Assessing Twitter's Mission and Strategic Decisions

ASSESSMENT – COURSEWORK

Table of Contents
1.0 Part A:........................................................................................................................................3
1.1 Ashridge Sense of Mission Model.........................................................................................3
1.1.1 Introduction.....................................................................................................................3
1.1.2 The Model.......................................................................................................................3
1.1.3 Conclusion......................................................................................................................6
1.2 Twitter’s Existing Strategic Decisions..................................................................................7
1.2.1 Introduction.....................................................................................................................7
1.2.2 Strategic Decisions.........................................................................................................7
1.2.3 Conclusion......................................................................................................................9
2.0 Part B:......................................................................................................................................10
2.1 Introduction..........................................................................................................................10
2.2 Leadership Issues on Account Handling.............................................................................10
2.3 Extreme Dependency on Algorithm....................................................................................11
2.4 Leadership Issues on Diversity............................................................................................12
2.5 Conclusion...........................................................................................................................15
References:....................................................................................................................................16
Appendices....................................................................................................................................19
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1.0 Part A:
1.1 Ashridge Sense of Mission Model
1.1.1 Introduction
Mission and vision statement may be construed to be a key success parameter for
assessing the operational approach of a business organization and its attitude and responsibility
framework towards its stakeholders. A well-thought and designed mission and vision statement
may help the management to execute the operations in the most efficient and responsible manner
(Bavik, Tang, Shao & Lam, 2018). Researchers have identified different models to evaluate the
efficiency and effectiveness of the mission and vision statement of a company in line with its
operational manual and policy. The section below briefly focuses on the same in the context of
Twitter through the lenses of Ashridge Sense of Mission Model.
1.1.2 The Model
Twitter’ sense of mission would be evaluated with the support of Ashridge Sense of
Mission Model. The elements of the framework are as follows:
Purpose
The foremost purpose of Twitter is to offer everyone the power to instantly establish and
share ideas without any barriers. According to Billsberry, Mueller, Skinner, Swanson, Corbett &
Ferkins (2018), the mission of the organization is to improve the method of the free global
conversation and to upgrade the platform with all advanced tools that can remove all the
disruptions. The younger generation flocked to Twitter as a way to correspond promptly,
efficiently and with diversified levels of privacy. As its popularity increased, it turned into a
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platform of sharing information openly with an individual or group of user and also as a medium
of broadcasting in sequence. Twitter is a platform in social media that has the ability to
understand the difference between things that shall never change and elements that shall be open
for change. This rare capability to manage continuity and transformation demands for an on
purpose practiced obedience to retain its purpose ("2016 Annual Report", 2019).
Employee values
It has been identified that Twitter’s culture and values are deliberately appreciated and
recognized by its employees. The conduction of Rooftop meeting and friendly colleagues
supports the employee base of Twitter to enrich their level of satisfaction as compared to other
social networking sites. The organization has enabled to receive the highest rating form its own
resources in terms of designing the most work efficient corporate culture and career goals.
Employees are given adequate chances to place individual opinions in terms of Twitter’s internal
operations. The opinions are submitted anonymously to develop a database of feedbacks that is
monitored by the management itself to introduce process improvements (Leroy, Segers, Van
Dierendonck & Den Hartog, 2018). Moreover, employees are also encouraged to maintain a
friendly gesture within the workplace and take a proactive initiative to help other team members.
The degree of competition with Twitter's internal resources is almost zero and team unity is fund
at an optimum level. Employees are also helped with constant learning and developmental
sessions to brush-up their expertise and talent.
Company values
It has been observed that Twitter has nabbed to create its business values in a number of
ways. On the very onset, the organization is being successful in lightning the fast method of
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conversations to a large user group. Using this platform a user can keep its colleagues, family
members and friends updated on breaking news or internal information within few seconds of the
broadcast. The platform has been extremely useful. Where people in the community also enabled
to share important updates and expand its reach in the society before a traditional new broadcast
could do. Moreover, Billsberry, Mueller, Skinner, Swanson, Corbett & Ferkins (2018) stated that
the organization not only set value for its users but also pays explicit focus on valuing its internal
resources as well. Each of the employees is supported by the required measures to perform
efficiently at the workplace. Employees are also given deserving compensations boost their eel
of satisfaction index.
Behavioural standards
The employees are strictly advised to maintain a code of conduct with the users. The
management is strict in terms of evaluating employees’ behaviours and they are enforced with
legal functions in case caught with any negative behaviour. In the opinion of Billsberry, Mueller,
Skinner, Swanson, Corbett & Ferkins (2018), the employees within Twitter are given all forms
of liberty to perform their tasks; however, they are strictly prohibited to infuse any form of
ergative behaviour within the organization and also with the user base. Moreover, employees are
even prohibited from sharing any personal and confidential data to outside members. Employees
at Twitter are given efficient training to understand the value of the organization and the
measured that are supposed to induce their process to secure the private data of users ("2016
Annual Report", 2019).
Strategy
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