ipl-logo

Mckinsey 7-S Model

816 Words4 Pages

Developed in the early 1980s by Tom Peters and Robert Waterman, two consultants working at the McKinsey & Company consulting firm, the basic premise of the model is that there are seven internal aspects of an organization that need to be aligned if it is to be successful.
The 7-S model can be used in a wide variety of situations where an alignment perspective is useful to help us:
- Improve the performance of a company.
- Examine the likely effects of future changes within a company.
- Align departments and processes during a merger or acquisition.
- Determine how best to implement a proposed strategy.
The McKinsey 7-S model involves seven interdependent factors which are categorized as either "hard" or "soft" elements:
Hard Elements Soft Elements …show more content…

"Soft" elements, on the other hand, can be more difficult to describe, and are less tangible and more influenced by culture. However, these soft elements are as important as the hard elements if the organization is going to be successful. Shared Values
These are the core values of the company that connect all the other 6 factors. These are the fundamental ideas or guiding principles that lay the foundation of businesses. Values are "non-negotiable" in nature and cannot be compromised for personal or corporate gains. The values which Bureau Veritas wants to develop in its employees are:-
 Integrity
Bureau Veritas understands individual nature and art of work with importance, which assist the firm in leading ahead with dedication and transparency.
 Excellence
Excellence is the key to growth and success, and Bureau Veritas understands it and so do the employee, pursue excellence.
 Respect for Individual
Bureau Veritas believes in the thought that – ‘Respect others, to respect yourself’.
Employees respect each other to learn and grow with …show more content…

Style
Bureau Veritas believes in transparency and consistency and has an open culture. Any information or notifications are shared with everyone in the organization and individuals are free to raise their concerns. It has a culture of open spirit, where the top level management engages freely with lower level employees frequently. The company trusts that every project has capability to innovate or transform into growth and success. Respect for employee new inputs and attached reward programs. Often social events and activities develop and grow healthy relationship between employees.
Staff
Bureau Veritas trusts in dealing with young and fresh talent and moulding them into leading and successful professionals. It even imparts training, guidance and offers internships to business graduates. After successful completion of the training, the deserving and well-learned candidate gets an opportunity to learn further and work with Bureau Veritas.

Show More
Related
841 Words | 4 Pages

(Hill, C.V.L, & Jones, G.R., 2014) Question #2 Based on our reading material for this week the three most common values a manager should set up in their organization are; 1) Values that promote a certain bias for action 2) Values are created from an organization's mission statement 3) Values themselves is the how to an organization is going to perform it's daily operation (Hill, C.V.L, & Jones, G.R., 2014) In

Read More
1033 Words | 5 Pages

If employees are not familiar with the company’s goals and what the company is expect from them they won’t be able to perform good. Successful organizational culture requires a team work. Johnson should establish the espoused values of the company. These are the stated values and norms that are preferred by the company (Kreitner, 2013, p.63). Johnson should set the basic assumption which values employees (Kreitner, 2013, p.65).

Read More
1164 Words | 5 Pages

1.2.3 Strategies • Review IT organizational structure • Review IT policies and

Read More
1090 Words | 5 Pages

Business Assessment An organization must identify its core competencies and strategically align those competencies with its business objectives to achieve success. In fact, C.K. Prahalad and Gary Hamel explained in the Harvard Business Review that the most powerful way for an organization to prevail is for it to “identify, cultivate, and exploit the core competencies that make growth possible” (2000). Lockheed Martin has thoroughly aligned its competencies, business objectives, and key performance indicators, which has undoubtedly contributed to the corporation’s effectiveness.

Read More
877 Words | 4 Pages

When I raised my hand, and took my oath of service I had no idea of the journey Leadership Philosophy that laid ahead of me. Joining late in life was one transition, but the transition into the Non-Commission Officer (NCO) Corps, and a leader has been a very rewarding experience. The values that were instilled in me as a child and those that have been drilled into my make-up as an NCO are very similar. The tenants of the seven Army Values have been what I have lived by most of my life and career, however there are four out of the seven values that I hold most valuable and live out on a day to day basis.

