Rushil Surapaneni

Student ID#: 24782638

GSI: Jose Marimon
Module #4 Assessment Activity
April 28, 2014

1

STEP 1: FILL IN THIS TABLE
DAY 1

Name KSAs Title Responsibilities
You Dating knowledge, social network
experience, leadership skills,
communication skills, marketing
knowledge
Chief
Executive
Officer
To lead the development and
implementation of the companys strategy.
To appropriately organize and staff the
company in order to achieve the
companys strategic goal. To assess
monitor, and manage any internal or
external risks the company may take in
business or product development. To
communicate effectively with all company
employees, customers, and institutions
and individuals with a stake or interest in
the company to ensure effective internal
control and clear management systems.
To serve as the principal representative of
company, embodying its values in a lawful
and ethical manner, in order to encourage
employees to conduct their actions in
accordance with the law and internal
company standards.
Stevie C++ programming, detail-oriented,
technology geek, advanced math skills,
musical genius
Chief
Technology
Officer
To lead all facets of the companys
technological development in the dating
service industry. With approval from the
CEO, guide the strategic technological
growth of the company while assisting and
collaborating with internal departments in
developing new technologies that possess
the ability to increase the efficiency of
internal and external operations. Identify
trends in technology and social behavior
and establish timetables and schedules to
continually evaluate and develop the
product.
Trisha Mechanical engineering, writing skills,
oral presentation skills, advanced math
skills, critical thinking skills, html
programming skills
VP, Product
Research
and
Development
Develop and execute procedures to
ensure quality standards are met and
maintained. Manage research and
development budget along with managing
product design from initial stages of
development to execution and launch.
Work with CTO to develop processes to
best accelerate technological growth for
service while identifying trends early on
within the technological and social
atmosphere to offer advice to CTO for
product improvement.
Jade Business major, social skills,
leadership skills, knowledge of media
production, project management skills
Chief
Financial
Officer
To assist CEO in developing business
through identifying funding opportunities,
drafting prospective budgets, and
determining cost effectiveness of
prospective initiatives for the service.
Oversee management of all fiscal
reporting activities for the company.
Rushil Surapaneni
Student ID#: 24782638
GSI: Jose Marimon
Module #4 Assessment Activity
April 28, 2014

2

Develop and maintain internal control
systems to protect financial assets of the
organization. Provide internal departments
with operating budgets and offer cost
analysis support. Control and substantiate
all financial documents to ensure financial
records may pass any audit conducted.
To ensure oversee payroll for all other
staff members.
Stef Psychology major, interpersonal skills,
oral communications skills, writing
skills, social perceptiveness
VP, Human
Resources
Plan, develop, and evaluate programs and
strategies and their impact on attracting,
developing, and motivating the human
resources of the company. Look to identify
talent internally and externally for
positions of power within the organization
and look to develop and protect
compensation and health benefits of
employees. Develop policies and
programs for management of human
resources of the corporation and develop
policies and procedures to improve
operations and efficiency of the
corporation. Provide the company with the
best pool of talent available and position
the company in a favorable light for
consumers and prospective employees.
Taka Artist, graphic and photo imaging skills,
professional dancer, entrepreneurial
skills, video streaming knowledge,
attention to detail
VP,
Marketing
Developing and executing all marketing
strategies to achieve company objectives
of sales, growth, profitability, and visibility.
Maintain clear marketing message and
target certain customer segments to
increase brand awareness. Conduct
market research on economic trends and
demographic basis of customers. Ensure
execution of marketing tactics and
programs, and manage marketing budget.
Measure effectiveness of marketing
department and implement improvements.

