netrashetty
MP Guru
Organisational Structure of Georgia Pacific : Georgia-Pacific LLC is an American pulp and paper company based in Atlanta, Georgia, and is one of the world's leading manufacturers and distributors of tissue, pulp, paper, packaging, building products and related chemicals. As of Fall 2008, the company employed approximately 50,000 people at more than 300 locations in North America, South America and Europe. It is a division of the private US conglomerate, Koch Industries
CEO
Charles Koch
CFO
Steve Feilmeier
COO
David Robertson
Communication
MC
Communication
TJ
Public Affairs
KS
Vice President
DK
Clearly, the organization's values must be in line with the organization’s purpose and mission, and the vision they are set to achieve. An articulated and well-thought out values of an organization can provide a framework for the collective leadership of an organization to encourage common norms of behavior, which will support the achievement of the organization's goals and mission. In addition, moving any organization along the ethical continuum involves some well-defined and meaningful processes in terms of consistency in outcomes, attitudes, organizational commitment, and organizational learning. Every single effort done toward moving an organization headed for ethical excellence and creating organizational values involves either defining, re-confirming, or creating the foundation of values.
Recurrently, organizations either make comment or at the very least tacitly imply that their people are their most valuable resource. This cannot be simply a catch phrase; indeed, it must be a demonstrable reality within the various levels of the organization. If the values of the organization are to be subscribed to by all members of the organization, there must be a process designed whereby the significant levels of the organization will have a meaningful, observable input into the creation of the values. One may be tempted to simply adopt a set of values that appears to fit. With a modest amount of research, the values of a variety of organizations can be obtained and be adapted to the organization. Although this may appear to be more effective in the short term, but in the longer term, this process has some inherent weakness, not the least of which is a total lack of buy-in and ownership throughout the organization
CEO
Charles Koch
CFO
Steve Feilmeier
COO
David Robertson
Communication
MC
Communication
TJ
Public Affairs
KS
Vice President
DK
Clearly, the organization's values must be in line with the organization’s purpose and mission, and the vision they are set to achieve. An articulated and well-thought out values of an organization can provide a framework for the collective leadership of an organization to encourage common norms of behavior, which will support the achievement of the organization's goals and mission. In addition, moving any organization along the ethical continuum involves some well-defined and meaningful processes in terms of consistency in outcomes, attitudes, organizational commitment, and organizational learning. Every single effort done toward moving an organization headed for ethical excellence and creating organizational values involves either defining, re-confirming, or creating the foundation of values.
Recurrently, organizations either make comment or at the very least tacitly imply that their people are their most valuable resource. This cannot be simply a catch phrase; indeed, it must be a demonstrable reality within the various levels of the organization. If the values of the organization are to be subscribed to by all members of the organization, there must be a process designed whereby the significant levels of the organization will have a meaningful, observable input into the creation of the values. One may be tempted to simply adopt a set of values that appears to fit. With a modest amount of research, the values of a variety of organizations can be obtained and be adapted to the organization. Although this may appear to be more effective in the short term, but in the longer term, this process has some inherent weakness, not the least of which is a total lack of buy-in and ownership throughout the organization
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