{"id":31,"date":"2008-05-15T17:21:40","date_gmt":"2008-05-15T12:21:40","guid":{"rendered":"http:\/\/thamesportal.com\/management\/?p=31"},"modified":"2008-12-28T20:46:52","modified_gmt":"2008-12-28T15:46:52","slug":"7-s-mckinsey-framework","status":"publish","type":"post","link":"https:\/\/mdi.com.pk\/management\/2008\/05\/7-s-mckinsey-framework\/","title":{"rendered":"7-S McKinsey Framework"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/www.valuebasedmanagement.net\/images\/picture_mckinsey_7s.jpg\" alt=\"McKinsey 7-S framework\" hspace=\"15\" width=\"197\" height=\"139\" align=\"right\" \/>If you want to look at a framework for the purpose of change management and organizational development, you may want to study the <strong>7-S framework. <\/strong>This is a model that describes how to organize to effectively organize and manage the various elements of an organization in an integrated manner. Consider this as just an introduction or maybe a reminder to get you on the road to further study and deliberation on the subject of change management<\/p>\n<p><!--more--><\/p>\n<p><strong>Shared Value<\/strong> &#8211; at the center of the model, this denotes what the organization stands for and what it believes in. This can also be referred to as the organization&#8217;s principle beliefs, values and attitudes<\/p>\n<p><strong>Strategy<\/strong> &#8211; this basically formulates how the organization&#8217;s resources will be deployed to reach key goals &#8211; this includes timescales, plans to cater for market and statutory change, plans to improve competitive advantage, and targets\/strategies for enhancing service and customer orientation.<\/p>\n<p><strong>Structure<\/strong> &#8211; this describes how the organizational functions relate and inter-cooperate, now and in the future. Typical structures are centralized, functional divisions (top-down); decentralized (this is a top priority in fast-growing organizations that have to balance market growth with quality and service levels), matrix management, etc.<\/p>\n<p><strong>System<\/strong> &#8211; this assesses and analyzes the key organizational processes such as recruitment, performance management, financial systems, information management and so on<\/p>\n<p><strong>Staff<\/strong> &#8211; really about the number of people and their deployment as well as productivity measures<\/p>\n<p><strong>Style<\/strong> &#8211; Cultural style of        the organization and how key managers behave in achieving the        organization&#8217;s goals.<\/p>\n<p><strong>Skill<\/strong> &#8211; looking at the skillsets within the organizational as a whole and people skills. This analysis identifies core competencies<\/p>\n<p>So what if you&#8217;re not a change management agent for a multinational but are simply looking to address your own organizational issues. Well, now you have a more formal way via the the 7-S framework to shape your thinking and focus your attention<\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you want to look at a framework for the purpose of change management and organizational development, you may want to study the 7-S framework. This is a model that describes how to organize to effectively organize and manage the various elements of an organization in an integrated manner. Consider this as just an introduction [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,19,21,11],"tags":[],"class_list":["post-31","post","type-post","status-publish","format-standard","hentry","category-hr-management","category-learning-and-engagement","category-organizational-development","category-strategy-and-planning","post-preview"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/posts\/31","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/comments?post=31"}],"version-history":[{"count":4,"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/posts\/31\/revisions"}],"predecessor-version":[{"id":70,"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/posts\/31\/revisions\/70"}],"wp:attachment":[{"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/media?parent=31"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/categories?post=31"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mdi.com.pk\/management\/wp-json\/wp\/v2\/tags?post=31"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}