have to live within 2 miles of the central office. Now when taking a look at the competitive environment today it’s clearly evident that the Internet Highway has expanded and evolved quite drastically. (Crowley, M., Unit 5 Live Chat Session, 2009) This year alone in 2009 Chrysler automakers are offering Wireless Internet as an option to all of its 2009 models. It’s actually a mobile hotspot called UConnect Web, and according to Scott Slagle “It’s a notion of always wanting to be connected wherever you are”. (Bensinger, K., 2008) Let’s look at Comcast today. They are offering Download speeds of 12 Mbps, with a free Motorola cable modem for as low as $19.99 per month for the first three months. This also includes a rebate of $75 which is enough to pay for 4 months of service! They also offer up to seven email addresses, online photo storage, and PC security. You can install software yourself or have professional installation done. (BroadbandInfo, 2009) <br />Now in comparison Comcast has given their version of Verizon DSL vs. Comcast High Speed Internet which there is quite a bit of controversy over which is better. Verizon offers speeds of up to 3 Mbps where Comcast has speeds between 4Mbps and 6 Mbps and also has upload speeds between 384 Kbps and 768 Kbps. Verizon’s reliability is that you can be on the Internet and the Telephone at the same time without interference. They also offer an “always on” connection so there’s no waiting time for connections to be established, but the connection can be affected if you live far away from the provider’s main office. Comcast’s reliability is that they offer constant connection to lines are never tied up, or get disconnected. Verizon’s Customer service is the same as Comcast’s which is 24/7 technical and customer support. Web Space for Verizon is 10 MB of free Web space to all Verizon DSL subscribers. Comcast’s Web Space offers personal Web pages to their customers, which includes the Web Wizard service to help build your pages. They also provide their customers with 175 MB of online storage. When it comes to email accounts Verizon offers Nine where Comcast offers Seven. And lastly the Promotions and Special Features of Verizon consist of a 30 day money back guarantee to all customers along with the first month free. Promotions and Special Features of Comcast consist of security features, home networking options, music services, photo services, online games and access to Comcast Relationships and Disney Online. So you can see it’s very evident that the XYZ Internet Access Company is working in a very competitive environment. (, 2009) <br />Section 2<br />Key Points related to Planning<br />It is required that the 12 rules of Delegation skills must be integrated into a Plan. (Lannon, R., 2008) In setting Strategical Corporate Goals they are only valid Strategical corporate goals if they are Measurable and have a Time Stipulation attached. Define Success by having a Determination that constitutes successful performances assigned on each task. Assign tasks separately and individually. Two components in defining success are defining the successful outcome of the task, and determining appropriate processes needed to complete tasks. Assess qualifications for each individual by considering their job requirements and competencies. Always remember that desired outcomes may be in the form of decreased complaints, or increased sales and those Types of processes may be in the form of greater empathy, or better client education. There must be a Determination of Subordinate capabilities and choice plays a very important role in this because decisions need to be made considering who will receive which assignment or if the delegate should be done at all. Considerations need to be assessed as well such as workers who are effective in obtaining desired results, yet could possibly use unacceptable processes to obtain results. Know your worker’s accomplishments, and past behaviors. Ask yourself questions such as “What is the performance of this individual on previous assignments where they lack experience and training?” in order to develop a basis for the Delegation. (Camp, R., 2007) <br />Consider the Process that’s used which is as critical as planning by considering allowing employees to participate in the Delegation process. Allow workers to participate in the Determination of how the task should be accomplished as well as what the assignment should actually be. Participation and Communication are important processes that will eliminate misunderstandings and minimize problems. Specify Standards by considering the limitations of the subordinate’s tasks such as making a decision or gathering information. Consider what the expected level of performance is or the constraints in which they will be operating, and deadlines for reporting. Discuss these issues prior to the Delegation. Balance responsibility and Authority by communicating with each individual worker that is affected by the Assignment. Ask subordinates about resources they will need for the task and empower them