Nicole Lopez, Alex Malliaris, Lois Rosewood, Deliah Taylor, Adam Tenbrink
Mission Statement and Strategic Positioning
At Intuition Networks we are committed to safety and innovation in transportation and we have positioned our organization with a strategy that distinguishes us in the social and economic landscape. We see ourselves as part of a cooperative effort to better the environment as well as the lives of our customers.
We continually focus on improving and maintaining the quality of our products.
Through focus group research we determined that the public was ready for a car that would drive itself so that they could safely engage in social or business conversations while riding to their destinations, either in face-to-face meetings with the other passengers in the vehicle, or through their cellphones and computers.
All of our employees are inspired by the mission we have of eliminating transportation accidents while contributing to a cleaner environment. We offer state of the art training programs which provide continuous learning opportunities to support the advancement of employees within our company. The enormous increase in our company’s stock value over the past 10 years is a direct reward for our employees who are also shareholders in our company. Based upon Stanley Deetz’ multiple stakeholder model, our company has dedicated itself to serving our customers and employees, as well as the global ecology.
Product Development
At Intuition Networks we determined that people were ready to let our company do the driving once we proved the overall safety of our networked transportation system. To meet this goal we formed strategic alliances with the National Science Foundation, the Defense Department’s Advanced Research Projects Agency, Intel, the award-winning Stanford University Transportation team and the Honda Research Institutes. We gained national recognition by creating robot vehicles which were then used in combat zones for transporting supplies, saving many lives of those in military service. We carried out an intelligent publicity campaign, achieving substantial news media coverage of our safe and successful networked transportation system in action. We showed how it would work in urban environments as well as on interstate freeways. We displayed a comprehensive 100% safety record in all transportation environments and our product was accepted by the public.
Our product operates using Stanford’s Velodyne and lidar technology. The Velodyne sensor uses 64 lasers that capture a million data points per second. This allows our vehicles to see a distance of 200 yards, in all directions, in 3 dimensional views. We also use lidar sensors, a light-based radar system to provide close-up vision for viewing pedestrians and other objects. In addition, our cars also use sensitive GPS systems to direct themselves.
In 2007, the number of deaths due to roadway accidents in the United States was nearly 50,000. By taking out the element of driver error, our product has reduced that number substantially. Our company has now achieved automation of private transportation in the United States and many other nations such as Japan, Canada and France.
Product Differentiation
Our product is the vehicle of the future that will revolutionize our current beliefs and change our ideals and expectations for our cars and car companies. At INTUITION, we are not simply selling you the best car out there; we are selling a service and a lifestyle. We are concerned with every individual who buys our product and ongoing communication will ensure customer satisfaction. Everyone who invests in our vehicle will be matched with a company representative who will be a personal point of contact for all of their needs. This representative will extend beyond the typical role and be more a friend to the customer than just merely a contact to the company.
Our company desires to communicate a personal interest in the lives of our customers. Through constant communication with our customers through representatives, focus groups and company gatherings, we receive better feedback and in return fully accommodate individual’s needs and desires. Part of our service will entail vehicle modifications at any point in the life of your vehicle. Whether it is for life changes or purely cosmetic, we will be there to assist our customers every step of the way. For example, if your work needs change and you would like to create a more office-like atmosphere inside your vehicle or if you get married or anticipate the birth of a child, being in direct contact with an INTUITION representative will ensure that changes are made so that your vehicle is suited to your tailored needs.
With a variety of options to choose from, customers who buy our vehicles will have complete creative freedom to design the car perfect for their desires and needs -- the possibilities are endless. Your vehicle can then become an extension of your office and with the driverless technology that our cars will possess, you can get a head start on your workday as we drive you to the office. TV’s, computers, internet access, mini bar, fridge, stove or microwaves can be installed in your vehicle. If you can imagine it, we can create it.
We strive to have more and more of our vehicles on the roads and have made them as affordable as possible. Since our customers work hand in hand with our design technicians, you are able to create the car that is within your individual budget. Federal, state and local governments have created incentives such as rebate programs to help individuals buy our personal transportation vehicles, both because of the increase in safety as well as the zero emissions pollution standards our vehicle have.
