What is the 7-S Framework? Description
The 7-S Framework of McKinsey is a management model that describes 7 factors
to organize a company in an holistic and effective way. Together these
factors determine the way in which a corporation operates. Managers should
take into account all seven of these factors, to be sure of successful implementation
of a strategy. Large or small. They're all interdependent, so if you fail
to pay proper attention to one of them, this may effect all others as well.
On top of that, the relative importance of each factor may vary over time.
Origin of the 7-S Framework. History
The 7-S Framework was first mentioned in "The Art Of Japanese Management"
by Richard Pascale and Anthony Athos in 1981. They had been
investigating how Japanese industry had been so successful. At around the
same time that Tom Peters and Robert Waterman were exploring what made a company
excellent. The Seven S model was born at a meeting of these four authors in
1978. It appeared also in "In Search of Excellence" by Peters and Waterman,
and was taken up as a basic tool by the global management consultancy company
McKinsey. Since then it is known as their 7-S model.
The meaning of the 7 Ss
Values (also called Superordinate Goals).
The interconnecting center of McKinsey's model is: Shared Values. What
does the organization stands for and what it believes in. Central beliefs
and attitudes. Compare:
Plans for the allocation of a firms scarce resources, over time, to reach
identified goals. Environment, competition,
The way in which the organization's units relate to each other: centralized,
functional divisions (top-down); decentralized; a matrix, a network, a holding,
The procedures, processes and routines that characterize how the work should
be done: financial systems; recruiting, promotion and performance appraisal
systems; information systems.
Numbers and types of personnel within the organization.
of the organization and how key managers behave in achieving the organization's
Distinctive capabilities of personnel or of the organization as a whole.
Compare: Core Competences.
Strengths of the 7-S Model. Benefits
- Diagnostic tool for understanding organizations that are ineffective.
- Guides organizational change.
- Combines rational and hard elements with emotional and soft elements.
- Managers must act on all Ss in parallel and all Ss are interrelated.
Book: Ethan M. Rasiel, Paul N. Friga - The McKinsey Mind: Understanding
and Implementing the Problem Solving Tools and Management Techniques -
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Compare with the 7-S Framework:
Causal Model of Organizational Performance
and Change |
Ashridge Mission Model
| Strategic Alignment
| McKinsey Matrix
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