to secure those resources accordingly. Support should be given for the Delegated task by providing important information and receiving feedback from workers. Credit should be given when tasks are accomplished which will enhance workers motivation and authority. Delegate Consistently, even during times of crisis or when overworked by Delegating assignments that will develop or stretch each individual’s talents and skills which will build up encouragement for talent, and increase motivation and confidence. Provide Care and assurance for employees. If failure occurs recognize it as an opportunity by receiving helpful and developmental feedback. Place a strong emphasis on positive work as well as a discussion on what actions could have prevented problems that arose. (Camp, R., 2007) <br />Be sure to Balance assignments and reassure workers that the work they are doing does not involve doing anyone else’s dirty work. This can be done by Delegating pleasant and unpleasant things which challenge and balance boring assignments. Give individuals rewards or increase the number of unpleasant assignments to unproductive workers depending on results. Once results are obtained, Focus on them. Prior to this process give the workers space and do not supervise too closely. Review and evaluate the finished result rather than the means used to accomplish the task. Make sure the process and outcome are consistent with the goals provided which can be provided through clear standards prior to the delegation. Standards need to be remembered and Managers should not intervene unless the standards have been violated. In Group vs. Individual Delegation, Managers need to engage in participation among the group. Review self capabilities and ask self questions such as “What can they add to the group in accomplishing the task?” Distribute this answer among the group and assess the groups past behaviors by making predictions accordingly. (Camp, R., 2007) <br />Section 3<br />Key Points related to Organizing<br />Some major Key Points related to Organizing is to look at choosing the right person for the job. A decision must be made as to who is best qualified and who will deliver the best results. Review and Decide who benefits the most from the job in order for skills to be developed that can be used later on. In order to reorganize, do an assessment on employees in terms of tasks, look at the skill levels of employees, and then align skill sets with tasks that need to be completed. Make sure you have enough information and show how the employees work fits into the overall operation and ask yourself what’s in it for the Delegate? Give a clear picture of what’s to be accomplished. Establish Parameters by Deciding on terms and conditions of completion prior to Delegating. Be very clear about the requirements and boundaries and do not impose controls after delegating. Give Full Authority for Decisions and make Delegates responsible for the Completion of an entire project. Allow the Delegate to make Important Crucial decisions and make it clear who is in charge. (Paauw, K., 2009) <br />Give Backup Support and know the differences between rescuing and supporting. Make it very clear that Delegates realize that they do not have to fight any battles alone. Always be on the Delegate’s side when dealing with Colleagues and Clients. Give Guidance without Interfering and be sure to point out roadblocks that could possibly be encountered. Never offer to do the Delegates work for them but Help them come up with their own solutions. Keep focused on Results and Never Micromanage or be too particular. Give Delegates the freedom to decide on the Process with the exception of Industries that have tight regulations or procedures. Learn to Delegate through Dialogue and Delegate in an Environment that is Conductive to explaining. Give Full attention to Delegates, and minimize interruptions. Always encourage comments, questions, and Suggestions. (Paauw, K., 2009) <br />Make them Accountable by Establishing Deadlines, not open ended completion dates. Be specific when a product is due and set sub-deadlines. Maintain Milestones and Check in Dates. Having Awareness of the project is recommended without hovering. Keep a delegation log for status purposes. Make sure Delegates reports are due on agreed dates. Offer feedback often but don’t’ focus on what’s wrong. Focus on what can be done to improve it. Always provide corrective and positive commentary. Provide Adequate Resources and Point Delegates in the Proper direction. Create a list of resources that could help Delegates. Contact Colleagues to let them know other Delegates may need their help. Stay away from Reverse Delegation and do not let the work be delegated back to you. Listen to problems without the responsibility for solving them. Keep the focus on the Delegate’s ideas and solutions. When Credit is Due Never take Credit for another delegate’s work. Accept responsibility if the Delegate has no skills to complete the task and never treat your delegates as a scapegoat even if unsuccessful. (Paauw, K., 