To prepare: Review this week’s Learning Resources. Pay particular attention to why organizations change their strategies, which internal and external factors to consider when selecting a strategy, and how to determine whether or not the execution of the strategy is a success. Reflect on this week’s Discussion about the types of strategies that organizations have executed and the reasons why some have been successful and others have not. Bring to mind the organization that you identified in Module 1. If the organization encompasses multiple businesses, select one specific business or division to focus on (e.g., focus on the Whole Foods division of Amazon). Think about the organization’s (or the division’s) competitive advantage, that is, what sets it apart from the competition. In addition, consider internal and external factors that may help determine the best strategy to pursue. Based on the typologies and models in this week’s Learning Resources, select a type of strategy (or a combination of strategies) that the organization (or division) should pursue. Identify indicators that you would use to measure the successful execution of the strategy.   Identify the organization that you selected in Module 1.  (The Coca-Cola Company) Describe the organization’s competitive advantage.  Describe the type of strategy that the organization should pursue, and explain why. Be sure to support your response based on an analysis of at least two internal factors, two external factors, and the organization’s competitive advantage.  Describe three indicators that you would use to measure the organization’s successful implementation of the strategy (and related goals). Explain why you chose each indicator.   Resources:  Galbraith, J. R. (2014). Introduction. In Designing organizations: Strategy, structure, and process at the business unit and enterprise levels (3rd ed., pp. 1–14). Jossey-Bass.  Galbraith, J. R. (2014). The Star Model. In Designing organizations: Strategy, structure, and process at the business unit and enterprise levels (3rd ed., pp. 15–22 only). Jossey-Bass.  Hales, G., & Mclarney, C. (2017). Uber’s competitive advantage vis-à-vis Porter’s generic strategies. IUP Journal of Management Research, 16(4), 7–22. Reeves, M. (2018, Fall). The strategy palette: Five approaches to strategy for a complex world. Rotman Management, 51–55. Wee, C. H. (2017). Think tank-beyond the five forces model and blue ocean strategy: An integrative perspective from Sun Zi Bingfa. Global Business & Organizational Excellence, 36(2), 34–45. Baah, S., & Bohaker, L. (2015). The Coca-Cola Company. Culture, 16, 17. Kalashnikov, S., & Lutsenko, R. (2020). Investment analysis of Coca Cola Hellenic Bottling Company.  (98), 145-157.

Discussion 1 There are three factors that are the start in finding one’s ideal work (pg. 66). Do you think most people follow these – why or why not? What are some obstacles to doing needed research? List two research methods you see as necessary before conducting a job search (tools, resources, steps, methods, etc.). Discussion 2 Of the various tools listed in the reading this week, from an HR perspective, which do you see as most important for a job candidate to focus on that would lead you to hire them? Explain your reasoning and give an example to support your answer. RESPONSES:  Discussion 1 Student 1(Tanya) There are three factors that are the start in finding one’s ideal work (pg. 66). Do you think most people follow these – why or why not? What are some obstacles to doing needed research? List two research methods you see as necessary before conducting a job search (tools, resources, steps, methods, etc.). The three factors that are the start in finding ideal work is gathering information to determine every available option; evaluating each option based on one's own needs, interests, and values; and making a decision to pursue the one that fits us best. This process is pretty straightforward and we may not even realize when we are calculating these steps in our mind, because for most of us it really is second nature. That being said, I believe that we inadvertently calculate each of these things when looking for ideal work. The difference for most of us is that we may not be as calculated as these steps sound. For people who know what they want to do this is a fast process, not as true for those who are unsure and need to do research to find what is right for them. Some obstacles to doing needed research is finding the time if you are already in a very busy career and are looking to change careers. Another obstacle is knowing where to look and how to find the information needed to make an informed decision. I have found that the O'Net website is essential when it comes to researching any career. It lists current trends, up and coming fields that are growing rapidly, skills and certifications needed, and current and future outlook for so many professions. Another great tool or resource is LinkedIn, provided your profile is set up correctly. LinkedIn learning is a great way to explore careers that you haven't considered but may have a hidden strength in. There is