Although our driverless automobiles require very little participation by it’s occupants, “drivers” will still be required to be licensed by the state. We understand that there are times when our customers will want to drive in the traditional sense, so our vehicles will have the capability to be taken out of the “automatic” drive mode.
We believe in our product 100% and feel that our service and safety are unmatched, and we hope to see a shift towards seeing primarily our vehicles on the roadways. We can accommodate any lifestyle, any budget and all requests for vehicle design. In doing this we, INTUITION Networks, believe we have created a product that is accessible to people in all walks of life. We are a people-based organization and customer service and satisfaction are our ultimate goals.
Organizational Life of 2017
Our company, with the assistance of the Danal Organizational Consulting Group, has formulated a workplace democracy strategy that empowers employees by leveling the playing field. Traditional hierarchies that characterize so many companies have been eliminated and replaced by teams comprised of specialists who are equipped to manage themselves. Without the interference and intimidation of managers paid to supervise and report to those higher up, the voice of the worker flows unrestrained. Decisions are made collaboratively based upon the contributions of every team member. Participation on everyone's part is encouraged and rewarded. An employee stock ownership program, which encourages employees to work hard so that their share of company stock will increase in value, has been implemented. Our stocks are given as a gift to workers who demonstrate consistency in their work and enthusiastic participation in company decision-making. When monetary gain is tied to people's contributions, they are motivated to invest even more of their best efforts into their work.
Our hiring practices zero in on job candidates who are the very best fit for the positions they are hoping to fill. Individuals are not hired simply because they can get a job done. Rather, they are placed in positions where they can flourish based upon their natural strengths and abilities. We believe that work should not be drudgery, but rather an outlet for creativity and innovation. When employees are enjoying their work, they are motivated to produce even greater results and that excellence will be reflected in high quality work and strong relations between team members.
Our company strives to keep our employees as happy as possible. We recognize that everyone who is involved throughout each step of design, manufacturing, marketing, and sales deserves recognition for a job well done. Regular celebrations honoring employees at every level encourage their participation and also foster community.
Each of our employees receives full medical benefits. Ensuring that they are well cared for outside of work will guarantee that workers are at their best for work. The health of our company is dependent upon the health of its team members. Wellness workshops encourage employees to be good to their bodies and care for themselves.
Our company recognizes the work/life conflict that is present for its employees. We know that while people are on the job their minds are on what's going on at home and we are also aware that people who are at home are thinking about what's happening at work. To help remedy the work/life conflict for its employees, our company has made it one of its top priorities to create a workspace environment that is comfortable not only for those who are working but also for their families. Moms who want to spend time with their young children have the option of placing them in a day care on the premises. This childcare facility is fully equipped with cameras and other monitoring devices, and video will be streamed directly to the computer of the mothers. That way they will be at ease knowing that their children are nearby and well cared-for.
Thursday, December 6, 2007
Friday, November 30, 2007
Lyric and Explanation- Tonia
"These Places I've Been Fired"
These places I've been fired
'Cause I need enjoyment
Not just plain employment
These places I've been fired
I just came from John Deere
Can I get a job here?
In chapter 3, the human resources approach is introduced and addresses employee creativity and organizational structure. In this approach the goal is to motivate the employees through dialogue and increased productivity will come as a result. “Situations are symbolic constructions of reality that are individualized according to personal needs, desires, and interest” (Eisenberg, Goodall Jr., Trethewey 93). If an employee feels like they are being personally fulfilled on a job they will most likely be more committed to the mission of the organization.
In “These Places I’ve Been Fired”, by Wannabemustangjockey, the individual expresses that just being employed is not good enough. While on the job an employee wants to enjoy their work. Most employees want to feel a sense of achievement and motivation. If they lack one or both then the job becomes a duty that seems dead end. Productivity decreases and the organization suffers along with the individual. In this poem the individual gets fired most likely because they were slacking off and not meeting the expectations of the company. The person then uses their last place of employment to get a job elsewhere in hopes of a different experience. Generally most people go from job to job until they find a company that has taken on the human resources approach in creating an atmosphere of satisfied employees whose personal and professional desires are being met so that the organization in return will benefit.
