netrashetty
Netra Shetty
Cogent Communications is a multinational internet service provider whose network spans more than 50,600 intercity fiber route miles and 14,200 metro fiber miles. Cogent provides service in over 145 markets across 28 countries in North America and Europe. Cogent carries approximately 25 petabytes per day of Internet traffic and connects to approximately 3,250 networks. Cogent has grown to become the second largest carrier of Internet traffic in the world with approximately 17% of the world's Internet traffic crossing its network.
CEO
David Schaeffer
4
Director
Richard Liebhaber
Director
Blake Bath
Director
Steven Brooks
Director
Timothy Weingarten
Director
Erel Margalit
Director
Marc Montagner
CFO
Thaddeus Weed
Legal & Assistant Secretary
RB
3
Field Engineering
Timothy O'Neill
Sales, Revenue
JK
IP Engineering
MS
Optical Transport Engineerin...
BK
The degree of human relations in the organization also affects the organizational behavior. Theories of social exchange are prioritized. In the case of companies like Rubber Inc, the perception of organizational support relate positively with the workers. In the study of Muse and Stamper (2007, 517) the positive perception of the organization on the employees involve correspondingly positive behavior on the part of the personnel. Hence, job satisfaction and affective commitment are among the elements that identify these implications. Moreover, the perceived organizational support is characterized as “the extent to which employees perceive that their contributions are valued by their organization and that the firm cares about their well-being.” (Muse and Stamper 2007, 517) Studies have indicated that the positive perception of the workers on the value that the organization is given them obviously enhanced task performance. This absorbs the development of the highly technical elements of the job. It indicates the development in either the excellence of the job and the development in the amount of the jobs, or both. It similarly involves job dedication. Job dedication is deemed as “as self-disciplined behaviors such as taking the initiative to solve a problem, working harder than necessary and following rules.” (Muse and Stamper 2007, 517) Other such effects spots to the approving and helping co-workers in the processes. Hence, it demonstrates that the behavior in the organization differ with reference on how the organization values their workers
The business unit should conduct regular training activities. This strategy will not only uphold and accordingly perk up the skill levels of the workers it will similarly assist in redesigning the present attitudes of the workers with respect to the diversity in the company. (Miller 1994, 17) The indecisive character of the operations as well as the culture in the recently formed business unit, it is sensible for the company to perform training programs. It will serve as a way to re-accustom the employees on their particular jobs and probably the additional responsibilities in the organization. Hence, this provides an instrument to administer the course of knowledge and decrease disarray and confusion in the organization. (Gabriel 2003, 32) This could as well be an increase in the confidence and motivation levels of the workers. Maume (1999, 1433) pointed out that these could add to the employees’ pursuit to income augmentation and career growth.
CEO
David Schaeffer
4
Director
Richard Liebhaber
Director
Blake Bath
Director
Steven Brooks
Director
Timothy Weingarten
Director
Erel Margalit
Director
Marc Montagner
CFO
Thaddeus Weed
Legal & Assistant Secretary
RB
3
Field Engineering
Timothy O'Neill
Sales, Revenue
JK
IP Engineering
MS
Optical Transport Engineerin...
BK
The degree of human relations in the organization also affects the organizational behavior. Theories of social exchange are prioritized. In the case of companies like Rubber Inc, the perception of organizational support relate positively with the workers. In the study of Muse and Stamper (2007, 517) the positive perception of the organization on the employees involve correspondingly positive behavior on the part of the personnel. Hence, job satisfaction and affective commitment are among the elements that identify these implications. Moreover, the perceived organizational support is characterized as “the extent to which employees perceive that their contributions are valued by their organization and that the firm cares about their well-being.” (Muse and Stamper 2007, 517) Studies have indicated that the positive perception of the workers on the value that the organization is given them obviously enhanced task performance. This absorbs the development of the highly technical elements of the job. It indicates the development in either the excellence of the job and the development in the amount of the jobs, or both. It similarly involves job dedication. Job dedication is deemed as “as self-disciplined behaviors such as taking the initiative to solve a problem, working harder than necessary and following rules.” (Muse and Stamper 2007, 517) Other such effects spots to the approving and helping co-workers in the processes. Hence, it demonstrates that the behavior in the organization differ with reference on how the organization values their workers
The business unit should conduct regular training activities. This strategy will not only uphold and accordingly perk up the skill levels of the workers it will similarly assist in redesigning the present attitudes of the workers with respect to the diversity in the company. (Miller 1994, 17) The indecisive character of the operations as well as the culture in the recently formed business unit, it is sensible for the company to perform training programs. It will serve as a way to re-accustom the employees on their particular jobs and probably the additional responsibilities in the organization. Hence, this provides an instrument to administer the course of knowledge and decrease disarray and confusion in the organization. (Gabriel 2003, 32) This could as well be an increase in the confidence and motivation levels of the workers. Maume (1999, 1433) pointed out that these could add to the employees’ pursuit to income augmentation and career growth.
Last edited: