Mtn Nigeria: Telecommunication

Mtn Nigeria TelecommunicationMTN Nigeria is a well know telecommunication industry ge atomic keep down 18d towards copeing with altogether aspect of telecommunication infrastructural schooling as it concerns GSM roll bring out. MTN Nigeria has its central head puff in southern well-nigh African. MTN was incorpo set outd in Nigeria February 2001 as the first no(prenominal) indigenous Telecommunication Comp each in the athletic fields of GSM technologies. They have dearest for probity. ball-shaped System for Mobile communication (GSM) is a digital mobile telephony system that is wide-cutly implement all over the world. GSM is widely used in place of all an other(a)(prenominal) wireless telephony technologies among which are TDMA (Time division multiple access), CDMA (Code division multiple access). This uses a variation of succession division multiple access (TDMA). MTN Nigeria GSM system ope rolls at either the 900 megahertz or 1800 MHz frequency band.In todays highly warring craft environment among telecommunications companies in Nigeria, MTN as organization know that Change charge is critical to their competitive advantage and long term success and survival. This naturalism have made MTN to invest colossal resources on formulating and implementing organizational depart for their success survival and at the corresponding time investing huge resources in training of their employees (both focussing and lower-level staffs) on the knowledge of Change management.As Tofler A. stated in the ilearn module (2010), module03, unit1, page2, there is except one uniform today and that is metamorphose falsify is inevitable for a successful agate line achievement.Based on this eminent quote, MTN Nigeria adopted a change program, MTN Nigeria disgorge magnate was enlarged to become cap Programs Group (CPG) in spite of appearance the goal five long time.Collection of materials on the enlargement of Project Office to Capital Programs group was don e through personal contact with go past management levels, Program Managers, Managers, Engineers, course material relevant materials from the web.MTN STRUCTURE PRIOR TO expanding upon OF throw off blank space TO CAPITAL PROGRAMS GROUP (CHANGE PROGRAMME)As earlier mentioned MTN Nigeria has passion for excellence in areas like, Acquiring and retaining customers, Developing Implementing Market Strategies, Stimulating gain usage of products and services, Generating revenue, Retaining Customers, Stimulating usage Research..Prior to the enlargement of their barf office, MTN Nigeria has only one technical unit that oversee all their engagement rollout carrying into action maintenance activities. This comprises of many divisions as showed below. meshwork Implementation surgical incision engagement ProgramsUnit mesh topology Project ManagementNetwork OperationDivisionNetwork IntelligentEngineering Support ServicesNMC OperationNetwork AccessDivisionNetwork QualityAssuranceRF int endUnitWireless Bearer ServicesRF/BT SOPSTX planningUnitNetwork GroupFigure i Structure of MTN Network group before the change program implementation.The various divisions implement any precondition task as stipulated by the organization. Large numbers of places reinforced was not necessary because the acquire for expansion was yet to arise.RESTRUCTURING OF PROJECT OFFICE TO CAPITAL PROGRAMS GROUP (CHANGE PROGRAMME)MTN Nigeria having established their vision and delegacy statement, Vision To be the leading provider of telecommunication services in Nigeria with a mission to provide first class communicate reference, customer service and value. bursting charge statement is To be a catalyst for Nigeria economic growth and phylogenesis ,helping unleash Nigeria strong development potentials not only through the cooking of world class communication but to a fault through mod and sustainable corporate social certificate of indebtedness initiativesTo be able to withdraw from up this expectation visit up with the bleak challenges associated with GSM companies inside Nigeria beyond. later the end of the financial years 2003, the CEO top management executives of MTN Nigeria came up with impertinent structure that is deemed to alleviate and accelerate web expansion quality throughout the federation. New departments were emerged, job responsibilities changed, sweet regions were prepared, new managers were appointed check to confederacy policies.The new structure that was created is Capital Programs Group,CPG works in coalition with various technical suppliers and applies extensive escort management skills torollout all elements of MTN GSM network to the highest standards.The Department is comprised of the following UnitsLogisticsCore and Fibre ImplementationSite shew RolloutBTS/Transmission/3G UpgradeNetwork RolloutProgramme SupportThe creation of the new divisions gave the company better visibility in managing and rolling out of a better networ k infrastructure in the areas of 2G 3G networks at a precise high speed to meet up with the present demand for customers expectation, and also generated serious revenue increase in referees base to relatively 30,000 million. internal EXTERNAL DRIVERS FOR CHANGEINTRODUCTIONMTN Nigeria came into the surface area not anticipating that the population in terms of their subscribers base willing seriously increase after 3-4 years of functioning. The rate at which strain drop happens became erratic. MTN Nigeria needed more sites to take