Strategic planning and implementation in ensuring success - Free Essay Example

Sample details Pages: 8 Words: 2250 Downloads: 1 Date added: 2017/06/26 Category Business Essay Type Analytical essay Did you like this example? The preparatory phase of starting any new business both for profit making and not for profit organization relies greatly on setting strategies and making appropriate strategic planning. In order to do so, an organization analyses its current situation, objectives and marketing plans. Analysis of current situation mostly deals with the previous years Business Trend analysis, Market analysis, Competitive analysis, Market segmentation, Marketing mix, SWOT analysis, Positioning-analyzing perceptions and analyzing Sources of information. Don’t waste time! Our writers will create an original "Strategic planning and implementation in ensuring success" essay for you Create order A companys Objectives and Marketing plans deal with the future Marketing strategies, Desired market segmentation, Desired marketing-mix, TOWS-based objectives as a result of the SWOT, Positions and perceptual gaps and Yearly sales forecasts. APPROACHES TO STRATEGIC PLANNING Among numerous approaches of making strategic planning, most organizations typically follow a three step process called Situation-Target-Path technique, where an organization evaluates the current situation of the business and how it came about, defines its goals and objectives, and maps a possible route to implement those goals and objectives. There is an alternative to this approach called Draw-See-Think approach, where the company draws the ideal image or the desired end-states, sees todays situation and persisting gaps from the ideal and its possible reason, thinks what specific actions must be taken to close the gap between todays situation and ideal state. FOR PROFIT AND NON-PROFIT STRATEGIC P LANNING Different organization carries out the strategic planning process differently. This variation in strategic planning process depends more on the size and nature of the organization rather the profit/non-profit status of the entities. Small size organizations whether profit or not for profit carry out their strategic planning almost similarly that differs from large organizations. On the other hand, large for profit or large non-profit organizations tend to conduct similar planning activities that are different from those conducted in small organizations. However, there are some differences in strategic planning process in terms of profit or non-profit status of the organization by the following criteria: Non profit organizations give more emphasize on board development, fundraising and volunteer management, where in profit making organizations, emphasize is placed on activities to maximize profits more. ROLES OF STRATEGIC PLANNING Strategic planning plays an im portant role in the business area and also in the public areas such as education, healthcare or government. It is practiced and implemented widely everywhere both informally and formally. In any business organization the roles of strategic planning depend on the nature of the organizations leadership, culture of the organization, complexity of the organizations environment, size of the organization, expertise of the planners etc. According to the diverse goals or objectives of different business entity, various technique of strategic planning is used, for example, goal-based strategic planning, issue-based, organic or scenario-based strategic planning, etc. But in general, strategic planning serves the following purposes in almost every organization: ÃÆ'Â ¢-ÂÂ º Clearly defines the purpose of the organizations and set the objectives or goals ÃÆ'Â ¢-ÂÂ º Communicate those goals and objectives to the organizations constituents ÃÆ'Â ¢-ÂÂ º Develop a sense of ownership of the plan ÃÆ'Â ¢-ÂÂ º Use the organizations resources most effectively by focusing on key priorities ÃÆ'Â ¢-ÂÂ º Provide a base from which progress can be measured ÃÆ'Â ¢-ÂÂ º Listen to everyones opinion to build consensus about where the organization is going ÃÆ'Â ¢-ÂÂ º Focus more on production most effectively and efficiently in order to grow the production ÃÆ'Â ¢-ÂÂ º Works as a bridge between staffs/employees and board of directors ÃÆ'Â ¢-ÂÂ º Helps in team work with employees/staff and board members ÃÆ'Â ¢-ÂÂ º Works as a glue that keeps board members together ÃÆ'Â ¢-ÂÂ º Produce a sense of satisfaction among planners, especially around a common vision ÃÆ'Â ¢-ÂÂ º Solves major problems in the organization It was thought in the old days that only the big enterprises need formulate strategies and adopt a strategic planning process. But with the span of time , the business environment has changed to a great extent. Todays business environment has become more competitive and challenging. To survive in this competition, any organization whether big or small should come forward with the best quality products or services that will satisfy the changing requirements of the customers. Customers have become choosier as they are getting more alternative products and services. They will take the products that will best serve their requirements, in terms of quality or price. Satisfying these customers is not so easy job. For