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Bank

1 ) Answer to case “Svenska Handelsbanken” No big t e w o u k: Cre at at the d: your five. Org Control 2012-05-08 15: 45 Up d for e d: 2012-05-08 23: 31 1 .

Using the 7S-model, describe precisely what are the factors and the entrave in Svenska Handelsbanken. What kind of the six components is vital? Provide quarrels for each of your descriptions, but not mere results. 7 T model involves 7 components which are Technique, Structure, System, Shared Value, Style, Staff, Skills. Making use of 7S unit to Handelsbanken: Strategy: cost-efficiency =&gt, “low cost” competition. doing safe investment, staying away from speculation. risk control) worldwide expansion. identify with personalized service/products, concentrating on for those “picky” customer with regards to about service quality. use “network effect” intended for marketing. (use word of mouth to market their products). focus on tiny / middle sized consumers. open twigs close to those giant corporates. provide monetary support to Nordic corporations who grow internationally. Structure: Handesbanken is a typical decentralized (in term of division/geography) company, which in turn consists of many autonomous branches. Those independent branches possess large amount of control and responsiblity. lat administration: The only layers between divisions and CEO is a band of 11 regional manager. therefore the hierarchy of whole business is very smooth. (add CFO or something more important ,. ) System: there is not any top-down goal setting tools and annual budgeting. divisions compete with the other person in term of RoE =&gt, group table HRM system =&gt, incentive program, employee loge (Trust company). (put in System or perhaps Staff or perhaps Share Benefit,??? ) Risk control bottom-up product development method. cost management (both panel and department manager),?? Distributed Value: (culture) core: customer-oriented. need better wording? ) culture of thrift. senor of control =&gt, via employee level to department level. people recognition creativity?? growing people (? ) Autonomous (structure? ) Design: long term orientated customer focused style. (preservative) responsive to buyer request. empowerment (share worth or design? ) Staff: recruit people who has internal drive, self-starting, committed to support. entrepreneurship to get the department manager extrovert/open/out-going Skills: with considerable financial experience. entrepreneurship skill is essential for part manager. ross-selling skills which one is vital? (provide evidence) distributed value is essential. because it is the internal driver to get other half a dozen. candidates: technique, staff, structure. 2 . Precisely what are the Essential Success Elements (CSFs) to get the Handelsbanken’s decentralization way? Provide fights WHY they are key , base the answer about examples and arguments through your group’s individual business and work experiences and not on , copy , paste’ from other options. People =, entrepreneur. (Christian) responsibility of control cost/earning profit/risk administration, down to individuals. local solutions and market.

Customer-orientation (Christian, to provide live example) Autonomy (elaine, to supply live case from her own business to support this kind of point). several. What does this tell us regarding the key options for success of ANY decentralized business? empowerment/autonomy (control , responsibility into branch) foster the competition between decentralized models. use KPI to carefully monitor the performance of decentralized units. Shared value amongst every branches. systematic support coming from head office for all those units. (? ) 4. What are the challenges that Lars Kahnlund faces with this particular organization, in his work to drive transform and accelerate growth? alance the culture of autonomy and enquête approach. sama dengan, branch offers strong motivation to control a unique product and service. sama dengan, from perspective of entire company, fresh competitive items may be likewise needed. very hard to control the decentralized unit, because there are a lot of branches to choose from and structure is so flat. how would he receive his approach executed properly and effectively? how can we all keep them in purchase? too many culture in different areas, so this individual needs to take good care culture clashes. resistance via employees is definitely expected. (elaborate on this after, including the perservative culture)