2009) <br />Section 4<br />Key Points related to Leadership<br />Instructions and Responsibilities need to be issued and assigned in order to lead and bring actions among team members. Teams must be motivated and establish two way communications as well as assist other subordinates. Balance needs to be evident between Individual Motivation and Cooperative Efficiency as well as maintained. Obtain a buy in that will ensure progress according to the plan that is set out. Leadership is everyone’s job in order to create a productive, safe, and rewarding workplace. (URS PM Certification Program, 2009) As a Leader, Traits and Behaviors need to be understood as well as the situation a Leader is attempting to lead. Visions need to be set and Leaders must understand where they want to be and should be a communicable picture of the future, steeped in value, structure, and philosophy. Provide direction and establish a purpose. Having great visionary thinking will utilize a symbiotic relationship between the Leader and the Follower which will foster collaboration, camaraderie, and innovation. Obtain a set of values that will set the standard for how visions will be attained. Never allow vision to be overused, or misunderstood. Vision can be the most important function of leadership because a good vision will establish a beacon of light so to speak that both the leader and follower can latch onto and use as a guide on a day-to-day minutia. (Richter, M., 2009)<br />A good leader will interpret, mold, portray the vision, and communicate it well. Some good self questions are “What does your team do? Why do you do it? Why do you exist? What do you want it to do? Why? How does your team change lives? Does it? Can it? What changes would you make to you team? Why?” (Richter, M., 2009) Other Steps to take in effective Leadership would be Guiding Principles, Addressing Accountability Challenges, Building a Collective Vision, Building a Committed Team, Establishing Collaborative(s) and Partnerships, Creating High-Achieving Learning Environments, and Leading and Managing Change and Improvement. Another way to effectively lead other individuals is to Build Trust, Communicate with individuals face to face, Manage Interpersonal Conflict, Handle Difficult People, Listen, Motivate others, Share Feedback, and Value Diversity. (Bergman, R., Coulter, S., 2006)<br />Remember being a Manager doesn’t mean being a Leader. Managers are appointed to their position; Leaders are appointed or emerge from within a work group. Managers can Influence people only to the extent of the formal authority of their position, Leaders can influence other people and have managerial authority. Managers do not necessarily have the skills and capabilities to be leaders; Leaders do not necessarily have the skills and capabilities to be Managers. The Goal theory would involve first reviewing Environmental contingency factors such as Task Structure, Formal Authority, and Work Groups. This will lead to Leader behavior which is Directive, Participative, Supportive, and Achievement. This leads to Outcomes which involves Performance, and Satisfaction, and finally Subordinate Contingency Factors which are Locus of Control, Experience, and Perceived ability. There are various types of Leaders as well. Two that will be discussed here are Transactional leaders and Transformational Leaders. Transactional Leaders are those who guide or motivate their followers in the direction of established goals by clarifying role and task requirements. Transformational Leaders are those who provide individualized consideration and intellectual stimulation, and possess charisma. (Bergman, R., Coulter, S., 2006)<br />Section 5<br />Key Points related to Control<br />Progress needs to be measured as well as obtaining conformance to a plan such as a schedule or budget where corrective actions are set in place. (URS PM Certification Program, 2009) To control is the Process of Monitoring, correcting work performance, and comparing. Be involved in the control function. Evaluate which activities have been done and have been compared to actual performance with the desired standard. Ensure activities are completed. There are three types of Control which are Market Control which uses an external market mechanism, Bureaucratic Control which emphasizes organizational authority, and Clan Control which regulates employee behavior by shared values, norms, rituals, traditions, beliefs, and other aspects of the organization’s culture. Measure actual performance, Compare actual performance against a standard, and Take action to correct deviations or inadequate standards. Goals and Objectives in Control would be Organizational, Divisional, Individual, and Departmental. (Bergman, R., & Coulter, S., 2006)<br />First compare actual performance with standard and ask is this standard being attained? If it is not then ask is the Variance acceptable? If it’s not, then ask if the standard is acceptable? If it’s not then a Revision of standard needs to be done by measuring actual performance and