Strategic Management
Portfolio Brief
Part 1
Section A
1. The focus of strategic planning is on the long-term range planning
Yes, the basic focus is on the long-term planning as it involves all the factors which can impact
the decision making.
2. Is it important to distinguish between the objectives and strategies?
Yes, it is important because the objectives are the checkpoints that needs ot be crossed well in
order to attain the strategy at its best.
3. The most important corporate objective is to maximize the profits
Yes, because the owners of the organization are the shareholders and it is an obligation to the
organization to work in the interest of the shareholders.
4. Positioning is how a firm or business organization fights competition
To some extent Yes, because the positioning creates a brand image in the minds of the
consumers to make them purchase the product.
5. Logical incremental strategy is the process of developing detailed plan in a logical
manner
Yes, as it involves the detailed and explained steps that are used in the formulation of strategy.
Section B
The organization which I have chosen as a successful one is the Orpic, which is a petroleum
exploration and production company of Oman. this is because the organization has adopted a
change mechanism in order to formulate the strategy to be implemented in new location. As
the macroenvironmental factors of each country is different from the other, so the organizations
need to have different strategies for different location as per their environment. Orpic has
always developed the strategies by keeping in view the environmental conditions of Oman
which is a reason behind the success of the organization.
As far as the unsuccessful organization has been concerned, I have chosen the Oma cement
which is a cement manufacturing organization of Oman and highly dependent on the traditions
and culture of the country as it contains 100% Omani staff employed. This has led the
organization to focus only on the traditions and culture of the Oman even for the formulation
of strategies. They do not consider the impact of the external and internal environment related
to the organization on the activities of the organization which has become a prominent reason
for the failure of the organizational strategies.
Part 2
Section A
Answers Strategic activities
Strategic
management
decisions
B
1. A computer manufacturer procuring a
computer to be run independently
A
b. Product development
2. A food manufacturer acquiring the chain
3. A pharmaceutical company leveraging
their research and development activities
E
4. A
tobacco
company
purchasing
a
computer software producer
C
5. A sport gear and wear manufacturer
starting to export through and overseas
agent
A
6. A
computer
producer
acquiring
a
competitor whose products they will sell
as their own
C
7. A cinema and film production company
licensing an overseas similar industry to
produce their film
c. Market development
d. Related
of franchise food industry
A
a. Consolidation
diversification
e. Unrelated
diversification
A
8. A
computer
company
adapting
its
products to sell as a game machine
A
9. A car distributor merged with a titanic car
manufacturing industry
E
10. A food chain industry converts another
product line in cosmetics locally and
internationally.
Section B
In order to have expansion of the business, the businesses require all kind of resources which
includes the human resources, financial resource and the capital resources as well. As far as the
strategic management decisions which are mentioned in the section A are taken into
consideration, all of them are the business expansion strategies either in the same market or in
the different market which requires all sorts of resources which are needed to run a new
business. The is because the expansion is considered as a development of a new business and
the development cannot be possible without the availability of the needed resources.
Part 3
Section A
Q no. 1: How might you answer the question: what business are we in?
A luxury ice-cream manufacturer: “it is not tasty, its deliciously tasty”
Q no. 2: Being a stakeholder of one of the above organization, what quantifiable measures
would you consider to be most important way to judge the performance of the firm?
As per the stake holder of the one of the above organization, I would be highly concerned about
the profitability and growth of the form relative to its competitors. There are many measures
through which I can assess the performance of the organization. The most prominent being the
sales revenue of the organization which can be easily accessed by having a look at the annual
reports of the organization. The annual reports give us too much information through which
we can easily assess the organization’s performance through the quantifiable measures. These
include the profitability ratios and the liquidity ratios as well. The profitability ratios through
several techniques will tell us about the financial profitability condition of the organization
while the liquidity ratios will tell us about the current assists of the organization out of which
the cash is the most prominent. If the organization has enough cash and marketable securities
than it means that the organization is doing very well.
Part 4
Strategic evaluation of Orpic
Orpic is an Omani petroleum and exploration company which is one of the largest and fastest
growing organization of the Middle eastern countries. The organization has been established
in 1974 and has been successfully working in Oman for 43 years.
