Professional Documents
Culture Documents
• The company was divided into autonomous business units, each headed
by a GM.
FUNCTIONAL
STRUCTURE Counsellors
Partners
Associates
MATRIX STRUCTURE & Co-
ordinates
LATTICE STRUCTURE
Results :
• The salary compensation went down but employees were given share in
revenue they generated through operational cost savings and earned
through the development of new products.
• At the end of six months, when the first review occurred, the group had 18
projects to work on.
• Participatory Culture
- Early 1990’s : Cost reduction remained the main objective, Layoffs exception.
- Pay-Cut Proposal: Landmark in development of the culture at Semco
• Reward System
- Option to choose one 1 of 9 (Exexcutive-11)
- Encouraged to innovate & take risk
- Organizational support
- Decisive & quick decision making
Organizational Culture
• Freedom
- Free to choose job-titles
- Choice of work
- Collective decision on leader
• Career Development
- ‘Lost in Space’
- No specific responsibilities or JD for the first 12 months
- Try their hand at various jobs
- Continuous career & skill development
Voucher System:
• Mutual Benefit
• Transparency
Control Mechanisms:
• The Semco way of running an organisation is slow but steadily accepted as a very
effecive way of running a business.
• The BBC series ‘Re-engineering the business’ selected Semco five most successful
management structure across the globe.
• CIO magazine selected Semco among the most successful re-engineered company in
the world.
MAKING NEWS
• Semco has been profiled into more than 200 magazine across the globe.
• Semler played a very major role in the way Semco became no. 1 choice for
his stakeholders.
“The way that Semler runs his organization is impossible; except that it
works, and works splendidly for everyone.”