STEP 2: DRAW YOUR DAY 1 ORGANIZATION CHART HERE

!"#$
&'
!(#$
)*+'
,-$ &*./'012$
3*/*
,-$ 456*1
7'895.:'8$
;<'=
!3#$
;<'>?'
,-$ -.9+5:<
@'>'A9B6'1< *1+
7'8'*.:C$
3.?8C*
Rushil Surapaneni
Student ID#: 24782638
GSI: Jose Marimon
Module #4 Assessment Activity
April 28, 2014

3

STEP 3: EXPLAIN YOUR ORGANIZATION CHART IN TERMS OF SPECIALIZATION AND
DEPARTMENTALIZATION

Write a short explanation for how you decided to assign titles and responsibilities to yourself and your five
friends. Specifically, what decisions did you make about specialization and departmentalization? Also,
how did you match up each persons KSAs with title and responsibilitiesgiven your decisions about
specialization and departmentalization?

The structure of the organization is focused on the primary purpose of the new company: to publicize and
develop the dating service to connect those with an interest in hip-hop. The primary goal of the company in
its initial stages was to get the word out about the service and attract the attention of students from a few
local colleges to build an initial consumer base. I decided that there would be little specialization in terms of
jobs, but in terms of departmentalization, there would be two primary individuals, the CFO and the CTO,
who would control the marketing and human resources departments and product development and
research department, respectively, and these two individuals would report directly to the CEO, whose title I
possessed. Since the initial strategy was to simply publicize and develop the product, the structure of the
company involving the six individuals, including myself, meant that each person would have to perform a
variety of tasks in order to get the company off the ground. With little departmentalization, each individual
could go on to pursue each aspect of the company they were responsible for that had to be developed
unabated and without confusion, but nonetheless, each title possessed the responsibility to report to others
in the company so clear communication could develop and convey the companys message and culture
both internally and externally. By creating a flat, centralized chain of command, change and access to
management is malleable and apparent, necessary to further innovate the product to match the criticisms
and opinions offered by consumers. Given this philosophy of low specialization and departmentalization, I
matched up each individual with their specific title based on their demonstrated KSAs.

I appointed myself CEO because I possessed significant knowledge of the type of industry our product
would be developing within and I had the type of business acumen and personable qualities necessary to
build and develop the company. Stevie was appointed CTO because he possessed the mathematical
skills, programming and musical knowledge, and the technological expertise to best collaborate with the
CEO to guide the technological growth of the company and improve the external and internal efficiency of
the product and company. Trisha was appointed the VP of Product Development and Research because
her mechanical engineering background and knowledge of html programming along with her oral
presentation, mathematical, and critical thinking skills made her ideal to lead the product as it grew and
venture into new projects to improve the overall service. Jade was appointed CFO because of her
business background, knowledge of media production, and project management and leadership skills, all
which contribute to mold an individual who could collaborate with the CEO to develop business
development models and financial reports necessary for the financial existence of the organization. Stef
was appointed VP of Human Resource because her psychology major and general social skills indicated
she had the capacity to deal with a wide variety of individuals, demonstrating someone who possessed the
ability to effectively manage and deal with any issues that arose between employees in the organization.
Taka was appointed VP of Marketing because of her artistic background along with her entrepreneurial
skills and the fact that she was one who paid attention to detail, making her the perfect fit for someone who
had to pitch the product to the consumers in a way that presented the dating service as both reliable and
unique and she possessed the skills and traits necessary for marketers to best work with any target
consumer base.






Rushil Surapaneni
Student ID#: 24782638
GSI: Jose Marimon
Module #4 Assessment Activity
April 28, 2014

4

STEP 4: DRAW YOUR DAY 1,825 ORGANIZATION CHART HERE


STEP 5: EXPLAIN YOUR ORGANIZATION CHART IN TERMS OF SPECIALIZATION AND
DEPARTMENTALIZATION ON DAY 1,825

Write a description of how your company has changed since DAY 1 and what that has meant in terms of
the recruitment and selection of 95 new people to meet your companys growing needs. You have had to
make decisions about how to organize the business and where to put these people, including your
original five employees. Specifically talk about the role of specialization and departmentalization in
organizing your human resources now that your company has 100 employees. What are you trying to
achieve now and how does the organization chart reflect that?

