DynaTech Inc. Deliverable 1 Organization, Industry.docx

DynaTech Inc.
Deliverable 1: Organization, Industry, Mission, Culture,
Structure
· Define Company (product, service, industry, competitors).
Note that your company must be
based in the United States. Is the company you created in a
good industry to go into? Why or
why not (support your conclusions)? Who are its competitors?
(10 points)
Our company primarily provides technology maintenance and
repair for the elderly.
While our primary focus is on the elderly population of Fort
Lauderdale, Florida, we also provide
technological services to people of all ages who are seeking to
gain technological knowledge. In
addition to repairing our customers’ technology, we offer
courses to provide knowledge about
the latest technology as well as in-house information sessions
and tutoring.
Elderly technology maintenance and repair is a profitable
industry to go into because
there will always be elderly people within our society that
aren’t up to date with the current
technology because the technology industry is rapidly changing.
The older generation did not
grow up in a technologically advanced society and therefore it
is possible they are not as

educated on the latest technology as the younger generation.
DynaTech allows for the elder
generation to be included in our technologically advanced
society if they wish to be. Our
competitors are tech companies in the Fort Lauderdale area,
such as Tech Pro, Direct
Technology Group, as well as The Geek Squad and the Genius
Bar at Apple. These companies
also provide technological services but they differ from our
company in that we primarily provide
services for the elderly, as well as tutoring sessions and in-
house training.
· Define the purpose of your business, where you are
starting out (first location) and why you
chose that location, your target market, and how you are going
to distribute and market your
product/service. (10 points)
The purpose of our business is to assist the older, less
technologically savvy population
when it comes to its use. We are open to helping everyone, but
the primary need to help is
within the older community. Our vision is simple, we want to
make people’s lives easier.
We have decided to start DynaTech in Fort Lauderdale, Florida
because it’s one of the
largest market for the elderly. It’s no secret that after people
retire a lot of them move, and
usually to a warmer location. According to marketwatch.com,
Florida is the number one state in
the United States in regards to retirement migration. There was
a net migration of 57,724 people
age 60 or higher to Florida, which is more than the next four
most people states combined.

These two snapchats emphasize our industry which is Electronic
& Computer Repair
Services in the US. Although there’s a small decline in growth,
we believe that it’s still a sizable
industry and the fact that it has no major players is huge; it
means that competitors will be slim
and entering the market will be easier in respect to other
markets.
Our target market are the elderly (60+). There’s a certain
threshold in terms of age when
it comes to people becoming worse at using technology and we
feel that this age is an accurate
depiction of this said threshold.
When we first start our company we are going to have all of our
employees reside in one
office in downtown Fort Lauderdale. Eventually we will grow
and need more offices within Fort
Lauderdale. We will then expand to other populous areas in
Florida and eventually move into
other states based on how big the target market is in that
specific area.
Dynatech will have individual stores that elderly people can go

to as well as vans that we
will use to get to the customer when they need help and don’t
want to/can’t travel to the store.
So, the vans will be how we distribute our service. Starting off,
advertising will be a cost that we
really won’t be able to afford so we’re hoping that word-of-
mouth and flyers will be enough to get
our name out there. Eventually, as we grow, we hope to be able
to afford more costly
advertising like Television Ads.
Define the vision of your company. Define company’s
mission statement in one sentence
that describes your purpose and goal as a company. Then,
explain how your vision and
mission relates to your business model and how you plan to
carry out these out in your
organization. Where are elements of your vision and mission
supported throughout your
company? (10 points)
Our vision as DynaTech is to be a community-based learning
center focused on bridging
the educational gap between emerging technology and aging
populations. This goal was
shaped out of our realization that as advancements in
technology continue being made in quick
succession, more and more individuals are falling behind. As
DynaTech, we hope to provide the
resources necessary to increase the technological skillsets
among these groups. But how do we
as an organization plan to make this long-term goal a reality?

Our mission statement, or the
means to achieve our vision, is as follows: “DynaTech strides to
enhance personal digital and
technical skills through our primary dynamic-learning
opportunities and supporting technology
resources”. Our statement is simply a reflection of the many
services we provide to our
customer, divided into two categories. Among the supporting
technology resources include a
repair service and a physical store for hardware purchases. Now
these “dynamic-learning
opportunities” mentioned are the primary factor of our business
model. It is this emphasis on
developing a skillset in every customer that distinguishes us
from our competitors. As such, our
educational services will include weekly classes covering
internet and technical based topics,
and informational hotline for quick Q&As, as well as the
possibility of adding future in-home
learning sessions as our company grows.
As our primary focus is on providing a quality education
experience to our customers,
DynaTech looks to reinforce applied learning through all
aspects of its business model.
Internally, DynaTech aims to hire quality applicants that have
demonstrated a desire to teach
alongside extensive industry knowledge. It is important for us
that we maintain a reputation of
industry professionalism similar to that of university professors
and long-time field experts. If
there is a question related to anything hardware or software, we
want our consumer base to
immediately think we are the most reliable resource available to

