...Case Study – Organizational Development of Bain & Company July 2, 2012 Organizational Development of Bain & Company Bain & Co. Inc. (“Bain”) is a consulting corporation, established by Bill Bain and six former professionals from Boston Consulting Group (BCG) in 1973 to develop a strategy implementation that was markedly different from industry norms (Ormiston, 1990). According to Bill Bain, there were four problems he wanted to fix in the traditional consulting process specifically 1) short-term duration of projects with the report seen as the end product; 2) recommendations not supported by relevant data; 3) no follow-through on given recommendations and 4) performance metrics (i.e., Results of the recommendations) were mostly internal (peer reviews) not independent measures (Ormiston, 1990). Bain`s approach was to make a commitment to one company per sector/industry – refusing to work for competitors. In the 1990s, this strategy aided Bain in developing a deeper level of involvement with a limited number of clients. Sometimes, a customer had as many as fifty professionals working on all aspects of the business analysis (Harvard Business School Journal, 1990, pp. 95-96). The company de-emphasized the hype around the ‘report’, focusing instead on helping the client successfully execute policy recommendations. The results of these recommendations are judged by independent matrices such as the growth (or decline) of client`s stock prices when compared...
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...Woodson Foundation Team Development Kevin Hornsby Hornsbyk@cboe.com MGMT-591-20624 Professor Kenneth Steinkruger January 24, 2015 Abstract During the course of conducting business, often times organization seek information from case studies. Case studies present an account of things that have happened in organizations and how things turned around. Today we will look at a case study involving the Woodson Foundation offering recommendations in a role of a consultant. Introduction We have been hired as a consultant for the Woodson Foundation, an organization that specializes in the management of teams, advising those whom have hired them, best courses of action through analysis. The Washington D.C. School district has hired the Woodson Foundation to analyze and offer solutions to correct the problems that are currently plaguing the school system. As a consultant working with the Woodson Foundation, we have been tasked with recommending a process that will be used to decide who should be on the team working with the D.C. school system. The Woodson Foundation will develop an Executive Development Team, whom will actually implement the changes that will be needed in the D.C. school system, our job as consultant is to advise on the process of selecting team members which will best suit the needs of the client. Type of Team In the selection of persons whom will operate on the team working with the D.C. public schools puts the firm in the preliminary...
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...Change is vital in every organization to survive and to keep up with the ever-changing technology and environment. They include globalisation, clashing cultures and diversity, changing technology, challenging economies, the need to be more efficient, innovative and responsive to customer demands, corporate social responsibilities, and aging and growing population (Thompson, 2009). In order to survive, organizations are required to constantly change so that it remains competitive with the changing environment Organization development is different from organizational change. It is primarily concerned with change that is goaled towards transferring the knowledge, skills and expertise needed to achieve goals and solve problems. The intention is to improve the organization in terms of problem solving, quality of work life, etc and moving the organization to a better direction or position in order to have better performance, lower turnover and higher job satisfaction in employees. Organizational change whereas, is more broad in perspective and can refer to any changes in the organization from change in organizational structure to technical or managerial innovations Organizational targets for planned change include changes in strategy, objectives, technology, culture, structure, processes, management etc. These change activities in the organization are managed, facilitate and implement by change agents. There will be a discussion on why organizations enlist the help of change agents...
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...served its clients superbly well. For few years after founded, McKinsey’s growth engine seems to stall for many reason like economic turmoil of the oil crisis and appearance of new focused competitors like Boston Consulting Group (BCG). To solve this problem the committee had result and recommendations. One of the recommendations was to reduce MGM ratio from 7 to 1 and became “T shape” consultant, a firm that supplemented a broad generalist perspective with an in-depth industry or functional specialty. When Ron Daniel has become a Managing director for McKinsey, he faced aggressive challenge from its competitors and McKinsey began to losing its clients. His first move was to more develop its employee skill as a consultant. He also made industry based clientele sectors and leveraging the firm’s functional expertise. He assembled working groups to develop knowledge in two areas, strategy and organization. Fred Gluck wanted to bring an equally stimulating intellectual to McKinsey. He created 15 centers of competence and the role is to help develop consultants and to ensure the continued renewal of the firm. Gluck launched a Knowledge Management project to build a common database of recommendation of clients named Firm Practice Information system (FPIS) and a “yellow-pages” of McKinsey named The Knowledge Resource Directory. And make company more like “I-shaped” than...
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...environment for all. The detailed report that follows contains our observations of your company’s business processes and specific recommendations as to how improve the areas our team deemed as needing improvement. The report contains examples of available tools and processes that you and your staff will find make process management easy and convenient. After working with the staff and employees of Can-Go it is easy to see how your company got off to such a good start and, hopefully with the observations and recommendations in this report will assist you in your quest to take Can-Go to the next level. Again, it has been an absolute pleasure teaming with you over the past eight weeks and we look forward to serving your needs in the future, if you should have any questions regarding the contents of this report I would be happy to discuss it with you in person or, if you prefer, by phone at (555)-343-5555. Sincerely, Charles Davenport IDC Solutions Contents Abstract 4 Introduction 5 Mission and Vision 5 The Strengths Weakness Opportunity and Threat Analysis 6 The Strategic Planning Process 7 Phase 1: Getting Started: 8 Phase 2: Preliminary Planning. 8 Phase 3: Strategizing. 9 Phase 4: Implementation. 9 Phase 5: Control 9 Strategic Management Tools 9 Evaluation of Performance 11 Summary of Recommendations 12 Conclusion 13 References 15 Table of Figures Figure 1: SWOT...
