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Organisational Structure of Marsh & McLennan

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Netra Shetty
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Organisational Structure of Marsh & McLennan - February 5th, 2011

Organisational Structure of Marsh & McLennan : Marsh & McLennan Companies, Inc. (MMC) is a US-based global professional services and insurance brokerage firm. In 2007, it had over 57,000 employees and annual revenues of $10.49 billion. Marsh & McLennan Companies was ranked the 221st largest corporation in the United States by the 2009 Fortune 500 list, and the 5th largest U.S. company in the diversified financial industry. It has its headquarters in Midtown Manhattan, New York City.[3]

CEO

Brian Duperreault

Chairman of the Board

Stephen Hardis

Director

Zachary Carter
Director

Leslie Baker

Director

Bruce Nolop
Director

Morton Schapiro
Director

Mark Oken

Director

Oscar Fanjul

Director

Ian Lang
Director

Adele Simmons

Director

Gwendolyn King
Director

Edward Hanway
Marsh

DG

Mercer

Michele Burns
CFO

Vanessa Wittman
Legal

PB

Kroll

Ben Allen

Oliver Wyman Group

John Drzik

Guy Carpenter

PZ

Administration

MP
Compliance

SG
Human Resources

OA
International & Client Devel...

DF
Office of the CEO

DN

MMC International

Mathis Cabiallavetta

Territorial / geographical structure is established when a company is separated up into a number of self-controlled teams, each of which functions as an earning group. Such a team or territory may happen on the basis of goods or market or a mixture of the two with every group tending to function along operational or product lines, but with specific major operations (e.g., finance, human resources, company planning) given centrally, normally at an organizational head office (Miles, 2003).

If change initiatives for the territorial / geographical structure in the organization have arrived with fanfare and faded to obscurity in the past, workers may even see the new initiative as something to merely be endured until they can return to their normal routine. Such cynicism hobbles the success of any current or future change plans. Successful implementation of the Territorial / geographical structure is very much within the grasp of any organization if senior management is willing to think long-term. For change to be sustainable it must be completely integrated into the very structure of the company and its performance system from the CEO to the employees. Business Management must be committed to both the philosophy and the implementation of Territorial / geographical structure

Develop the Positions in your Organization Chart to be representative of specific work roles in your company. You should not develop your Organization Chart based on the employees you currently have in the company, rather you should develop the Positions based on logical groupings of work. One of the benefits of developing an Organization Chart is that it enables your company to become less dependent on specific employees and more dependent on the structure that you have developed.

An Effective Organization Chart: - Communicates to your staff where you plan to take the business. - Makes it easy to show new employees where they fit into the business. - Gives you the opportunity to evaluate your current employees and how they fit into the future of your business. - Shows existing employees what options they have for career advancement. - Leaves no question as to who an Employee assigned to a Position should be reporting to.

Depending on where you are in the development of your company you will probably be filling many of the positions yourself. By choosing a position and actually defining and documenting the systems the position is responsible for, you can readily employ someone to fill the position. This allows you to begin the development of other positions in the company.
You will get to a point where all of the positions in the Organization Chart are developed and you will have employees assigned to these positions. This allows you to begin taking a more strategic role in the development of your business or to take a step back and enjoy the freedom that a well defined business allows you. This is a great place to reach and is a huge step in your business's development and your own personal development.
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Re: Organisational Structure of Marsh & McLennan
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James Cord
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Re: Organisational Structure of Marsh & McLennan - April 2nd, 2016

Quote:
Originally Posted by netrashetty View Post
Marsh & McLennan Companies, Inc. (MMC) is a US-based global professional services and insurance brokerage firm. In 2007, it had over 57,000 employees and annual revenues of $10.49 billion. Marsh & McLennan Companies was ranked the 221st largest corporation in the United States by the 2009 Fortune 500 list, and the 5th largest U.S. company in the diversified financial industry. It has its headquarters in Midtown Manhattan, New York City.[3]

CEO

Brian Duperreault

Chairman of the Board

Stephen Hardis

Director

Zachary Carter
Director

Leslie Baker

Director

Bruce Nolop
Director

Morton Schapiro
Director

Mark Oken

Director

Oscar Fanjul

Director

Ian Lang
Director

Adele Simmons

Director

Gwendolyn King
Director

Edward Hanway
Marsh

DG

Mercer

Michele Burns
CFO

Vanessa Wittman
Legal

PB

Kroll

Ben Allen

Oliver Wyman Group

John Drzik

Guy Carpenter

PZ

Administration

MP
Compliance

SG
Human Resources

OA
International & Client Devel...

DF
Office of the CEO

DN

MMC International

Mathis Cabiallavetta

Territorial / geographical structure is established when a company is separated up into a number of self-controlled teams, each of which functions as an earning group. Such a team or territory may happen on the basis of goods or market or a mixture of the two with every group tending to function along operational or product lines, but with specific major operations (e.g., finance, human resources, company planning) given centrally, normally at an organizational head office (Miles, 2003).

If change initiatives for the territorial / geographical structure in the organization have arrived with fanfare and faded to obscurity in the past, workers may even see the new initiative as something to merely be endured until they can return to their normal routine. Such cynicism hobbles the success of any current or future change plans. Successful implementation of the Territorial / geographical structure is very much within the grasp of any organization if senior management is willing to think long-term. For change to be sustainable it must be completely integrated into the very structure of the company and its performance system from the CEO to the employees. Business Management must be committed to both the philosophy and the implementation of Territorial / geographical structure

Develop the Positions in your Organization Chart to be representative of specific work roles in your company. You should not develop your Organization Chart based on the employees you currently have in the company, rather you should develop the Positions based on logical groupings of work. One of the benefits of developing an Organization Chart is that it enables your company to become less dependent on specific employees and more dependent on the structure that you have developed.

An Effective Organization Chart: - Communicates to your staff where you plan to take the business. - Makes it easy to show new employees where they fit into the business. - Gives you the opportunity to evaluate your current employees and how they fit into the future of your business. - Shows existing employees what options they have for career advancement. - Leaves no question as to who an Employee assigned to a Position should be reporting to.

Depending on where you are in the development of your company you will probably be filling many of the positions yourself. By choosing a position and actually defining and documenting the systems the position is responsible for, you can readily employ someone to fill the position. This allows you to begin the development of other positions in the company.
You will get to a point where all of the positions in the Organization Chart are developed and you will have employees assigned to these positions. This allows you to begin taking a more strategic role in the development of your business or to take a step back and enjoy the freedom that a well defined business allows you. This is a great place to reach and is a huge step in your business's development and your own personal development.
hello friend,

Here i am sharing Organizational Restructuring of Marsh & McLennan, so please download and check it.
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