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Please read attached article for this assignment.
Important Note: Please don’t summarize the article in your one page. Use the summary to reflect on what you saw that was interesting and innovative. What made it successful or unsuccessful? Analyze the case and tell me what you learned.
This assignment is designed to expose you to the current trends related to performance management, technology, and organizational communication. What are companies doing today in these areas? There is a lot of very interesting cases out there. Technology is dramatically changing the way companies develop, hire, promote and communicate with employees. Include your personal thoughts. What did you learn or gain from the article. Write a one page summary on your findings.
Organizing for an
emerging world
The structures, processes, and communications approaches of
many far-flung businesses have been stretched to the breaking point.
Here are some ideas for relieving the strains.
The problem
Rising complexity is making
global organizations more difficult
to manage.
Why it matters
Organizational friction can hamper
growth, especially in emerging
markets; undermine strategic decision
making; and make it harder to
manage costs, people, and risks.
Toby Gibbs, Suzanne Heywood, and Leigh Weiss
What to do about it
Revisit the case for regional orga-
nizational layers and consider
grouping activities according to
nongeographic criteria, such
as growth goals.
Streamline processes without
standardizing more than is
necessary, force-fitting rigid
technology solutions, or creating
overly detailed rules.
Consider moving the corporate
center (or creating a “virtual head-
quarters”) closer to high-growth
markets, and ensure a constant flow
of talent between the business
units and the center.
Find out how and why people share
information, and then decide which
connections to drop, keep, or add.
J U N E 2 0 1
2
o r g a n i z a t i o n p r a c t i c e
2
As global organizations expand, they get more complicated
and difficult to manage. For evidence, look no further than the inter-
views and surveys we recently conducted with 300 executives at
17 major global companies. Fewer than half of the respondents believed
that their organizations’ structure created clear accountabilities,
and many suggested that globalization brings, as one put it, “cumula-
tive degrees of complexity.”
However, our research and experience in the field suggest that even
complex organizations can be improved to give employees around
the world the mix of control, support, and autonomy they need to do
their jobs well. What’s more, redesigning an organization to suit
its changing scale and scope can do much to address the challenges
of managing strategy, costs, people, and risk on a global basis.
Our goal in this article isn’t to provide a definitive blueprint for the
global organization of the future (there’s no such thing), but rather
to offer multinationals fresh ideas on the critical organizational-
design questions facing them today: how to adjust structure to sup-
port growth in emerging markets, how to find a productive balance
between standardized global and diverse local processes, where
to locate the corporate center and what to do there, and how to deploy
knowledge and skills effectively around the world by getting the
right people communicating with each other—and no one else.
Rethinking boundaries
Global organizations have long sought to realize scale benefits by
centralizing activities that are similar across locations and tailoring
to local markets any tasks that need to differ from country to coun-
try. Today, as more and more companies shift their weight to emerging
markets, boundaries between those activities are changing for
many organizations.
At some point, they will need to adapt their structures and processes
to acknowledge this boundary shift, whose nature will vary across
and within companies, depending on their industry, focus, and history.
In one recent case, an international publishing company created
global “verticals” comprising people who work on content and delivery
technology for similar publications around the world. But it was
3
careful to leave all sales and marketing operations in the hands of
local country managers, because in publishing these activities
can succeed only if they are tailored to local markets. In the case of
IBM in Asia, the company has globalized its business services but
left the businesses local.
IBM’s experience in Asia
IBM’s vice president of global strategy for growth markets, Michael
Cannon-Brookes, described to us the structural redesign of the
company. Shortly after the start of the new millennium, its leaders
realized that having each country operation in Asia run a com-
plete suite of business services to support different product brands
no longer made sense; there was simply too much duplication of
effort. In each country market, these leaders identified 11 services
with common features in functional areas: supply chain, legal,
communications, marketing, sales management, HR, and finance.
Each function was assigned a global “owner” with the task of
consolidating and refining operations to support businesses in the
region’s different countries. The company then assessed which
essential elements of each function to keep and which redundant (or
potentially redundant) elements to eliminate.
From these assessments grew the “globally integrated enterprise
model,” which evolved into an entirely new structure for IBM’s global
operations. “Instead of taking people to where the work is, you take
work to where the people are,” says Cannon-Brookes. IBM sought out
pools of competitive talent with the skills required to perform each
service at different cost points. Then it built teams of specialists geo-
graphically close to the relevant pool to meet the region’s needs in
each service. So now, for instance, IBM’s growth market operations
are served by HR specialists in Manila, accounts receivable are
processed in Shanghai, accounting is done in Kuala Lumpur, procure-
ment in Shenzhen, and the customer service help desk is based in
Brisbane. Globalizing functions that were previously country based
has been a huge corporate-wide undertaking for IBM.
