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Phillip A. Minton, as the manager




Phillip A. Minton, as the manager of learning & performance, worked in Amgen;Corporation almost one year. He has over 20 years of professional experience in the;engineering, quality, operations and finance area across five different industries. In;industry he is what his known as a black-belt in Lean Six Sigma technologies.;Academically, he received his BS in engineering and later obtained the masters;distinction with an MS in quality assurance. Shelleyfish worked in an import and export;company as a sales manager for three years. She is expertise in global business with;deep-rooted experience in cultural, negotionable and political affairs in Europe and;American countries. Because of her extensively traveled to many countries, she;exceptionally respectful and appreciative of diverse cultures and viewpoint.;Amgen, Our group reach company, is a leading human therapeutics company in the;biotechnology industry. For more than 25 years, the company has tapped the power of;scientific discovery and innovation to advance the practice of medicine. Today, as a;Fortune 500 company serving millions of patients, Amgen continues to be an;entrepreneurial, science-driven enterprise dedicated to helping people fight serious;illness.1 The defining and ongoing innovations of this age, biotechnology give us a;chance weve never hadbefore to end extreme poverty and end death from preventable;disease. This period is being defined as the Biotech Century, based on the prospect of;expraordinary improvements in human health and well-being. Amgen as a fortune 500;company, expanding his business globally is a trend in the future. Because of the history;of our group member, it was good to cultivate our groups divide and cooperate. Phillip is;charge of the companys development, such as financial control, new techonolgy applied;that builds a world leader in analytical instrumentation. Also, he would be in charge of;the quality control and energy moniotring systems. Shelleyfish would be in charge of;expanding global market, business strategic and marketing specialist.;Project Methodology;The purpose of this paper is to thoroughly think out the field of study of cultural;analysis applicable to an organization of our selection. In order to complete this task, this;paper establishes the framework or methodology for how we will conduct our research;gather data, conduct interviews and synthesize information researched, observed and;obtained from both on-site and off-site data gathering activities.;Culture comprises three related levels: artifacts, espoused values and basic underlying;assumption (Schein, 1992). Schein further defines culture as a set of basic assumptions;that define what we pay attention to, what things mean, how to react emotionally to what;is going on and what actions we need to take in various kinds of situations. In our;research we propose to integrate this model that defines an organizational culture, as the;framework for our methodology. Using this model will allow our framework;development to occur for the actual project research and presentation in a concise and;logical manner.;In our research and report-out process we will compile data from various business;research data bases (Lexus-Nexus, Business Premier), visit the corporate offices of the;target companyAmgen, observe the artifacts, the personnel and conduct a survey to;assist with ascertaining the espoused values of the culture. For the espoused values we;will compare the mission, vision statements and the management structure to our;observations and identified artifacts to understand their impact on shaping and defining;the culture. A cultural survey platform (dimensional) will be utilized to refine our;understanding of the culture. It is anticipated that this dimensional survey questionnaire;will be utilized to better quantify our observations and research. Finally, in our analysis;of the underlying assumptions we will use our own personal experiences and intuition or;hunches from being in and around the organization to synthesize our observations with;factual and emergent information. This will allow us to understand the behaviors and;values of the organization.;Table 1.0 outlines our methodology for conducting the organizational cultural analysis;and for the report-out process. The analysis plan has the team meeting at the organization;site on two separate locations. The first meeting will be conducted early in research;process (September time frame). Prior to the first meeting basic factual company;information will have been researched and analyzed. This information includes key;business information such as revenues, earnings, company size, affiliates, global expanse;and other key related business factors, key industry information such as competitors;position in industry, overall performance of industry, and key regulatory operating;parameters of the industry. This data will provide background understanding to the;observations and artifacts. During the first meeting the analysis team will tour the;campus while taking note of artifacts and observations. We anticipate limited formal;personnel interaction at this meeting.;A second and final meeting will be conducted several weeks later. During this;meeting the full application of organizational theory obtained via the masters of business;class in organizational behavior at CLU will be applied. The separation of the;organizational visits over the defining 4 to 6 week time period will allow the team ample;time to inculcate learned theory so as to apply it to the cultural analysis of the target;company. During the second meeting interviews with identified personnel will be;conducted and full documentation of the points outlined in Table 1.0, sections 4 through;6 (Artifacts to Assumptions) will be assessed. A project plan or timeline will be;developed to manage the project and to ensure all deliverables are executed per plan.;Shortly after conducting our first on-site organizational visit we will build and route;the survey to the intended personnel. It is anticipated that by or shortly after the second;site visit we will have received the targeted number of survey responses (N > 30%) to;allow a valid conclusion for our combined observations, assessments and survey;responses. We will then develop our project presentation as outlined below.;Presentation Organization;Discuss the organization and layout of the pptyou may want to develop the construct;how many sections, section headers The powerpoint should simply follow the;methodology as detailed above.;Bibliography;Schein, Edgar. Organizational Culture and Leadership. San Francisco, Ca: Jossey-Bass;


Paper#34270 | Written in 18-Jul-2015

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