Mission
To provide the customers with the best petroleum products while ensuring the environmental
safety.
Vision
To become a leading petroleum exploration and production company all over the world.
SWOT Analysis
1. Strengths
Their most prominent strength is the high-quality products which has provided the organization
with the huge customers. They have high brand recognition and reputation which has made its
customers more loyal. It has acquired almost all of the market share of Oman which has
provided it with huge profits (Slack, 2010).
2. Weaknesses
The most significant weakness is no international expansion of the business which has led to
no brand recognition outside the Middle Eastern region. It has no market share in the
international market which has put a limit on its revenues (Jeswani, 2010).
3. Opportunities
The organization has a significant opportunity to expand its business internationally. This will
significantly increase the profits of the organization. It has the opportunity to adopt the product
development strategies and the market development strategies so that it may gain more market
share nationally and intern atonally as well (Slack, 2010).
4. Threats
The high level of competition in the international market is a big threat to the organization. the
market development strategies adopted by the competitors of the organization has led the
organization at a risk of losing the market share (Jeswani, 2010).
Conclusion
In the light of the above discussion, it can be concluded that Orpic is an organization with huge
strengths but it needs to focus on expanding its business internationally so that it may be able
to gain more market share and can significantly improve its profits and financial position.
References
Gao, C.Y. and Peng, D.H., 2011. Consolidating SWOT analysis with nonhomogeneous
uncertain
preference information. Knowledge-Based Systems, 24(6), pp.796-808.
Slack, N., Chambers, S. and Johnston, R., 2010. Operations management. Pearson education.
Jeswani, H.K., Azapagic, A., Schepelmann, P. and Ritthoff, M., 2010. Options for broadening
and deepening the LCA approaches. Journal of Cleaner Production, 18(2), pp.120-127.
Strategic Management
Introduction
In the recent times, the organization environment is so dynamic that it keeps on continuously
changing due to which the organizations do to strategic planning as it involves a detailed analysis
of all the factors while making the decisions, that may disturb the organization performance. the
strategic planning is a toll that outline the ways which should be directed in order to accomplish
the organizational goals. The strategic planning is a long process which starts with the formation
of mission which leads up to the setting of goals, analysis of internal and external environment
that may impact the business and ends up in making a highly effective strategy for the organization
(Steiner, 2010).As in the case mentioned, there is a high need of strategic planning in order to
formulate a strategy to improve its performance level and its profits while considering the external
and internal factors that are responsible for the decline in the performance of the organization.
Overview of the case
As in the case, an organization named as Sara Lee has been mentioned which has started its
business as a single unit 40 years ago and now, it has been diversified its hugely and has grown
into a series of related and unrelated business units. The organization has now spread its business
in more than 40 countries throughout the world. But in the recent years, the organization has been
going through a serious problem due to which the organization is suffering an extreme economic
downturn due to which the revenue of the organization has been decreasing continuously year by
years and the sales as well. In order to take the organization out of this situation, the organization
has adopted a strategy knows as retrenchment strategy in which it has decided to divest those
business units which are no longer providing profits to the organization due to the increased
operational cost of these businesses. All of this has happened because the extreme diversification
of the business has divided the focus of the organization on all the business units die to which the
management has not been able to manage all of thebusiness units effectively. The decrease focus
of the management of the organization has led to decrease the performance of the business units
as the environment in which the businesses operate is continuously changing and the strategies to
perform the business should be changed accordingly which was the major reason behind the failure
of some units of businesses.
Objective
The objective of the study is to have a critically evaluation of strategy adopted by the Sara Lee in
order to regain its performance level. The Pestle analysis of the organization has also been given
which will evaluate the macro environmental factors which may have an impact on the
performance of the business units of the organization. The recommendation for the strategic
planning cycle to be adopted by the organization in order to enhance its market and financial
position in Oman is also given.
