The company is : ADNOC (AbuDhabi National Oil Company) critically analyze an organization using the . You will explore how the elements of the framework interact to influence organizational effectiveness, strategic alignment, and the role of individuals and departments within the organization. Instructions: Select a UAE-based company (ADNOC) . Apply each element of the 7S Framework (Strategy, Structure, Systems, Shared Values, Style, Staff, Skills) to analyze the organization. For each ‘S’, follow the steps below and tag the relevant Learning Outcomes (LOs). Describe the current state of each element within the organizationAnalyze how each element affects the companys performance (e.g., contributing to success or causing challenges).Evaluate the effectiveness of these elements in their current state.Identify the gaps that could prevent alignment and effectiveness within the organization.Part 2: Strategic Action Plan of Recommendations (500 words) Instructions: Based on your analysis in Part 1, develop a Strategic Action Plan of Recommendations that outlines the steps the organization should take to address the identified gaps and enhance its overall alignment and effectiveness according to the 7S Framework. Your Strategic Action Plan should include the following sections: **Action Steps: **Identify specific actions that the organization should take to address the gaps or weaknesses you identified in Part 1.**Responsible Parties: **Identify who within the organization would be responsible for implementing each action.Measuring Effectiveness: Describe how you would measure the success of each recommendation. What changes would you expect in the organization? Include specific indicators of success.LO Tagging Requirement OrgStructure: Analyze and apply organizational design principles. ProcessSystem: Differentiate effective and efficient processes and control systems. StrategicAlignment: Align organizational strategy with structures and processes. HumansInOrgs: Analyze the success (or failure) of a firm at the level of individuals and teams. ProfessionalWorkProduct: Follows the established guidelines for the task and academic conventions in writing and presentations. Share on Facebook Tweet Follow us Sample Answer Analysis of ADNOC Using the 7S Framework Introduction The Abu Dhabi National Oil Company (ADNOC) is a state-owned oil company based in the United Arab Emirates (UAE) and is one of the world’s leading energy producers. To critically analyze ADNOC, we will apply the McKinsey 7S Framework, which includes Strategy, Structure, Systems, Shared Values, Style, Staff, and Skills. This analysis will explore how these elements interact and influence organizational effectiveness and strategic alignment. Part 1: Current State, Analysis, Evaluation, and Gaps in the 7S Framework 1. Strategy – Current State: ADNOC’s strategy focuses on optimizing production capacity while ensuring sustainability and embracing new technologies in energy production. – Impact on Performance: This strategic focus has positioned ADNOC as a leader in oil and gas production, but heavy reliance on traditional energy sources poses challenges in adapting to a rapidly changing energy market. – Effectiveness: While the strategy effectively harnesses existing resources, it lacks a robust plan for transitioning to renewable energy. – Gaps: There is a gap in diversification strategies that could reduce vulnerability to market fluctuations. 2. Structure – Current State: ADNOC operates with a centralized structure, which facilitates decision-making at the top levels. – Impact on Performance: This structure has allowed for swift responses to market changes; however, it can stifle innovation at lower levels. – Effectiveness: The centralized structure is effective for large-scale operations but limits agility and responsiveness. – Gaps: A more decentralized approach could empower local teams and enhance innovation. 3. Systems – Current State: ADNOC employs advanced technological systems for its operations but has legacy systems that hinder integration. – Impact on Performance: While technology drives efficiency, outdated systems can lead to operational silos. – Effectiveness: Current systems are partially effective; they improve efficiency but need modernization for full integration. – Gaps: Integration of legacy systems with new technologies is essential for seamless operations. 4. Shared Values – Current State: ADNOC emphasizes values such as safety, sustainability, and community engagement. – Impact on Performance: These values contribute positively to corporate reputation and employee morale but may not be uniformly embraced across the organization. – Effectiveness: The alignment of values with corporate strategy is beneficial; however, inconsistent application leads to confusion among employees. – Gaps: Strengthening communication of shared values across all levels could unify the organizational culture. 5. Style – Current State: The leadership style at ADNOC is predominantly top-down, with limited participatory decision-making. – Impact on Performance: This style can lead to quick decision-making but may hinder employee engagement and creativity. – Effectiveness: While effective for control, it does not foster a culture of innovation. – Gaps: A shift to a more collaborative leadership style could enhance engagement and innovation. 6. Staff – Current State: ADNOC employs highly skilled professionals but faces challenges with talent retention due to competitive market pressures. – Impact on Performance: High skill levels contribute to operational excellence; however, turnover creates instability. – Effectiveness: The effectiveness of staff utilization is high; yet, retention strategies need improvement. – Gaps: Enhanced employee engagement and career development programs are necessary to retain talent. 7. Skills – Current State: ADNOC has a workforce with strong technical skills but may lack training in emerging technologies and soft skills. – Impact on Performance: Technical skills drive productivity, but gaps in training can limit adaptability to new challenges. – Effectiveness: Current skills support operational goals but do not fully prepare the workforce for future demands. – Gaps: A comprehensive training program focused on emerging technologies and soft skills would bridge this gap. Part 2: Strategic Action Plan of Recommendations Action Steps 1. Diversification of Strategy- Develop a renewable energy portfolio to reduce dependence on oil revenues. 2. Decentralization of Structure- Empower regional managers with decision-making authority to enhance responsiveness and innovation. 3. System Integration- Invest in modern IT systems that integrate legacy systems for seamless operations. 4. Enhancement of Shared Values Communication- Conduct workshops to reinforce shared values across all employee levels. 5. Leadership Development Programs- Implement training programs focusing on participatory leadership styles. 6. Talent Retention Initiatives- Develop career development plans and mentorship programs to retain skilled staff. 7. Skills Development Programs- Launch comprehensive training initiatives focused on emerging technologies and soft skills. Responsible Parties 1. Strategic Planning Department 2. Human Resources Department 3. IT Department 4. Corporate Communications Team 5. Leadership Development Team 6. HR Team 7. Learning and Development Department Measuring Effectiveness 1. Measure the diversification success by assessing revenue contribution from renewable sources within two years. 2. Monitor employee satisfaction surveys pre- and post-decentralization to gauge empowerment effectiveness. 3. Track operational efficiency metrics before and after IT system integration. 4. Conduct employee feedback sessions post-workshops to evaluate the understanding of shared values. 5. Assess leadership effectiveness through employee engagement scores quarterly after implementing training programs. 6. Analyze turnover rates before and after introducing retention initiatives for skilled employees. 7. Evaluate employee competency through pre-and post-training assessments in emerging technologies. Conclusion In conclusion, ADNOC’s application of the 7S Framework reveals strengths and weaknesses that impact its organizational effectiveness and strategic alignment. By addressing the identified gaps through targeted actions, ADNOC can enhance its performance in a rapidly evolving energy landscape. This analysis aligns with the learning outcomes focused on organizational structure, process systems, strategic alignment, individual success within organizations, and adherence to professional writing standards as outlined in the guidelines provided. This question has been answered. Get Answer