“This is a cultural transformation,” says Cannon-Brookes. “Changing
organization charts can take a few mouse clicks. Changing busi-
ness processes can take months. Changing a culture and the way
employees adapt to new ways of working takes years.”
4
A complex calculus
To repeat, though, no company’s restructuring should be viewed as a
blueprint for that of another. On the one hand, the importance of
regional layers seems to be growing for companies in sectors such as
pharmaceuticals and consumer goods. Regional centers of excel-
lence in these sectors often are cost effective. Brand and product
portfolios often differ significantly between regional outposts and
the traditional core, and greater regional muscle can make it easier
to pull local perspectives into global product-innovation efforts.
On the other hand, we’ve seen companies conclude that the tradi-
tional role of their regional layers—as “span breakers” helping
distant corporate leaders to gather data and distill strategically
important information—is becoming obsolescent as information
technology makes analyzing, synthesizing, and exchanging informa-
tion so much easier. Today’s faster data exchanges, along with
faster travel and video conferencing, make it feasible for some organi-
zations to group their units by criteria other than physical proximity—
for example, similar growth rates or strategies. (For more on
the role of technology in managing global organizations, see sidebar,
“Technology as friend or foe?”)
That’s led some companies to reduce regional layers to teams of ten
or fewer members. Those teams might focus on managing people
strategy in a region or on gathering high-level business intelligence
that feeds into regional-strategy setting—for example, spotting
regional, country, and competitive risks and opportunities. Wafer-
thin regional layers have the added benefit of curbing “shadow”
functional structures (in HR, marketing, and so forth), which tend
to sprout unplanned in larger regional organizations. Although
these structures are not clearly visible to the corporate center, they
add considerable cost and complexity.
Process pointers
As IBM’s experience illustrates, executives evaluating the struc-
ture of their companies will often be drawn into considering
which processes should be global or local. That’s sensible: in our
survey of more than 300 executives at global companies, pro-
cesses emerged as one of the 3 weakest aspects of organization, out
of 12 we explored. Some companies have far too many processes—
nearly a third of the surveyed executives said that their companies
5
would be more effective globally with fewer standard ones. Some
companies, especially if they grew by M&A, don’t know how many
processes they have or what those processes are. And, most impor-
tant, few can distinguish standard processes that create value from
those that don’t or can identify the value drivers of worthwhile
standard processes.
For managers grappling with these issues, here are some ideas that
have proved valuable in practice:
• Don’t standardize more than is necessary. For example, busi-
nesses and regions should be allowed to choose their own
locally relevant key performance indicators to track, on top of
the four or five KPIs used in the global process for setting
annual targets.
• Fit technology to the process, not vice versa. Standard screen-
based processes may ensure global compliance in an instant but
can lock in globalized costs, too. Before making huge invest-
ments in technology to standardize a process, businesses must
be sure they can realize the expected return.
• Prefer standard principles to detailed rules for local processes.
For instance, to hire an assistant in a new location, managers
need only a set of global fair-hiring principles, not chapter and
verse on how to hire.
• Listen to voices from all the functions that are—or should be—
involved in making a process better and make sure those people
can continue communicating with each other. Standard pro-
cesses, by themselves, are not enough to capture all of the potential
value from a company’s global footprint: ongoing communi-
cation between people who influence and execute processes helps
to capture more of it.
• Implement new processes from the top. Consultation on design
is important, but business leaders may eventually need to
cut the talk and mandate a new process. Unfashionable command-
and-control methods can be appropriate in this sphere because,
as one executive explained, “Locations aren’t nearly as different as
they think they are.”
6
Inexpensive electronic and voice
communications, video-
conferencing, technology-enabled
workflows, and, most recently,
social-networking technologies have
transformed connectivity and
knowledge sharing within complex
global organizations. Aditya
Birla’s HR director, Santrupt Misra,
says, “Our use of ICT [informa-
tion and communications technology]
has really helped us become
global. For example, we acquired
Colombian Chemicals six
months ago, and the first thing we
established is . . . connectivity
between them and our locations
elsewhere so they have access
to our portal, our knowledge, our
e-learning, and every other support.”
The company puts out regular
live webcasts aimed at all employees
and their families. It also makes
all internal vacancies visible to all
employees, to foster the sense
of belonging to a community that is
local and global at the same time.
Similarly, IBM’s internal Beehive Web
site helps employees to connect
with peers they meet on interdepart-
mental projects or meetings,
to brainstorm for current and new
projects, and to approach
higher-ranking people they wouldn’t
normally have contact with
to share ideas and ask for advice.1
Yet fewer than one-third of the more
than 300 global executives we
surveyed and interviewed believed
that their companies were get-
ting the most out of information and
communications technology. For
all its benefits, it sometimes creates
challenges such as the following.