These places I've been fired
'Cause I need enjoyment
Not just plain employment
These places I've been fired
I just came from John Deere
Can I get a job here?
In chapter 3, the human resources approach is introduced and addresses employee creativity and organizational structure. In this approach the goal is to motivate the employees through dialogue and increased productivity will come as a result. “Situations are symbolic constructions of reality that are individualized according to personal needs, desires, and interest” (Eisenberg, Goodall Jr., Trethewey 93). If an employee feels like they are being personally fulfilled on a job they will most likely be more committed to the mission of the organization.
In “These Places I’ve Been Fired”, by Wannabemustangjockey, the individual expresses that just being employed is not good enough. While on the job an employee wants to enjoy their work. Most employees want to feel a sense of achievement and motivation. If they lack one or both then the job becomes a duty that seems dead end. Productivity decreases and the organization suffers along with the individual. In this poem the individual gets fired most likely because they were slacking off and not meeting the expectations of the company. The person then uses their last place of employment to get a job elsewhere in hopes of a different experience. Generally most people go from job to job until they find a company that has taken on the human resources approach in creating an atmosphere of satisfied employees whose personal and professional desires are being met so that the organization in return will benefit.
Gattaca- Tonia Rivera
In the movie “Gattaca”, your genetics determined how far you were to go in life. Those who were healthy were called “valid” and those with any kind of genetic disability were called “invalid”. The “invalids” were outcast and expected to have a shorter life with little to no success. That was until Vincent came along and proved that one’s destiny lied in their own hands. In chapter 7 of Organizational Communication, identity is defined as “how individuals position themselves in the world through language and action”.
My first observation of the movie was the fact that Vincent did not allow his genetic disability to take control over his life and predict his future. He positioned himself among the elite and became as one. He did not identify with being “invalid” and therefore he did not position himself to live as they lived. Vincent spoke as an elite and was identified among the “valid”. He lived longer then was told to his mother and did more then society said that he could do. A question was asked in Organizational Communication, that I believed was answered by Vincent in the movie and that question was, “are you a character in someone else’s story or are you the author of your own? Vincent’s identity changed when he changed his position from victim to someone with the victory.
My second observation in the movie was Irene’s lack of assertiveness. When the director told her that she would be the contact person for the investigation she was not firm on the fact that it would cause her to fall behind in her work. In chapter 7, studies were done on the difference between how women and men communicate in the work environment. The result of that study implied that women did not know how to ask for what they wanted. Their approach was too willing to accept what they were given, whereas men were firm and stood their ground longer until they got what they wanted. Irene was identified as an “invalid” and submitted to that status because of her genetic disability. For that reason she was treated with less value and accepted that spot in life. She reacted quite different from Vincent, who was not going to allow anyone to convince him that he was less capable then anyone else.
My first observation of the movie was the fact that Vincent did not allow his genetic disability to take control over his life and predict his future. He positioned himself among the elite and became as one. He did not identify with being “invalid” and therefore he did not position himself to live as they lived. Vincent spoke as an elite and was identified among the “valid”. He lived longer then was told to his mother and did more then society said that he could do. A question was asked in Organizational Communication, that I believed was answered by Vincent in the movie and that question was, “are you a character in someone else’s story or are you the author of your own? Vincent’s identity changed when he changed his position from victim to someone with the victory.
My second observation in the movie was Irene’s lack of assertiveness. When the director told her that she would be the contact person for the investigation she was not firm on the fact that it would cause her to fall behind in her work. In chapter 7, studies were done on the difference between how women and men communicate in the work environment. The result of that study implied that women did not know how to ask for what they wanted. Their approach was too willing to accept what they were given, whereas men were firm and stood their ground longer until they got what they wanted. Irene was identified as an “invalid” and submitted to that status because of her genetic disability. For that reason she was treated with less value and accepted that spot in life. She reacted quite different from Vincent, who was not going to allow anyone to convince him that he was less capable then anyone else.
