Know your company
When you work in a company, it is extremely important to know your organization from inside, understand the values and goals to move in unison and be able to characterize it if necessary. This is a guarantee of a harmony and long-term mutually beneficial cooperation between a company and its employees which results in prosperity of both.
So, following the topic and the mood of the above said, today I will try to define Mobilunity in terms of different criteria and I think the result will be interesting.
Surfing the plains of the Internet (as a regular human nowadays) I bumped into an interesting theory. American business experts Terrence Deal and Allan Kennedy, who think that internal state of the company should be closely regarded as extremely important, developed an interesting classification of inside cultures taking into account two main criteria: risk level and speed of feedback. I think the guys know what they are talking about. Therefore, we have:
Tough guy culture, high risk, quick feedback. Such companies usually appear very rapidly and gain success but then fail or go bankrupt.
Work hard, play hard, low risk, quick feedback. Successful activity lies in energetic behaviour of the company.
Bet-your-company, high risk, slow feedback. Organizations which go all in but get the results of their work much later, depend on people with technical knowledge whose decision directly influence company success.
Process culture, low risk, slow feedback. Typical of state institutions and industries where employees are focused on the very process of work.
Getting back to Mobilunity, I think it’s obvious to assume that the company is a work hard, play hard type of corporate culture because it implies the fact that employees mostly do not risk but the feedback on how well they are working is very quick. They have to be enthusiastic and energetic in order to stay lively through all the working processes. This is just a portrait of Mobilunity as there is also a characteristic feature of this type such as the the belief that one person can’t make a company, only a team has the resource to drive it to success.
Another interesting typology which I can associate Mobilunity with is the division of corporate cultures by a Dutch management consultant, Fons Trompenaars. Taking into account relations between employees and a company, their roles within the organisation he distinguishes 4 following types:
Family. A small business with strong interpersonal relations with a certain concept of “the father” who is more experienced and powerful than “the children”. Personal impressions (not knowledge) and personal conversations (not formal questionnaires) are much more preferable. Motivation with praise is more valuable than with money.
Eiffel Tower. A multi-layer, highly hierarchical company with a bureaucratic direction. On every level there is a manager who controls some group of people and in such culture, a superior can be, in fact, anybody: it is only a role to play. People are seen as an investment. Employees work precisely and effectively.
Guided missile. A task-oriented and result-driven organisation. All employees within this culture do their best to achieve a common goal. Team leaders usually control the process of some task performing though they are not experts in the field. When a professional decision is needed the expert takes over the role. This culture is costly because real specialists are expensive.
Incubator. A company as a means to facilitate self-expression and self-actualization. With almost no hierarchy this kind of organization encourages generating new ideas and promotes innovations. The main aim of an incubator is to free a person from the routine and improve their creativity. It usually helps to create a new product or service.
Well, this is a difficult one. It’s not so easy to match Mobilunity with only one type of culture/company and I suppose such phenomenon rarely exists in the modern business world because everything should be flexible and adaptive. I regard Mobilunity as a guided missile type with a touch of incubator and a shade of the family. Our company has clearly a goal-oriented organization and it obviously relies on professionals. Everyday new teams are formed with new team leaders to conduct a project or perform a task and team members are united by an objective are loyal to it and struggle to reach it. And why incubator and family? When a person works well and performs their tasks with high quality, Mobilunity certainly wants to develop the skills of this employee, create the best conditions of work and give all the means available to thrive in its environment. And here, it is always possible to have a personal conversation, ask a piece of advice and find a solution to whatever problem you have.
So, looking back at all the mentioned info, this is the minimum what can be told about the company and the main idea is that Mobilunity is an employee-friendly space where a high-skilled team has the opportunity to do what they like and develop in the direction they want. I guess this is just the way it has to be in an average IT company where precise rules of organization balance with friendly environment.