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McKinsey Company Case Study
McKinsey Company Case Study
McKinsey and company was founded by James O McKinsey in 1926 in Chicago. A variety of
reasons have enabled the company sail forward. It includes factors such as early deep
knowledge management that has helped the company retain its employee as well as train their
new employees. The unique sense of competitive advantage developed by both McKinsey and
Bower was the “one-fire” concept put in place by Bower. The system put in place a centralized
shared belief system that enabled the company build a formidable inside capacity. This helped
the company avoid fragmentation of offices and services thus become a source of competitive
advantage over other firms. The effectiveness of Ron Daniel after he became the company
Managing Director in 1976 after the commission on firm aims and goals published its findings in
1971 was strong. His response such as appointing the firms productive directors to be the head of
internal training led to changes based on structural industrial changes that benefited the company
more. Fred Gluck made contributions to the required changes by creating company infrastructure
that gave them a sustainable competitive advantage. He brought systems such as a data system
that transformed knowledge throughout the company. The two decade long change process has
been effective because the company has developed system networking and has become a top
application within McKinsey has been effective because it has enhanced knowledge management
and retention. The specific advice would be to incorporate the approach with technology such as
References
Farmer, R. (2002). McKinsey & Company. In Management Consultancy (pp. 181-184). Palgrave
Macmillan UK.
Bartlett, C. A. (2006). Mckinsey & Company: Managing knowledge and learning. Harvard
Business School.
O'Shea, J. E., & Madigan, C. (1997). Dangerous company: The consulting powerhouses and the
businesses they save and ruin. Times Books.