News Analysis Assignment- Tonia Rivera
In the article “Should You Trust Toys From China?,” the issue of globalization surfaces when a toy gets recalled that wasn’t made in the US. Many of the toys that our children play with are made in China because of the low cost of production. Companies outsource their work to companies like China so that they are able to profit more by only having to pay employees a small fraction of what employees make in the US. According to the Consumer Product Safety Commission, there were “61 toy recalls in 2007, 19 of which involved violations of the lead paint standard” (Should You Trust Toys From China). This finding is alarming to those parents who initially had put their full trust in companies to only release those toys that had tested safe for children.
Globalization’s driving force involves money and therefore, safety is secondary. The public is demanding that safety is taken more seriously and expecting in the near future for companies to step up their safety measures. A publisher of Toy Tips stated that, “A billion toys in the country are from China. A lot of toys made in China are fine.” This publisher’s statement is not enough assurance to a parent whose child’s safety is put on the line when they buy their kid a toy made in China. The probability that the toy may not be fine raises eyebrows and issues of safety for kids. We as consumers don’t want a billion toys to be fine instead we want all the toys to be fine. No child’s well-being should be put on the line because they are playing with a toy that did not undergo rigorous testing for safety. China is not the problem, taking shortcuts is. The recalls done in 2007 should teach companies that our children are not guinea pigs and their standards must be raised in order to protect the safety of the children.
Globalization’s driving force involves money and therefore, safety is secondary. The public is demanding that safety is taken more seriously and expecting in the near future for companies to step up their safety measures. A publisher of Toy Tips stated that, “A billion toys in the country are from China. A lot of toys made in China are fine.” This publisher’s statement is not enough assurance to a parent whose child’s safety is put on the line when they buy their kid a toy made in China. The probability that the toy may not be fine raises eyebrows and issues of safety for kids. We as consumers don’t want a billion toys to be fine instead we want all the toys to be fine. No child’s well-being should be put on the line because they are playing with a toy that did not undergo rigorous testing for safety. China is not the problem, taking shortcuts is. The recalls done in 2007 should teach companies that our children are not guinea pigs and their standards must be raised in order to protect the safety of the children.
Thursday, November 29, 2007
LaPorche Carlisle-Insight on the speaker
I thought the speaker Mike Liebhold was very excited to come and share what he does and how his organization plans for the future. What really made the talk interesting was that he was enthusiatic and very insightful. I enjoyed when he talked about maps. How they are not just going to be for building but for everything we plan. I thought that was a good prediction because instead of planning out on paper and words we will have symbols and shapes. Also he was open to questions during his presentation, that was helpful because alot of what he was talking about was exciting to hear and people may have more than one question or comment. He pretty much answered all of mines without me asking. He made it more understandable on why the future is important to plan for.
Joan- Mass Advertising Scenario Story Development
Mass Advertising Scenario Story Development
In the year 2017, the world will be like a big news paper because advertisements will be everywhere. No one will care about these advertisements because during this time, it relates to your true identity without tracking what your real interests are. Advertisement will be like a shotgun effect. This means advertisers will not target anyone on a personal level based on age, economics, sex, and ethnic background. For instance, Coach is an expensive luxury brand for women’s purses. This will probably be advertised in any area no matter how poor or rich the region is. Since it will be the year 2017, people will do ordinary things people do now but with more advance technology than ever. Our group came up with an advertising company named Futurescope. We will consult our clientele with assistance with marketing their products. At our job, people will have open floor plans and open communication. For example, there would not be any cubicles. Because Utopian View will be enforced in our company, everyone is going to be equal no matter what their position is. Utopian View will improve our productivity and work life. Everyone will have better medical and benefits while working at Futurescope. Open communication will consist of opinions, evaluations, and feedback among colleagues. To have open communication improve more effectively, our organization would like to include Quality Improvement Teams, as discussed in the book. Quality Improvement Teams are people who would like to help improve client satisfaction, team performance, and reduce costs. Work will have a new meaning of a perfect environment. People will get up in the morning because they love to go to work because it is a very comfortable place.
