Assignment 1: University of Alabama Organizational Strategy

The 7s framework helps to analyze an institution’s organizational design and strategy. According to McKinsey, the framework is designed to examine and devise an efficient strategic design and determine whether or not the components of a specific institution are governed by a structure that permits the organization to meet its goals (Jurevicius, 2013). Therefore, the educational and learning functioning of the university is important to drive top-line learning and increase corporate performance. The approaches employed within the institution play a significant role in helping achieve excellence through competent variables and dimensions such as planning and management continuum.  The following basic interpretation and definition will contrast the organizational structure of UAB with five components of the 7s framework including strategy, style, staff, skills, and shared value.

Strategy

UAB has a strategic method that drives top-line revenue and profit to promote the company’s educational implementations. The organization has various departments which include science departments, engineering, history, and economics based on the public demonstrations. Regarding the learning experts and stakeholders provision, the tactic of the learning system remains a strategic program boosting the profitability and securing UAB’s long-term practicability in the future. The 7s Model of McKinsey defines a strategic approach and considers it to contribute to the achievement of the learning center. The strategy model within the institution can be anticipated through a coherent vision, mission, and core values (Jurevicius, 2013). As a result, business governance coincides with the McKinsey concept since it is both explicitly stated and long-term in nature.

Style

The senior leadership follows a transformational approach to decision-making and delegation. This management model is best exemplified by the company allowing every staff member to contribute to organizational performance, which is the best way to demonstrate the transformational approach. The assessments are intended to concentrate exclusively on emerging reducing organization surveys that facilitate our customers to take the appropriate actions to identify opportunities for improvement by better exploring the experiences of their people. Based on McKinsey’s framework, the style of organizational strategy corresponds to the style of leadership (Jurevicius, 2013). UAB ‘s corporate strategy is connected to the practice and helps in organizational growth and development.

     Staff

Staff employees are the focus of McKinsey’s staff element, which refers to the types and numbers of employees a business organization will require, as well as how they will be tried to recruit, encouraged, and trained, among other things (Jurevicius, 2013). The University has enough dedicated personnel to help them achieve excellence in the region. Human resources are allocated according to the revenue band of accounts, with the small and medium-sized business segments having the highest concentration of personnel. Learning is an endless process and the University”s specific divisions, have an opportunity to increase learning procedures to provide relief to existing teams. Recruiting is done primarily from within the organization, and team members who are willing to commute are highly valued. Applicants from outside the entity are evaluated on an individual basis, and only after extensive vetting and multiple rounds of interview sessions will an offer of employment be extended. Finding talented people who share the same values and corporate culture as UAB remains the main focus to ensure assimilation into the company’s upper ranks.

Skills

Skills are critical constructs that any Institution focuses on to effect change. According to Jurevicius 2013), the firm’s workers perform admirably in terms of core competencies, and other aspects of their jobs. The company is committed to sharing these capabilities with my team members in order to safeguard their success as well. This is not a set of values that is exclusive to me. Teammates and management are encouraged to cultivate a culture of shared learning and communicated growth among themselves. As a result, the organization has institutional quality-driven senior executives that are committed to development and change within the organization to ensure the accomplishments of the company’s corporate strategy. Moderate corporate change is occurring within my team, and changes to internal networks and mechanics are occurring on a constant basis. From a personal observation, the teams have proven to be extremely adept at maneuvering the potential issues of change to achieve their educational plans and organizational demand.

Shared Values

In McKinsey’s model, moral principles serve as the foundation for work performance and corporate action. The shared values exhibited by the organization include integrity, respect, collaboration, accountability, stewardship, excellence and achievement and diversity. The institution aims to act ethically by advocating for what is right, and ensuring that everyone is treated courteously especially during decision making. The organization also aims to work collaboratively across all disciplines to ensure that problems are solved appropriately.

Conclusion

The results of this preliminary investigation reveal that UAB services possess a sound strategy in support of strategic planning. The institution consists of leaders who demonstrate servant leadership, a talented squad that acknowledges aspirations, and exercises effective practices for regenerating the ranks. For the purposes of this basic analysis, the five principles protected in this basis interpretation are consistent with the organizational strategy making McKinsey’s 7s Framework applicable to the organizational structure of the University of Alabama.

References

Jurevicius, O. (2013, December 20). Conquer the Challenge of Expansion with McKinsey 7s. Retrieved from https://www.strategicmanagementinsight.com/tools/mckinsey-7s-model-framework.html