Well, here is the view from a well-known major US subsidiary - Modicon.
Paul Hamilton [paul.hamilton@modicon.com] from North Andover, MA, USA
provided this feedback:
"Jim, I have to say your assessment is pretty good. The thing that
I think is missing is a sense of the people and the environment
at Schneider. It's important to understand how the company manages
toward the future.
"Every 3 years the company organizes around a growth and productivity
initiative that drives the behavior and objectives of all groups and
divisions for the following 3 years. We are just starting the 4th
such program that I am aware of. This one is a 4 year program as
opposed to the previous 3 year programs.
"As this is the 4th generation of this type of program the company
is becoming more efficient and more organized around developing and
implementing goals and objectives. It is well organized and it strongly
drives focused behavior and results. You can find this NEW2 program on
the Schneider web site, finance section under new company program.
"Relative to the people and environment: Yes the 12 member executive
team includes 4 non-French personnel as you mentioned. However, what
is not so obvious is: 9 of these members are new to their positions
in the last 1 to 2 years thus highly energized and motivated to achieve
results. 8 have held senior expatriate positions in other countries
prior to joining the staff. These assignments include China, USA,
Africa, and other Asian and Europeans countries. This is a team with
a real global view from personal experience as opposed to the typical
fly-in-fly-out experience of many senior management teams.
"Moving a large company forward is about change. As you recognize,
change is disruptive and creates some amount of discontent. I am sure,
like every big company, we will have our share of people that are not
happy as the company finds it way to the next level of results.
However, there is a difference at Schneider.
"Management is engaged with the business and encourages people to
express and act on their opinions if it brings real benefit to the
company objectives. You can be an entrepreneur and you can make
a difference if you choose. People are rewarded for this behavior.
"Management is clear and goal driven. NEW2 describes a simple set
of objectives around people, growth, and efficiency that everyone
in the company understands and has integrated into their own goals
at a department or group level. These goals were not developed in
a vacuum but developed with strong participation from the top 100
global managers.
"In 1Q05 NEW2 was cascaded to 600 top managers and subsequently
to every employee in the company. The results, progress and issues
are reviewed every month by the COO and cascaded down throughout
the company. All this creates an environment of clear performance
minded people focused on achieving results consistent with company
goals.
"The company cares about people, the environment, and the community.
Seldom have I seen a company that consistently encourages everyone
to always try to make a difference in the places they live and in
the world. Community programs are always in the highest level goals
of the company.
"Schneider Electric employees expect this and respond to this though
local programs or corporate programs such as our recent tsunami relief
efforts. The company is always striving and driving to be at the
forefront of Environmentally friendly behavior such as RoHS (reduction
of hazardous substances) and Eco design programs.
"In summary: Schneider is a diverse company that thrives on and
encourages local cultures to develop and grow in their own way in each
country. Yet, at the same time, and without destroying this value,
Schneider has been able to create an environment where everyone
understands and is focused on the same goals for global growth and
efficiency. This is the real value and culture of Schneider Electric.
And that is why we will continue to succeed."