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...masters in Business Administration, the career that I have chosen is Management Consulting. Being a Management Consultant, has several benefits. Firstly, it offers good salary packages and high prospects to travel. Secondly, it offers opportunity to operate with top management of client’s organization. Lastly, the task never gets boring for the reason that it involves switching from one project to other and thus, provides opportunity to get hold of huge experience in distinct industries. Further, taking the above discussion into consideration this particular paper first highlights the job requirement of management consultant at Accenture. It also includes a thorough outline about the responsibilities and roles related to the position of Management Consultant. This is followed by providing a deep insight of my educational background, skills and abilities and also, mirrors the level to which my skills match with the required skills of the job profile. Lastly, the paper puts forward my personal development plan. Job Responsibilities of Management Consultant At the time when organizations face an issue which they can’t solve easily or they don’t hold the proficiency needed to plan their own path, then they generally look for the proficiency afforded by operating with a management consultant (Mullins, 2002). It isn’t an ordinary thing to operate as a Management Consultant in one of the biggest and highly renowned Consultancy firm of the world. Indeed, it...
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...------------------------------------------------- Introduction A nonprofit organization or not-for-profit organization (often called an NPO), is an organization that uses surplus revenues to achieve its goals rather than distributing them as profit or dividends. These organizations play important roles in society by placing public service above profits. It can operate both in the public & private sectors and includes-museums, libraries, charitable& religious organizations, colleges, universities government agencies, political parties, labor union etc. Unnayan Shamannay denotes coordination of developmental activities, not in the narrow sense, but in the wider context of all the aspects of a living society and human race - reckoning with all the quantifiable and qualitative actions a society carries out. The members of Unnayan Shamannay have been striving to invigorate and further strengthen private sector initiatives for socioeconomic and cultural development of Bangladesh through a concerted grassroots approach.It is an innovative non-profit research organization of resourceful professionals working in the arena of research and development. It is engaged in quantitative and qualitative research work, training, communication and advocacy, cultural learning and developmental activities. The organization was incorporated in July 1994 under the Companies Act, 1913 (section 26) with the Registrar of Joint Stock Companies under the Ministry of Commerce, Government of Bangladesh...
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...Organizations Behaviour, Structure, Processes The Manager’s Job in Context Introduction Organizations is defined as a system of people who are engaged in cooperative action, working together to reach an agreed-upon purpose (2002). Organizational behavior is defined as actions and attitudes of people in organizations. Studying organizational behavior is essential to managers because it helps tem to identify problems, determine how to correct them, and establish whether the changes would make a difference. Organizational structure refers to how an organization is put together. Structure reflects some of the underlying ways that people interact with one another in and across jobs or departments (2002). Every organization is organized into separate functions, which perform specific duties and activities. These processes offer identity for employees and provide them a connection within the organization. Organizational processes must be logical, streamlined paths to the achievement of goals. This report analyzes the behavior, structure and process of McDonald’s. The report focuses on the role of the manager in the organization and the interdependency that occurs between him/her and the people and groups in McDonald’s. Restaurant Manager: McDonald’s Requirements of the Job Experience in a management or supervisory capacity in a restaurant, hospitality or retail environment Two years of college or related experience Reliable Transportation Open/flexible Schedule...
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...proprietary and confidential to Stone & Webster Management Consultants, Inc. (Stone & Webster Consultants) and shall not be disclosed outside the Recipient’s organization. This document shall not be duplicated, used, or disclosed – in whole or in part – for any purpose other than evaluation of this document by the Recipient. This restriction does not limit the Recipient’s right to use information contained in this document, if it is obtained from another source without restriction. The information subject to this restriction is contained in pages of this document marked “Proprietary & Confidential”. This document shall be returned to Stone & Webster Consultants upon its request. Mr. David Hallquist CEO Vermont Electric Cooperative, Inc. 42 Wescom Road Johnson, Vermont 05656-9717 Subject: Final Report of the Comprehensive Business Process Review and Audit (BPRA) Efforts December 24, 2007 Dear Mr. Hallquist: Stone & Webster Management Consultants, Inc. (Stone & Webster Consultants) is pleased to submit our team’s report resulting from our efforts to provide a Comprehensive Business Process Review and Audit (BPRA) to the Vermont Electric Cooperative, Inc. (VEC). We have incorporated those comments that we felt were appropriate in this final version of the report. We are also providing this report to Mr. Geoff Commons of the Vermont Department of Public Service (VT DPS). This report summarizes the approach, findings, recommendations and implementation plan that were developed throughout...
