Mc kinseys 7s model This 7 s model is better known as Mc Kinseys 7s model.

This is because the two persons who developed this model are Tom peter and Robert waterman has been consultants at Mc Kinseys company at that time. They publish their 7s model in their article Structure is not Organization (1980) and in their book The art of Japanese Management (1981) and In search of Excellence. The model on the premises that an organization is not just a structure but consists of seven elements.

Structure It gives concrete shape to the organization. The structure specifies division of work activities and shows how different functions or activities are linked. It also indicates the organizations hierarchy and authority structure, shows its reporting relationships. It provides the stability and continuity that allow the

organization to survive the comings and goings of individuals and to coordinate its dealings with the environment. An organization structure can be viewed as accomplishing four distinct functions Dividing work into manageable segments. Recombining work in a logical and efficient manner (work teams, departments etc). Distributing power (authority) to direct or coordinate work. Establishing channels of communication between the directive and nondirective nature of information flow.

Classification of structures 1. Functional Structure The oldest and most commonly used structure is the functional type. When it is used, the organization is departmentalized on the basis of function it must perform to reach its objectives. Thus, one can see marketing, materials management, production, finance & accounting, personnel and maintenance departments in the functional structure of an organization engaged in manufacturing. The activities or functions of all these departments will executive the company. 2. Divisional Structure When this structure is used, the organization is broken down into many divisions which operate as semi-autonomous unit and as a profit centre. The division may be formed on the basis of product, customer, or region. Whatever the basis, each division operates almost as separate business and the performance of all units will be assessed by the parent company at the end of every accounting year. Companies with this structure are often called conglobates.

WCCLG follows functional structure in which the organisation is classified in to various departments on the basis of its function and it must work to achieve its objectives. The various departments under Wipro are, Materials Incharge manager Maintenance manager Quality control and six sigma manager Fatty acid and glycerine plant (FAGP) Manager Toilet soap plant (TSP) manager Accounts manager HR manager Sourcing manger Chandrika (CHK) manager Asst. manager for logistics The materials incharge manager is YN Kumar under his 4 staffs are working they are B Shivkumar, R Basavaraj, GR Sharma, BA Narayana Swamy.Each will have their own responsibilities and roles to perform and they will perform and maintain the clear details regarding material procurement,purchase and issue, material receipt. Sunil K Adep is designated as maintenance manager and he is responsible for 5 staffs who are working under his guidance and they are Saju P Kuriakose, paresh R Boadkar, gangadhare bhandary, BL Sampath Kumar and TN Krishnamurthy. They are responsible for the maintenance of the company. Wipro consists of other 8 managers for various departments headed by Manian S for Quality control and six sigma, G Venkatesaiah for FAGP, TN Parshwanath for TSP, Sanjay Dawn for Accounts, Manjunath Hegde for HR, Kuriyan Elpe for sourcing, H Sreenivasa for CHK, Mohan kumar swamy for logistics. In which each department is consisting of enough number of staffs for regular functioning of the company.

Each department is having suitable number employees in order to achieve their department objective. In total Wipro has 455 employees in Tumkur Branch. Skill Skills are most needed to carry out the companys strategy. Every individual possesses an individual skill or capacity within which they can carry out their functions effectively so it is the work of the organization to identify these potential skills and use them effectively. In this regard Wipro has adopted a statistical tool in order to reduce DPM(defects per million) called Six Sigma. A comprehensive and flexible system for achieving, sustaining and maximizing business success. Six sigma is uniquely driven by a close understanding of customer needs, disciplined use of facts, data, and statistical analysis and diligent attention to managing, improving, and reinventing business processes. Wipro has started Six Sigma with a lot of scepticism in 1997 and find its early success at Tumkur plant and Amalner in the year 1998 and achieved an breakthrough improvements at Walluj plant. Wipro thought to explode and expand in all other remaining plants and did in the year 1999. By adopting Six Sigma Wipro has created an example of success for the corporation in the year 1999 and also created a model for driving Six Sigma by target Setting, Review structure and institutionalization gains. Finally Succesfully integrated Six Sigma in to business. Wipro has a caption after adopting Six sigma that is Our Business review and Six sigma review is one and the same at WCCLG. Six Sigma is the way we work

Learnings form Six sigma Six Sigma program is rigorous. Six Sigma need high benchmarking. It requires commitment from the higher level of management. Requires a tolerance for endless questioning . Requires the business leader drive change from the front in letter and spirit. Requires tenacity and mental toughness and above all, A dedication to the pursuit of excellence. Style The style of the organization is through leadership in which leaders can establish unity of purpose and direction of the organization. They create and maintain the internal environment in which people fully involved in achieving the organizational goals. Wipro follows Top down design in which Employees are empowered to work independently form the higher authority without any pressures. They have the ability to achieve their goals and objectives. The participation of workers is considered as a vital in WCCLG. Workers are represented by trade union and staffs are represented by the staff union for the purpose of healthy negotiation with management. Women employees have equal opportunity in participating with the management. Wipro has adopted many policies in order to provide adequate safety for the employees to make them work; they are Environment, Health and safety policy & Women safety policy.

