Ng's Integrated Systems Sector example essay topic

Introduction Thesis statement: In every organization there are systems or patterns of values, symbols, rituals, myths, and practices that have evolved over time. These shared values determine to large degree what employees see and how they respond to their world. How an organization determines the demand for employees is a result of demand for the organization's products or services. How Northrop Grumman satisfies these goals and demands shall be analyzed. Company Overview: Northrop Grumman (NG) Corporation is a global defense company headquartered in Los Angeles, Calif. Northrop Grumman provides technologically advanced, innovative products, services and solutions in systems integration, defense electronics, information technology, advanced aircraft, shipbuilding and space technology.

With more than 120,000 employees, and operations in all 50 states and 25 countries, Northrop Grumman serves U.S. and international military, government and commercial customers. Seven business sectors comprise Northrop Grumman. Below is a listing and description of each sector. To find out specific product, program or service information, click on the sector name below (in bold) and you will be taken to that sector's home page: Electronic Systems NG's Electronic Systems sector is a world leading provider of airborne radar, navigation systems, electronic countermeasures, precision weapons, airspace management systems, space systems, marine and naval systems, communications systems, government systems and logistics services. Information TechnologyNG's Information Technology sector delivers full life-cycle solutions that meet mission, enterprise and infrastructure needs in information systems and services; C 4 ISR; strategic security; engineering and science; training and simulation; base and range operations; and enterprise IT solutions and products. Mission SystemsNG's Mission Systems sector is a leading global integrator of complex, mission-enabling systems and services.

The sector's technology leadership spans command, control and intelligence systems; missile systems and technical and management services. Integrated Systems NG's Integrated Systems sector designs, develops, produces and supports network-enabled integrated systems and sub-systems for U.S. government, civil and international customers. It also supports the military with intelligence, surveillance and reconnaissance; battle management command and control; and integrated strike warfare. Newport NewsNG's Newport News sector is the nation's sole designer, builder and re fueler of nuclear-powered aircraft carriers and one of only two companies capable of designing and building nuclear-powered submarines. The sector also provides services for a wide array of naval and commercial vessels. Ship SystemsNG's Ship Systems sector is one of the nation's leading full service systems companies for the design, engineering, construction, and life cycle support of major surface ships for the U.S. Navy, U.S. Coast Guard and international navies, and for commercial vessels of all types.

Space TechnologyNG's Space Technology sector develops a broad range of systems at the leading edge of space, defense and electronics technology. The sector is a leading developer of military and civil space systems, satellite payloads and advanced technologies from high-power lasers to high-performance microelectronicsNortrop Grumman's vision is to be the most trusted provider of systems and technologies that ensure the security and freedom of our nation and its allies. As the technology leader, we will define the future of defense - from undersea to outer space, and in cyberspace. web we are / who vision main. html Analysis of the organizational culture, an evaluation of the strengths or weaknesses of the culture: Northrop Grumman has a "work hard" culture with a focus on teamwork. They have an aggressive focus on high tech services and are innovators and risk takers.

The company is unstable, in that it does not maintain the status quo. It has within the last couple of years acquired Sterling Software and most recently TRW. These acquisitions have presented challenges for NG as these companies were their former competitors. The regional Headquarters, here in Omaha, has a unique situation with respect to these acquisitions. That being, the former headquarters of Sterling, TRW, and NG are all within the same complex. TRW and Sterling employees are being assimilated by NG.

However, TRW in particular has a strong cultural background and NG is in the throws of dealing with this situation. Many of the TRW employees are reluctant to adopt the NG culture. Since Sterling was a fledging company this has not been a significant problem area for NG. Because of the co-location of NG's former competitors, the regional headquarters here in Omaha has become NG's test bed for integrating TRW and Sterling into the corporate culture. The regional headquarters, if successful, would become the benchmark that the other regional headquarters would use to integrate their TRW and Sterling employees into the company. As I stated previously, NG has a work hard culture.

Unfortunately, it is my observation that they do not play hard. They possess a team-oriented work ethic but they do not translate that ethic to extra-curricular activities. They do not practice team building outside the work environment. This, I believe, is a major drawback and is not conducive to a true team-orientation on the job. Their employee recognition program is weak and under revision. Employees are awarded gift certificates from local business that are purchased at corporate level and distributed to the regional headquarters.

In fact, if you visit their website, there is absolutely no mention of employee recognition programs to speak of unlike Hallmark where they tout their employee recognition programs and benefit packages. You must enter a search to obtain that information and it is very generic in nature. TRW actually had a better recognition program and NG is in the process of adopting many of their recognition strategies. An example of a rite practiced by the organization: NG does not have any real established rites. The closest thing to a rite would be their "All Hands" gatherings.

