Development And Implementation Of The Organizational Strategy

Development and Implementation of the organizational strategy Me: Hello sir, I’m excited to know how the development and implementation of operational strategies occurs at IGT. I would like to know more about importance of a core strategy. VP-customer service – I am fascinated about how companies are working on core operational strategy. In my opinion, without a clear strategy in mind it is difficult to reach the vision. I will give you an example of strategy of InterGlobe Enterprises – once a company has a clear picture of the organizational environment, vision and mission, resources, the firm then creates a strategy to achieve the pre-defined goals. Our company deals majorly in industry of Information Technology and Aviation. Over a period of years, both of the industries are recognized as booming. While the industries are booming, immense of competition is also involved. To stay ahead in the industry, to meet the objectives, and to accomplish the visionary image, IGT over a period time has developed a core organizational strategy and top management ensure that each of us follow it. We have a very tactical approach while developing and implementing strategies. Entire team works together and is involved in idea generation. We motivate our employees to become leader and organize the core job responsibilities. Our teams work on regular basis to improve the processes for high performance delivery. 1. Customer orientation - In a service oriented business like that of IGT,Show MoreRelatedHow The Development And Implementation Of The Organizational Strategy Takes Place And How It Became The Worlds Leading Industrial2555 Words   |  11 Pagesevaluate the way individuals interact within Grainger and talk about how those interactions contributes to the success or failure of the organization. I will analyze how the development and implementation of the organizational strategy takes place and what effect it has on Grainger’s organization. I will also explore how the strategy is expressed through the culture of Grainger’s organization and how that helps determine the output of the organization. Most importantly, I will discuss the style and techniquesRead MoreOutline And Outline Of Organizational Development And Strategies1717 Words   |  7 PagesQUESTION #2: (addressing SLO #2 - summarize and explain organizational development and strategies common to technology-intensive enterprises SLO #3 - formulate and assemble component ideas in order to successfully execute a project plan) NOTICE: The following questions are to be answered in your own words. Your responses to the questions are to be formulated solely from your personal body of knowledge developed and derived from your readings, study and research while in the Master of ScienceRead MoreA Research Study On Project Management922 Words   |  4 Pagesinstruction and career development in the field of project management† (Healy, 1997). The PMBOK (Project Management Body of Knowledge) is the guide published every 5 years by the PMI containing guidelines for managing individual projects and defines project management related concepts (PMI, 2013) . The PMBOK is divided in knowledge areas and process groups: Change Management and Project Management. Change management in this paper is understood as a subset of organizational development, defined as â€Å"theRead Moreï » ¿Understanding Organizations and the Role of Human Resources Activity1149 Words   |  5 PagesOrganizations and the Role of Human Resources Activity 2 Organization Strategy and Human Resources An organizational strategy is the creation, implementation and evaluation of decisions within an organization that enables it to achieve its long term objectives. Key strategic considerations of organisation strategy include: 1) What re-configurations, reach extensions and strategic relationships will be necessary to deliver the intended strategy. 2) What new skills and capabilities will be needed and whatRead MoreOrganizational Development ( Od )1130 Words   |  5 PagesOrganizational development (OD) refers to a process of enhancing personal and organizational change, and increasing the organization’s effectiveness by using interventions that are driven by behavioral and social science knowledge (Brown and Harvey 2011).The main aim of organizational development in any given organization is to bring change that will drive the organization towards attaining effectiveness in its operations. Organizations need to change in order to become more productive, satisfyingRead MoreExisting Frameworks Of Strategy Implementation Essay1030 Words   |  5 Pagesframeworks of strategy implementation (the gaps of theory) The reasons for the framework in strategy implementations are obvious. it’s an extremely complex set of tasks and managers need to know what are the steps to follow, what is the sequence of those steps, why at all those steps are necessary, what is more critical in those steps, and so on. The frameworks are working as guide for managers to set the actions needed. In the absence of a framework, managers would still implement their strategies. ButRead MoreA Report On The And Mielke1249 Words   |  5 Pagesthe foundational principle of Gemba in the workplace. Gemba is a Japanese term applied to organizational leaders who observe the workplace to gain knowledge and make decisions based on data and observations (Hossen, 2015). In the development of the product or service, organizational leaders observe the process to identify the root cause of problems or opportunities (Dombrowski Mielke, 2013). Organizational leaders avoid defects by identifying and addressing problems through the Gemba process (HossenRead MoreMckinsey 7 S Model1323 Words   |  6 Pages3 Tools for Strategic Implementation LaKeshia Chaney Walden University Tools for Strategic Implementation The chosen strategic tool for implementation is the McKinsey 7 S model. The 7 S Framework created by two consultants, Tom Peters and Robert Waterman from the McKinsey Company, which uses an internal alignment perspective to improve organization effectiveness (Caraballo, 2015). The McKinsey 7 S model helps strategic managers create and maintain efficient alignment (Dyer, Godfrey, Jensen,Read MoreThe Concept of Strategy and Strategic Management1718 Words   |  7 PagesTHE CONCEPT OF STRATEGY AND STRATEGIC MANAGEMENT G. Tyge Payne, PhD 1 Strategic Management Strategy: The unifying theme that gives coherence and direction to the decisions of an organization Strategic Management: Consisting of the analysis, decisions, and actions an organization undertakes in order to create and sustain competitive advantages. Or, the Strategic Management Process is: The full set of commitments, decisions, and actions required for a firm to create value and earn aboveaverageRead MoreQCP 100 Quiz 2 Ch 4 Questions 21626 Words   |  7 Pagesï » ¿QCP 100 8th Edition CHAPTER 4 STRATEGIC FOCUS FOR PERFORMANCE EXCELLENCE TRUE/FALSE QUESTIONS 1. A strategy is a pattern or plan that integrates an organization’s major goals, policies, and action sequences into a cohesive whole. Answer: T 2. Mission is the pattern of decisions that determines and reveals an organization’s goals, policies, and plans to meet the needs of its stakeholders. Answer: F 3. Strategic planning is the process of envisioning the organization’s future and developing

