This report is about the management structure that is applied in CITYCELL. In this report all the four basic functions of Management were discussed.
CITYCELL as one of the most popular mobile phone company applies top-down approach in setting their plans and objectives. The board of directors hold most of the authority in setting plans and subordinates are not consulted that much. CITYCELL applies MBO. CITYCELL operates in an opportunistic market but the unstable political environment and government policies are the main threats to the company.
In organizing the management flow CITYCELL emphasizes mainly on the traditional way. To run this growing business the span of management is comparatively wider. CITYCELL is not a family business and as a result there lies a strong formal relationship among the top level of management, and the tendency of delegation of authority is comparatively centralized.
Recruitment of employees in CITYCELL is a lot different from most other companies. Being a SBU of Pacific group, CITYCELL recruits many employees. Processes for recruiting people are quite similar to that of most other companies. In many cases managers are selected even before the job itself is designed. The managers predict that the demand for managers might go up in near future. However, there were little signs of training and development in CITYCELL.
Leadership in CITYCELL is a bit different from other companies mainly because now most of the other companies do not follow any traditional method but CITYCELL is mainly based on the traditional methods. That is why the workers working under this type of condition do not have much more freedom and the decision making process is really a very lengthy process. However, teamwork in
CITYCELL is very limited and it needs to be improved. The leaders are neither too autocratic nor too participative. The overall satisfaction level is quite good among employees in CITYCELL.