This is simply a recap of local events and guidance regarding future business activities. This is a quarterly event. A description of some of the organization's symbols, pictures, design, jargon, etc: (Double click on image below.) Acronym listA COMS Automated Centralized Operation and Maintenance Systems ANSI American National Standards Institute, Inc. ASTM American Society for Testing and Materials ATM Asynchronous Transfer Mode BITE Built In Test Equipment CCITT International Telegraph and Telephone Consultative Committee CD Compact DiscCECOM Communications - Electronics Command CONUS Continental United States DCA Defense Communications AgencyDCAC Defense Communications Agency Circular DCO Dial Central Office DD Form Department of Defense Form DISA Defense Information Systems AgencyDIMSS DSN Integrated Management Support SystemDISN Defense Information Systems Network DSN Defense Switch Network DoD Department of DefenseDSSMP Digital Switched Systems Modernization ProgramE-911 Enhanced 911 EAC Emergency Action Console EIA Electronic Industry Association EO End OfficeECSA Exchange Carriers Standards Association FCC Federal Communications CommissionGSCR Generic Switching Center Requirements HA Host Nation ApprovalsHNCA Host Nation Connection Approval HVAC Heating, Ventilation, Air Conditioning I Institute of Electrical and Electronics Engineering ITU-TS International Telecommunications Union-Telecommunications Standardization Sector ISDN Integrated Services Digital Network LATA Local Access Transport AreaLSSGR LATA Switching Systems Generic Requirements MFS Multifunction Switch NAB National Association of BroadcastersNCTA National Cable Television Association NFPA National Fire Protection AssociationOCONUS Outside the Continental United States OEM Original Equipment Manufacturers PBX Private Branch Exchange PCO Procuring Contracting Officer REA Rural Electrification AdministrationRSU Remote Switch Units Switch NodeS AS Stand-Alone Switch SOP Standard Operating ProcedureS OR Statement of Requirements SOW Statement of Work SONET Synchronous Optical NetworkS MEO Small End Office TCP / IP Transmission Control Protocol / Internet Protocol TE&CM Telephone Engineering & Construction Manual TIA Telecommunications Industry Association TMS Telecommunications Management Systems / TMD E Tools and Test, Measurement, and Diagnostic Equipment UBC Uniform Building Code UL Underwriters Laboratories, Inc. VTC Video Tele-Conference Interviewee: Becky Unger, Human Resources Generalist, Northrop Grumman, 1300 L, 22 March 04.

Becky has 12 years experience in her field. Describe the three most significant factors considered when selecting from qualified candidates. General requirements are skill set and skill match, and security clearance in defense contracting. It is a unique situation, 98% of the jobs require secret or top secret clearance. A disqualified would be the lack of the ability to acquire the proper clearance.

They do not hire foreign nationals. Most of their hires are local and relocation to the Omaha, Nebraska area is an issue with prospects. Becky screens candidates using the company requisition and the r'e sum " es to determine if there is a skill set and skill match. Describe the three most critical factors that would eliminate a qualified candidate in the final selection process. Describe your worst candidate from real life experience and why you would not hire this person. The critical factors that disqualify candidates are the characteristics of arrogance and inflexibility.

NG's projects are team-oriented and those characteristics would create conflict within the group. In addition, these individuals would not present the image to the customer that NG desires. Describe your best candidate from real life experience and why you consider hiring this person. The candidate must have the clearance for the position. In addition, they must have experience with the military environment and the skill set for the position.

NG also determines if candidates have a problem with working in an environment where their programs are used in the prosecution of war. The entire hiring process usually takes about 30 days. Summary Discuss the practical aspects of the research and relate to relevant course material such as diversity issues, HPO selection criteria etc. NG's lacks the people orientation that contributes to overall job satisfaction.

If they were to focus on this area more intensely, it is my belief that they would improve overall productivity. However, I attribute the lack of focus in this particular area to the nature of their business operations. Because they are contracted primarily by the military, they are bound to performance-oriented contracts that have tight schedules and high demands. This leaves little time to develop team-oriented social activities. On the other hand, they can compensate for the shortfall with aggressive recognition programs. It appears that they recognize this shortcoming as they are engaged in developing a viable recognition program.

How successful this program will be in fostering a comprehensive team approach and creating job satisfaction remains to be seen. NG does not follow the standard HPO selection processes because of the nature of their business. Since they serve primarily as military contractor they have a narrow selection process. NG will only hire U.S. citizens; they do not hire foreign nationals that, I believe, limits workforce diversity to some extent. Finally, the interview is an important source of information about the candidate. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each candidate receives the same set of questions, which have pre-established answers.

NG seems to favor a mix of both approaches. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which candidate will fulfill the needs of the organization.