Discussion
Strategic retrenchment of Sara Lee
As per the case, over the years of 40 years, the organization has been involved in high level of
diversification which involves the related and unrelated diversification. The related diversification
does not need much of the strategic planning and attention by the organization as most of the same
policies and objectives can be adopted for it. On the other hand, the organization needs to have
separate and distinct strategies because different business requires different strategic planning and
this needs a lot of time and attention of the organization. But the organization was unable to provide
that much focus to each of its business which has led to decrease the overall performance of the
organization. In order to resolve the issue, the organization has adopted a strategy known as the
retrenchment strategy. Through this strategy, the organization has decided to divest from some of
its businesses so that it many have less business units to focus on. This strategy was adopted to
increase the performance of the business units of the organizations. The organization has divested
those business units of the organization which have been providing the organization with little
profit and higher operational costs. The higher operational costs and the low profits have decreased
the overall profits of the organization as the overall operating costs has been increased. So, the
organization has decided that these business units should be sold out in order to implore the
financial performance of the organization.
After the implementation of this strategy, the organization has been able to focus on those business
lines which are actually paying the organization with more profits and lower operational costs.
These business lines include the beverages, household items and food products. After the
separation of these business units from the rest of the organization, the management of the
organization has been better able to allocate the resources of the organization to those businesses
of the organization who are providing it with the increased profits and sales. This has actually
increased the efficiency of those business units. There has been an increase in the sales volume
and profits of the organization but that has significantly decreased again in the next two three years.
This means that there are some other problems as well which are prevailing in the organization’s
business units that are not letting the performance and profits of the organization to exceed. For
this, the organization needs to do the environmental analysis so that it may come up with the factors
which are creating problem for the organization. However, the organization should keep on mind
that such strategies should only be adopted by the organization after a detailed analysis of how this
strategy will help the organization in sustaining the growth and profit ratios. The organization
needs to observe the performance of each individuals in order to motivate them to increase their
performance levels.
Pestle Analysis of Sara Lee’s Macro environmental factors
Following is the pestle analysis performed for the Sara Lee
1. Political factors
The most significant political factor which many impact the organization is the politically instable
country. The business operations of Sara Lee can be affected by the political instability of the
country in which they are operating. Adding on to this, there are many countries which imposes
high governmental regulations which interfere with the smooth running of the business. The
organizational activities are highly impacted by these regulations of the government. So, in order
to reduce the impact of these factors, the organization should try to expand their business in those
countries which have lower government regulation and interventions and are politically stables
country (Steiner, 2010).
2. Economic factors
There are many factors which can affect the business operations of Sara Lee, the most prominent
being the exchange rate risks. This risk is associated with those organizations who are working in
more than in location. Just as Sara lee has been working in more than 40 countries so, the
organization is very high on the exchange rate risk which can have a huge impact on the
organization’s cash flows. Apart from this, the earning and income level of the people in the
country also has a great impact on the organization’s sales. This is because the people with high
income level group are more likely to purchase more the products and services of the organization
as compared to the people with the low-income levels. Another factor which may have a great
impact on the profits earned by the organization is the general increase in the price of goods and
services which is more commonly known as the inflation. Due to inflation, there happens and
increase in the price of raw material used to produce the products which ultimately increases its
operational costs. The rise in the operational cost lead to a decrease in the profits of the
organization (Poister, 2010).
3. Social factors
The society in which the organization operates has a great impact on the performance of the
organization. This is because the consumer’s likeliness towards the organizational product directly
depends upon the sales. If the consumers have a positive attitude towards the product of the
organization, the they are more likely to purchase the product of the organization as compared to
those who have some negative attitude or perceptions. As there are many countries who have a
trend of serving the beverages to the guests at their religious and festive occasions, so these will
be having a positive impact on the sales of the organization as on those occasions the sales of the
organization’s products will be highly increased (Blythe, 2010).
4. Technological factors
The technological factors have a great impact on the production efficiency and effectiveness of the
organization. This is because the technology improves the ways an organization operates which
saves the time as the latest technology is able to do the task more efficiently and in a better way as
well. So, Sara Lee with the use of the latest technology, can increase its production capacity due
to which it can make more product with in less time. this will also aid the organization in gaining
more market presence as the increased supply of the organization’s product will have a positive
impact on the consumers due to its high availability (Jones, 2010).
