netrashetty
Netra Shetty
Atmos Energy Corporation (NYSE: ATO), headquartered in Dallas, Texas,[1] is the largest distributor of natural gas in the United States, serving 3.2 million customers nationwide.[2][3] Atmos acquired TXU's natural gas and pipeline holdings in 2004. The company began as Energas in 1983, a spinoff of the natural gas distribution division of Pioneer Corporation. In 1988, the company changed its name to Atmos and began trading on the New York Stock Exchange.[4] Atmos Energy is incorporated in Virginia and Texas.[2]
2
President
Robert Best
3
Director
Nancy Quinn
Director
Richard Gordon
2
Director
Stephen Springer
4
Director
Richard Douglas
Director
Ruben Esquivel
2
Director
Richard Ware
Director
Charles Vaughan
2
Director
Richard Cardin
2
Director
Lee Schlessman
Director
Thomas Garland
5
Director
Thomas Meredith
Director
Philliip Nichol
Director
Robert Grable
Secretary
DK
Atmos Energy Holdings
MB
Atmos Pipeline , Texas
RE
Colorado-Kansas
GS
Kentucky & Mid-States
KA
Louisiana
TH
Mid-Tex
JP
3
Mississippi
David Gates
West Texas
GG
CFO
Fred Meisenheimer
Legal
LG
Human Resources
MH
Utility Operations
KC
CIO
RG
8
Development
Charles Davis
Customer Service
JH
Gas Supply & Services
KM
Governmental & Public Affairs
VA
New Business Ventures
RM
Strategic Planning
CG
Control
CF
Treasurer
LS
Investor Relations
SG
Some companies opt to use a different approach in their organizational structure. It's an approach that doesn't rely on just straight forward management and the chain of command. Although it does not always benefit and work out for companies to operate this way, it sometimes allows them to perform even better financially. This type of organizational structure is a networking type feel. It takes all employees big or small, old and new into consideration when making decisions at the moment. Of course there's a penalty to poor decision making by a bad employee, but sometimes it does more good than bad. For instance it would work on a checks and balances type set up where a organization would collaborate like ideas to perform the best decision making. Each important decision would rely on a set of employees which in turn would collaborate with other employees throughout the company specialized in different fields. Their expertise in their respective fields would cover all aspects in any given decision opportunity.
Functional Structure Design Example
Let's say there's a decision whether to cut spending in the call center department of company XYZ. This would require employees from different areas such as a manager in the customer service department, an actual call center employee, an accounting representative, and a decision support specialist in company growth. On a much larger scale these individuals would collaborate to implement the best approach in the spending depletion. Whether it is the financial spending that needs to be in a certain range, or not cut at all, this would allow them to make the best possible decision. It would then typically be confirmed through another set of managers or vice presidents before put into place.
A new business or determined entrepreneur lacks the structure and development to succeed at first. Typically in a small business start-up the team lacks a set standard in structure that will actually work for them. The standards are yet to be set in place and in turn end up hurting company growth, progress and even revenue. However, most new startups all go through this phase because there isn't a set standard in design for every company. So that being said most companies have different types of organizational structure. Sometimes it takes weeks, months, and even years to get a structural plan in place that works best for a company.
A new business owner will call all the shots and make all the decisions, so it's somewhat impossible to think about proper organizational structure until a company has reached a certain point in revenue, employees, and business. Before any business can proceed from a start up, it must have the one boss calling all the shots, and in most cases would be the CEO or co-founders. All the decisions and support come straight from the top in one centralized region of the company. The founder or co-founders take all the serious matters and address them appropriately until the company can grow enough to have people put into place to achieve this for them. When they can a proper hierarchy can put set in place.
In this typical layout, it can be spread across any number of product lines or services a company offers. For instance if a company offers five different product lines then there is usually going to be a Vice President put in place to represent one of each sections, then would come the decision support for those sections and of course followed by its own management structure. Fortune 500 companies like Verizon, Comcast, or even Staples must have achieved this successful design and strategy to allow them to grow so rapidly and become so large. The divisional way of doing things can be seen like a matrix, where any given employee can have anywhere from two managers to dozens.
2
President
Robert Best
3
Director
Nancy Quinn
Director
Richard Gordon
2
Director
Stephen Springer
4
Director
Richard Douglas
Director
Ruben Esquivel
2
Director
Richard Ware
Director
Charles Vaughan
2
Director
Richard Cardin
2
Director
Lee Schlessman
Director
Thomas Garland
5
Director
Thomas Meredith
Director
Philliip Nichol
Director
Robert Grable
Secretary
DK
Atmos Energy Holdings
MB
Atmos Pipeline , Texas
RE
Colorado-Kansas
GS
Kentucky & Mid-States
KA
Louisiana
TH
Mid-Tex
JP
3
Mississippi
David Gates
West Texas
GG
CFO
Fred Meisenheimer
Legal
LG
Human Resources
MH
Utility Operations
KC
CIO
RG
8
Development
Charles Davis
Customer Service
JH
Gas Supply & Services
KM
Governmental & Public Affairs
VA
New Business Ventures
RM
Strategic Planning
CG
Control
CF
Treasurer
LS
Investor Relations
SG
Some companies opt to use a different approach in their organizational structure. It's an approach that doesn't rely on just straight forward management and the chain of command. Although it does not always benefit and work out for companies to operate this way, it sometimes allows them to perform even better financially. This type of organizational structure is a networking type feel. It takes all employees big or small, old and new into consideration when making decisions at the moment. Of course there's a penalty to poor decision making by a bad employee, but sometimes it does more good than bad. For instance it would work on a checks and balances type set up where a organization would collaborate like ideas to perform the best decision making. Each important decision would rely on a set of employees which in turn would collaborate with other employees throughout the company specialized in different fields. Their expertise in their respective fields would cover all aspects in any given decision opportunity.
Functional Structure Design Example
Let's say there's a decision whether to cut spending in the call center department of company XYZ. This would require employees from different areas such as a manager in the customer service department, an actual call center employee, an accounting representative, and a decision support specialist in company growth. On a much larger scale these individuals would collaborate to implement the best approach in the spending depletion. Whether it is the financial spending that needs to be in a certain range, or not cut at all, this would allow them to make the best possible decision. It would then typically be confirmed through another set of managers or vice presidents before put into place.
A new business or determined entrepreneur lacks the structure and development to succeed at first. Typically in a small business start-up the team lacks a set standard in structure that will actually work for them. The standards are yet to be set in place and in turn end up hurting company growth, progress and even revenue. However, most new startups all go through this phase because there isn't a set standard in design for every company. So that being said most companies have different types of organizational structure. Sometimes it takes weeks, months, and even years to get a structural plan in place that works best for a company.
A new business owner will call all the shots and make all the decisions, so it's somewhat impossible to think about proper organizational structure until a company has reached a certain point in revenue, employees, and business. Before any business can proceed from a start up, it must have the one boss calling all the shots, and in most cases would be the CEO or co-founders. All the decisions and support come straight from the top in one centralized region of the company. The founder or co-founders take all the serious matters and address them appropriately until the company can grow enough to have people put into place to achieve this for them. When they can a proper hierarchy can put set in place.
In this typical layout, it can be spread across any number of product lines or services a company offers. For instance if a company offers five different product lines then there is usually going to be a Vice President put in place to represent one of each sections, then would come the decision support for those sections and of course followed by its own management structure. Fortune 500 companies like Verizon, Comcast, or even Staples must have achieved this successful design and strategy to allow them to grow so rapidly and become so large. The divisional way of doing things can be seen like a matrix, where any given employee can have anywhere from two managers to dozens.
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