Dunham and Pierces Leadership Process Model - 1287 Words

Dunham and Pierces Leadership Process Model Taking an Intelligent, Long-Term Approach to Leadership ________________________________________ Leadership is about setting direction and helping people do the right things. However, it can involve so much more than this! In particular, leadership is a long-term process in which - in a very real and practical way - all actions have consequences, and what goes around comes around. Dunham and Pierces Leadership Process Model helps you think about this, and understand why its important to adopt a positive and long-term approach to leadership. This model highlights the dynamic nature of leadership.  © iStockphoto/H-Gall Well look at the model in this article, and well†¦show more content†¦Of course, your people may have to follow your instructions. However, if youre a leader who they trust to do the right thing, theyll want to follow you, and theyll go above and beyond for you because the relationship is deeper. This makes the difference between an average team and a great team. Also, be authentic in your actions and communication, lead with integrity, and be humble. These qualities will inspire the trust of your people and strengthen theShow MoreRelatedEmployee Commitment in Times of Change: Management Journal8839 Words   |  36 Pagessee change as a learning opportunity, and feel as though they have control over the change process. A review of the psychological and organizational behavior literature points out that (a) intrinsic motivation can be thought of as internal work motivation, (b) the ability to see change as a learning opportunity can be thought of as growth need strength, and (c) having control over the change process can be thought of as an internal locus of control. With this in mind, these individual difference

