Global Consultants was tasked with studying the organizational structure and behavior of Mount Cedar Technologies to develop a proposal for improving performance. They found that Cedar Tech lacked clear strategic vision and goals, had low employee morale, and did not foster diversity or communication. Their recommendations included establishing a mission statement, shifting to a product division structure, implementing training and rewards programs, developing leadership and decision-making skills, and empowering employees at all levels to improve motivation and organizational effectiveness.

1. GC
UNIVERSITY OF LA VERNE
BUSINESS 655
DESIGNING EFFECTIVE ORGANIZATIONS
PROFESSOR: DR. MARK MITHERS
SPRING 2013
MOUNT CEDAR
TECHNOLOGIES INC.
Global
Consultants (GC),
LLC
Francine Arguello
Ellisa Irvin
Gilda Medrano
Ioannis Mikedis
Euclid-Jake Posadas
Cedar Tech

2. We are a leading global management consulting
firm. We offer consulting services to companies and
governments to help them form and/or realize their
Strategic Objectives. We provide business consulting
services in Strategy, Performance, Operations,
Sustainability, Talent search/retention and
Organizational Structure/Behavior.
INTRODUCTION
GLOBAL CONSULTANTS (GC)GC
Global ConsultantsCedar Tech

3. Francine Arguello
Communication and Group Effectiveness
Ellisa Irvin
Motivations and Organizational Structure
Gilda Medrano
Culture, Training, and Diversity
Ioannis Mikedis
Strategic Objectives and Implementations
Euclid Jake Posadas
Leadership, Decision Making and
Empowerment
YOUR GLOBAL CONSULTANTSGC
Ioannis MikedisCedar Tech

4. To study the present organizational
structure and behavior of Mount Cedar
Technologies, Inc. (Cedar Tech) and
To develop a proposal that will improve
the organizational performance
including an implementation road map.
OUR TASKGC
Ioannis MikedisCedar Tech

5. CHAPTER 1
MISSION STATEMENT, GOALS & STRATEGIESGC
 No clear evidence of a Mission
Statement
 GC suggests Mission Statement of Cedar
Tech:
 “To be the regional Small and Medium Business,
Government, Educational and Medical Institutions leader
in IT infrastructure, integration of hardware, software,
storage, security and enterprise services by being an
employer of choice attracting, hiring, and retaining top
talents in an environment that fosters diversity, promotes
communication across the organization, and recognizes,
respects and develops the company.”
Ioannis MikedisCedar Tech

6. CHAPTER 2
ORGANIZATIONAL CULTUREGC
 Challenges:
Task oriented and conservative
Low employee morale and job satisfaction
 Opportunities:
Shifting the focus
Encourage and develop new talent within
Implement incentive/reward programs
Celebrate the employee
Give the employee a voice
Diversity training and knowledge transfer
Gilda MedranoCedar Tech

7. CHAPTER 3
MOTIVATIONAL TECHNIQUESGC
Job Design:
Goal Setting – Accomplished through performance review
process
Job Enrichment – Groups employees into teams based on
skills and expertise
Manage-by-objectives – Conduct mid-year review in
addition to annual review
Ellisa IrvinCedar Tech

8. MOTIVATIONAL TECHNIQUES
BONUS STRUCTURE & PROMOTIONGC
 Bonus Structure & Promotion
Opportunities:
 Linked to performance review process
 Each department is allocated an amount of funds
based on Cedar Tech’s financial success
 Promotional opportunities will be discussed during
review process
Ellisa IrvinCedar Tech

9. MOTIVATIONAL TECHNIQUES
BOOST MORALEGC
 Boost Morale:
 Survey current employees and new hires to
assess motivation type
 Implement quarterly social events
 Implement Employee of the Quarter Program
 Based on accolades received from internal and
external customers
 # of Sales
 Innovative ideas on working more efficiently
Ellisa IrvinCedar Tech

10. CHAPTER 4
TRAINING AND DIVERSITY PROGRAMGC
 Challenges:
 OJT (on the job training)
 Opportunities:
 Survey current employees on training needs
 Develop pilot training programs:
• Train-the-trainer program
• Job-Shadowing program
• Diversity programs
• Tuition reimbursement and Incentive/reward program
Gilda MedranoCedar Tech

11.  Product Divisional Structure:
Supports teams concept
Employees are grouped according to level of expertise
Supports autonomy
Encourages communication between division managers
Simplifies performance review process
Extensible design to add future divisions
CHAPTER 5
ORGANIZATIONAL STRUCTUREGC
Ellisa IrvinCedar Tech

