Compare and contrast the 7S and Mintzberg's configuration models of Assignment

Compare and contrast the 7S and Mintzbergs configuration models of organisations - Assignment ExampleIn this paper, emphasis is given on deuce, quite popular, theoretical frameworks the McKinsey 7s mannikin and the configuration model of Mintzberg. The elements and the role of the ill-tempered models are critically evaluated and analyzed referring to relevant literature. Between the cardinal models, McKinseys 7s Framework is simpler and more flexible, a fact that makes it easier to be used when the time available for the valuation of byplay functioning is limited. On the other hand, when details need to be retrieved in regard to the electric potential transformations of an organization so that its effectiveness is increased, then the Mintzberg configuration model, that offers a clearer view on organizational processes, would be preferred. In regard to the above, current paper would be based on the following thesis disputation McKinseys 7s Framework and the Mintzberg configur ation model are valuable models for measuring business performance. The former refers straight to the seven factors influencing business performance while the latter uses organizational structure as an indicator of business effectiveness. 2. McKinsey 7s Framework vs Mintzbergs configuration model 2.1 Key characteristics of the above models In order to understand the differences and similarities of the two models, it is necessary to refer primarily to their characteristics and their role within modern organizations. In addition, the elements of each of the models need to be analyzed at the level that these elements can influence the models performance when used within a particular market. 2.1.1 McKinsey 7s Framework The McKinsey 7s Framework is commonly used for the evaluation of business performance. The Framework was first introduced in eighties (Witcher and Chau 2010). It was only after two years, in 1982, that Peters and Waterman included this model in their book In search for E xcellence (Witcher and Chau 2010, p.248) it was through that book that McKinsey 7s Framework become popular worldwide. The McKinsey 7s Framework is based on the following view the performance of each organization is influenced by seven factors/ proteans (Witcher and Chau 2010). When having to evaluate organizational performance these variables need to be reviewed (Witcher and Chau 2010). The variables highlighted in the particular Framework are presented in Figure 1 below. A key characteristic of McKinseys 7s Framework is the following the variables on which the framework is based tend to interact on a continuous basis (Witcher and Chau 2010). This means that the performance of each of these variables influences, necessarily, the performance of other variables (Witcher and Chau 2010). In addition, changes on one or more variables will also affect other variables (Witcher and Chau 2010). The relationship among these variables is made clear in Figure 1. On the other hand, the level at which each variable influences the other variables of the framework is not standardized, depending on the conditions in the organizational environment, the availability of time for analyzing organizational conduct and so on. Figure 1 - McKinsey 7s Framework (Source http//gs.utcc.ac.th/ceomba/mk/0%20Mar55/add/The%20McKinsey%207S%20English.pdf) In order to