Introduction
Princeton University is an effervescent community of learning and education aimed at state’s service, particularly in the services of entire nations. And also it is a nondenominational, self-governing, co-educational organization that offers various lessons for both graduates and undergraduates in various areas. The impacts of human actions cause a manufacturing revolution that is troublesome to our environment, and scientists are striving hard to guide us towards the remedial action which needs to be taken in this decade itself to avoid grave consequences arising out of this. As it is significant for Princeton to diminish the developmental impacts on our surroundings, the fundamental involvement that the University will create awareness regarding the potential comfort of our earth, which needs to be arrived upon from the study of faculty and scholars who generate a trail for ecological development and substitute power. A sustainability plan helps to develop and understand the possible effects of the various areas of action at Princeton University.
Overall business strategy
Overall business strategies of the Princeton University are, find alternate know-how’s and substitute fuel choices to reduce discharges from the middle power capacity, enlarge energy upkeep in the course of retrofits inaccessible construction across university grounds, plan new building and overhauls to utilize 50% fewer energy than needed by the present energy policy, comprise knowledge in innovative sustainable plan as a standard for the selection of draftsmen, and apply an interior deliberate “CO2 tax” on conducting monetary cost-advantage investigations used to decide whether to start additional energy resourceful plans and technologies or not.
Mission and vision
Mission – Conducting world-foremost study all along the wide boundary of plasma discipline and know-how, and offering maximum superiority of scientific teaching.
Vision – Our value statement is deepening the consideration of plasmas and generating key improvements to create synthesis of power as a useful reality.
Culture and values
A culture is a group of features that sets one collection of inhabitants distant from another. Princeton University consists of students from various cultures, culture is attributed to various factors such as personality, nature etc. All these help to set a unique culture and value of the Princeton University. As a world-renowned university, Princeton looks forward to attaining maximum levels of difference in the detection and communication of information and understanding.
Organization
Organization is a communal arrangement that helps to combine different objectives of the university. This university consists of various organizations and departments that strive in tandem to achieve the mission most efficiently. Scholarly organizations should present a novel appreciation structure at the time of commencing the new academic year. Like staff and numerous other member organizations must sign a Declaration copy to understand the concerning responsibilities.
Enabling technology and processes apparatus
Majority of organizations are adopting IT technology for efficient functioning. “The National Science Foundation has funded a multimillion-dollar engineering research center based at Princeton University that is expected to revolutionize sensor technology, yielding devices that have a unique ability to detect minute amounts of chemicals found in the atmosphere, emitted from factories or exhaled in human breath” (Riordan, 2010, para.1). The main aim of the research is to offer apparatus at lesser cost and easy utilization.
And also a “ A key technology enabling the center’s work is the quantum cascade laser, which is named for the way the electrons “cascade” through thin layers of material stacked within the device ” (Riordan, 2010, para.8).
Organization design
Organization designs engage in the formation of employees, functionality, responsibility, and course of action, in an organization, which are dependent on the organizational norms. The organizational design consists of complex tasks which involve the attention of the managers and senior-level management to have an intense research and brainstorming of ideas for the reforming of the organization with full-fledged operations and responsibilities.
The key areas to be considered prior to the organization design are the company’s strategy, competitor analysis, core competencies, and life cycle prevailing in the organization. The various factors that shape the organizational design are business strategy, people, organizational process, and integration within the organization.The organization design should also deal with the certain factors which are the 4 C’s in the design and they are the customers, critical performance, considerations and the commitments. The design also emphasizes the monitoring body for the performances and for the effectiveness and the efficiency of the organization process.
People
The people are the main resources in any business operations, the organizations consider committed employees as the asset of the organization. The operational organizations have to consider the main constraints in the operations which are the process, people and performance. The people are the performance carriers and the performance can be measured by their contribution and the efficiency in the operational process. Every operation in the organization is carried out by the people and they contribute a major part to the organization’s success.
Training and development
Training is a necessary procedure not only to increase the productivity and profitability but also for the growth of personnel in the organization. The training is for the success and development of the organization. Different kinds of training are exhibited in an organization depending on the candidates. The fresh candidates are given training regarding the organization, job and the nature of job, the company norms, the various other training like on-the-job training are given to the employees when a new process or technological advancement are done in the organization.
The main objectives of training and development are to progress the qualities and the performance of the candidate, to formulate objectives and targets of organization for increased productivity and success of the firm. The training intention is much significant because it resolves the design, structure and content of the training programs. Deals to boost up the employee’s efficiency, proficiency in operations, and smooth functioning of the firm. As the training in the greenhouse is considered, the training has to be planned and the aim and the objective of the company should be conveyed well to the employees and the benefits of the training and the productivity should be conveyed to them.
Rewards and recognition
The rewards are what the employees receive as a token for the hard and smart work which had contributed well to the growth of the organization. The reward by the organization is given to that employee who has done a task which is worthy for the organization, the recognition provided to the employee is to honor the employee by the seniors and the management for the effort taken by him and for his performance. As a consultant for the company, the reward and the recognition policy have to be analyzed and the expectations about the employees should be understood and the baseline should be set on what kind of performance the employees should be given to be honored with rewards and recognition.
The provision of recognition and rewards are much useful to the organization and the employees, the rewards are the motivation to the employees which provides the employees with a feeling of oneness in the organization and it acts as a stepping stone to take up more job challenges in the organizations. This helps the organizations to improvise their performance and success in the operations.
Reference List
Riordan, T. (2010). New engineering center to transform sensor technology. Princeton University.