Verizon Organizational Culture

In reference to competing values framework, I get the idea that Verizon’s current organizational culture is a clan culture. Clan organizations put a lot of time in when hiring and correctly training their employees. I think Verizon shows they have a clan culture because of the time, money and effort they put into training new hires and also educating their employees when new products become available. For example, when new employees join the company they evaluate them at 30, 60, 90, and 120 post training. I think evaluating employees post training can be very beneficial. One reason being you are able to see how well they do their job. Secondly, you would be able to see if they are an asset to the company by how well they are doing their job.

Another reason I believe that point towards Verizon being a clan culture is because they delivered more than 60,000 hours of training before coming out with the 4G LTE network. I would also say they are a bit of a market culture as well. I would say market culture because their wish is to deliver results and employees are expected to work hard, react fast, and deliver quality work on time. A market culture is competitive and Verizon has set standards to be one of the best in the technology world. They recruit the top performing college students into their Leadership Development Program. As I said before they also invest in the training of their employees so that they can get the best results possible. One way we know this is because they were ranked number one on the Training Top 125 in

Creating VZTube was a creative way to let employees learn quickly. The point of VZtube is to give an on-demand learning approach. They can also see what videos are affective and which ones are not by seeing how many views a video has received. Again also implementing the LSV program was a way that they used training to change their organizational culture. They also used Organizational Goals & Performance Criteria. One way they used organizational goals is by having the goal of increasing shareholder value. Verizon has also set goals as an organization to build a business and workforce as good as its networks, to lead in shareholder value creation, and to be recognized as an iconic technology company. Verizon’s Leadership Development Program (VLDP) is one way they used performance criteria. One purpose of VLDP is to too retain the best college students because they are important to building future leadership. Using CS New Hire Training (NHT) Scorecard also helps Verizon evaluate the performance of its new