that, an organization must come forward with the best products/services to remain in the leading position. For that reason, every business organization, small or big needs to formulate and implement its business strategies. Only the good strategies can make an organization successful in todays competition and helps them to survive. Bigger companies will always be ahead in this race, as they have got rigorous strategies that are being planned and implemented throughout each of their levels. Smaller companies always thrive for survival and try to grow bigger. Strategic planning provides an organization direction. With the help of this, organizations can know their position in the industry and take appropriate measures for future growth and expansion. Strategic planning also help them to process day to day business functions, which are very important to run the business successfully. A companys mission/vision can never be attained without a proper strategic planning and the objectives of the company can not be achieved without it. A strategic planning process helps an organization in meeting the following perspectives: Focused purpose: Strategic planning helps the organizations to define their short term business purposes clearly, i.e. where they want to see themselves in a year or two years of time, making the profit targets, segmenting their market, and making different marketing mix. Strat egic planning ensures that mission is realistic and achievable and being taken with due considerations of current business trend and analysis. Good planning serves the best interests of the stakeholders. Moreover, it defines a point of differentiation. Future Perspectives: In considering the future perspectives of an organization, the strategic planning clearly defines the long term objectives, i.e. the vision of the organization, identifies the long-term interests of the stakeholders, and provides a foundation for decision-making to the management of the organization. Strategic advantage: Strategic planning helps an organization achieving the competitive advantage over others and makes it clearly understood to all the stakeholders of the company. It also increases the employee productivity by clearly presenting the roles and duties they need to serve for the organization. External assessment: A good strategic planning helps an organization in assessing the external factors outside the business entity, which is very important to be successful and to remain ahead of the competition. An external assessment reflects an organizations approaches to gather and analyze essential market data, e.g. studying macro and micro economic information, identifying industry opportunities and threats, and understanding what it takes to be successful in a given market. Customer profiles: Customer profiling is an external business assessment by the organization that define reasons why the customers should buy its products or services and the benefits persisting with such products. It also defines the reason why the customers should not buy some products or services, assess the customers bargaining power. Moreover, strategic planning helps the organization know the customers preferences of different choices of distribution channels. Industry and competitive analysis: This is an important component of business strategy that helps the organization in identifying the pr imary competitors in the industry, determines potential and indirect competitors, also identifies their strengths, weaknesses, opportunities and threats, helps the organization in assessing the threats of substitute products or services or new entrants into the market place. A good planning helps the organization in comparing growth rate with industry standard, and evaluates ongoing market process. Environmental assessment: Strategic planning does the following to assess the business environment for the organization; identifying the regulatory requirements; Assessing vulnerability to adverse business cycle, summarizing opportunities and threats due to economic condition, new technology, demographic structure, legal or political events, socio-cultural norms, and the natural environment. Assessing key success factors: Strategic planning helps the organization in assessing the key success factors in doing business. Key success factors are identified with a critical thinking proce ss that includes implementation of critical thinking process; measuring competitive intensity; setting the demand of products or services within the market; defining key drivers to success within the industry; and consistently monitoring key influences within the industry. Internal assessment: By making strategic plans, an organization can assess its internal factors which help the organization to evaluate its own strengths and weaknesses. Self assessment is very vital to sustain as a successful business entity. An organizations internal assessment process refers to the evaluation of its management process which includes: Finance: Strategic planning determines whether an organization has enough fund available for investment or for ongoing business functions; sets up a comprehensive pricing model; keep the consistency of performance within a range of financial goal; makes a targeted long ranged