Telstra Power
Introduction
This report will focus on analysing the existence of power, control and resistance within an organisation with particular reference toward Australia’s largest and most successful telecommunications provider, Telstra (Telstra, 2013). Applying widely recognised theoretical frameworks and concepts against these focus areas, a critical analysis has been conducted and assessed with the findings referenced throughout the report determining the positive and negative impacts each are having on Telstra the organisation and its stakeholders.
The three focus areas of power, control and resistance are major influences within any organisation and critical to its success. Power and control can be perceived as being the same within an organisation, …show more content…
As the ‘Top-level manager’, David Thodey makes decisions affecting the entire company. He does not direct the day-to-day activities of the company; instead he sets goals for the organization and directs the company to achieve them. An example is the announcement of a strategy of market differentiation and a renewed focus on customer service and satisfaction (Telstra Website, 2009). Top managers are ultimately responsible for the performance of the organization (Simmering, 2007). Following the top-level management group is the middle-level managers, who set goals for their departments and other business units. Middle managers are charged with motivating and assisting first-line managers to achieve the company’s objectives. They also play an important role by communicating and offering suggestions to the top managers, as they are more involved in the day-to-day workings of the company.
The next level of management is the first-level. This level is responsible for the daily management of the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company, as they are the managers that most employees interact with on a daily …show more content…
Although these impacts can be both positive and negative it is clear from the examples provided that a balance between what’s positive to both an organisation and its stakeholders remains a huge challenge to maintain.
Telstra has been used as a case organisation due to its operational size and market reach throughout the country and spreading to different cultures internationally. Various methods were used to gather and analyse information specific to the affects of power, control and resistance from both internal and external stakeholders of the company which formed the basis of or report.
Power of an organisation over its stakeholders is seen almost always as a negative characteristic but is critical to an organisations success. It was found that power in Telstra is delegated down through a hierarchal management structure to manage staff and performance. This lead onto analysing which control methods are being used within Telstra such as performance goals and project deadlines, which have been founded to be a major cause of many bully and stress related complaints. Due to the mismanagement of power and control various cases of industrial action and even suicide has been reported as a form of resistance from stakeholders. This resistance has a negative impact on the public image of the organisation and can
This report will focus on analysing the existence of power, control and resistance within an organisation with particular reference toward Australia’s largest and most successful telecommunications provider, Telstra (Telstra, 2013). Applying widely recognised theoretical frameworks and concepts against these focus areas, a critical analysis has been conducted and assessed with the findings referenced throughout the report determining the positive and negative impacts each are having on Telstra the organisation and its stakeholders.
The three focus areas of power, control and resistance are major influences within any organisation and critical to its success. Power and control can be perceived as being the same within an organisation, …show more content…
As the ‘Top-level manager’, David Thodey makes decisions affecting the entire company. He does not direct the day-to-day activities of the company; instead he sets goals for the organization and directs the company to achieve them. An example is the announcement of a strategy of market differentiation and a renewed focus on customer service and satisfaction (Telstra Website, 2009). Top managers are ultimately responsible for the performance of the organization (Simmering, 2007). Following the top-level management group is the middle-level managers, who set goals for their departments and other business units. Middle managers are charged with motivating and assisting first-line managers to achieve the company’s objectives. They also play an important role by communicating and offering suggestions to the top managers, as they are more involved in the day-to-day workings of the company.
The next level of management is the first-level. This level is responsible for the daily management of the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company, as they are the managers that most employees interact with on a daily …show more content…
Although these impacts can be both positive and negative it is clear from the examples provided that a balance between what’s positive to both an organisation and its stakeholders remains a huge challenge to maintain.
Telstra has been used as a case organisation due to its operational size and market reach throughout the country and spreading to different cultures internationally. Various methods were used to gather and analyse information specific to the affects of power, control and resistance from both internal and external stakeholders of the company which formed the basis of or report.
Power of an organisation over its stakeholders is seen almost always as a negative characteristic but is critical to an organisations success. It was found that power in Telstra is delegated down through a hierarchal management structure to manage staff and performance. This lead onto analysing which control methods are being used within Telstra such as performance goals and project deadlines, which have been founded to be a major cause of many bully and stress related complaints. Due to the mismanagement of power and control various cases of industrial action and even suicide has been reported as a form of resistance from stakeholders. This resistance has a negative impact on the public image of the organisation and can