Mount Everest Proposal: Amaryha Bryan, Stefan Pope, Jason Lemay by

Mount Everest: Go Team!

abryan12 — 2017-12-05 00:09:18 UTC

Company name

Mission Statement

abryan12 — 2017-12-05 00:19:53 UTC

The mission of the Mount Everest: Go Team! is not just to reach the top of Mount Everest. Our Organization is working toward building a foundation based upon our determination, collaboration, and worth ethics. We strive to maintain a culture that is stimulating and loyal to our people. At Go Team!, people come first.

Organizational Structure

abryan12 — 2017-12-05 00:40:35 UTC

(Inclusive) Leader: (CEO) this position is critical in facilitating final decisions that will be made. They key to this role is being the person that makes sure the team is adhering to the norms of the organization. Engaging all participates, accepting suggestions, and asking for input or views. This person represents the group throughout this expedition.
Physician: (Operations Manager) This position is in charge of making sure all travelers are healthy. In addition to that, the physician or operations manager also

This chart is an example of the ^dutiesof the (Operations Manager) The importance of communication in the team is to ensure that all team members involved are communicating effectively. This ensures the safety and well being of others.

specialist: (SpiEnvironmental ritual Guru)This position makes sure that team dynamics is being regulated. This isGuru to ensure maximum team work proficiency and team chemistry is always unified.

Organizational Culture

abryan12 — 2017-12-05 00:55:38 UTC

Adhering to these three rules will help to ensure we maintain a positive culture at Go Team!
You must treat your employees like they are valued in order to build organizational culture. When they feel valued, people are more likely to adhere to company norms. Building upon this we create the ideal culture for this organization.

Here are the steps:
1. Building core values that are not generic. (generic values are often forgotten or not adhered to, unique core values are maintained).
2. Hire for your values. (hiring people that believe in our mission statement)
3. Live your values.

"culture is a journey not a destination"

Implementing Change

abryan12 — 2017-12-05 01:07:20 UTC

Invest in change to develop the skills and talent necessary to implement the change.
In our organization we want to work with others on improving not just skills but building values.

1. Enforcing this: Fixed mindset vs Growth mindset- It is not about who is the smartest or best in the room but who observes and helps others to also be the best.
2. Work Relationships: team activities that will encourage employees to get to know one another.
3. Purpose: giving all team members a goal to achieve. Reminding workers that they have a purpose.

(This is important because people think change can just happen but do not want to put the in the work to get the desired results. As you invest slowly you can see change to happen, instead of trying to do it all at once and getting overwhelmed.)

abryan12 — 2017-12-11 23:19:42 UTC

Environmental