We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy

See Pricing

What's Your Topic?

Hire a Professional Writer Now

The input space is limited by 250 symbols

What's Your Deadline?

Choose 3 Hours or More.
Back
2/4 steps

How Many Pages?

Back
3/4 steps

Sign Up and See Pricing

"You must agree to out terms of services and privacy policy"
Back
Get Offer

Six Box Theory Analysis

Hire a Professional Writer Now

The input space is limited by 250 symbols

Deadline:2 days left
"You must agree to out terms of services and privacy policy"
Write my paper

Six Box Theory Analysis Table of Contents Introduction………………………………………………………………………………………………3 Purpose…………………………………………………………………………………………………… 4 Structure………………………………………………………………………………………………. …. 5 Rewards…………………………………………………………………………………………………… 6 Helpful Mechanisms……………………………………………………………………… …………. 8 Relationships………………………………………………………………………………………………9 Leadership…………………………………………………………………………………………………10 Conclusion………………………………………………………………………………………………… 10 References…………………………………………………………………………………………………12 Introduction

The Six Box Model represents a particular way of looking at organizational structure and design. It gives attention to issues such as planning, incentives and rewards, the role of support functions as well as the delegation of authority, organizational control, and accountability and performance assessment. Purposes: Why do we exist? Structure: Are we centralized of decentralized? Helpful mechanisms: Have we adequate coordinating technologies? Relationships: How do we manage conflict (coordinate) among people? With our technologies? Leadership: Is someone keeping the boxes in balance? Purpose

Don't use plagiarized sources. Get Your Custom Essay on
Six Box Theory Analysis
Just from $13,9/Page
Get custom paper

Vonage’s Mission Statement We will always offer our customers an attractive value proposition including attractive local and international calling plans.

We will provide quality communications services with standard and enhanced features at prices considerably lower than those of traditional telephone services. We believe that our scalable and innovative technology platform not only provides us with a competitive advantage over many other VoIP service providers, but also allows us to maintain a low-cost structure relative to traditional telephone and cable companies providing telephony services.

Structure Is Vonage Holdings Corp a centralized or decentralized organization? Vonage Holdings is definitely a centralized organization. Top management make the organization’s key decisions with little or no input from any of the worker be it middle management, front line management or the support personnel. Companies that consolidate power and decision-making abilities at the top of the organizational chart, tend to be centralized organizations.

For example if the CEO of a corporation has a particular vision and wishes for it to remain pure to his/her perspective, he/she will centralize the organization so that he/she is able to control as much of the company as possible. In reading The Quality of Managers in Centralized versus Decentralized Organizations: Journal article by Raaj K. Sah, Joseph E. Stiglitz; Quarterly Journal of Business and Economics, Vol. 106, 1991 it states that centralizing an organization is usually helpful for companies who need to be stable or are facing a crisis and need one source of decision-making to lead them.

I use to think that these types of organizations were becoming more rare these days as employees become smarter and organizations become larger, however a few do still exist and Vonage Holdings is one that truly one of them. Centralized structures are becoming rare because of their many disadvantages. Due to power being consolidated at the top of the organization, the risk is great if the top of the organization becomes incapable of leading the organization. Major issues in an organization such as death, illness, or massive organizational size can cause a weak span of control.

Employees also will feel less motivated to perform for the organization as they will not have an avenue for sharing their ideas on how to improve the organization. This was a major problem I saw while working at Vonage Holdings Corp. Most of the employee, myself included, felt that we did not have a say in matter that affected us directly on a daily bases. We were told what to do, how to do it, and when to do it. We fought hard to get upper management to realize that by using a decentralization structure it would allow our organization to take advantage of division of labor by sharing decision-making across the organization.

It would also empower all employees and allows us to improve our performance by being able to act to improve deficient or inefficient areas immediately without approval from the top of the organization. As a manager who has gone on to manage other organizations where decentralization existed I realized that it in fact allow for the managers of business areas to actually use their first hand knowledge and experience to improve their areas.

By trusting the individuals within the organization to obtain accurate information and use their minds to provide appropriate analysis, manager are able to take advantage of division of labor and allows for multiple individuals to give input. Rewards Public praise/recognition Opportunity to show off a winning call Shared customer feedback that they’ve made a difference Earned extra paid time off Available re-training; personal development Respect as viable part of organization Requested to mentor new hire Requested for special project work Top notch info systems

Bright, comfortable surroundings As you can see, the number one motivator is public praise and recognition. However, in most organizations especially Vonage Holdings Corp, employee recognition is limited. Why? Because we all are very busy and don’t take the time. Also as sad as it may be managers are often guilty of having the attitude, “Why should I recognize or thank him? That’s his job! ” The Gallop Poll also states that actively disengaged workers cost employers $292 billion to $355 billion per year and that disengaged workers miss more days of work and are less loyal to employers.

It would be remiss of me if I neglected to add that if you truly want to know what motivates a particular employee, ask them! Most people know and if they don’t, you can brainstorm with them to find out. That’s what I did at Vonage Holdings and still do today. Helpful Mechanisms Does Vonage Holdings Corp have adequate coordinating technologies? Yes they do. Vonage Holdings Corp has excellent technology to compete in the telecommunications industry. That is not an issue. The issue in my opinion seems to be the way the customer perceives the organization and from the customer’s perception Vonage SUCKS.

Customers’ complaints range from the management, customer service, and technical support to pricing and product. The mechanisms put in place seem to have failed in the way of customer satisfaction but the Voice Over Internet Protocol seems to be doing well, just ask Comcast. Relationships From a customer’s standpoint it was clear by the number of service cancellations that they were distrusting of Vonage Holdings Corp also. People who distrust you are exceedingly unlikely to take the action you wish them to take, in this case remaining a Vonage Holdings Corp customer.

Customer’s started a website entitled www. vonagesucks. com which allows customer the opportunity to vent their frustrations with the product. This website was started after many customers became increasingly dissatisfied with the service that Vonage Holdings Corp provided. Leadership I think I need to retract a statement I made earlier regarding Vonage’s leadership I stated that there were no common goal in the leadership this is not true,the common goal is profit. Vonage Holdings Corp is a very profitable company.

In the first quarter of 2009 Vonage Holding Corp had revenue of $224 million and had over 2 million customers however many of those customer are very unhappy with the level of service they are provided. Conclusion In conclusion, I would like to state that doing this paper has given me a clearer insight as to what a leader should be. I have been led by some good leaders and some not so good leaders. I only hope that went I do start my own business that I will be one of those good or ever great leaders. I hope that I will be consistent in the messages I deliver and that people perceive me as being credible.

I have come to realize that credibility makes a difference. Having a credible leader fosters favorable work attitudes, great pride in an organization, strong teamwork, greater feeling of ownership and a better alignment between personal and organizational values References The Quality of Managers in Centralized versus Decentralized Organizations: Journal article by Raaj K. Sah, Joseph E. Stiglitz; Quarterly Journal of Business and Economics, Vol. 106, 1991 Leadership: Theory and Practice, Forth Edition. Peter G. Northouse, Sage Publications, 2007

Cite this Six Box Theory Analysis

Six Box Theory Analysis. (2018, Jan 29). Retrieved from https://graduateway.com/six-box-theory-analysis/

Show less
  • Use multiple resourses when assembling your essay
  • Get help form professional writers when not sure you can do it yourself
  • Use Plagiarism Checker to double check your essay
  • Do not copy and paste free to download essays
Get plagiarism free essay

Search for essay samples now

Haven't found the Essay You Want?

Get my paper now

For Only $13.90/page