Environment, Health and safety policy Wipro consumer care engaged in manufacturing of soaps, fatty acids & glycerine are committed to provide safe and healthy environment to all our employees and stake holders through suitable Environment, health & safety management systems aimed at, 1. Prevention of pollution & work place hazards through continual improvements of its processes, environmental, health and safety performance and training of employees at all levels 2. Conservation of natural resources by efficient use of energy, water and effective utilization of all raw materials & resources 3. Prevention of losses by way of damages to environment, personal injuries, loss of life caused by fires, accidents and security lapses 4. Compliance with relevant legislations, regulations, applicable to our Organizational and operational through periodic reviews of the systems. Women Safety policy Policy: Applicable to only women employees Objective: To ensure adequate safety for women employees at work. Outstanding Travel: Travel booking to be done in such a way that the woman employees reach the destination between 6 am to 9 pm, if travelling alone. In case of travel with other colleagues, at least one male colleague is to accompany the woman employee till her place of stay, if travelling during odd hours (i.e. 10 pm to 5.30 am) If there is a delay in reaching the desired destination due to unavoidable, circumstances (like delay in trains), and the woman employee reaches at odd hours, the employee will inform the concerned RSM, who in turn

would make suitable arrangements, including requesting some male colleague in the region to pick up or arranging a reliable taxi. Incase of work extending such that reaching the next destination at reasonable time is not possible then the women employee should stay overnight and travel next day morning (unless they are travelling to their home locations where they have family members/friends to pick up) Hotel Stay Guest houses need to be booked, incase available, as the first preference. We will generate a preferred list of hotels by March end for different cities, as recommended by the women employees/RHRs. Late Meetings Incase of meetings stretching beyond 8 pm (outstation) and beyond 9 pm ( for base location), the employees need to be accompanied by atleast one male colleague to her place of stay. Guidelines All women employees are to ensure that bookings are done as per the policy Woman employees should carry the contact numbers of the RSMs, ASMs and the SOs of the respective location they are travelling to, for any emergency All travel plans need to be sent to the supervisor for approval. All supervisors to oversee that the travel plan is safe Wherever possible, public transport regular taxis/ auto including prepaid taxis should be preferred over private transport. Pre-arranged taxis from travel agencies should be avoided as they can be unsafe.

Strategy Strategy talks about the ability of the company in adopting any strategy for the improvement in the working of employees or production policy, pricing or even packing. Wipro has adopted a behavioural based training in order to promote the leadership skills, stress management, Team building, people management, Creative conflict management for the effective participation of employees. The creative conflict management consists of creativity and innovation, work life balance, soft skills training which all forms a part of behavioural training program. Contract labour training is adopted for training the employees for packaging in Wipro. System System of any organisation talks about the procedures, processes and routines that characterize how work should be done. Financial systems, performance appraisal system, inventory control system, order execution system, merit rating system. In WCCLG inventory control system is followed in the following format, The Company has classified the year in to 12 PC (process cumulative) in which, each PC consists of 4 weeks and in a quarter there are 3 PCs but in the 3rd PC, it contains 5 weeks in order to complete the 52 weeks of a year. Each PC will have their own requirement and each PC will have its own protocol. According to that protocol the production process will take place. This kind of system is adopted in order to reduce production cost and down time. The PC will have a protocol of that it has to produce 500-600 tons of soaps in a particular month and according to that protocol the production process will takes place to achieve. The records of each PC will be maintained clearly in a separate register

and after every month the register is submitted to the higher authority for verification. The PC will help the company to maintain and regulate the production process, inventory control and to maintain regular records. The process cumulative will contains all the process of production and also after production instructions. Staff Staffs means that the company has recruited people, trained them well and assigned them to the right job for which they are best suited according to their qualifications, skills, knowledge and experience. An enterprise may have a comprehensive business play, a sound organization structure, but it cannot accomplish results are per plan without effectives staff in the company. In WCCLG there are 455 staffs in which 27 are working for management, 11 as staff and 117 are working as workmen and 300 as contract labour. The staffs are divided in to groups called shifts. In total there are 3 shifts called A shift, B shift and C shift. Each shift will have their own timings they are, 6:00AM-2:00PM for A shifts 2:00PM-10:00PM for B shifts 10:00PM-6:00AM for C shifts. The shifts are rotated every 6 days in which each employee should work in all the shifts in a month. Beyond this there is a general shift for which the employees work from 8:30AM-5:00 PM.

Shared value Shared values mean that the companies share the same guiding value. Values are things that would strive and even if they were demonstrably not profitable value act as an organization conscience, providing guidance in times of crisis. At WCCLG each individual department have specific goals and objectives within the broad framework of its Spirit. They act as the framework for achievement of organization objectives and goals efficiently and effectively. They share the social goals of marketing by making available various products and services at the best price to all the sections of the society. The company has received ISO 9001, 14001, 0HSAS 18001 in order to strengthen the internal system and procedures and even adopted Six SigmaDMAIC a statistical tool, BKPT-Knowledge transfer, 5s-Houses keeping and focuses on continual improvement.