financial plan; employs a cost benefit approach to resource allocation; makes a financial plan that allow flexibility and economic or environmental disruption. Research development: Having a strategic planning process empowers an organization to integrate all appropriate departments with RD, maintain a creative and innovative process; and ensures that RD department has all r equired resources to fulfill its functions. Production: Strategic planning program helps an organization to integrate all of its departments to support the production process; maintains that the production process is cost-effective, flexible, fast and responsive. Marketing: Strategies helps an organization in making coordination among all the departments to support marketing, defining marketing plans, branding the products or services, usage of database to track all the customers and market information, promotion of the products or services, and monitoring the ROI of all marketing campaigns. Sales Distribution: By planning its strategies, an organization consistently achieves sales goals, ensures that its sales personnel have got the required skills to achieve plan are being provided with necessary information to achieve their goals, employs a well defined sales management process, and coordinates all other departments to support sales process. Customer servicing: If th e organization takes the appropriate strategic planning, then it can define the standard of its customer service, meet the customers expectations, measure the satisfaction level of the customers, achieve the customer loyalty by building a high commitment between employees and managers, and maintain a customer relationship management system that provides critical service information to make the best decision IMPLEMENTATION OF PLANNING PROCESS After formulating the strategies, a firms main concern is how to implement those selected strategies. This is done by means programs, budgets and procedures that involve the firms resources and motivation of the staffs to achieve such objectives. In order to ensure that the planning process is not a document that ends up collecting dust on the shelf, an organization should follow some guidelines that will ensure that the planning is being implemented. An organization can do that by involving people who will be responsible for implementi ng the plan, can make a cross functional team combining representatives from each department who will be liable to ensure that the plan is realistic and collaborative. In order to that, the organization must continue asking them whether the plans are realistic or not, or can they really achieve all their goals or not. The organization can organize the overall strategic plan into small action plans. In the overall planning document, the organization should specify who is doing what and by when it is going to be implemented. Some organizations may elect to include the action plans in a separate document from the strategic plan, which would include only the mission, vision, values, key issues and goals, and strategies. The organization should also specify and clarify the plans implementation roles and responsibilities in the implementation section of the plan and make a regular review on the progress of the implementation plan. Translating the strategic plans actions into job descriptions can stimulate the implementation process quicker. When people involved in any process know that the action plans will be regularly reviewed, then the implementers tend to do their jobs before they are being checked. So organization needs to review the plan time to time and communicate with the personnel involved in the process. Moreover, the organization can integrate the plans goals and objectives into chief executives performance review, this will get the implementation process more importance as the chief executives involvement and support in the plan is a major driver to the plans implementation. Regular feedback on the implementation plan from the planning participants to the executive committee is also very important in strategy implementation. Make sure that the organization has designated rotating checkers to verify if each implementer completes his/her assigned tasks. The organization should also grow an attitude of helping each other among the impleme nters in the strategy implantation program. The way by which the strategies are being implemented can have a significant impact on whether it will be successful or not. For this reason, care must be taken to communicate the strategies among implementers. For a sustained and successful strategies carried out by an organization, the implemented strategies must be regularly viewed and monitored, and necessary adjustments should be made time to time. Bradford and Duncan (2000). Simplified Strategic Planning. Chandler House. Patrick L. Burkhart and Suzanne Reuss (1993). Successful Strategic Planning: A Guide for Nonprofit Agencies and Organizations. Newbury Park: Sage Publications. https://en.wikipedia.org/wiki/Strategic_planning https://managementhelp.org/plan_dec/str_plan/str_plan.htm Mintzberg, Henry, Lampel, J., Ahlstrand, B., Strategy Safari: A Guided Tour through the Wilds of Strategic Management

Drug Prevention And Education America s Largest And...