In developing the organization chart, it was important to emphasize that strategy follows structure. In this
case, after 5 years of continued expansion, the strategy for the company had changed. The strategy
now was focused on building a national campaign and pushing the dating service outside of the college
circles and into adult segment of the market in the next one to three years. Along with continuing to build
the market for this service, it remained imperative to serve and improve the product for the target market
we had already secured. Clearly, the number of college campuses that our service has a presence in
indicates the success we have had in marketing the brand to the young adult segment of the consumer
market. It was clear that the significant rise in users of the service meant the product had to continually
evolve to satisfy the changing demands of consumers and that the number of services and
responsibilities required growing the product needed to be expanded.

In order to accommodate for the growth of the service and to adapt to the evolving consumer
environment, it was clear that more employees had to be hired. By expanding production levels, the
!"#
!##
!C?'= D::951012
#E:'.
D5+?012 ;<*F
GH B'9BA'I
@*<* D1*AJ8?8
;<*F GK B'9BA'I
!(#
,-$ &*./'012
@?.':<9. 9=
#1A?1' &*./'012
#1A?1' &*./'012
!99.+?1*<9.
#1A?1' &*./'012
7'8'*.:C ;<*F
GK B'9BA'I
@?.':<9. 9=
D+>'.08?12
-.969091*A
D+>'.08?12 ;<*F
GLM B'9BA'I
,- 9= ;*A'8
;*A'8
D6N*88*+9.
;<*F GLM B'9BA'I
,-$ 456*1
7'895.:'8
@?.':<9. 9=
;<*E12
7':.5?<6'1< *1+
"6BA9J''
@'>'A9B6'1<
;<*F
GK B'9BA'I
@?.':<9. 9= -5NA?:
7'A*0918
-5NA?: 7'A*0918
;<*F GO B'9BA'I
,- 9= !58<96'.
;'.>?:'
!58<96'. ;'.>?:'
;<*F GP B'9BA'I
!3#
,-$ -.9+5:<
@'>'A9B6'1<
*1+ 7'8'*.:C
,- 9=
"12?1''.?12
-.9+5:<
"12?1''.?12 ;<*F
GLM B'9BA'I
!Q#
@?.':<9. 9=
Q1=9.6*091
3':C19A92J
Q3 @'B*.<6'1<
;<*F GLM B'9BA'I
Rushil Surapaneni
Student ID#: 24782638
GSI: Jose Marimon
Module #4 Assessment Activity
April 28, 2014

5

responsibility of each individual worker had to be more clearly defined to continue and improve on
communication between the logistical bases that existed in the company. With more individuals involved
in the company, greater forms of control had to be imposed so people understood the specific
responsibilities they had for the company to meets its growth objectives. Greater departmentalization
through the establishment of a decentralized, tall form of organizational command was necessary for the
greater number of workers involved in the company to assume responsibility for each action they
undertook.

While many layers of management threatens to slow down the innovation of the company, it strictly
emphasized and maintained the status quo that the goal was to hold the college market base the
company had acquired and push into the adult consumer market segment. With an increase in
employees, higher specialization was needed so people would understand their responsibilities clearly.
The company cannot run the risk of having people trying to do two jobs at once or confusion existing
amongst individuals about what the responsibilities of their job entitled so high specialization was
needed with a decentralization of power so the wide range of employees could work on their given
responsibility.

To build upon growing momentum by expanding into a new target market while maintaining the current
consumer base, a greater number of layers for the chain of command are necessary to continue to
facilitate ideas while defining clear goals necessary for each department. By adding departments such
as those involving accounting, sales, information technology, and public relations to name a few, the
delegation of power offered clear and definitive roles and responsibilities for the company. The
organization chart reflects that the company is looking to grow out of its college environment feel and
capture a greater portion of the total consumer market, namely adults. By clearly defining roles,
delegating authority and creating a tall chain of command, the employees of the organization remain
responsible towards working for the common strategy and vision shared by the company and enforced
by the central authority within the organization.