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Corporate Culture and Hr Strategies of Northrop Grummnan

Essay by   •  October 19, 2010  •  Essay  •  1,712 Words (7 Pages)  •  2,944 Views

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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 Technology

NG's Information Technology sector delivers full life-cycle solutions that meet mission, enterprise and infrastructure needs in information systems and services; C4ISR; strategic security; engineering and science; training and simulation; base and range operations; and enterprise IT solutions and products.

Mission Systems

NG'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 News

NG's Newport News sector is the nation's sole designer, builder and refueler 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 Systems

NG'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 Technology

NG'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 microelectronics

Nortrop 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.

http://www.northropgrumman.com/who_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

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