A Perfect Response To An Imperfect Storm Q. Describe how you think new employees Mississippi power learn the culture.

Answer: The new employees can learn the culture by the real story i.e. when hurricane Katrina turned towards Mississippi, Employees at Mississippi power worked in difficult situations, For their dedicated and devoted work during the situation the Mississippi power was honoured with an Emergency response award by the Edison electric institute in January 2006 its an award that all the companys -employees are proud of. During such situations do stories of various employees and the culture of the company come forward and new employees can learn from these stories the real culture of the company.

Q. What stake holder might be important to Mississippi power? What concern might each of these stake holders have? Would these stake holders change if there was a disaster to which the company had to respond? Answer: All stakeholders are important to the Mississippi power company such as (employees, customers, trade and industry associations, governments, shareholders). Employees: Employees of Mississippi Company are their main concern is to restore the power network as soon as possible. They might also be concerns that their efforts should be encourage and reward must be given to boost their motivation level. Customers: their concern will be about being reconnected with power. Governments: Government can also be stakeholder as government can earn tax revenue from company and its also the responsibility of government to provide electricity to citizen of state. Shareholders: Shareholders are also key stakeholder in company as they have invested in company. They mainly concerns with the profitability of company. In case of a disaster, stakeholders will not change; however, the companys priorities will change, in our case, restoring the power network; i.e. employees are the most important stakeholders

Q. What could other organization learn from Mississippi power about the importance of organization culture? Answer: The other organization can understand the companys decentralized decision making approach to contribute to the way in which employees were able to accomplish what they did. The old approach were responding to a disaster with top down decision making being push further down to the electrical substation level, a distribution point that serves some 5,000 people. These structures made things happen faster then the expected people were getting more done. At the end all employees if Mississippi power worked in difficult treacherous and often dangerous situations did what they had to do they got the job done the reorganisation of the companys outstanding efforts to restore power in the wake of hurricane Katrina Mississippi power was honoured with an emergency response award by the Edison electric institute in January 2006 its an award that all the companys employees can be proud of. Other organization could learn from the Mississippi power company their values, principles, and traditions and how they influence their employees and allow them to take risks and innovate in order to complete their tasks. Other organizations could also learn that in strong and dynamic cultures almost all goals could be achieved through delegation of authority, decentralization, motivation of employees. And after all, rewarding and recognizing successful employees, also conveying the companys culture to new employees.