them to get a solution.As the
digital era continually advances at a growing rate, so too must
our own experience and
knowledge. In particular, any efforts to enhance staff
knowledge and experience are not only
welcome but encouraged. DynaTech hopes to offer opportunities
such as these to our
employees through attending technology conferences
surrounding a variety of topics such as
mobile phones, cameras, software, and many others. Making
sure that we have engaging
teachers and technicians, as well as knowledgeable salesmen
helps us save face from all
aspects of our business model.
Being a community-based company as well, DynaTech hopes to
become an active
member of, initially, the Fort Lauderdale neighborhood. In
providing in-home services, we hope
to raise exposure of ourselves and our company through branded
vehicles taken to each job
site. Further down the road, we hope to integrate by
collaborating with the community and
hosting educationally focused tech events within the Fort
Lauderdale community. Overcoming
certain educational barriers can be a daunting and sometimes
even discouraging task if done
incorrectly. DynaTech hopes to mitigate this through events and
interactive classes that address
individuals of varying skillsets in a positive skill building
environment.

· Define the Why, How, What, Where, Who, and When
model for your company. Describe the
characteristics of your employees, what you expect of your
employees, what values you are
going to instill in your employees, and what the environment of
your business is going to be like.
If you think that your culture is going to change or if you plan
on changing it as your company
grows, describe the changes. Provide specific examples
illustrating your company’s culture. (10
points)
Values of my Employees
As has been stated before, the company’s target market is the
baby boomers that are not
technology savvy. However, dealing with seniors can be
frustrating especially for young
employees because; at times the age factor becomes an issue.
The older adults can be disturbing
because they look at the young employees like children, and
may frustrate their efforts in helping
them learn about technology. The following values will be
instilled on the employees. It will be
important to ensure that the employees become effective
communicators (Morabito 58). They
will know when to teach and when to listen to the seniors. It is
also imperative to display a sign
of respect through communication to the elderly during the
teaching process. The employees
should also be prepared to answer the age question on a regular
basis, and the best answers to
provide to ensure that it does not become an issue. It will also
be important for the employees to

learn to seek respect instead of valuing approval. They should
realize that their primary duty is to
educate, and they should ensure that the seniors who are
students while at the same time clients,
understand this notion clearly. Also, they should learn to
develop one-on-one relationships with
their students to build a teacher-student culture. Our company’s
culture is to ensure that the
learning process is fun and accessible to everyone who wishes
to learn.we will start in Fort
Lauderdale, Florida. Our business hours 7AM-6PM MON- FRI
and reservation on week end.
Physical store, in-house repairs, & information hotline
Environment of the Business
The learning process will be simplified in such a manner that
the seniors will feel that
they are learning something new on a regular basis. If they feel
that the class is complicated,
there is a high likelihood that they will quit because; they will
feel that they do not need such
classes. The learning process will also be fun, ensuring that
they look at it more as a hobby. Most
of the seniors have a lot of time on their hands, and if they feel
the classes are fun, they are more
likely to invest in these classes.
· Outline the Organizational Structure for a 5-10 employee,
75 employee, and 400 employee
business. You should include an organizational chart
determining the lines of authority, scope
of positions, and communication within the company for a
visual aide. What type of

Organizational structure are you creating for your company and
why did you choose that
structure? (10 points)
The type of organizational structure we chose for DynaTech,
Inc. is a flatter
organizational structure. Our company is implementing this
structure for each size of the
company as it continuously grows. It is important to us that all
employees feel that they are able
to communicate clearly and easily will all management and
departments to increase productivity
and idea generation. While maintaining similar positions to the
hierarchical organizational
structure implementing this flatter organizational structure
allows for leadership to be enforced
by a few key employees while allowing employees of various
levels to also have leadership
experience within the company and input ideas to constantly
improve and expand the business.
There are differing departments in the company to maintain a
focus on specific tasks to
ensure all work is being completed properly, but open
communication and collaboration is the
main focus of implementing this flatter structure. Each branch,
or department of the company
maintains a slight hierarchical approach, however, each position
and tasks vary and is not
formatted to specific task completion all day, everyday. We
believe that this approach is best at

all stages of growth for our company and early implementation
of it will allow for easier flow and
continuation as the company does expand.
While maintaining the responsibilities and tasks of higher
management, we have
retained those positions throughout our growing company. The
accountants as well as financial
and account managers will take care of all the company
financials. Technicians and In-house
instructors are responsible for the repair and instruction on the
use of current and continuously
evolving technology. Customer service representatives take care
of customers who are not able
to be serviced by an employee hands-on, but are willing to
receive information virtually. Sales
managers and representatives are responsible for expanding our
customer basis and the
contribute heavily to the continuous growth of DynaTech.
Advertising specialists are focused on
the physical advertisements given out by the company and
maintaining the company image.
Below them are the market research specialists who must
remain in contact with the technicians
and In-house instructors to ensure all employees are up to speed
on the newest technology and
are aware of how to assist any customers. Finally, the human
resources department is
responsible for any hiring, firing, employee relations, training,
payroll, recruiting, as well as
employee benefit management.
Organizational Structure: 10 employees