5. Legal factors
The legal factors are different for different countries. This is because, every country has made its
own set of rules and regulation which are to be followed by all the organizations working in the
legal premises of that country. There are some countries who poses very strict regulations as per
their law on the froing organization that tend to operate in some their country. The organization
before entering into any market should focus on the legal requirements put in by the law imposing
authorities of that country. Just as there are many Muslim countries which do not allow the
organizations to sell those products which are considered to be Haram as per the religion of the
Muslims so that the Muslim should not be engage in the buying or selling of Haram products. Just
as in the case of Sara Lee, the organization has always sold Halal food in the Muslims countries in
order to avoid any discrepancies made by the law enforcing authorities and the government of the
countries in which it has been operating (Jeswani, 2010).
6. Environmental factors
The environmental factors ensure that the organization have been working in a way that is not
harmful for the environment in any case. There are many countries in which the government
imposes high penalties on those organizations which are destroying the environment or the
environment is getting affected by any case related to the organization. adding on to this, there
are some countries which have banned the usage of plastic bags as the use of plastic bags is very
harmful for the environment. So, Sara Lee, when moving in to the foreign countries with the
intention to expand the business should keep in mined these regulations (Slack, 2010).
Recommended strategic planning cycle
As the organization has been going through a huge downturn due to which it needs a strong
strategic planning process which will help it to make better decision while keep in view all the
factors external and internal to the organization. Following is the recommended strategic planning
cycle for the organization to improve its position in the Omani market.
1. The organization should first establish the goals that it wanted to achieve. These include
the performance goals, financial goals and market or product development goals as well.
2. Then the organization should evaluate if there are any kind of issues that exist in the market
related to the goals which are made at stage one. These issues can be internal and external
to the organization.
3. Through the SWOT analysis, the organization can minimize the impact of these issues by
utilizing its own strengths and opportunities.
4. After a careful examination, all the external and internal factors, the organization can easily
make the strategy which will help it to gain the better market and financial position in
Oman.
Conclusion
In the light of the above discussion, it can be concluded that the organization has started its business
as a single unit 40 years ago and now, it has been diversified its hugely and has grown into a series
of related and unrelated business units. The organization has now spread its business in more than
40 countries throughout the world. But in the recent years, the organization has been going through
a serious problem due to which the organization is suffering an extreme economic downturn due
to which the revenue of the organization has been decreasing continuously year by years and the
sales as well. In order to take the organization out of this situation, the organization has adopted a
strategy knows as retrenchment strategy in which it has decided to divest those business units
which are no longer providing profits to the organization due to the increased operational cost of
these businesses. All of this has happened because the extreme diversification of the business has
divided the focus of the organization on all the business units die to which the management has
not been able to manage all of the business units effectively. The organization should keep on mind
that such strategies should only be adopted by the organization after a detailed analysis of how this
strategy will help the organization in sustaining the growth and profit ratios. The organization
needs to observe the performance of each individuals in order to motivate them to increase their
performance levels.
References
Blythe, J. and Megicks, P., 2010. Marketing planning: strategy, environment and context.
Financial Times Prentice Hall.
Clarke, A. and Fuller, M., 2010. Collaborative strategic management: strategy formulation and
implementation by multi-organizational cross-sector social partnerships. Journal of
Business Ethics, 94, pp.85-101.
Galbreath, J., 2010. Drivers of corporate social responsibility: The role of formal strategic planning
and firm culture. British Journal of Management, 21(2), pp.511-525.
Gao, C.Y. and Peng, D.H., 2011. Consolidating SWOT analysis with nonhomogeneous uncertain
Haghighi, M., Divandari, A. and Keimasi, M., 2010. The impact of 3D e-readiness on e-banking
development in Iran: A fuzzy AHP analysis. Expert Systems with Applications, 37(6),
pp.4084-4093.
Jeswani, H.K., Azapagic, A., Schepelmann, P. and Ritthoff, M., 2010. Options for broadening and
deepening the LCA approaches. Journal of Cleaner Production, 18(2), pp.120-127.
Jones, G.R. and Hill, C.W., 2010. Theory of strategic management: With cases. South-Western
Cengage Learning.
Kaklauskas, A., Zavadskas, E.K., Naimavicienė, J., Krutinis, M., Plakys, V. and Venskus, D.,
2010. Model for a complex analysis of intelligent built environment. Automation in
construction, 19(3), pp.326-340.
Poister, T.H., 2010. The future of strategic planning in the public sector: Linking strategic
management and performance. Public Administration Review, 70(s1).
