Question 1:

7S Framework: This model was developed by Tom Peters and Robert Waterman those who are former
consultants at McKinsey and company in 1970s. this model identifies various elements those are seven
in numbers often organization that plays a vital role in success. These seven elements are required to be
maintained uniformly just to enhance the performance or and counter any organizational changes. This
7S model can be utilized better at the time van organization is expecting or upscaling the performance
or it also helps to determine the best way to implement a proposed a strategy. this framework can be
utilized effectively in proposing the effects of future changes in an organization also it helps an
organization to develop coordination the operation and process during merger or acquisition. the 7S
model can also be utilized for project or team building.

The seven elements are identified in two different categories of hard and soft elements.

HARD ELEMENTS: Hard elements are those which are really very easy to be identified and management
can act directly to influence the same.

1. Strategy: Strategy the organization's objective to make the organization's plan while stablishing
and maintaining a competitive advantages over the competitors. the strategy is directly
influenced and managed by the management.
2. Structure: Organizational structure it's the element which defines how to organizational
structure looks like how the Organizational reporting is defined how do management levels
communicate to The bottom levels this can be of different type hierarchy, flatarchy, matrix and
so on.
3. Systems: This element considers the systematic procedures and routine activities which are
performed by organizational Staffs to get the goal achieved.

SOFT ELEMENTS: The soft elements are big harder to be identified also are less tangible in these
elements rather than management company cultures plays a vital role time to influence .

1. Shared Values: When the model was first developed these goals were supposed to be called as
superordinate goals. this element defines the core values of her organization and shows they
work culture and ethics.
2. Skills: Every organization Ames some business objectives and those objectives can be achieved
by it's skillful workforce this element refers to all of the capabilities and talent and organization’s
team posses.
3. Style: his style of leadership applied in an organization it's defined finally this element, how
leaders are interacting with other members of their team will be setting up the corporate
culture and influencing employee performances resulting to the organizational objectives.
4. Staffs: Staff of an organization consists of all the workforce from top to bottom which is
contributing their efforts to achieve their goals in this element a framework the number of staff
and their motivation with preparedness to complete their work successfully is taken care.

As a consultant to housing depot I would be recommending flat organizational structure with centralized
hierarchy where a single management will be setting up the organizational goals and objectives and the
team members will be acting as management themselves. This organizational structure has no level of
management and used to be called as hybrid for hierarchy or flat organization structure, it helps an
organization to grow efficiently as it has self-managed teams. As an HR consultant I'll be utilizing this
organizational structure because it would be cost efficient with successful good communication, high on
employee morale and motivation and enables team members far faster decision making.

Question 3a:

Organizational Effectiveness: Effectiveness refers to the getting a job done organization is supposed to
be efficient when things are turned right by utilizing the right resources so that no waste exists in the
other words we can say that proper utilization of resources by an organization. organizational
effectiveness deals with organization formulating goals and achieving these goals through completion of
relevant tasks and jobs.

When proper utilization of resources is discussed then these resources could be financials, capital,
workforce and materials. these resources are the inputs in the process, and the process is set to be
efficient when the maximum outputs is driven from minimum inputs or least amount of inputs.

Organizational Effectiveness at different levels:

1. Top Level Management: Top level management is top leadership team with a small group of
executives who have the majority control and final authority of an organization. they implement
the organization’s goals and nurture the corporate culture. This level is high on conceptual skill
rather technical which helps them to see the organization in a different way. This level
contributes to the organization efficiency and effectiveness, by establishing the correct
organization structure which ensure that employees with right skills performing the right
activities to achieve the right goals, this level detects the threats and opportunities to the
organization and transforming the same to the productive advantage by utilizing the resources.
2. Middle Level Management: This management level implements the policy is goals and strategies
top management with hand in hand monitoring the environment of their own departments.
Middle management contributes two organizations effectiveness and efficiency as organization
should have consistency and this level of management implements the policies with an objective
that his subordinate teams are performing right activities in the right set of guidelines to achieve
the right organizational goals respecting the organizational policies . this level of management
determines the utilization of minimum amount of resources to generate maximum output in a
defined set of time as per the expectation of top management levels .
3. Lower Level Management: This management level he's considered to be supervisory level which
monitors day to day activities off organization it may be related to the manufacturing operations
supply chain except, lower level management effects the efficiency and effectiveness as it
ensures that different workers are performing the right activities in close supervision by utilizing
the resources made available by middle management team.
Question 3b:

As per Samantha she is more focused on goal approach as this is considered to be the traditional
approach where leaders take an opportunity to set the objective of organization and the same need to
be Bifurcate it into subgoals for each and every divisions probably business my leadership team itself.

as per Samantha she won't talk to down driven procedures to achieve the goal defined by organization
leaders and that steps are defined as below:

a. Purpose: purpose of goal need to be defined in this step.

b. Meeting: meeting to all the employees with an objective to making them aware of the goals.
c. Planning: establishing a plan using wireless models it can be SMART model.
d. Need: Ensuring all the resources are made available to the employees which requires in
achieving the goal.
e. Feedback: regular feedbacks will help the management as well as the employees to take the
required actions.

Loopholes:

1. Incompatible actions may be the reason behind the performance fall when the goal are difficult.
2. Goals are too far to the employee’s skills and competencies as well as less motivated.
3. More complexity or difficulty in the goals.