Change Management

As the name suggests, the strategy implementation is simply implementing the strategy. It is a process of turning plans into action. It includes all the activities designed to manage the activities associated with the delivery of the plan.

Strategic Implementation Plan. It outlines the activities and decisions essential to implement the strategy.

Defining the goals, doing the research, creating a strategy, implementing the strategy and evaluating and controlling.

It is simply identifying the goals that the new strategy should achieve.

To draw conclusions and find out what could have been done better in order to perform better in the future.

It might be for example developing a new marketing plan to help increase sales of the company's products to consumers.

Weak strategy, lack of clarification and skills and lack of control and progress tracking.

It is a strategy that simply does not work because the goals which are to be achieved are set wrong. Strategic goals tend to be large, complex and complicated. Also, very often strategies are simply impossible to be achieved and fail despite all the hard work put into them.

Make sure that all the employees and people associated with the strategy are made clear of their responsibilities and able to fulfill their obligations. They should be familiar with the entire strategy plan and aware of the next steps.

Sometimes the strategy needs to be slightly changed in order to achieve the goal.

Organisation structure is a system that outlines how activities are managed in order to achieve the objectives of a business.

• Responsibilities and authorities of employees

• Job roles and titles

• Way of communication flows

Organization breakdown structure (OBS) describes an organization framework for project planning, resource management, time and expense tracking, cost allocation, revenue/profit reporting and work management.

• Make a hierarchy of the entire firm

• Recognize all departments and teams within the firm

• Specify functional groups

There are centralized and decentralised organization structures, flat and tall organisation structures, and functional, product-based and matrix structures.

Centralized organisation structure is where decisions are made at the top of an enterprise or in a head office and then passed on to the rest of the employees.

Companies using this structure characterize consistency and clear direction. Moreover, their activities are carefully controlled and managed.

For example, Apple.

Decentralized organisation structure is when lower levels in a business have the decision power.

It is usually where the business has many locations and therefore the head office is reasonably unable to control or make decisions for all the locations.​​​​

Employees in companies using this type of organization structure are typically more motivated since they have a sense of responsibility. Additionally, managers are able to make decisions suitable to their local area and customers.

Pret

The flat organization structure has few or even no levels of management between management and staff level employees whereas the tall organisation structure has many.

Horizontal organisation structure

Hierarchical structure

 Organisational culture is the collection of organisational shared values and practices that guides employees’ actions and behaviours in the organisation.

Organisational leaders

Organisational cultural models are important because they provide organisations with foundations and key principles regarding the development of an effective organisational culture.

The Role culture is a formal culture in which employees tasks and responsibilities have written clear procedures, and employees are aware of their place in the hierarchy. This cultural model is most appropriate for large enterprises or medium-sized businesses in a steady environment.

Masculinity index refers to the values that dominate in the organisation. They can be either masculine which means that organisations main focus is finances and individual employees’ confidence. Or feminine which focuses on being altruistic which means to be more concerned for others than themselves. Additionally, the focus is on developing quality relationships with co-workers.

Strategic management is the process of developing organisational goals, objectives, missions and visions that will lead to organisational success. The strategy helps employees to understand their roles and responsibilities dedicated towards the goal achievement.  To put it simply organisational strategy gives direction to employees.

 Organisations should aim to align their strategic management and organisational culture. This means that a strategic plan should be constantly in line with the organisational culture so that these elements work together and contribute to organisational success.

​ Organisations should aim to achieve alignment. That means that organisations should aim to align their strategic management and organisational culture with each other.

Change management is the process of guiding organisations to achieve desired outcomes by making changes in the organisation. The change management follows a process of taking the organisation from its current state to undergo the transition and achieve its desired future state.

The organisational culture has an impact on change management as when an organisation is planning on implementing any changes in its practices organisation will have to ensure that these changes align with the organisational culture. 

Yes, the organisation should make a few changes in its culture to go through successful change and respond to the external environment successfully. Most importantly, change management and organisational culture should be aligned with each other and change when needed as it will result in success in the organisation’s performance.

The understanding of the organisational culture is crucial especially for leaders or managers as their organisational cultural knowledge will help them to make better strategic decisions.

• The key steps are:

  • Measure current organisational cultural values
  • Ensure to align the organisational culture with strategy and structure
  • Ensure that staff and stakeholders are involved in proposing ideas and suggestions regarding the changes in the organisational culture 
  • Ensure organisational culture change is demonstrated and communicated to the employees frequently
  • Manage the emotions of employees, emphasise with them and help staff to adapt to recent changes in the organisation.

Functional organisation structure is when employees are grouped based on their specific skills and knowledge. They are divided into departments such as marketing, finance, IT, R&D etc.

A particular product they work on, customers they deal with, geographical area they serve.

Functional, product-based and matrix structures.

Strategic implementation is a process of turning plans into action using a specified strategy.

• define your goals 

• do the research

• create a strategy

• implement the strategy

• evaluate and control

order of activities, their estimated duration and the earliest date of later stages to start