Preference information. Knowledge-Based Systems, 24(6), pp.796-808.
Slack, N., Chambers, S. and Johnston, R., 2010. Operations management. Pearson education.
Steiner, G.A., 2010. Strategic planning. Simon and Schuster.
Managing and Leading Change
Introduction
The given article is about the change management process. in the article, the author focuses on
bringing about the change in the organization. This is because the external environment in
which the organization operates keeps on changing continuously due to which the
organizations need to change them accordingly in order to survive in the highly dynamic and
competitive environment. There are many organizations who use to take the services of the
external consultants in order to bring about the change in the organization. But there are many
organization who have permanently hired the professionals in order to continuously study the
external environment and will bring about the change in the organization. The advantage with
the internal change manager is that he understands the employees completely and should not
only try to transform the organization and the processes related to the organization but he will
also try bring about the change in the employees of the organization as well. he will be
responsible for the training and development of the employees as per the new and improved
systems of the organization. In addition, it is his responsibility to reduce the hurdles that are
coming in the way of implementing the change management process and to lower the resistance
of the employees towards adopting the change management by discussing their insecurities
related to the change management process and try to solve it or reduce it to as minimum as
possible. The change management will not only transform the organizational process but it will
also transform the employees and their way of doing the work as well.
The assignment will provide the summary of the article and it will also provide us who the use
of the theory of the managing and leading the change in an organization. Adding on to this, the
study will also be providing the critical evaluation of the article by highlighting the strengths
and weaknesses of the article.
Theory of managing and leading the change
The most significant theory in order to bring about the change process is the communicative
theory of leadership. This is because this theory encourages the organization to create a culture
of organizational learning in which all the employees are benefited through the gain in the
knowledge at every step and level of the organization (Anderson, 2010). In this system, the
change management is carried out by the organizational internal managers as they know their
employees and the organization the best. This will also facilitate the open communication
system thorough which the employees will be openly communicating to the manager of the
organization which will reduce the impact of the hurdles coming in the way of the organization
(Thompson, 2010).
Strengths and weaknesses of the article
The strength of the article is that the author has deeply focused on the ways in order to reduce
the impact of the hurdles and resistance of the employees towards the change management
process. The weakness of the article is that the author has taken the organizational culture as a
mean to bring about the change process as there are many organizations who are very conscious
about their organizational culture and they do not want it to get changed.
Positive and negative points
The positive point related to the article is the way mentioned in order to bring about h the
change and the suggestion that the internal manager of the organization is best suited to bring
about the change in the organization. The negative point is thatthe author has taken the
organizational culture as a mean to bring about the change process as there are many
organizations who are very conscious about their organizational culture and they do not want
it to get changed.
My opinion
As per my opinion the major factor behind the mismanagement of the change process is the
lack of open communication between the managers and the employees. As employees are the
change agents, so they need to be communicated all the necessary changes which are required
to be brought about in the organization. The restrictive or authoritarian style of leadership do
not facilitate the open communication which is the main reason behind the mismanagement of
the change process.
Conclusion
In the light of the above discussion, it can be concluded that the external environment in which
the organization operates keeps on changing continuously due to which the organizations need
to change them accordingly in order to survive in the highly dynamic and competitive
environment. There are many organizations who use to take the services of the external
consultants in order to bring about the change in the organization. But there are many
organization who have permanently hired the professionals in order to continuously study the
external environment and will bring about the change in the organization. The advantage with
the internal change manager is that he understands the employees completely and should not
only try to transform the organization and the processes related to the organization but he will
also try bring about the change in the employees of the organization as well. he will be
responsible for the training and development of the employees as per the new and improved
systems of the organization.
References
Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Smith, W.K., Binns, A. and Tushman, M.L., 2010. Complex business models: Managing
strategic paradoxes simultaneously. Long range planning, 43(2), pp.448-461.
Thompson, J.L. and Martin, F., 2010. Strategic management: awareness & change. Cengage
Learning EMEA.