When it comes to drug prevention and education, it must differ and be carefully designed depending on the age group and other contributing factors to drug use/abuse. One of the world’s largest and longest running programs has had a great impact on society, both nationally and globally. Even if someone has never attended a seminar or been taught a class in their school, a majority of people know or at least have heard of the D.A.R.E. program. This program has a humble beginning and a positive mission to prevent drug use and abuse as well as educate students on the dangers of drugs and other societal issues. The D.A.R.E. program was founded in 1983 by Los Angeles police chief Daryl Gates and the Los Angeles Unified School District, and it stands for â€Å"Drug Abuse Resistance Education.† As of today, it is a K-12 education program that teaches students about drug prevention, violence, gang membership, bullying, and internet safety in the United States as well as 52 other countries. As an international nonprofit organization, it is also one of the most prevalent drug abuse prevention programs in the United States and allegedly the world. Curriculum consists of elements such as resistance, self-esteem and skills training, and workbooks. All of the D.A.R.E. classes and curriculum are taught by trained police officers. According to the D.A.R.E. website, the program was created due to the â€Å"unparalleled drug abuse among our youth in the 1970s and early 1980s.† (dare.org) Los AngelesShow MoreRelatedHuman Trafficking : A Public Health Problem Within The United States4906 Words   |  20 Pagesreceive through the Cyber Tipline. The National Center for Missing Exploited Center also analyzed more than 139 million images and videos depicting apparent child pornography through the Child Victim Identification Program. 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International Dimensions of Organizational Behavior

Question: Discuss about the International Dimensions of Organizational Behavior. Answer: Introduction: Resistance to change refers to the action taken by specific people or group of people if they perceive that a change has already taken place and it poses threat to them. In other words, it refer to the transformation within organizations, though one can found elsewhere in other style. The rationale of the resistance of change is straightforward as individuals substantiate their actions to themselves. The signs of resistance of change occurs as a result of people unable spotting it emerging and hence get surprised rather than responding appropriately to it(Herscovitch, 2010). In the organization both local and international businesses, employees resist change if the entry of the change is introduced poorly, if it interrupt with their work, and if the employees disqualify the need for change. It is imperative for the mangers to consider what kind of change they bring in to the organization because they can result to serious resistance to the changes. However, if the mangers considers t hose changes and effect in to their organizations using proper introduction, then resistance can be minimized and eschew to process of handling workers resistance to change. The study therefore, discuss the reasons for the resistance to change. The paper will also describe the ways to manage employees resistance, and ethics of the managerial and resistant positions. In addition the paper will critically assess the implications of the managerial and of resistant positions for achieving an effective change management program. The organization should be ready to face resistance to change and plan for it. Right away from the inception of organization change management program will concede it to successfully control objections. The organization should therefore identify the most common reasons employees object to change. The primary objection of resistance will give the organization an opportunity to assess the change strategy to address the reasons. The proactive measure that every organization should be aware and expect resistance to change and be prepared to coup up with them.(Hatch, 2012) Identifying the behaviors that indicate likely hood of resistance will bring forth awareness of the necessity to address the concerns. The following reason may trigger for resistance to change: Reason for Resistance to Change in organization The unclear purpose of the change. When the employees misunderstand the essence of change they lack morale to work. If the workers of a certain organization will be introduced a new policy which contradict they working environment one expect resistance(Conger, 2011). A good example is Coca Cola Company effecting the policy on checking all the employees before they leave the job in the evening. Fear of the unfamiliar. If the motive for the change is unclear, be it about costs, work environment, and equipment. An example of most common factors of the unknown include when employees take an active steps toward those unidentified things that opt to bring change. However, the workers in an organization will show willingness towards the honest believe and feel. The genuine of the feeling will implicate the risks of remaining still than those of moving on in a new direction.(Champy, 2010) Employees will react against change if they have introduced policy with consulting them. Employees may like to identify the authenticity of the policy especially when their job is affected. Knowledgeable employees tend to have higher levels of work gratification than uniformed. The employees also feel lack of proficiency. If the organization requires changes of expertise the employees will feel uncomfortable for the transition. For instance, many companies may Information Technology expert to program the services offered by the company. The will require immediate IT professional either among the employees or the company may source from elsewhere.