12. 
RECOMMENDED
ORGANIZATIONAL STRUCTUREGC
Ellisa IrvinCedar Tech

13. Opportunities
Direction & Channels
Formal & Informal
CHAPTER 6
COMMUNICATION EFFECTIVENESS
GC
Francine ArguelloCedar Tech

14. Challenges
Current decision making process is slow, highly
decentralized and redundant
Opportunities
Change org. structure to divisional structure
balance authority centralization & decentralization
Explore proven quality decision making processes
Make decisions with consequence in mind
CHAPTER 7
QUALITY OF DECISION MAKING
GC
Euclid-Jake PosadasCedar Tech

15. Non programmed and programmed
decisions
The Normative Decision Model
Systematic Group Decision Model
Decisions made with the consequence
in mind
QUALITY OF DECISION MAKING
GC
Euclid-Jake PosadasCedar Tech

16. Challenges
A task oriented leader
First priority is getting the job done. Financial gains
Second priority – a distant second is developing good
relationships with subordinates.
Micromanager
Poor communication and Decision making
No Leadership Development program
CHAPTER 8
LEADERSHIP STYLE
GC
Euclid-Jake PosadasCedar Tech

17. Opportunities
Leadership Development
 Minimize micromanagement
 Develop Emotional Intelligence
 Relationship management with the followers
Learning Organization
 Question the status quo;
 Inspiring and motivating with a mission and a purpose;
 Empowering employees at all levels;
 Accumulating and sharing internal knowledge; and
 Gathering and integrating external information
LEADERSHIP DEVELOPMENT
GC
Euclid-Jake PosadasCedar Tech

18. Challenges
Micromanagement does not allow decision making at
the lowest possible level
Middle management does not have clear boundaries
on what has been delegated and empowered to them
CHAPTER 9
EMPOWERMENT MASTER PLAN
GC
Euclid-Jake PosadasCedar Tech

19. Opportunities
Create an effective empowerment and delegation plan.
Give lower-level employees the authority to make
decisions and be responsible for their outcomes.
 Empower at all levels of the organization.
EMPOWERMENT AND DELEGATION MASTER
PLANGC
Euclid-Jake PosadasCedar Tech

20. Empowering at all levels of the
organization
Start at the bottom by understanding the needs of the
employees
Teach employees self-management skills and model
desired behavior
Build teams to encourage cooperative behavior
Encourage intelligent risk taking
Trust people to perform
EMPOWERMENT AT ALL LEVELS BOTTOM UP
GC
Euclid-Jake PosadasCedar Tech

21. Opportunities
Job Characteristics Model
Five Core Characteristics
Stages of Team Development
CHAPTER 10
GROUP TEAM EFFECTIVENESS
GC
Francine ArguelloCedar Tech

22. Competitive forces
Economic and Global Forces
Social Forces
Change Agents and selection
CHAPTER 11
CHALLENGES & OPPORTUNITIES
GC
Ioannis MikedisCedar Tech

23. Shift focus from financial measures to include
employee satisfaction
Improve and foster motivation
Align organization targets with employees’
expectations
Move from task oriented activities to
opportunities for job enrichment
Implement formal performance review
process (management by objectives)
STRATEGIC IMPLEMENTATION
GC
Ioannis MikedisCedar Tech

24. Comprehensive employee recognition
process
Seek and cultivate talent via a robust
training program
Embrace diversity and allow it to penetrate all
aspects of the organization
Redesign organizational structure in
accordance with the contingency theory
Develop products structure based on job
functions: Product Sales, Customer Service, and IT
support
MORE STRATEGIC IMPLEMENTATION
GC
Ioannis MikedisCedar Tech

25. Assign employees to divisions based on
their skill set and experience level
Boost communication effectiveness (face
to face interaction)
Utilize technology to cultivate clarity
and immediacy in communication (internally and
externally)
Sustain efficient decision making
processes incorporating non-programmed and
programmed decisions
ADDITIONAL IMPLEMENTATIONS
GC
Ioannis MikedisCedar Tech

26. Cedar Tech is at a cross road
The following are testing the company’s capacity to
reach its full potential:
 The size and complexity of its product line,
 The economic forces governing the IT world,
 The rapid growth experienced within its ranks, and
 The lack of cohesiveness in the strategic vision across the divisions
 The lack of Leadership Development and
 The improper implementation of Learning Organizational practices
It is our firm belief that there is a significant
untapped potential within the company to take it to
the next level.
CONCLUSION
GC
Ioannis MikedisCedar Tech

27. GC
THANK YOU FOR YOUR ATTENTION
QUESTIONS?
Global
Consultants (GC),
LLC
Francine Arguello
Ellisa Irvin
Gilda Medrano
Ioannis Mikedis
Euclid-Jake Posadas
Cedar Tech