Managing and Leading Change
Introduction
Change management refers to the technique which is used by the organization in order to
transform organization, groups and individuals by redirecting the usage of organizational
resources (Thompson, 2010). It is also referred to reshaping the organization in order to adapt
new process and ways of doing business to improve the organizational performance and
productivity. This process the organization as a whole which involves all the employees, teams
and group formed at functional levels and all the processes and strategies going on in the
organization (Chesbrough, 2010). Change management also focuses on how the individuals
and teams are being affected by the change in the organization.
Objective
This study will critically evaluate the organization under observation in this case. In addition,
it will also suggest a method for implementing the change management in the organization.
The change and leadership theories are also discussed which can be beneficial in order to
overcome the resistance of the people toward adopting the change.
Discussion
Background of the case
The case was about the Gosfield park which is actually a country state located in North
Berkshire. The total area of this state was 2500 hectares. The state was owned by the Kennedy
family since the 15th century. Presently, the owners of the state are the two brother, of them
one is named as Sebastian Gosfield. The state has almost 20 cottages and most of them are
small cottages and huts. There is only one public house. For the maximization, the profits the
family has been relying improving the leisure and entertainment activities to the people. There
are many activities included in this event but the more common are the Veteran ad classic car
shows, Jazz concerts, Opera in the park etc. The organization has adopted a change
management strategy by opening up a showground which has the capacity of 2000 audiences
which can be able to watch the show. This change management has poorly failed because of
the non-coordination between the team members and the consultant who were hired to manage
the event. All of this has done due to the lack of communication between the members. This
has resulted in the dissatisfaction among the members and has led them to leave the
organization. The Gosfield park wanted to make correction of all the mess that has happened.
He wanted to being the change again and developed 30 lodges in the park with the intention
that visitors can stay here for a longer time period to enjoy all the indoor and outdoor activities.
This was intended because the management does not want it to be a failure that time.
Type of change
As mentioned in the case, the Gosfield wanted to being a change through the establishment of
a new business which contain 30 lodges where the visitors can stay and relax easily. Theses
lodges were intended to attract the visitors from far away places. In addition, the business does
not require much of the external financing as they are already having a lot of money to be invest
in the business. There is a huge opportunity for the Gosfield to start this business because the
country is high on tourism and there is an increased trend in the people to spend on the
recreational activities which also include the tourism activities. The organization only needs to
have a proper implementation and management of the event so that it may lead towards the
success. The employees of the organization need to work very hard, loyal and committed as
the employees are the one who can bring about the change effective by acting as a change
agent. Previously, the organization has hired the consultancy services of an external
organization for the management and implementationof the change process which was named
as Kay Associates. This was very obvious that Kay Associates does not have the needed
expertise because of which the organization has failed to bring out the change management
process in the organization. These external consultants were not having the idea that how to
carry out the communication process in order to communicate all the necessary changes to the
employees (Crawford, 2010).
In order to bring about the change, the organization itself focus on bring about the change
process. The organization should appoint its manager as a change agent in order to bring about
the change process effectively. This is because the organization’s own manager is more aware
of the organizational processes and procedures and the need for change on the organization as
well. The internal manager of the organization can understand the employees in a more better
way and can take out work from them more effectively. As he can associate the performance
of the employees with some kind of rewards which will motivate the employees to improve
their performance levels in order to bring about the change. It is the responsibility of the
manager to encourage the employees by telling them the benefits of bringing about the change
in the organization. The manager should assure the employees that the change process will not
only benefit the organization but the employees will be benefited too. This will encourage the
employees to work in a way that can easily improve the performance of the organization and
hence the change process can easily be carried out (Doppelt, 2009).
Change leadership theory and its application
As per the issues discussed in the case, the appropriate strategy which can be used by the
organization in order to bring about the change is the communicative leadership. This is
because the communicative leadership is more like a participative style of leadership in which
the organization use to engage their employees from all level of the organization in the
decision-making process and the problem-solving process. This kind of leadership is effective
while bringing about the change because this involves an open communication between the
managers and the employees. It is the responsibility of the manager to communicate effectively
the need for change in the organization and the benefits the organization will receive through
the implementation of these changes. It is the responsibility of the manager to encourage the
employees by telling them the benefits of bringing about the change in the organization. The
manager should assure the employees that the change process will not only benefit the
organization but the employees will be benefited too. This will encourage the employees to
work in a way that can easily improve the performance of the organization and hence the
change process can easily be carried out. This kind of leadership uses various non-financial
recognition systems which act as a motivational tool in order to make the employees improve
their performance levels. The communication of the managers with the employees will make
them understand the need of the change process to the organization will motivate them to
improve their performance levels (Doppelt, 2009).