In the larger-scale forces, this scenario will cover more social attitudes than any. Supportive Communication will be added to Futurescope. This means our organization will “emphasize on active listening and taking a real interest in employees is even more useful” (288). This will help our employees become more equal. There will be no outcast. No matter what people wear, think, act, etc it will be all equal. On the quality scale, people will be happier, stress less, and live longer because communication will be much better.
In our day and age, we are on the verge of a communication crisis. We are unhappy at work because many of us have to balance out family, work, and school. That is why 2017 will be a better place to live. No one will be in competition. We will have a more peaceful society because of the better psychological environment we are going to have in the year 2017. All stocks will be approximately the same. Most stocks will go up high in percentages. No stocks will ever go down drastically to make our economy worst. No, you shouldn’t kill yourself later because we will have a better life if you wait. Standards will only change in terms of better technology. By the year 2017, we will have better communication technology. Just like in chapter 8, Virtual Teams will be incorporated at work. Because of our clientele is geographically everywhere, Futurescope will have a range of technological tools to support our clientele geographically to efficiently work together across time and space in what are called virtual teams. Microsoft will still be around along with other word document softwares. There would not be any competition between the softwares because all companies have an equal opportunity to succeed. There will be less biased people.
In the year 2017, the world will be like a big news paper because advertisements will be everywhere. No one will care about these advertisements because during this time, it relates to your true identity without tracking what your real interests are. Advertisement will be like a shotgun effect. This means advertisers will not target anyone on a personal level based on age, economics, sex, and ethnic background. For instance, Coach is an expensive luxury brand for women’s purses. This will probably be advertised in any area no matter how poor or rich the region is. Since it will be the year 2017, people will do ordinary things people do now but with more advance technology than ever. Our group came up with an advertising company named Futurescope. We will consult our clientele with assistance with marketing their products. At our job, people will have open floor plans and open communication. For example, there would not be any cubicles. Because Utopian View will be enforced in our company, everyone is going to be equal no matter what their position is. Utopian View will improve our productivity and work life. Everyone will have better medical and benefits while working at Futurescope. Open communication will consist of opinions, evaluations, and feedback among colleagues. To have open communication improve more effectively, our organization would like to include Quality Improvement Teams, as discussed in the book. Quality Improvement Teams are people who would like to help improve client satisfaction, team performance, and reduce costs. Work will have a new meaning of a perfect environment. People will get up in the morning because they love to go to work because it is a very comfortable place.
In the larger-scale forces, this scenario will cover more social attitudes than any. Supportive Communication will be added to Futurescope. This means our organization will “emphasize on active listening and taking a real interest in employees is even more useful” (288). This will help our employees become more equal. There will be no outcast. No matter what people wear, think, act, etc it will be all equal. On the quality scale, people will be happier, stress less, and live longer because communication will be much better.
In our day and age, we are on the verge of a communication crisis. We are unhappy at work because many of us have to balance out family, work, and school. That is why 2017 will be a better place to live. No one will be in competition. We will have a more peaceful society because of the better psychological environment we are going to have in the year 2017. All stocks will be approximately the same. Most stocks will go up high in percentages. No stocks will ever go down drastically to make our economy worst. No, you shouldn’t kill yourself later because we will have a better life if you wait. Standards will only change in terms of better technology. By the year 2017, we will have better communication technology. Just like in chapter 8, Virtual Teams will be incorporated at work. Because of our clientele is geographically everywhere, Futurescope will have a range of technological tools to support our clientele geographically to efficiently work together across time and space in what are called virtual teams. Microsoft will still be around along with other word document softwares. There would not be any competition between the softwares because all companies have an equal opportunity to succeed. There will be less biased people.
Speaker on 11/20/07
I really enjoyed the speaker and one thing that I found interesting that he mentioned was the media scape. I like the idea that people in the future will be able to not only track where they are with the GPS system but also will be able to hear stories about the location. So eventually everywhere a person goes with the GPS system they will be able to get some kind of background information. Having the ability to access stories that pertain to where you are physically will make a person feel more connected. This feature will be great for people trying to find the best place to buy a house. Getting history from the stories that make up a neighborhood could play a role in helping an individual find whether or not the area would prove suitable for them.
Tonia Rivera
Tonia Rivera
Subscribe to:
Posts (Atom)