Vci Case Study

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VINCI is a French concessions and construction company founded in 1899 as Société Générale d'Enterprises. It has employees of about 179,000 and is one of the largest construction companies in the world by revenue. It was formed in 1899 by French engineers Alexandre Giros and Louis Loucheur. It has went on to become the largest company in construction and related services worldwide. VINCI has spread into number of countries establishing its business in the form of subsidiaries and also expanded its expertise into different areas. Today the brand is a banner bringing together 2,100 companies and 191,000 employees who share a common outlook based on autonomy, empowerment, a culture of partnership and a focus on the public interest. The organizational…show more content…
The brand creation of VINCI was done in 2000. This was driven by two events: Société Générale d'Entreprise (SGE) parted ways with its main shareholder Vivendi; and SGE merged with the GTM Group. After the creation of the brand VINCI, it expanded its business into a number of countries and acquired additional expertise. Today under the brand of Vinci there are 2,100 companies operating in the form of subsidiaries and providing employment to 191,000 employees who share a common outlook based on autonomy, empowerment, a culture of partnership and a focus on the public interest. A huge multinational company group like VINCI comes into focus because of its strong financial ability and the exceptionally good quality of its projects. It is also in limelight because of the way in which it conducts and manages its projects. The structure the management has chosen for the company helps them to achieve co-ordination between different businesses. VINCI is a company which is committed to a sustainable development policy grounded in humanist tradition. The Group implements this policy in a spirit of partnership, outreach and dialogue with all its public and private sector…show more content…
The organizational structure of matrix divides authority both by functional area and by project. This structure employs one person answerable two immediate supervisors: a functional supervisor and a project supervisor. The functional supervisor is responsible for overseeing employees in a functional area such as marketing or engineering where as a project supervisor will manage a specific and often impermanent project. They usually work with employees from different functional areas to complete their project teams. Few of the advantages of a Matrix structure are having resource co-ordination, Specialization which helps in placing employees in functional areas allows them to specialize in a particular field. The advantage of having specialized employees is that they are experts at particular tasks in their field with focus. This is a necessity as some projects require specialized focus. This structure facilitates human resources to be shared flexibly across different projects or products according to the need. Functional areas maintain a stock of talented employees to meet projects' requirements. The matrix structure allows the information to flow more easily between functional areas as employees are in constant touch with members of different functional areas. The collaboration between functional areas allows a project team to better handle complex challenges and objectives. Employees usually have a difficult time learning the skills and experience of other areas when
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