(Chemers, 2012) Benefits and rewards, if the benefits and rewards have detrimental and gaps for organization change they will trigger to troubles. However, the organizations should set their clear and precise for employees comprehend them. Benefits and rewards result to resistance to change by helping workers to mount pressure towards the organizations. Ethics of the managerial and resistant positions: Employee resistance to managing of change have rated as a complex problem. The process of change may be pervasive. Workers resistance may critically impact to the disappointment of efforts meant to initiate change in the organization. The primary role of managers in every organization is to make employees feel comfortable with any change. Identifying the origins of resistance should be fronted to bring solutions to the problems arising. Moreover, the employees should address their feedback to the management and they help to enhance the process of accepting the change. Change may not be the problem rather the problem may be resistance to change.(Brown, 2012) Managerial moral codes addresses principles and policies. Therefore, ethics of the managerial refers to set of paradigm that prescribe the conduct of a manager operating within organization. The principle-based ethics highlight the consideration in terms of fair and morally in the organization. The scope of working environment include information about departments and the use of organization equipment. On the other hand, policy based managerial ethics clearly shows the conflicts of interest, the right of handling branded information. For example, Enrons companys management inspired workers to buy shares and dividend of the company stock. Though the managers knew that the shares would devalue but they failed to inform their clients. The action therefore, show violation of ethical regulation and reluctant their role to protect the employees over exploitation. Ethics of the managerial help to shape decision making and regulate both internal and external behavior of organization.(Bacal, 2009) Implications and Strategies for achieving an effective change management program: Change is inevitable in modern organizations. Therefore, for the many organization should cultivate the culture of adopting changes. The employee also should be aware of the organizational changes. The following approaches help to impeach resistance to change. Organization should always find a desirable change which accommodate all employees to avoid loss. The perceived urge for change can be enhanced by bringing other issue that workers already care about. If the organization link to health matters, security of job and other things that exist within the working place, changes can easily adopted. Moreover, organization can make change stickier hence, less likely to replace new demands. Organizations must have people for to them to run smoothly. Therefore, they should implement and tailor information to the employees expectations. Workers may hold strong understanding of how the organizations works. For instance, they may incline to the reaction when they introduce a change as something good about to happen. They also perceive the change as a prevention model and reject it to eschew loss.(Terry, 2013) The organization should make the changes internal and very concrete. Frequently, organization change poses some sort of threat. The organizations should weigh if the threat is seen more relevant to keep outsiders away than to the workers in the working place. However, the organization can determine in concrete positions that the threat is local and will have a genuine influence on the employees. For example when the organization introduces a policy that poses threat to climate change, employees may think the change as threat to them and others. Therefore, the change takes time to be effected. On the other hand, if organization demonstrate with a concrete examples precisely how the change will impact the resident community or organization, they adopt the required changes. Organization should prioritize address personal concerns. Most organization rationalize the need for change by showing their workers the implications of change that meant for the organization. The approach of getting the employees to buy in the change may be termed as poor. Employees always react vigorously when a change is introduced. They always get concern with their personal welfare. Organizations should deal with workers personal concerns. The later concerns on the organization will be later effected. Organizations should seek provisional changes to achieve the target. Though transformational change is fundamental, it need a shift in expectations prepared by the organization. They add up to a substantial structure and progressions, values and approach. Therefore result to operation that create developmental approach.(Mabey, 2013) Conclusion: In a nutshell, change is hard to implement. Similarly, change is unavoidable. The complexity of change process may be overcame but enough time and effective managers are required. Organizational change occurs as a result of many factors that play in. the changes may either affect internal or external environment(Mumford, 2012). As discussed above the resistance to change are quite many. Employees will need to adopt with the changes though organization also should streamline them to fit all people. Management of change is used ensure organization success. They are used shape the organizations objectives. Hence without them the risks of meeting the goals can realized. In addition, losing productivity, is as result of poor change management. Organizations effect changes to improve effectiveness of the operation of business. Effective leadership implement change with easiness thus reducing resistance from the employee. It is worth stating that resistance to change strategy depend on the type of organization. Different organization require to overcome resistance of change differently. References Bacal, R. (2009). International Dimensions of Organizational Behavior. Harvard Business School Press, 23-45. Brown, M. C. (2012). Organizational Performance. Adminstrative Science Quartely, 1-10. Champy, J. (2010). Reengineering Management. New York: Harper Business. Chemers, M. M. (2012). Leadership Effectiveness. Blackwell handbook of social psychology, 376-399. Conger, J. R. (2011). Toward a Behavioral theory of Charismatic Leadership in Organization settings. Academy of Management Review, 34-37. Hatch, M. J. (2012). The Culture Dynamics of Organization and Change. Journal Organizational Behavior, 213-225. Herscovitch, L. . (2010). Commitment to Organizational Change. Journal of applied Psychology, 46-53. Mabey, C. .-W. (2013). Managing Change. London: PCP Publishers. Mumford, M. D. (2012). Leading Creative people. Leadership Quarterly, 705-723. Terry, D. (2013). Social Identity Processes In Organizations. Psychology Press, 216-223.

