MTN AFGHANISTANOrganizational Structure

Analysis

Introduction to MTN MTN has been launched in 1994.

Is multinational telecommunications group.

MTN working in 21 countries in Asia, Africa and in the Middle East.

MTN recorded more than 100 million customers across the globe.

MTN lunched in 2008 in Afghanistan and it’s the leading telecom operator.

Continue…. Its coverage area is 34 provinces and has over 6 million active

subscribers.

MTN direct employees are more than 500 people and provides indirect employment to more than 7000 people.

Country’s single largest investor and tax payer. Since its inception 7 years ago, MTN has invested over US $500

million in Afghanistan.

MTN brings international expertise to Afghanistan and is committed

to the highest standards of network quality and coverage for the people of Afghanistan.

Mission & Vision of MTN

Dimensions of MTN Organization

Structural Dimensions Formalization In response of the Question that: How much formal and written documents,

reports, records, policies and other formalities going on inside this organization? He replied:

This organization is thoroughly based on rules, policies, employees records and procedures in WRITTEN form.

So, we have figured out that formalization at MTN is close to perfection

Centralization Throughout of our investigation we found that this organization follow the

vertical flow of authority and that is why all the important and essential decision and problem solving taking place at the top level of hierarchy.

If new issue or problem is coming to existence; the top MGT is responsible to take a corrective step and to design an effective decision.

In short, MTN is a highly centralized organization and no one else has the authority to interfere/intervene in decision making or problem solving.

Specialization As we observed there were some sort of tasks, assigned to

employees. And each employee was responsible to perform accordingly

But in some aspect of MTN organization we have seen that one employee engaged in more tasks at the same-nature of job than others.

In conclusion, based upon the collected data we realized that specialization at MTN is not as much higher as the formalization and centralization are.

Professionalism As It refers to the academic aspect of employees, MTN

organization is committed to hire well-educated and qualified personnel

In the beginning of this organization there were need to a large numbers of employees and the level of required qualification was very low, even school graduated students make the major part of this organization but in contrast,

Now a days the minimum required qualification for a job is the bachelor degree

And currently there are many those employees working; who have the Master degree in their specialized field

So, it indicates that the degree of professionalism at MTN organization is in height.

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MTN Afghanistan

formalization centralization specialization professionalization

MTN Hierarchy of Authority

CEO

Finance

Finace Senior Managers

Finance Manager

Finance Supervisor

Employee

HR

HR Senior managers

HR Manager

HR Supervisor

Employee

Marketing

MKT Senior Managers

MKT Manager

MKT Supervisor

Employee

Network

Network Senior Managers

Network Manager

Network Supervisor

Employee

Customer Care

CC Senior Manager

CSP Manager

CSP Supervisor

Employee

Deparments Directors

Contingency Factors or Contextual Dimensions of

MTNSize It is a leading telecommunication operator with coverage area of

34 provinces of Afghanistan Has more than 6 million active subscribers Has more than 500 direct employees and provide indirect

employment to more than 7000 people in Afghanistan Higher taxpayer organization in Afghanistan So, it shows that it is a large organization in Afghanistan

Organizational Technology

As innovation is one of the core values of MTN organization, and innovation basically coming to existence through utilizing the latest technology and electronic means thus,

MTN is intensely enthusiastic to bring innovation and

technological revolution to its customers.

ERS (electronic recharge system),E-Payment, GPRS and other communication software are the best examples of MTN technologies.

Environment The considerable elements outside the MTN organization are

Government

Customers

Suppliers Community

And most importantly other similar-nature organization or its competitors.

Goals and Strategy The main Goals and objectives of MTN Afghanistan is to provide

quality services to their customers and to

Earn profit through customer satisfaction

MTN currently providing quality and competitive environment to capture the entire Market and earn more profit

Mission and vision statements of MTN organization signify and emphasize that MTN is intend to be the leading telecommunication company among their competitors

Culture

Since it’s a high formalized organization there are strict rules and ethical standards that nobody should cross those limits.

They claimed that we treat all the employees in the same way, in and outside the organization

At the head office of MTN, there are employees who are from different religions but each and everyone should maintain sound relation among themselves and have to be respected to the values, beliefs and norms of one another.

There is a strong commitment of employees towards efficiency and organizational goals.

MTN’s Organizational StructureAnalysis

Formal Reporting Relation Through its vertical flow of reporting and authority MTN has basically

three types of reports such as: Weekly Monthly and Annual And all these reports are passing on through VIS (vertical information

sharing) system. To sum up, these reports are communicating and shifting from the

lower to middle and from the middle to top management respectively.

Number of Levels

Nearly all organizations are typically built on three levels of management; Top, Middle and First level

MTN is also one of those organizations which are based initially on these three pillars of Supervision but,

To see its Hierarchy we are coming to know that there is further division of authority among the top and middle level managers which makes the organizational chart taller.

Span of Control

The number of subordinates that a manager or supervisor can directly control.

There are a few number of employees at the top of MTN hierarchy but to go downward the amount of employees become increasing.

So, Due to its vertical chain of command, the span of control of MTN

organization is narrow because there are a limited number of subordinates that should report to their supervisors

Vertical vs Horizontal

As a result of our investigation and analysis we reach to this decision that MTN organization is a highly centralized, formalized and specialized organization

Its chain of command is vertical and formal reporting system is based upon VIS(vertical info sharing)

So, emphasis on efficiency and control, vertical linkages, few work teams or task force, hierarchal referral, reports and many rules and instruction are the basic indicators of vertical communication and structure

Even though in some minor cases MTN subordinates need to coordinate horizontally but vertical communication is dominant here

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