Managing People and Organizations

Question : Scholarly Articles for Managing People and Orgnizations ? Answer : Introduction It is depicted by Martin and Siebert (2016) that employees prefer to work in an environment where they can both learn and develop themselves. Clegg et al. (2015) on the other hand portrays that employees are liable to provide stewardship, leadership and follower-ship to work collaboratively for attaining the organizational goals. Thus, these people should be valued for their effort and get an appropriate reward for the same. Bush and Middlewood (2013) mention that conventionally, these people or an employee get wages for their work but in the contemporary organization; rewards system, proper recognition, incentives, work-life balance working environment and proper development programs are provided in order to motivate them for serving their best by associating with the organization. However, in the context of the case study, the employees are not treated like humans and asked to work without any extra facility. Even the softball field that is built for the employees is decided to shut down for further expansion of the organization. Moreover, deduction in wages and excluding them for taking participation in the business decision led to de-motivation among the working staffs. Austin (2013) in this case explains in his article that, if these practices continue to happen, the productivity of the employee's hampers and scrap rates will become soared. Thus, a company not only considers the employees as a human but they should also have to take initiatives for their development (Gerhart and Fang 2015). Conclusion Thus, it can be concluded from the entire discussion that managing people within the organization is crucial and should be followed in every organization. However, the given case study does not signify such practices and it is shown that human are treated as salves more than a human. Though, training for employees and taking initiatives for developing the skills and competencies of the employees should be considered in the workplace for better managing the people. In this way, the employee feels motivated to get associated with the organization and serve their best for attaining effective profitability and productivity. Reference List Austin, R.D., 2013.Measuring and managing performance in organizations. Addison-Wesley. Bush, T. and Middlewood, D., 2013.Leading and managing people in education. Sage. Clegg, S.R., Kornberger, M. and Pitsis, T., 2015.Managing and organizations: An introduction to theory and practice. Sage. Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.489-521. Jacobsen, C.B., Hvitved, J. and Andersen, L.B., 2014. Command and motivation: How the perception of external interventions relates to intrinsic motivation and public service motivation.Public Administration,92(4), pp.790-806. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations, (14), pp.97-102. Martin, G. and Siebert, S., 2016.Managing people and organizations in changing contexts. Routledge. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Managing People and Organizations Question: Describe about the managing people and organizations. Answer: 1. The way of conducting, businesses have changed over the past few decades with the evolution of material, technology and management principles. Especially, technological evolution provided a completely new dimension to the businesses. As it allows companies to perform a similar task in a completely different way. Therefore, it also induces changes in managers responsibilities so that the company can able to achieve competitive advantage in the market. In current competitive environment, every company is trying to implement strategies so that the company can able to fulfill its desired objective (Davis et al. 2012). Therefore, the terms globalization frequently used in the business practices of the company. It demands the management of the company to be flexible enough so that it can able to adjust to the different cultural changes. Previously, the businesses of majority of the company are restricted to a particular location. Therefore, manager can be successful by considering the need of that particular location. However, with the evolution of e-commerce, managers have to reinvent their strategies in order to run a particular firm successfully. In addition, technological evaluation such as web conferencing, cloud computing and mobility, managers of a particular organization can communicate with employees from different part of the world at the same time (Dahl, Dezső and Ross 2012). Therefore, it requires specific skills in the management level of the company in order to run a particular firm successfully. Current business environment is continuously evolving. Therefore, I feel that flexibility in the managerial decision-making processes will be the key to the success of any organization. I believe that conducting businesses all over the world with the use of different platform can obviously create huge number of obstacles in the road of success for any particular organization. Therefore, remain flexible in the decision-making process is the only way for managers to conduct businesses successfully all over the world. 2. Purchasing lower grade materials for reducing the production cost is probably the worst option for any organization to choose. Since, lower grade materials will not only reduce the cost of production but also will have serious affect on the quality of the product that ultimately will create a negative impact on the image of the organization. Lay off a portion of the labor and pressurizing the rest is another worst way to minimize cost of production. Since, this technique will put huge amount of pressure to the existing employees. Therefore, the quality of work will suffer at a serious extent (Sveningsson and Alvesson 2016). However, outsourcing additional demands in the developing countries can have positive impact on the cost reduction objective of the company. As the labor cost in the developing countries is much cheaper, it allows the company to complete a particular amount of production at a cheaper cost. However, the benefit level of the company depends on the amount of additional unit of sunglass has to be produced in the developing countries. Last option of replacing existing technologies with the upgraded one is probably can have the most positive impact on the cost deduction objective of the company (Nierenberg 2014). However, this option demands a significant amount of initial investment but still it has the potential to provide additional benefits of low production cost to the company. This can provide huge competitive advantage to the company in the long-run. References: Dahl, M.S., Dezső, C.L. and Ross, D.G., 2012. Fatherhood and managerial style how a male CEOs children affect the wages of his employees.Administrative Science Quarterly,57(4), pp.669-693. Davis, A.K., Ge, W., Matsumoto, D. and Zhang, J.L., 2012. The effect of managerial style on the tone of earnings conference calls. InCAAA Annual Conference. Nierenberg, A.R., 2014.Essential Business Networking: Tips, Tactics, and Tools You Can Use. Pearson Education. Sveningsson, S. and Alvesson, M., 2016.Managerial Lives: Leadership and Identity in an Imperfect World. Cambridge University Press.