Read More
869 Words | 4 Pages

However, it appears that this value misaligns because the employees feel that the company discourages remote work which would allow the workers to exercise some independence over how they manage their time and location. 4. Respect is a core value that aligns with the company’s values. The company mentions in their ethics statement that they want to treat their employees right. This shows that Alliah’s leadership wants to respect its

Read More
3992 Words | 16 Pages

Virgin Australia (Theory in Action) Group-6 Amit Boro PGP14005 Ganeswar Miniaka-PGP13087 Lokesh Kumar-PGP14028 Praveen Kumar-PGP13041 Rahul Kumar Pakhale-PGP14037 Virgin Australia Virgin Australia Airlines is Australia’s second largest airlines as well as the largest by fleet size to use the Virgin brand. The airline was co-founded by British businessman Richard Branson, the founder of parent Virgin Group and Former Virgin Blue CEO Brett Godfrey. It was established in 2000 with two aircraft operating on a single route. The airline has grown to directly serve 29 cities in Australia from hubs in Brisbane, Melbourne and Sydney, using a fleet of narrow-body Boeing and Embrae, and Airbus and

Read More
1089 Words | 5 Pages

3 Porter’s Five-Forces Model Analysis Different factors can be combined together in a simple business model. This is known as Porter’s Five-Forces Model and competitive circumstances of an industry can be analyze through this model. These five forces are critical forces that they determine the attractiveness and competitiveness of an enterprise and have influence on a firm’s profitability in its industry. The five-forces analysis can not only show how Walt Disney company builds a sustainable competitive advantage in Entertainment-Diversified industry but also can seize business opportunities in future development.

Read More
1384 Words | 6 Pages

This model is considered as the most potent and useful tool and is widely used by organisations. This model deals with external factors that influence the nature of completion and internal factors how firms compete effectively to be more profitable. Porter’s 5 forces is used. Industry Rivalry : Porter (1980) reiterated that intensity of rivalry is dependent on number and size of direct competitors as numerous and/or equally balanced competitors may lead to intense competition. The rivalry for market share becomes intense when product differentiation and switching costs are

Read More
1586 Words | 7 Pages

“Good units walk a thin line between indiscipline and ineffectiveness. Ignore the rules too often and you’ve got a mob, but enforce the rules too strictly and you’ve got a herd.” by Henry V. O’Neil represents the notion behind an effective organizational behavior. In an organizational settings, how well the employees are managed and understood depends on the leadership style exhibited by the leaders. Finding the right balance between being too strict or too easy with the employees not only create an ideal work environment but also increase productivity and reduce employee turnover.

Read More
826 Words | 4 Pages

On completion of the case study about the SAS Institute, I stormed across these four factors; Job performances, organizational citizenship, Absenteeism, Turnover. According to the case study, these four factors have proven to have the strongest influences over work behaviors. Furthermore, the approaches the leadership of the SAS institute takes towards them, I believe, have been the essence of their success. Their approach is unique and is likely not what employees are a to in the contemporary firms and different places of work, it is, ‘’the value they have towards people’’

Read More
5718 Words | 23 Pages

The Porter’s model was created by Michael Porter in 1979. It is used to understand the structure of the industry and level of competition in that industry. It specifies the effect of five forces on an organization which are Threat of new entrants, Bargaining power of buyers, Bargaining power of suppliers, Threat of substitutes and Rivalry among existing competitors. The organization is less profitable if competitive forces are high. The model specifies where the actual power lies (Jurevicius, 2013).

Read More
903 Words | 4 Pages

This theory is based on the concept that there are five forces that determine the competitive intensity and attractiveness of a market. Porter 's five forces help to identify where power lies in a business situation. This is useful both in understanding the strength of an organization 's current competitive position, and the strength of a position that an organization may look to move into. Strategic analysts often use Porter’s five forces to understand whether new products or services are potentially profitable. By understanding where power lies, the theory can also be used to identify areas of strength, to improve weaknesses and to avoid mistakes.

Read More
1551 Words | 7 Pages

Social Work Values & Ethics and Supervision The mission of the social work profession is deeply-rooted in a set of core values. The core values are encompassed by social workers throughout our profession 's history, are the foundation of a social worker 's distinct purpose and perception. These value are service, social justice, dignity and worth of the person, the importance of human relationships, integrity, and competence. This group of core values reflects what is unique to the social work profession.

Read More
1601 Words | 7 Pages

These factors are a big game changer towards the success and failure of a particular organization. These factors can be further evaluated using the widely used industry analysis approach, Porter’s Five Forces Model. In the Oil & Gas

Read More

More about Mckinsey 7-S Model

Related Topics

Open Document