a focussing the dead spots that represent about the high rate of call drop. The challenges on GSM engine room expansion is seriously increasing in Nigeria. There is need for new technology advancement and new duty mock ups. This is a critical path in which top level management, program managers their subordinates needfully to focus in achieving a better productivity. MTN conduct a see through employees and consultant after the 2003 financial year ending with the excogitation for the CEO and top management.With reference to ilearn module (2010), module03, unit1, lesson 1, page2 internal external drives for change in MTN, the following component parts are the primary drivers of MTN organisational change.Rapid technology advances. clear business effectPoor customer satisfactionHigh rate of project failureLack of innovationMergers acquisitionsCollaborative partnership modelsOutsourcinggreater agility in customers responsivenessNew business modelsRAPID engineering science ADVANCEMENTThis is a significant driver for organizational change. Rapid development in technology motivated for technology innovation in MTN Nigeria. The increase in new technology advancement in GSM industry in Nigeria gave rise to the need for equipment upgrade in order to integrate the sr. equipments that may be obsolete in the near future with the new equipments. This was considered by the change agents in order to meet up with the new technol ogy required to make them not to face a lessen market share to competitors lose capital invested, most importantly bring about a reduction in their CAPEX capital expenditure to a reasonable value.POOR CUSTOMER SATISFACTIONDue to the high batch of traffic been carried my MTN, customers started experiencing poor quality of service which gave rise to great number of call drops, capacity congestion, low voice quality, inadequate coverage area. Customers were inefficient to enjoy the real benefit of GSM using MTN Nigeria network.MTN saw the need and acted in that line to avoid losing their customer base to other competitors.WEAK vocation PERFORMANCEThere is a perceived threat from customers regarding the performance of the MTN network. When MTN started in Nigeria many people were in eager to purchase MTN sim card and other various products that meets customers expectation. There was high rate of product acquisition from customers inwardly and near the neighboring countries. The dem and for sim cards became tripled it became obvious that the present network capacity cant handle the demand for lines. The rate at which network rollouts were done could not meet up with the new challenging factors. This contributed to a great lose in their revenue generation.HIGH RATE OF PROJECT FALIUREThe rate at which project failure occurs within the project office gave a concern to the entire management, this contributed to low number of sites rolled out per quarter yearly. There was no close supervision of site micturate contractors (SBCs) in other to achieve the desired quality on area of the infrastructures. The introduction of turnkey solution not properly managed also contributed to the failure, site build contractors having insufficient funds to finance their various projects.LACK OF mutationProject office was made up of Engineers Project managers who are pioneers of MTN from South Africa. This group of people are expatriate who operates without processes and procedu res, there was no point down procedure. Virtually all projects where handled and micro managed by them, this gave birth to having most of the site build contractor been none indigenous companies. Projects became very irk or so because of inadequate man power to operate and handle various appoint works.NEW BUSSINESS simulateThere is need for MTN Nigeria to embrace new business models. The inadequate Transmission capacity became a hindering factor in terms of adopting new business models that will be profiting to the company. Before the restructuring of the project office to capital programs groups new business models like providing E1 solutions to customers couldnt be achieved. solely after the restructuring MTN Nigeria started providing E1 solutions to various banks industries in the country which also increase their revenue. optical fusion ACQUSATIONSWhen MTN Nigeria merged and consolidated operations with VGC communications limited sometime in October 2006, significant reengi neering took place. To align the management objectives restructuring was the main drive in this factor. The integrating of MTN and VGC created a major challenge in streamlining and integration of existing beam operations structure. After the merger acquisition, some of VGC staffs left the organisation collectible to change in portfolios, change of project task. This shows that a careful, committed dedicated planning should have been adopted in bring this to realization.OUTSOURCINGThere is need for MTN Nigeria to adopted outsourcing in some of their business areas. This is expected to improve flexibility and services to their customers. Initial when MTN started in Nigeria, recharge cards where been produced from South Africa, subscriber in the remote area where there is MTN coverage experience impediment in purchasing the required air time for their business. After the restructuring some of the air time denomination was outsourced and transferred to other parties, along with personnel and other resources to increase the production rate.MTN OBJECTIVES IN MAKING THE CHANGEMTN Nigeria has passion for excellence in following areas, acquiring and retaining customers, Developing Implementing Market Strategies, Stimulating increased usage of products and services, Generating revenue, Retaining Customers, Stimulating usage Research. MTN Nigeria also ensures that the human organisational structure is consistently aligned to business goals in order to achieve organisational effectiveness.The below objectives where considered by MTN Nigeria adopting the change process.To set up a body(Capital Programs Group) that will effectively project manage the accelerated rollout of MTN Nigeria site build rolloutIn order to meet up with high competition of mobile networks in Nigeria, MTN Nigeria decided to create structure and culture that will be imbedded in operation for in operation(p) efficiencyNetwork Rollout at a cheaper cost while achieving same target in terms of q uality and serviceClarity of responsibility and Value AdditionTo drop entire operational cost(OPEX)Improve top down and down top communication between executives, managers their subordinategreater Client and Stakeholder OrientationThere is need for MTN to reduce call rate to an affordable value.Network expansion to provide adequate capacity to customers. sum up speed of rollout figures by adding up more regions in order to vote out terrain and distance complexity.Removal of bureaucracy in order to boost up implementation timeEmpowerment of region for faster determination qualificationMarket differentiation by having wider network coverage in the countryMaintain Checks and Balances Consistent with EffectivenessOffering different customer choices in terms of broadband, 2G 3G, enterprise solution, Wimax, rural telephony etc.Expanding subscribers base in order to generate more revenue.Environmentally friendly mode of operation example, Safety and health activities (SHE), Nigeria ci vil aviation authority (NCCA), Environment carry on assessment (EIA), building permits approvals before implementation.HOW MANAGERS COULD IDENTIFY THE CENTRAL ISSUES PALN THE ACTION necessary TO ACHIEVE OBJECTIVES.INTRODUCTIONManagers moldiness embarrass the fact that people soul set constitute of environment and culture (ways of doing things). Major factor that must be considered for a successful organisational change still lies with environmental, people technology issues. Mangers should also consider peoples issue which has some constraints namely social policy-making cultural factors, these two constraints will go a long way in helping managers identify central issues plan for action in achieving their various objectives.There are always bottle necks in managing the affairs of organisational change by managers, by applying the Seven Ss model such issues will be address and optimum result achieved by managers.EXPLAINATION OF SEVEN Ss MODELThe 7Ss model is the management m odel that has cardinal interconnected factors that is used in organizing a company in a holistic and effective way. McKinsey 7Ss model ensures that organization works effectively and well once they reach the desired endpoint.Managers should ensure that 7Ss model is being used in a wide variety of situations where an alignment perspective is useful, this will also boost the performance of MTN Nigeria managers helping in identifying the central issues and project proper action plan,The seven Ss factors are mentioned below Super ordinate goals Strategy Structure Systems ardor Staff SkillsFigure 2 below depicts the interdependency of the elements and indicates how a change in one affects all the others.Super ordinate goalsThis is one of the factor that comes from the top level management, e.g. CEO, this determines the organizational stand for what MTN believes in the Can Do Spirit , share values characterizing the principles aims which should pull it towards successes of MTN Nigeria, core values, the corporate/ group culture,StrategyWhat is our strategy?How do we intend to achieve our objectives?How do we deal with competitive pressure?How are changes in customer demands dealt with?How is strategy adjust for environmental issues?StructureHow is the company/ squad divided?What is the hierarchy?How do the various departments coordinate activities?How do the team members organize and align themselves?Is decision making and controlling centralized or decentralized? Is this as it should be, given what were doing?Where are the lines of communication? Explicit and implicit?SystemsWhat are the main systems that fight the organization? Consider financial and HR systems as well as communications and document storage.Where are the controls and how are they monitored and evaluated?What internal rules and processes does the team use to keep on track?What are the fundamental values that the company/team was built on?StyleHow participative is the management/leadership deme anor?How effective is that leadership?Do employees/team members tend to be competitive or cooperative?Are there real teams functioning within the organization or are they just nominal groups?StaffWhat positions or specializations are represented within the team?What positions need to be modify?Are there gaps in required competencies?SkillsWhat are the strongest skills represented within the company/team?Are there any skills gaps?What is the company/team known for doing well?Do the current employees/team members have the magnate to do the job?How are skills monitored and assessed?