[조직개발] MediaOne 사례(영문)

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레포트 > 경제경영계열
2010.08.14
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[조직개발] MediaOne 사례(영문)에 대한 자료입니다.

1. Introduction
2. MediaOne Group
3. The Problem of MediaOne Group
4. Objectives of Organization Development
5. First Step of Leadership Development
6. Assessment
7. Supporting Activity
8. Evaluation & Result
9. Lesson Learned

본문내용

4. Objectives of Organization Development
The objectives of new leadership development system are below.
1) Develop the needed skill sets to compete in the newly formed broadband industry.
2) Develop leadership talent for the future, ensuring that shortage areas and diversity issues were considered.
3) Implement a system that would increase employee satisfaction levels through leadership development in order to positively impact retention.
5. First Step of Leadership Development
To prepare the new leadership development program, company formed a team of HRD experts and executed business diagnosis.

To train and develop new leaders, company should find out what competencies are required for them. Thus, focus groups were conducted with employees of entire company to identify newly needed competencies.
MediaOne Group hired Keilty, Goldsmith & Company to conduct focus group interviews. From this process, the senior leadership competencies for directors, VPs, and officers and the leadership competencies for managers and supervisors are developed. Both leadership competencies are organized into the four clusters of Business Knowledge, Strategic, People/Relationships, and Personal.
Both two competencies have alignments but there are some differences in each dimension. Especially in Strategic dimension, in the Senior Leadership model focuses on visionary thinking, shaping strategy, and global perspective, and the Leadership model focuses more on strategic alignment with the 4 competencies of acquiring strategic knowledge, influencing strategy, enterprise perspective, and leading change.

For the top 40 executives in the company including CEO, 1-hour interviews were conducted to verify common understanding of vision, values and strategy and to recognize current; future threats and opportunities; to identify the company’s current strengths and skill gaps; and to discuss preferred leadership development methodologies.
As a result of management interview, the individual coaching was the most preferred development methodology. It seemed that most managers wanted the individual coaching which offers flexible schedule because they are very busy.

The literature review on best practices and visiting the benchmarking companies was conducted for the last part of the business diagnosis.
In literature review, several firms were identified and especially firms utilizing coaching and action learning were the main target of the review.
In visiting best practice company, GE, Motorola, and American Express were selected for leadership development systems. Also interviews with HRD experts of Executive Development Associates and Global Consulting Alliance were arranged.

6. Assessment
Through above developing process, MediaOne Group developed

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