Mckinsey 7S Model:

The McKinsey 7S Model refers to a tool that analyses a company’s “organizational design.” The goal of the model is

to depict how effectiveness can be achieved in an organization through the interactions of seven key elements –

Structure, Strategy, Skill, System, Shared Values, Style, and Staff. We applied this model at UTOPIA INDUSTRIES at

the time when competitiveness needed more focus. The model is applied as follows:

Hard Elements – Strategy, Structure and Systems:

Strategy:

Utopia industries strategic direction and the overall business strategy for Quick Response in the Industry are clearly

defined and communicated to all the employees and stakeholders. This helps the organization manage

performance, guide actions, and devise different tactics that are aligned with the business strategy. Moreover, the

business strategy’s definition and communication also make operations for Utopia industries more transparent and

aligns the responsibilities and actions of the company.

Utopia industries have a flatter organizational hierarchy that is supported by learning and progressive

organizations. With lesser managerial levels in between and more access to the senior management and

leadership, the employees feel more secure and confident and also have higher access to information.

Moreover, the flatter hierarchy also allows quicker decision-making processes for quick response in the

organization and increases organizational commitment in the employees.

Systems
Utopia industries has defined and well-demarcated systems in place to ensure that the business
operations are managed effectively and that there are no conflicts or disputes. The systems response in
the Utopia industries are largely departmental in nature, and include, for example:

- Human resource management

- Finance

- Marketing

- Operations

- Sales

- Supply chain management

- Public Relation Management

- Strategic leadership

Soft Elements – Shared Values, Style, Staff, Skill:

Shared Values
The core values at Utopia industries are defined and communicated to foster a creative and supportive
organizational structure that will allow employees to perform optimally, and enhance their motivation and
organizational commitment. The core values at Utopia industries include, but are not limited to:

- Creativity
 - Honesty

- Transparency

- Accountability

- Trust

- Quality

- Heritage

Utopia industries also ensure that all its activities and operations are conducted with high ethical and moral
standards that redefined and benchmarked against international criteria.

Style
Utopia industries has a participative leadership style. Through a participative leadership style, Utopia
industries are able to engage and involve its employees in decision-making processes and managerial
decisions. This also allows the leadership to regularly interact with the employees and different
managerial groups to identify any potential conflicts for resolution, as well as for feedback regarding
strategic tactics and operations. Through its participative leadership, Utopia industries are able to enhance
employee motivation, and increase organizational commitment and ownership amongst employees as
well as other stakeholders.

Staff

Utopia industries have a sufficient number of employees employed across its global operations. Employees for
different job roles and positions are hired internally as well as externally – depending on the urgency and the skill
levels required. Based on this, it is seen that Utopia industries has employees who are skilled as per the
requirements of their job roles and positions. All employees are given in house training to familiarize themselves
with the company and its values. External training along with in-house training is provided for skill level
enhancement.

All job roles and positions are designed to facilitate the achievement of business goals, and as such, employee skill
level at Utopia industries is sufficient to achieve the business goals of the company.

Skill
Utopia industries has a commendable workforce, with high skills and capacities. All employees are recruited based
on their merit and qualifications. Utopia industries prides itself on hiring the best professionals and grooming them
further to facilitate growth and development.
Workforce structure:

The four major types of workforce are discussed below:

The Traditional Workers

Traditional workers are the most familiar; they work at the office, in a full-time or fixed part-time
arrangement. Given a shared location and regular in person interactions, social norms and behaviors are
generally highly observable among traditional workers, making this setting the most efficient at
transmitting culture. They are on payroll of the company. Following the positions of traditional workers
in Utopia industries
 - Finance

- HR

- Admin

- Operations

- Supply Chain

Mode of Engagement: They are already part of the organization. They can be involved through

regular employee engagement activities

The Tenured Remote Workers:

They are not working from the office but on-balance sheet workers, commonly referred to as tele workers. These

workers have flexibility of location, but are at a disadvantage when it comes to actually observing social norms as

well as experiencing in-person collaboration.

Mode of Engagement: They are involved through regular virtual meetings, proper orientations,

feedback sessions, brain storming and success sharing events

The Outside Contractors:

These are on-campus but off-balance-sheet, contract or consulting workers often bring an inherent outsider

mentality and an array of previous cultural experiences. They are often brought in to help facilitate a shorter-term

or finite project and may be viewed as not being subject to the organization’s cultural norms and values. These

workers usually do not receive the typical on-boarding and new hire training opportunities that can help build a

sense of culture among on-balance sheet employees

Transactional remote workers

services. Many of these individuals operate on flexible schedules and in customer-facing roles. Their relationship

with the hiring organization can be marked by low-quality touch points