The basic reason behind the resistance of the employees towards the acceptance of change is
that the employees may fear that with the implementation of the new system he organization
may fire them or may be the organizational culture would be changed which would be not like
the pervious one, or the workload may be increased. In order to reduce these perception of the
employees, the managers are responsible to communicate the need for change is in the
organization not the employees. it is the responsibility of the managers to make them feel that
they will not get disadvantage from the change being implemented. The change which is going
to implement will not only benefit the organization but it will benefit the employees too. All of
this will be done when the organization is having a clear and open communication system
(Smith, 2010).
Communication Plan
Information
to
be
•
communicated
It should contain all the information related ot the
change process.
•
The rationale behind the change process
•
It should be communicated to the employees that
the need for change is to expand the business by
building several lodges and more compartments
for the visitors so that they can enjoy and relax
much better.
•
The expectations of the company should be
communicated to the employees so that they can
work accordingly.
•
The benefits that the change will provide to the
organization as well as the employees of the
organization.
•
The employees should be well communicated the
benefits that they will receive after the successful
implementation of the change process.
Communication objectives
The objective of communication is to make the employees
aware of the benefits and compensation which they will
receive after the successful implementation of the change
process.
To whom information will The information will be communicated to the employees as
be communicated
they are the change agents which are responsible o bring
about the change in the organization. This communication
plan will also aid in reducing the hurdles which are faced by
the resistance of the employees towards the change process
Format
and
delivery The mechanism will be delivered to the employees with the
mechanism
for help of the meeting conducted by the managers of the
communication
organization in which there will be set pf round of
discussions through which the managers and the employees
will communicate the queries about the change process
openly.
When to communicate the First of all, the information should be communicated before
information
the start of the process. The managers should be there in
order to provide the relevant and needed information to the
employees during the process of change as well.
Responsible
for The change manager is responsible for communicating all
communicating
the the necessary information related to the plan.
information
Who
will
authorize
communicate
information
to As the communication process has been carried out by the
the organizational internal managers so, the internal managers
of the organization and the owners of the organization will
be responsible for the communication of the information
How
changes
in The change process can be managed by creating a learning
communication process be culture in the organization with the help of which every
managed?
employee will get the benefit.
Flow of communication
The organization should be flow at different level in the
organization which usually involves two types of flow
1. Form the top management to the employees
2. In between the employees
Escalation
process
to In case of any problems or issues during the process of
resolve any communication implementing the change, it should be well communicated
based conflict or issues
with the top level of management and the issues related to
the employees will be personally discussed with the
employees, so that these can be reduced to a minimum level.
Conclusion
In the light of the above discussion, it can be concluded that change management is a technique
which is used by the organization in order to transform organization, groups and individuals
by redirecting the usage of organizational resources. It is also referred to reshaping the
organization in order to adapt new process and ways of doing business to improve the
organizational performance and productivity. As mentioned in the case, the Gosfield wanted
to being a change through the establishment of a new business which contain 30 lodges where
the visitors can stay and relax easily. Theses lodges were intended to attract the visitors from
far away places. In addition, the business does not require much of the external financing as
they are already having a lot of money to be invest in the business. There is a huge opportunity
for the Gosfield to start this business because the country is high on tourism and there is an
increased trend in the people to spend on the recreational activities which also include the
tourism activities. The organization only needs to have a proper implementation and
management of the event so that it may lead towards the success. The employees of the
organization need to work very hard, loyal and committed as the employees are the one who
can bring about the change effective by acting as a change agent. The communication of the
managers with the employees will make them understand the need of the change process to the
organization will motivate them to improve their performance levels.
References
Chesbrough, H., 2010. Business model innovation: opportunities and barriers. Long range planning,
43(2), pp.354-363.
Crawford, L. and Nahmias, A.H., 2010. Competencies for managing change. International journal of
project management, 28(4), pp.405-412.