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...Human Resource Management Table of Contents Consultant Report 1 2 Introduction 2 Human Resource Theories and Current Market Place Trends 5 Human Resource Theories 5 Current Market Place Trends 9 Strategies To Be Implemented For The Next Ten Years 11 Recommendations 12 Conclusion 13 References 14 Consultant Report 2 17 Introduction 17 Human Resource Theories and Current Market Place Trends 19 Human Resource Theories 19 Current Market Place Trends 22 Strategies to Be Implemented For the Next Ten Years 24 Recommendations 26 Conclusion 28 References 29 Consultant Report 3 32 Introduction 32 Human Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining...
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......................................................................... Evaluation Plan................................................................................. Qualifications of Personals............................................................... Time Schedule.................................................................................. Cost................................................................................................... Reference.......................................................................................... Pages B. Proposal Summary Potentia HR Consulting is a high profile Executive Search & HR Consulting firm with overseas link in Australia, Middle East, Singapore, and India. Our consultants bring with them over 25 years of global /...
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...• Cognizant 20-20 Insights A Comprehensive Approach to Application Portfolio Rationalization Executive Summary Ongoing economic uncertainty is imposing stringent cost pressures on organizations across industries. In response, many businesses are prioritizing their investments to drive operational efficiencies and minimize IT spend on their application portfolios. However, several factors — including the expanding size and complexity of the application portfolio, poor license management, rising total cost of ownership and increasing inflexibility — are challenging many organizations to adapt to the rapid changes in the business environment. Many IT organizations are working to lower the percent of the budget spent on operations and maintenance, which tends to hover at 70% or above, according to industry estimates. This paper provides a methodical approach, with embedded critical success factors, for application portfolio rationalization. It also describes a robust model for assessing the business value, technical health and strategic fit of the application estate, as well as prescribed solutions, such as decentralization of the software/application procurement function and other overlooked components of cost avoidance in the portfolio. A comprehensive approach allows organizations to utilize the residual business value of the existing portfolio, which frees key resources and funds to support a focus on high-value opportunities. Application portfolio rationalization leads to...
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...Risk Management Assessment Summary Community Mental Health HCS/451 March ##, #### Mister Misty Community Mental Health Being hired as a consultant for a community mental health facility my main focus will be risk assessment and management that will be used to identification of quality patient outcomes. This would mean that any projects that are done in the community mental health facility will need to be well planned and thought out, understanding also that once the program is installed it will remain an ongoing process, allowing room for improvements. In working as a consultant in this role and facility it is necessary to work toward improving employee performance and management as this is essential when analyzing existing developments and issues throughout the organization. Having a plan in place for risk management and assessments for improving quality patient care is important. As a consultant for this organization the processes that I will be introducing will include: • Organizational change • Management assistance • Technology implementation • Development of coaching skills • Policies and regulations of risk-management and assessment • Strategy development • Operational improvement services This consulting opportunity will also have recommendations for methodology that will help to enhance the organizational performance in an efficient and effective manner allowing the completion of all assigned tasks. Community...
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...Introduction The purpose of this paper is to give and provide detailed information about the reason why Craven Books was having issues on the implementation of the new information technology system which should help to improve the performance of the business. Other than that, the implementation of this new information technology system nearly makes Craven Books face bankruptcy and lost many customers. In this paper, 3 issues that lead Craven Books faced failure in the implementation of the new information technology system will be chosen to discuss in detailed. Each issue will be discuss in detailed together with any related case studies that can take as reference and recommendations to eliminate and cope each issue. Company’s Background Craven Books is a distributor of comics and magazines and books. The company was founded and evolves in the market place in the late 1960 as it founder, Peter Craven started to distribute sci-fi and horror books through direct mail. In 1970’s, the business began to be known in the market place by buying comics in bulk from both the American publishers and the second hand comic market and sell this on their customers in the United Kingdom by using a mail order catalogue. This had helped the company to grow in the market place and be known by many other customers. Because of this the company had been able to encounter growth both in profit and in the number of their regular customers. In this regard, the company decided to use a new...
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...Hong Kong - 2012 Executive Summary This report summarizes the background information of Figgie International and identify the major problems in relation to the change initiative happened in Figgie International, explaining where and how the change initiative can be improved. The major problems are as following: • Poor Planning, Organizing and Project Management Skills • Objective - Unclear and Unrealistic • Mistrust and Inexperience of the Consultants • Conflicts between Consultants and Internal Staff • Power Balance Upset and No Authority Delegation to Employee • Resistance to Change • Poor Communication Channels • Insufficient Control and Evaluation • Poor Leadership • Poor Recruitment • Cost Reduction Strategy Limit Business Development in Long Term • Pleasing Culture The recommendations to address the major problems and concerns are as following: • Building Up the Proper Steps (Six Steps to Effective Change) for Change Management • SMART Objective • Identify Qualified Consultant • Reduce Conflicts and Political Behaviour • Reduce Change Resistance • Building up Two Ways Communication • Control and Evaluation • Leadership and Form a Powerful Coalition • Motivation • Hiring the Right People by Professional Human Resource Division • Align Business Strategy to Cope with the Change • Building up Culture for Innovation and Creativity Table of Contents Executive Summary ……………………………………………………........ i ...
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