Morabito, Vincenzo. Business Technology Organization:
Managing Digital Information
Technology .. Springer Science & Business Media, 20 Oct.
2012,
https://books.google.co.ke/books?id=80IdqrqAvnEC&pg=PA69
&dq=ensuring+that+the+
a+company+instills+the+right+values+for+its+employees&hl=e
n&sa=X&redir_esc=y#v
=onepage&q=ensuring%20that%20the%20a%20company%20ins
tills%20the%20right%2
0values%20for%20its%20employees&f=false. Accessed 14 Feb.
2017.

Hoak, Amy. "The top 10 destinations for retirees moving across
America."
MarketWatch. N.p., 10 Dec. 2016. Web. 17 Feb. 2017.
(2017). IBISWorld Industry Report 81121. Electronic &
Computer Repair Services in the
US. Retrieved February 17, 2017 from IBISWorld Database.
Name: _______________________
Homework 2
Chapters 4 & 5
The following asks you to provide a short answer to each of the
learning objectives outlined at the beginning of this chapter and
prepare you for the quiz.
LO1 Explain four basic properties of a consumer’s preference
ordering and their ramifications for a consumer’s indifference
curves.
LO2 Illustrate how changes in prices and income impact an
individual’s opportunities.
LO3 Illustrate a consumer’s equilibrium choice and how it
changes in response to changes in prices and income.
LO4 Separate the impact of a price change into substitution and

income effects.
LO5 Show how to derive an individual’s demand curve from
indifference curve analysis and market demand from a group of
individuals’ demands.
LO6 Illustrate how “ buy one, get one free” deals and gift
certificates impact a con-sumer’s purchase decisions.
LO7 Apply the income– leisure choice frame-work to illustrate
the opportunities, incentives, and choices of workers and
managers.
LO8 Explain alternative ways of measuring the productivity of
inputs and the role of the manager in the production process.
LO9 Calculate input demand and the cost-minimizing
combination of inputs and use isoquant analysis to illustrate
optimal input substitution.
LO10 Calculate a cost function from a production function and
explain how economic costs differ from accounting costs.
LO11 Explain the difference between and the economic
relevance of fixed costs, sunk costs, variable costs, and
marginal costs.
LO12 Calculate average and marginal costs from algebraic or
tabular cost data and illustrate the relationship between average
and marginal costs.
LO13 Distinguish between short- run and long-run production
decisions and illustrate their impact on costs and economies of
scale.
LO14 Conclude whether a multiple- output production process

exhibits economies of scope or cost complementarities and
explain their significance for managerial decisions.
exempt want education= marketing manager non-exempt:
labor=technician
Deliverable 2: Forecasting, Hiring, Selection, Training
· First, identify one representative exempt and one
representative non-exempt position that
you will focus on. These should be positions for which you will
hire many employees as your
organization grows. Thus, you don’t want to select a position
that only one or two employees will
occupy. Select positions that will be replicated throughout the
company as it grows. For these
two positions, what types of employees are you looking for?
What are the desired skills,
education, experience, and qualities required? (10 points)
exempt want education=senior
marketing manager non-exempt: labor=technician
As our organization grows, we will rely heavily on all
employees, however we will be
focusing on two positions that will continuously be necessary
for the success of our company.
The non-exempt position we have chosen is the technician role.
As our business grows, we will
need to increase the amount of technicians employed based off
of our expected increase in
demand. These technicians will be paid hourly and earn 1.5
times their regular salary in the

case that they exceed 40 hours of work. We are not requiring
technicians to have any specific
experience in the field, however it would be preferred if the
employees hired have been exposed
to the industry and show interest in expansion of knowledge in
the technology segment of the
business.
The exempt position that we chose to focus on for our company
is the marketing
manager. As our company expands, we will constantly need to
evolve and increase our
marketing efforts, making this position crucial to the continued
success for DynaTech as well as
increase in company awareness. As a manager, this position will
require the use of the
employee's own discretion and judgement as they will be paid
based on a salary rather than an
hourly wage. Listed below are the various requirements desired
for each of these employees.
Technician:
Desired Skills:
●
Education:
●
Experience Requirements:
●
Preferred Qualities:
●

