Case Study Of Verizon Organizational Behavior

In this assignment I will explain the job roles of T-Mobile. I will also discuss the structure that the organisation is.

Of course, this also means the expense for the company has also grown, but at least if they are hiring and producing more good the net income is still on the raise. Verizon spend 13.4 billion dollars on what they call “free cash flow”. Back in 2011 they built a 135,000 square foot laboratory with 300 engineers to come up with innovated products. One of the biggest things that Verizon has done to help cellular customers out, is in 2003 they took a leadership role in promoting Local Number Portability – a new process that allowed wireless customers to keep their phone number when changing carriers. Imagine how hard it would be to switch carries without that feature

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Verizon continues to impress the nation with its impressive 4G LTE network and the efficient coverage it provides across the US. The industry as a whole is under market saturation and with many individuals carrying a smartphone competitors must find other ways to expand. This may be a problem for Verizon because with excellent service comes a price. Many competitors are using this as advantage to gain new competitors.

I began my career with Verizon Wireless just under five years ago, with an attitude similar to that which most of my current employees have: I was starting a new ‘job’ that paid well until I figured out what I wanted to do. My background was in education, but I wanted to continue learning and trying other things before settling into teaching, and I could not be happier with the way things have turned out. I very quickly realized that Verizon would be more than a ‘job’. It is a company I am proud to say has shaped my career.

Verizon and sprint are both on different path with Verizon firmly establishing itself as the king of the air waves and sprint on the verge of financial chaos. Their relationship with their employee come with a surprise as Verizon posted one of the largest strike in in this decade when 40,000 employee walk off their job and started a very controversial strike which has been waited in by many on the cause and outcome. To say the least this, show there are issues to be dealt with it employee relationship. Investor can will also see this as a sign that there is a possibility for customer service issues to arise. Verizon is very capable of shouldering a very huge financial load but the recent event of the strike could cause many potential future

As the telecommunications industry in the United States consolidated and regional ‘Baby Bells’ began to amalgamate, Bell Atlantic, GTE, and Vodafone AirTouch merged in 2000 to form the nation’s largest wireless company, Verizon Wireless (Verizon, 2013). After establishing its headquarters in Basking Ridge, New Jersey, Verizon Wireless launched its foundational strategy of differentiating itself from the competition by building and maintaining a superior network and delivering an exceptional customer experience through its products and services (Strigl & Swiatek, 2011). As a result, Verizon established itself as the recognized industry leader in wireless and has maintained its network advantage by being the first wireless company in the United

Publix Supermarkets, Inc. has been constantly recognized on various (The Best of) lists, winning numerous awards not only for employee satisfaction but customer satisfaction as well. Their endurance is built on creating and maintaining an efficient workforce, which gives it the competitive edge needed in the current economy. Their mission statement is, “Where shopping and working are a pleasure”. This report will detail the company’s history, financials, SWOT analysis, internal/external environments, and a breakdown of their human resource policies. As you will read in this report, Publix understands the correlation between an engaged and satisfied workforce and the positive effects it has on their customer satisfaction.

Verizon is a major telecommunication provider in the United States. The company is the market leader, with $110 billion revenue and $2.4 billion in profit (MSN Moneycentral, 2012). Verizon has steady revenue streams that are largely based on a subscription model. It has several business segments, including wireless (63.3% of revenues) and wireline (36.7%) (2011 Verizon Annual Report). Most of this report will therefore focus on the wireless business, not only because this is the largest business that the company operates but because it is a rapidly growing and evolving business as well, a function of the rapid pace of smartphone adoption in America.

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

“As a leader in communications, Verizon's mission is to enable people and businesses to communicate with each other. We are also committed to providing full and open communication with our customers, employees and investors”

Verizon Communications is not able to achieve its objective of becoming the market leader in delivering innovative, integrated communications solutions to its customers (management).

The purpose of training and developing within any organizations is to improve the overall effectiveness of goods, product and services, competitiveness, and emphasizes growth in all aspects. It also increases productivity, develop employee turnover, increases financial gain, and lessens the managerial and supervisory positions. Training and developing is essential to obtain but many employers have different perspectives of what training and developing means for its organization. Verizon is one of the leaders in innovative wireless communication and in delivering broadband to businesses, mass market, wholesale, government, and it services over 80 million customers across the world. The

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

The company ranks among the top position at training its employees since 2012. It is also ranked among the top telecommunication companies in America. This paper will look at how Verizon’s organisation structure and culture play a role in making sure they remain top of the telecommunication industry and attain their main goal to focus on shareholder value (Sbeit, 2008).