Exacerbating pressure. A senior
executive at one company’s
central site in China says he regularly
works a “second shift” on con-
ference calls when he should be
asleep—not good for him or the
company in the long term. Jesse Wu,
worldwide chairman of Johnson &
Johnson’s consumer group,
observes, “Many people in New
York like to have global calls
on a Friday morning, so they can get
everything clear before the week-
end. However, that’s Friday evening
Technology as friend or foe?
Lightening the corporate heart
Over the past decade, corporate centers have been slimming down.
Many have shed their traditional roles of providing the business
units with shared backbone services. Similarly, some companies have
found locations other than the corporate headquarters for centers
of excellence on, among other things, innovation or customer insights
and sometimes host them within one business for the benefit of
all. This leaves slim corporate centers free to focus on their perennial
headquarters roles: upholding the organization’s values, developing
7
in Asia, thus unnecessarily affecting
a colleague’s family life on the
other side of the world.” Company
leaders have to model the time
zone sensitivity on which a healthy
global organization depends.
Locking in complexity.
Computerized forms can instantly
standardize a process around
the world, but once that process
is locked in, technology can
make changing it complicated and
expensive. One global retailer,
for example, generated significant
value by standardizing supply
chain processes in its home market
and then adapted and extended
the system to its operations overseas.
Whenever overseas operations
wanted to tweak their local proce-
dures, a change to the global IT
system was involved, making such
small but necessary changes
very costly.
Elevating issues indiscrim-
inately. One leader of a global com-
pany based in an emerging
market notes: “With the growth of
ICT, we have become more
headquarters-centric. This hasn’t
been a deliberate policy; it’s just
that people in the distant territories
have found ICT an easy way to
kick the ball upstairs.”
While these are avoidable problems,
they underscore the fact that
technology is not a panacea for
companies facing organiza-
tional challenges. Rather, its creative
deployment should reinforce—
and be supported by—a company’s
organizational design.
corporate strategy, and managing the portfolio of businesses and
their individual performance in line with those values and strategies.1
However, even a newly focused corporate center can struggle to
grasp just how diverse a company’s markets have become and how
fast they are changing: one group based in the United States
accepted 2 percent growth targets from its local managers in India
1 For more, see Joan M. DiMicco, et al.,
Research on the Use of Social Software
in the Workplace, Conference on
Computer Supported Cooperative Work
(CSCW), San Diego, California,
November 2008; and Karl Moore and
Peter Neely, “From social networks
to collaboration networks: The next
evolution of social media for business,”
Forbes.com, September 15, 2011.
1 For more on the role of the corporate center in establishing strategic direction, see
Stephen Hall, Bill Huyett, and Tim Koller, “The power of an independent corporate
center,” mckinseyquarterly.com, March 2012.
8
because the US market was growing by only 1 percent a year. But
the Indian economy was growing much faster, so precious market
share was lost.
Corporate centers are likely to make better strategic calls if they move
closer to the action. Locating headquarters in a growth market
also sends a clear signal about company priorities to current and future
employees, as well as to investors, customers, and other external
stakeholders. However, a lot of corporate centers can’t or won’t move
in their entirety, for reasons of history, convenience, or legal
constraints. So we see a growing number of companies creating a
global “virtual headquarters,” in which vision-setting and -coordinating
activities and centers of excellence are placed in different areas
around the world: global procurement may be located in a geography
quite different from that of, say, global talent. Thus companies can
move headquarters activities closer to high-priority markets without
having to shut up the home headquarters.
For instance, ABB has shifted the global base of its robotics busi-
ness from Detroit to Shanghai, where it has built a robotics R&D center
and production line in response to expected demand for robots in
Asia. Other firms are going for a split center, with a site in a mature
market and another in an emerging one. US technology company
Dell, for instance, has set up a functional headquarters in Singapore
in pursuit of greater financial, operational, and tax efficiency. The
US oil and gas company Halliburton created a second headquarters,
in Dubai, to speed up decision making by putting it closer to
major customers.
Who should staff the lighter corporate center? To cross-pollinate
ideas and knowledge, a headquarters ideally needs to attract
but not retain talent. Picture it as the beating heart of the organization,
pumping high-potential staff to and from the business units
and replenishing each person with the oxygen of learning. Given the
right HR mechanisms, a headquarters could do without any
permanent staff except the CEO and his or her direct reports; other
executives could have fixed-term appointments and then return
to a business unit or function. The diversity of the corporate center’s
constant flow of staff would then naturally reflect a company’s
international reach and strengths.
