Discussion:
Review the: PROJECT, PROGRAM, AND ORGANIZATIONAL PROJECT MANAGEMENT by Dragan Z. Milosevic, Peerasit Patanakul & Sabin Srivannaboon
The key program cultures ingrained in the Defense Support program are communication, dedication, recognition and motivation. DSP seems to have a strong communication bond and working relationship with those around them. Having strong communication will not only help but will also make things run smoother and more operatively. Having project and program managers on the same page and knowing that they can count on each other is imperative. This can solve any issues that can arise due to planning, timing, and other issues. Recognition and motivation is also important. Having these two present lets the employees know that there is something to work for and know that their hard work goes unnoticed. It gives them a sense of knowing they are noticed and valuable which in turn will make them want to stay.
The company culture and program culture, I feel go hand in hand. I think both are compliments of each other and with this company something is definitely going right. When you have a company that offers things like education options, career planning, daycare facility, and a mentorship program it can be a positive way to keep employees from leaving and is good for employee. When you have benefits like this at a company employees are willing to stay and work and get what needs to be done. This can also bring up the productivity and quality of employees. When employees who have a good company culture they are more happy and willing to do what it takes to get a job done and it also improves performance. Another example is when they promoted Luke to take Steve's job when he leaves. They are big on promoting from within and by doing this they are giving other employees a chance to move up and it also helps by keeping employees they value. Managers should know that there is a cost to bringing in talent from the outside and that it pays to nurture and promote from within (Adams, 2012.)
Adams, S. (2012, April 5). Forbes Welcome. Retrieved from https://www.forbes.com/sites/susanadams/2012/04/05/why-promoting-from-within-usually-beats-hiring-from-outside/