1) The culture at Mississippi power is best described as follows:

- Innovative and risk taking: where the company’s

decentralized decision-making approach contributed to the way in
which employees were able to accomplish what they did, therefore,
employees at this company were encouraged to be innovative and
risk takers. In our case, an example of innovative ideas, was when
one crew stripped a generator off an ice machine to get a
substation working.

- Aggressive: in our case, it’s the degree to which employees

where aggressive to restore the power to their customers despite
the substantial damages, and were able to complete their job in
good time.

- Team Oriented: 1,250 employees at the Mississippi power

have combined all their efforts to complete the job and have
succeeded.

- People oriented: in our case, the main target of the company

was to restore electric power to their customers; and that
happened through the manager’s plans and employees efforts.

- Outcome oriented: managers at Mississippi Power Company

focused on the outcome, in our case restoring the electric power
was the most important issue, rather than how these outcomes
were achieved. The Mississippi power employees had one mission
is to get the power back on despite how it is done.

- Attention to details: employees at Mississippi power company

are expected to exhibit and attention to details, where any wrong
decision might lead to undesirable consequences

Such type of culture is important to an electric power company,

where the managers and employees are expected to respond and
react quickly, efficiently, and effectively to any fault or natural
disaster in our case.

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On the other hand, what might be considered as drawbacks of such
culture, are the undesirable consequences of any wrong decision
taken by any of the managers or employees, where the Mississippi
power company is a provider of one of the most important services
in our time.

2) I think new employees at Mississippi power company learn the

culture:

First, it has to begin during the new employees selection, managers

have to judge candidates to see if they fit into the organizational.

Second, through employees training

Third, through stories, for instance, our case could be a good

example to introduce the company’s culture to new employees.

Fourth, through company’s ritual, like motivating successful

employees and risk takers.

And through material symbols and language commonly used at the

company.

3) As a provider of one of the most important services , almost all

stakeholders are important to the Mississippi power company such
as (employees, customers, trade and industry associations,
governments, shareholders)

As for the concerns that each stakeholder might have:

Employees: their main concern is to restore the power network as

soon as possible

Customers: their concern will be about being reconnected with

power

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Trade and industry associations: their concern will be to get
reconnected to power in order to re-operate after the disaster

Governments: without power, governments will not be able to

operate efficiently

Shareholders: any stoppage of services providing means less

profit for the shareholders

In case of a disaster, stakeholders will not change; however, the

company’s priorities will change, in our case, restoring the power
network; i.e., employees are the most important stakeholders

4) 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 company’s culture to new employees

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