Marketing Manager
Desired Skills:
●
Education:
●
Experience Requirements:
●
Preferred Qualities:
●
· Identify a Hiring Forecast for your business for your two
representative positions. It is
helpful to research your start-up’s industry here so you can
understand hiring and turnover
trends. Your forecast should include forecasting the demand for
labor, determining the labor
supply, and determining whether or not there will be a labor
surplus or shortage. You
may wish to use a trend analysis and leading indicators to
determine the demand for labor.
What factors do you foresee affecting your industry’s labor
demand and supply (economic
conditions, etc…)? (10 points)
● Hiring Forecast
○ Senior Marketing Manager
■ Florida Statistics
● Current employed labor pool - 5,120-32,800

●
○ Technician
● Turnover Trends
○ Fort Lauderdale Unemployment Rate - 4.7%
■ Downward slope since 2010
■ Lower than the state average
○
· Identify a Sourcing Plan for your new hires (the
representative exempt and non-exempt
position only). In this section, you are answering the question,
“How are we going to find
suitable candidates?” Identify the resources you will use to find
potential candidates (internal
candidate database, referrals, networking, conferences and
seminars, special recruiting events,
internet sources, advertising, etc.). What is your expected yield
ratios from your recruiting
methods including cost per hire? Again, focus on the one
representative exempt and one
representative non-exempt position that you have identified. (10
points)
· Create a selection process and plan for your two
representative positions in your
organization. Once you have your candidate pool, what are the
next steps in the selection
process? What type of interview will your business conduct?
Who will conduct the interview(s)?
Create 5 interview questions that all candidates will be asked,

and 5 additional questions each
for the exempt and non-exempt representative positions. Will
your organization require any
testing for your candidates? Why or why not? (10 points)-
technician position requires computer
testing. Senior marketing manager requires an assessment test to
determine IQ level.
Non-exempt: Technician
1.Screening applications and resumes
Employees within the Human Resources department of the
organization will review
received applications and resumes to determine eligible
candidates for the position of a
computer technician in an attempt to reduce the number of
qualified candidates for the position.
Qualified candidates will be determined based off their
education, previous work experience,
and technology-based skills. Once the applications and resumes
have been viewed at length,
employees within the Human Resources department will reach
out to eligible candidates via
phone call to schedule a face-to-face interviews as well as a
technology achievement test.
2. Testing: in depth testing of computer knowledge-
achievement and aptitude tests. Drug tests
for both positions
3. Interview
4. Reference and background check
5. Make selection
·

Outline an Orientation Training Plan for a 5-10 employee, 75
employee, and 400 employee
business for your two representative positions. What training
are you requiring and for what
subjects/areas? Which types of training methods will your
organization utilize? Who will conduct
the training for your organization? How will you measure the
success of your training? (10
points)
During the selection process we will gather employees who
have the correct required knowledge
for the specific jobs they applied to. Technicians will need to
have a basic understanding of how
technology works and be able to work well with others. People a
little higher up in the organizational
structure like senior marketing managers, will need to be able to
think critically to help the company
grow. Our orientation process will involve a couple different
training processes to help our newly staffed
employees understand our company’s environment, as well as
understand what they need to be able to do
to help the company succeed. A few members of the HR
Department will conduct this process and
organize all of the activities. Our program will be a week long
process and will start with adventure
learning on the first day. We will go out into nature and let the

employees get to know each and complete
fun activities to support the meet and greet process. We believe
that this will be a fun way to kick off the
week and get the employees excited. After letting them meet
each other we will bring them into the
offices and let them get to know the company’s culture and the
day-to-day work that is involved. The next
couple of days will include a couple of different training
programs that help them get integrated into the
company’s values. Diversity training is something that we are
going to implement to show them what
kind of attitude we accept and what we don’t tolerate. We want
to be a very ethical company and support
diversity within the company because we know how important it
is. We will also implement business
games and case studies and break up them up into teams.
Teamwork is a key value and working with
others to achieve an end goal is something that every company
needs. We will give them case studies to
help them understand workplace situations and how to correctly
deal with them. Business games are
something that we think the employees will really enjoy and
help them bond, as well as help them think
critically. On the last day we will do simulations to see how
much knowledge the employees have gained
as well as make sure they understand the values of the company.
All of these training programs put
together in a one week period will help our employees gain very
valuable knowledge and create a very
unique and helpful transfer of training so that once they start
working, they are immediately adding value
to the company.

Week Orientation Process
1. Day one will consist of an all day retreat of adventure
learning
2. Day two will focus on diversity training as well as visiting
the company HQ
3. Day three will consist of breaking up into teams and working
on business games
4. Day four will consist of more business games and case
studies
5. Day five will consist of simulations

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