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Organisational Structure of Gemini Sound Products

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Organisational Structure of Gemini Sound Products
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Netra Shetty
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Organisational Structure of Gemini Sound Products - February 4th, 2011

Gemini Sound Products Corporation is a worldwide manufacturer of professional audio and mobile DJ equipment, including DJ CD players, DJ turntables, DJ mixers, professional amplifiers, loudspeakers, wireless microphones & DJ audio effects. Founded in 1974, it now has bases in the USA, Spain, UK, and Germany.
In June 2006, it announced the corporate name would change to GCI Technologies, an acronym meaning Gemini, Cortex, and iKey, its three divisions. Cortex, a maker of hard drive music systems, made its debut at the 2006 NAMM convention and was subsequently acquired by Gemini. The Gemini DJ brand name will still be used as it currently is.

CEO

Michael Hill
Director

Oscar Fernandez

After all, this was in line with the disadvantages sited in many management or organizational behaviour text books when discussing the matrix organizational structure. Even I have been guilty of teaching these to my students.

The Matrix

The matrix structure usually means you have more than one boss, as the reporting and hierarchy lines are often blurred by the siloed structure depending on the distinct focus. The specific examples he raised within his company was around the establishment of an acquisition group whose sole purpose was to acquire new customers for the entire company. This group reported into a separate sales division, but horizontally to the other product and customer coverage segments, thereby having more than one accountable leader, by organisational design and rendering that leader ineffective due to the multiple masters he or she had to serve.

At that particular discussion other participants in the conversation soon chimed in, citing the exact same phenomenon as occurring in their organisations and stating that it was a major impediment to conducting an effective and efficient sales and marketing function. Maybe, for that matter conducting or doing work in any function when the structure calls for a matrix can be disarming.

This four-quadrant behavioral personality profile test provides an understanding of people through awareness of temperament and behavioral styles. Personal and professional success requires understanding people's model of the world. Research indicates the insight achieved through the understanding of one's personal behavior on themselves and others. It is used to develop and enhance productive communication, rapport, and relationships for people at the workforce. Moreover, knowledge of an individual's values through the use of the DISC personality assessment tells a person why they do what they do. Because values lie beneath observable behavioral styles, values are not discovered until individuals are known for a long period of time. Values can be measured and motivations of employees can be known by partaking and with a highly validated personality profiling.
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James Cord
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Re: Organisational Structure of Gemini Sound Products - April 2nd, 2016

Quote:
Originally Posted by netrashetty View Post
Gemini Sound Products Corporation is a worldwide manufacturer of professional audio and mobile DJ equipment, including DJ CD players, DJ turntables, DJ mixers, professional amplifiers, loudspeakers, wireless microphones & DJ audio effects. Founded in 1974, it now has bases in the USA, Spain, UK, and Germany.
In June 2006, it announced the corporate name would change to GCI Technologies, an acronym meaning Gemini, Cortex, and iKey, its three divisions. Cortex, a maker of hard drive music systems, made its debut at the 2006 NAMM convention and was subsequently acquired by Gemini. The Gemini DJ brand name will still be used as it currently is.

CEO

Michael Hill
Director

Oscar Fernandez

After all, this was in line with the disadvantages sited in many management or organizational behaviour text books when discussing the matrix organizational structure. Even I have been guilty of teaching these to my students.

The Matrix

The matrix structure usually means you have more than one boss, as the reporting and hierarchy lines are often blurred by the siloed structure depending on the distinct focus. The specific examples he raised within his company was around the establishment of an acquisition group whose sole purpose was to acquire new customers for the entire company. This group reported into a separate sales division, but horizontally to the other product and customer coverage segments, thereby having more than one accountable leader, by organisational design and rendering that leader ineffective due to the multiple masters he or she had to serve.

At that particular discussion other participants in the conversation soon chimed in, citing the exact same phenomenon as occurring in their organisations and stating that it was a major impediment to conducting an effective and efficient sales and marketing function. Maybe, for that matter conducting or doing work in any function when the structure calls for a matrix can be disarming.

This four-quadrant behavioral personality profile test provides an understanding of people through awareness of temperament and behavioral styles. Personal and professional success requires understanding people's model of the world. Research indicates the insight achieved through the understanding of one's personal behavior on themselves and others. It is used to develop and enhance productive communication, rapport, and relationships for people at the workforce. Moreover, knowledge of an individual's values through the use of the DISC personality assessment tells a person why they do what they do. Because values lie beneath observable behavioral styles, values are not discovered until individuals are known for a long period of time. Values can be measured and motivations of employees can be known by partaking and with a highly validated personality profiling.
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