so much information online these days, that career research has become much more simple if we are motivated enough to put in the time to find what is right for us. discussion 1 Student 2(Anthony) There are three factors that are the start in finding one’s ideal work (pg. 66). Do you think most people follow these – why or why not? What are some obstacles to doing needed research? List two research methods you see as necessary before conducting a job search (tools, resources, steps, methods, etc.). The three factors used at the start of finding “one’s ideal work” are, gathering data, evaluating options, deciding on the best fit. I believe job seekers use components of all three factors, but I would imagine in an informal manner and probably not following an organized sequence. I suggest the primary reason “why” they do is that job seekers intuitively understand the importance of selecting the right job or career. The “why not” is the practicality of job searching, most people don’t start looking for a job until they need a job and that puts a lot more pressure on then to bypass the research and jump right to the job search. As far as obstacles, I’m sure there are many but the two that come to mind are “where do I start” and “who do I ask”. It has been emphasized in this text that the responsibility of managing your career lies with you but where do job/career seekers learn these Tools, Techniques, and Methods to start/restart their careers? The who do I ask is also a problem because as I said earlier if you wait until you need a job then you probably haven't identified mentors or someone to act as a career coach to help you navigate the process. Lastly, research methods, I believe that the two best tools a job seeker can have are, a good social & professional network (classmates professors, friends, family, etc.) and a strong, professional resume. Understandably, the resume is challenging for new job seekers, fresh out of university or those re-entering the job market but if you tailor your resume to the position you are applying for, you stand a greater chance of getting an interview. Discussion 2 Student 1(Tanya Of the various tools listed in the reading this week, from an HR perspective, which do you see as most important for a job candidate to focus on that would lead you to hire them? Explain your reasoning and give an example to support your answer. From an HR perspective, the resume is the most important thing for a job candidate to focus on that would lead me to hire them. References and cover letters are important, but not as important as a resume. If a person takes the time and effort to produce a great resume, I know that they are detail-oriented and motivated. Resume's are not easy to write, and is a great way to separate the wheat from the chaff so to speak. I can tell a great deal about a person with a well-written (by them and not someone else) resume: they are self-aware because they know what their strengths are and what they bring to the company; they aren't lazy and realize the importance of writing well; and whether they have the skills that the company needs to prosper and be successful. As a Leading Petty Officer, I almost always dreaded E-5 evaluation time because my Sailors accomplished so many things that it was difficult to keep up. They were some of the most motivated, accomplished, competitive people onboard (literally) whose level of performance rivaled even the E-6's onboard. I dreaded writing their evaluations because they usually handed in an evaluation draft that was poorly written and had a lot of colorful words, but no quantifiable, hard-hitting facts that demonstrated the impact of their performance at the command. Due to their inability to turn-in a good product complete with a brag sheet, we had to get their inputs well in advance so we could turn in quality evaluations to our Chief. Writing about oneself is probably one of the more difficult things for a person to do, so this is the reason why I as a hiring manager would put a greater emphasis on the resume that a potential hire turns in. Discussion 2 Student 2 (Derrick) Enabling candidates to share answers with depth and breadth about skills, knowledge and experiences gives a hiring manager much more useful information than using canned interview questions to see if the candidate can give the "right" or "best" answer. Hiring success depends heavily on the ability to assess accurately what candidates can bring to the organization. In addition, it shows how the organization can interact with its newest employees to develop underused skills and provide a level of professional satisfaction that will keep them engaged and happy to continue as productive members of the organization My reasoning for this would be. Has the potential employee done any homework concerning this company. Do they know what it entails to work for the company. Do they have the drive, even if they do not possess the skills, to work for this company. Are they a good fit? Will they be able to excel? These are the questions that an employee what not answers to in order to see if this person is right for th ejob.