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Ibm 7s PDF

The document summarizes key elements of McKinsey's 7S framework as it applies to IBM, including: Structure at IBM is split across software, services, and systems/financing divisions. Strategy focuses on solving clients' hardest problems through technological advantages or cost savings. Systems emphasizes flexibility and responsiveness to market conditions. Style is surprisingly informal and collaborative for a large organization, with one third working remotely. Shared values of integrity and customer satisfaction are defined but may differ depending on client or team. Skills are highly valued but developing them is left to individuals. Staff of nearly 400,000 are divided into levels and jobs with performance-based bonuses and recognition programs.

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987 views

Ibm 7s PDF

The document summarizes key elements of McKinsey's 7S framework as it applies to IBM, including: Structure at IBM is split across software, services, and systems/financing divisions. Strategy focuses on solving clients' hardest problems through technological advantages or cost savings. Systems emphasizes flexibility and responsiveness to market conditions. Style is surprisingly informal and collaborative for a large organization, with one third working remotely. Shared values of integrity and customer satisfaction are defined but may differ depending on client or team. Skills are highly valued but developing them is left to individuals. Staff of nearly 400,000 are divided into levels and jobs with performance-based bonuses and recognition programs.

Uploaded by

Jack Molly
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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McKinsey 7S Hard Elements

Structure A company of IBMs size is split along three lines: Software, Services, and Systems & Financing. By necessity, there are diverse structures suited to the nature of a particular business. The structure that is in question is the ranks of IBM consultants, who are generally individuals on assignment and are not necessarily aligned with any direction other than their own.

Strategy IBM summarized their strategy succinctly with ... to solve our clients hardest problems; IBM continuously seeks opportunities which represent a technological advantage or a cost savings for clients. Service contracts based on IBM products and platforms are lucrative for growth markets.

Systems IBM often sets the industry standards for systems and automation, and has an interest in being flexible and responsive to market conditions. Many mechanisms, such as training, HR, and assignment deployment are well developed, although often left to employees to discover and determine how best to use them.

Soft Elements Style IBM has a surprisingly informal and collaborative style for an organization of its size. Gone are the days of pinstripe suits and sincere ties, replaced by a global collaborative network in which IBM employees work on projects from any location. A full third of IBM employees work from home, with the rest in solutions delivery centers, IBM campuses, or in client sites.

Shared Values IBM places emphasis on integrity and customer satisfaction, and every IBM employee must read and sign a document defining what IBM stands for. Because of the dispersed nature of IBM, often values may be that of a client the IBM employee is working for, or assumed values from a temporary group working together. Transient assignments tend not to reinforce values over time.

Skills IBM places a high premium on skills, as it is what makes the company marketable to clients. IBM is often the company of first resort to solve complex issues or introduce new technology to clients. Despite the importance of skills, cultivating and directing learning efforts is left to the individual employee.

Staff With nearly 400,000 employees, IBM has a wide pool of labor to draw from. Cleanly divided into bands, or levels of responsibility (and pay) as well as broad job definitions, IBM marks out stepping stones in advancement for the employee. A yearly performance based bonus (both individual, department, and company) motivates employees. Special programs such as certification and titles such as distinguished engineers give special recognition to employees who have achieved a remarkable level of skill.

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