Women and Politics Since the Reconstruction an Example by

Women and Politics Since the Reconstruction The Reconstruction brought people to see through racial and gender prejudices Old world America was a hugely racist and patriarchal society. It was the time of the extensive slavery of black people, and the time when women were viewed as mere housewives who are bound by the whims of their men. However, things changed after the civil war. It called for a freer and more liberal thinking; to recognize that all people, black or white, man or woman, have the capacity to be great in their own way, and should not be limited and discriminated due to their race and gender. As proof of that, after the war, women and blacks stated being accepted in higher positions in the society; they stated taking more active roles in the society. They gradually started being accepted and incorporated in the American politics. America started to become more liberal and free from the bonds of white supremacy and patriarchy. Need essay sample on "Women and Politics Since the Reconstruction" topic? We will write a custom essay sample specifically for you Proceed The American Reconstruction Era began in 1865, after the American civil war, and ended in 1877. It was the period when America was recovering from the civil war. The Civil war was a battle between the United States of America (the Union) formed by the northern Free states and the Confederate States of America formed by the southern slave states. So the war was basically a battle between the superior white males who were imposing their dominance and the black slaves who were asking for equality. Naturally, after the war, the people should compromise and make amends as to what caused the war. With that, the Reconstruction was Americas attempt at interracial democracy; it was supposedly the end of slavery in America as we know it. Our Customers Very Often Tell EssayLab support: How much do I have to pay someone to make my essay today? Essay writers suggest: Don't Waste Your Time Essay Writing Company Cheap Reliable Essay Writing Service Writing Services Essay Writing Company Reviews Looking at it closer, we can determine that America today, seems to still be under the Reconstruction period. The primary issues then are still relevant and unresolved issues today such as the role of the federal government in protecting citizens' rights, and the possibility of economic and racial justice. As for the women, the civil war liberated them from their roles as merely the wives of men and mother of their families. They took more active roles in the society and even filled out roles usually assigned to men while still caring for their families. Their opinions were now being heard and considered. During the reconstruction, the women now knew that there was something more they could do aside from being wives and mothers. Continuing to the present, we can see that there now are female police officers, soldiers, politicians, etc. A good example of what the Reconstruction period was about is the recent presidential elections. The two leading candidates were Hillary Clinton and Barack Obama; a woman and a black, and they are both firsts of their kind should either o them win. It is apparent that the old biases on black Americans and women are now being disregarded. More and more people today have now learned to think liberally and see through the notions regarding race and gender. This was what the Reconstruction period was trying to get at. However, a change in the society of such proportions cannot come easy. The development started during the reconstruction and is still continuing up to the present day. There may still be certain prejudices regarding race and gender, those cannot be easily avoided, but the extent of those today is no longer as intense as before. Today, with a black man has won the elections, it can be expected that racism and prejudices will be lessened even more. People will learn to see that all humans are the same no matter how different our external appearances may be. The desired effects of the Reconstruction period is getting realized even more today. References Foner, E. (2002). Reconstruction: America's Unfinished Revolution, 1863-1877. New York: Harper Perennial. Harrold, S. (2007). The Civil War and Reconstruction. South Carolina State University. Perman, M. (1997). Major Problems in the Civil War and Reconstruction (Major Problems in American History). Boston: Houghton Mifflin Company. Whites L.A. (1995). The Civil War as a Crisis in Gender: Augusta, Georgia, 1860-1890 Athens: University of Georgia Press.