For the pursuance of the research, the company Telenor Group was chosen. Telenor Group is one of the largest mobile operators in the world, which serves 140 million subscribers. This company holds a strong position in Central and Eastern Europe as well as in Asia. Telenor Group was included in the list of 500 largest companies in the world. In addition, it is one of the leaders of the Dow Jones Sustainability Indexes rating. The company totals nearly 30,000 employees all over the world. In light of the above, one can definitely consider Telenor Group a successful company. Along with that, the company can be praised for its ability to recruit and retain high-qualified and experienced employees. Telenor Group provides a policy of loyalty towards its principal staff, which helps to keep them working well. The company provides a wide number of benefits to its employees to ensure their satisfaction.
This paper will provide a detailed analysis of Telenor Group and several aspects of its activity such as internal organizational performance, type of culture, structure of the company, model of communication, nature of authority, motivational techniques the company uses towards its employees, areas of emotional quotient, and components of a virtual organization within the company.
Type of Culture
Telenor Group was established in 1855 under the name Telegrafverket as the telegraph service provider. In 1966, the company launched a mobile phone network with manual switching. In 1981, it was replaced by an automatic mobile network. Due to the activity of Telenor Group, Norway became the first country with an automatic mobile communication in Europe. Since 1993, the development of networks of a global system for mobile communications began. Finally, in 2004, commercial network 3G was commissioned. Telenor Group is a company that operates not only in Scandinavian countries but all over Europe and Asia. It can be definitely considered as the most popular and famous company, which provides telecommunication and networks services in the world. In addition, it has its own standards of culture. Telenor Group can provide the appropriate conditions for the total satisfaction and loyalty for its employees. Thus, this company seems to be a very good employer. In examining the type of culture, to which the company operates respectively, it can be noted that the principles of a “salad bowl” are followed. It means that Telenor Group provides the policy of unconditional belief in the equality of people from different countries and nations. Being an international company, it also respects the diversification of cultures.
Telenor Group policy towards its employees can be characterized by equal and fair treatment of every representative of the company. All of them can expect benefits and perks to an equal extent. In addition, the company maintains an informal and friendly atmosphere in offices. The existing hierarchy is not emphasized. The office space is not divided according to the colonelcy. Due to such organization of working operation, all employees have equal opportunities to express their professional qualities and the similar tools and possibilities to get a benefit. The policy of equality of all employees helps to make communication and discussion of professional issues easier and more effective. Such an organization of the working process gives the opportunity to engage all employees in the decision-making process to a certain extent. Thus, one can conclude that Telenor Group employees are compensated appropriately to their professional achievements and are totally satisfied with their jobs. In turn, it positively influences the turnover rate. Telenor Group can be considered to be a stable company that is able to retain good employees. Without a doubt, it is difficult to follow the principles of a salad bowl culture in such a huge company as Telenor Group. However, this company has successfully been doing it and keeping its employees satisfied for many years. As a result, such loyal policy indisputably makes profits for the company. As it is known, any company’s success is founded on the professionalism, devotion, and efforts of its employees. Telenor Group shows excellent performance. It can be noted that the values inherent to the company culture have a huge impact on its success. The principles of determination, devotion, and hard working are introduced into the professional consciousness of its employees. Thus, loyalty towards its employees and their satisfaction leads Telenor Group to success. Furthermore, this company does not use negative competition as a motivational factor. Telenor Group suggests its employees the concept of teamwork and mutual assistance. This company excellently reflects the advantages of the teamwork approach as a way to achieve the goals of the organization. The employees are allowed to feel free to express their opinion and suggest ideas to improve the working performance. The principles of the salad bowl culture are reflected in the instance of specified quotas proved by Telenor Group. The company practices hiring candidates representing different cultures and professional backgrounds. In addition, the permissible part of a number of hiring women is very high.
Modes of Communication
Communication at Telenor Group is organized in a way that provides the maximum effectiveness and helps get benefits. All the barriers to communication are removed. As it has been mentioned above, the offices of Telenor are the large open spaces with no sectorization. Also, there are no closed doors and private rooms that can prevent free communication. The working atmosphere is predominantly informal. The employees are encouraged to all the types of communication in regard to any work or even private issues. Such norms of company communication at Telenor Group are established for the purpose of making the employees feel comfortable and open to each other. Advanced business communication between employees has a positive impact on the company’s performance in general. It should be noted that employees do not abuse these advantages. Thus, verbal communication can be considered the main method of transmitting information at Telenor Group. However, written communication also plays a significant role in the company’s activity.
Telenor Group has its own internal network, through which the information can be shared within the organization. Thus, both forms of communication are established and working well in the company. The employees can choose the appropriate way to communicate with colleagues according to the current situation and working needs. It is remarkable that the employees of different ranks do not need to overcome the obstructions to communicate. Telenor Group is the company that removes the rank differences in terms of the communication between its employees. For example, every trainee is allowed to reach the higher ranks of the company’s management in case he/she has thoughts or suggestions that can help improve the company’s performance. The practice of frequent informal meetings amongst employees is developed in the company. Additionally, regular team meetings are held in order to monitor the continuous improvement of employees’ professionalism and performance of the company. In case an employee shows bad performance, he/she is not penalized but is given advice and tools to improve it. The employees who show good performance and high-quality work are appreciated for it and can expect benefits and additional compensation. Without a doubt, it is the right way to increase the morale of the staff. To solve any issue, any employee can have a private conversation with the colleagues verbally. Also, there is an internal telephone network at Telenor Group. The employees can use it as well as an online chat system. E-mail communication is used to share formal documentation or providing documented information.
Nature of Authority
Telenor Group has a well-developed organizational structure, which can be characterized by the wide rank of responsibilities and opportunities given to employees. The nature of authority at Telenor Group has a flat organization (Kyng & Mathiassen, 2003). It means that employees are not strictly controlled by managers and have the authority of doing their work in the way they want. They are free in choosing the approach to organize their working process. Workers are highly empowered in this company, and the main criterion of their effectiveness is the level of performance they show. On the one hand, employees are expected to show professional qualities that are appropriate to the position they hold as they are responsible for their job. On the other hand, employees are given an opportunity to make decisions and solve the issues themselves in the way they consider the most effective. They are allowed to take working challenges, which can improve their working skills. Thus, the work at Telenor Group is interesting, rewarding and will not become monotonous for employees if they perform well. The main goal of the management policy at Telenor Group is building a strong team of the professionals consisting of responsible, self-reliant and passionate employees who are able to meet the complex working challenges. A sense of trust among the colleagues is highly appreciated in the company.
In addition, Telenor Group makes every employee feel his/her own worth and professional value. Employ