beginning over again. If the standard is being attained then there’s nothing else that needs to be done, this includes the Variance being acceptable as well. If the Standard is acceptable then identify the cause of variation which will then allow space to Correct Performance and then Measure it. There are different types of control. One is Feedforward Control which anticipates problems and leads to Input, then Processes, then Output. Another one is Concurrent Control which Corrects problems as they happen and leads to Processes. Then there is Feedback Control which corrects problems after they occur and leads to the Output. (Bergman, R., & Coulter, S., 2006)<br />Control is important because planning can be done in various areas and managers can know whether organizational goals are being met or not and the reasons why. The value of control has three specific areas to review which are planning, empowering employees, and protecting the workplace. The three step control process is measuring actual performance, taking managerial action to correct deviations or inadequate standards, and comparing actual performance against a standard. The Control process assumes that performance standards already exist. (Robbins, S., & Coulter, M., 2007)<br />Conclusion<br />There are key ingredients to look for in possible candidates. Make sure you Delegate candidates who can provide some of those ingredients which are skills, resources, experience, time, and willingness. You don’t want to give someone an assignment that is way below their skill level so reviewing the lowest common denominator is a good idea. You must use delegation as a tool which is both interesting and one that adds drudgery in a balanced manner. Delegation provides opportunities for each and every candidate to grow and expand their skills and this allows the Manager to get their mental chores completed. A delegation Log needs to be kept in order to keep information on when you handed a job over to certain candidates and who. A log needs to be kept so the Manager can keep up with when each delegation is due and what projects were given to whom. (Creel, R., 2009)<br />No human is error free, be sure to write it down and keep a log. Let your team know when you want it back by providing deadlines for the assignment. Breaking the assignment up into chunks allows milestones to be created or sub deadlines and this makes it much easier for the candidate to handle. There also needs to be follow-up points that will be a continuing process throughout the project. Having team members check in on a regular basis by asking them to report their progress allows room for discussion on problems and any resources they may need. It also allows room for adjustments to the project assigned. A goal must be agreed upon which leaves guessing out of the picture. A good Manager will communicate what results they want prior to giving candidates the assignment. Remember the entire point of delegation is to save time. You also have to allow each candidate freedom by letting go of a job and not micro-managing the candidate. And once all of this is accomplished and assignments are turned in give each candidate a pat on the back and give credit where it’s due. By doing this it causes your candidates to work harder for you in the future. (Creel, R., 2009) <br />References<br />AIU Online Live Chat Session:<br />Crowley, M., (2009) Controlling American InterContinental University Unit 5 Live Chat Session<br /> #1, Held on March 11th, 2009 retrieved on March 12th, 2009 at<br />AIU Online eBook: <br />Robbins, S., & Coulter, M., (2007) Foundations of Control Chapter 18 Part 6, (9th edition) <br />Prentice Hall, retrieved on March 15th, at<br />Web Pages: <br />Paauw, K., (2009) Delegation Checklist retrieved on March 12th, 2009 at<br /> From<br />Lannon, R., (2008) “12 Rules of Delegation.” 15 Jan. 2008 retrieved on<br /> March 12th, 2009 at<br />, (2009) Verizon DSL vs. Comcast High Speed Internet Retrieved on March<br /> 15th, 2009 at <br /><br />, (2009) Comcast High-Speed Internet: Broadband High Speed Cable<br /> Internet Access Retrieved on March 15th, 2009 at <br /><br />Richter, M., (2009) How to Create a Leadership Vision Driven by Intrinsic Motivation Retrieved<br /> On March 15th, at<br />Bergman, R., & Coulter, S., (2006) Week 2 POLC Pearson Education, Australia Retrieved on<br /> March 15th, 2009 at<br />Newspaper Article: <br />Bensinger, K., (2008) Chrysler will offer wireless Internet access in 2009 models Los Angeles<br /> Times Retrieved on March 15th, 2009 at,0,1676276.story<br />Web Page Encyclopedia: <br />Camp, R., (2007) “Delegation” 9 Feb. 2009 Revised by Simmering,<br /> M., (2007) retrieved on March 12th, 2009 from,<br />Online College Course:<br />URS PM Certification Program, (2009) Basic Principles of Project Management <br />retrieved on March 12th, 2009 at,+organize,+control,+and+lead&hl=en&ct=clnk&cd=13&gl=us<br />Newsletter/Newspaper Articles:<br />Creel, R., (2009) 10 Ways to Delegate More effectively retrieved on March 15th, 2009 at<br /><br />