9
Coordinating communication
Having the right structures and processes to enable growth and
reduce complexity is a triumph in itself. But even the best-structured
organization with the most carefully designed processes may falter
without the right linkages between them. By the same token, two-
thirds of the executives at global companies we recently surveyed
said that their ability to create internal links was a source of strength.
To get the best from modern communications and a global network
of contacts, managers should focus their communications, both
regular and intermittent, on contacts that really matter to their jobs.
Leaders can help by making it easier for their people to forge the
kind of Web-based connections and communities of interest that
spread knowledge quickly. But they also must protect managers
from the need to spend a lot of time in conversations and meetings
where agendas and decision rights are so hazy that they can’t get
their jobs done.
Taking stock
Understanding the number and value of the communications that
managers participate in is a first step in finding the sweet spot.
A variety of tools are available to help. They include interviews with
employees; social-network analyses, which map the frequency
and effectiveness of communications; and employee surveys that
review connections among a company’s major business, func-
tional, and geographic units to find out why they’re sharing information,
the importance of the information they get to meeting their
performance or strategic goals, and how effectively they share it.
Leaders of a global oil and gas company, for example, understood
that operations personnel weren’t sharing best practices well, because
a quick review showed that the company had dozens of ways to
operate a given rig. Managers also knew that workers facing problems
in the field (such as equipment breakages or uncertainty about the
local terrain) didn’t know how to get expert help quickly and effectively.
A social-network analysis of how information flowed between field
workers and technical experts identified three problems. First, field
workers tended to reach out only to those technical experts with
whom they had strong personal relationships. Also, experts did not
reach out unasked to field workers to share best practices. Finally,
only when staff moved between sites—as when a group went from
10
Angola to the Gulf of Mexico—did field workers from different sites
share best practices among themselves.
Strengthening the right connections
Once people understand the number and nature of their connections
and communications, they can decide which to drop, keep, or
add. In companies where a lot of people seem to lose time on too many
linkages, the leaders’ reflex response is often to clarify links by
changing the structure—for example, adding reporting lines or new
dimensions to the organizational matrix. But these make the
organization more complex and costly to manage; dual reporting
lines will almost certainly double an executive’s administrative
burden, to take only the most obvious example.
Better solutions can come from considering a wider range of linkage
mechanisms, their different strategic purposes, and what must
be in place to make them work. For example, coaching or mentoring
links transfer knowledge across an organization and build future
leaders. They require strong, personal, and frequent interactions based
on trust. Other knowledge transfer connections, such as those for
sharing documents, can be weaker, impersonal, and less frequent.
Although these kinds of relationships deliver important gains, they
do not have to be formally enshrined in a structure or process.
Social-network analysis at a major oil and gas company
Before After
Gulf of Mexico NigeriaBrazil Saudi ArabiaAngola Canada United Kingdom
One oil company used a social-network analysis to target improved
communication between field workers and technical experts.
Web 2012
Org Design
Exhibit 1 of 1
11
If people have too few contacts (as at the oil company) or contacts
in the wrong places, managers with a particular area of responsibility
will have to identify who needs knowledge in that area, who has it,
and how best to connect them. One way companies can foster strong
personal ties is to designate someone to nurture them until they
flourish unaided. When researchers analyzed social networks and
e-mails among teams developing aerodynamic components for
Formula 1 racing cars, they found that teams that designated some-
one to keep in touch with peers working on related products across
geographies were 20 percent more productive than teams whose man-
agers interacted less often.2
The oil company above transferred some field workers to peer teams
elsewhere. That move forged global connections and expanded
the collective expertise on which each field worker could draw. New
networks blossomed (exhibit) and quickly showed results: within
a year, productivity rose by 10 percent, while costs related to poor
quality fell by two-thirds.
Structure, processes, and linkages are interrelated: it’s easier to avoid
duplication in organizational structures when a company gets the
balance right among global, regional, and local processes—and
vice versa. Clear structures and processes also clarify roles, helping
to focus communications, while structure and process problems
can undermine the effectiveness of managers’ global networks and
communications. Focusing on some of the points where structure,
processes, and communications intersect, and engaging all the stake-
holders involved to work on those critical junctions, can release
benefits that ripple across organizations.
The authors would like to acknowledge the contributions of Gregor Jost and
Roni Katz to the development of this article.
Toby Gibbs and Suzanne Heywood are principals in McKinsey’s London
office; Leigh Weiss is a senior expert in the Boston office.
2 Jacomo Corbo and Gary Pisano, The Impact of Information Networks on Productivity,
Circuits of Profit conference, Budapest, June 20, 2011.
Copyright © 2012 McKinsey & Company. All rights reserved. We welcome your comments on this
article. Please send them to quarterly_comments@mckinsey.com.