Doppelt, B., 2009. Leading Change Toward Sustainability-: A Change-Management Guide for
Business, Government and Civil Society. Greenleaf Publishing.
Drew, G., 2010. Issues and challenges in higher education leadership: Engaging for change. The
Australian educational researcher, 37(3), pp.57-76.
Finnigan, K.S. and Stewart, T., 2010. Leading change under pressure: An examination of principal
leadership in low-performing schools. Journal of School Leadership, 19(5), pp.586-618.
Hoegh-Guldberg, O. and Bruno, J.F., 2010. The impact of climate change on the world’s marine
ecosystems. Science, 328(5985), pp.1523-1528.
Smith, W.K., Binns, A. and Tushman, M.L., 2010. Complex business models: Managing
strategic paradoxes simultaneously. Long range planning, 43(2), pp.448-461.
Thompson, J.L. and Martin, F., 2010. Strategic management: awareness & change. Cengage
Learning EMEA.
Zhu, Q., Geng, Y., Fujita, T. and Hashimoto, S., 2010. Green supply chain management in leading
manufacturers: Case studies in Japanese large companies. Management Research Review,
33(4), pp.380-392.
Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve breakthrough
results through conscious change leadership. John Wiley & Sons.
A Study on Human Resource Planning in Oreedoo
1. Introduction
In academic research, Human resource planning could be defined as one of the growing
areas.The human resources are being regarded by the organizations as their own core factors
as they would lead towards the good performance of the company. There is real significance
of the human resource planning in the telecom sector as it is known as the main key driver
regarding the maintaining and building the performance of the organization. In the telecom
sector, the performance of HRP has enhanced and with the licensing to most of the MNC’s
from those of the countries which are developed the modern practices.
2. Research Objective
To highlight the human resource planning in Oreedoo company.
3. Literature Review
(Calfskin, 2010)In the current days, the HRM is defined as one of the main significant tool for
the HR specialists and also for obtaining the higher performance and the achievement. In the
past HRM, there is not high value that has been employed as the labor, but it has also been
realized by the managers that they can gain the efficient control by having the proper
management on the staffing progress. But as the thinking of the business has been changed
considering the employees as it has been found by the expenses that if the human resource
practices have been followed that such employees could bring the most positive change in the
terms of the company success, the growth and the profitability in the market.
It has been stressed by Delery and Doty (2005) that by adopting the different best approaches
in choosing and inflowing the best quality of the skill set would be inducted so it would add
value to the organizational inventory skills. It has also been stressed out regarding the
significance as the balance of the selected practices by which the culture of the organization
and the employee behavior could also be aligned for making the positive results. It has been
argued by Guest (2002) that the employee would exert the optional effort if there is any system
of the proper management of the performance is kept and that has been supported by the
compensation system which has been associated with the system of management performance.
(Mello, 2005)The job definition could be defined as the combination of the job specification
and the job description. All of the responsibilities and the duties are clearly outlined, the
working conditions and also the expected skills of the individual performance of the company.
Parceled al. (2003)at the time when they were observing the productivity of the steel workers,
it has been found that the HR practice System effects which are complementary would be
placed on the performance of the workers. So, in the research of the similar nature, the Caliskan
(2010) would be targeting the small business that places the effects on the HR practices
impacting the outcomes of the employees meaningfully.
It has been declared by Daud (2006)that there would be the four steps for the efficient
training:(1) that planning that adds the value of the provision, assessment and the selection of
the instructors; (2) meaning, organizing the preparation of the techniques, the instructional
strategies, the course manuals and the lesson plans and also the curriculum program for training
(4)the following up and the evaluation, the meaning of the measurement of the productivity
and the accountability. There is need of careful attention and careful consideration that lead to
the effective program of training.
Moreover it has also been argued by Abdalkrim (2012),that there are four alternative steps
which must be built into the training programs like the creation of the right environment, the
explanation has been made that why things expected are considered more significant and also
precisely demonstrating that "how to do" instead of being polite and professional and then
eventually getting from the others by having the new employees and also working with the
staff members who are more experienced. Training helps the new staff to adjust in the company
and perform as per expectations whereas experienced staff can develop their skills through
training to further improve their performances.
4. Research Philosophy Approach and Strategy
a) Research Philosophy
Positivism: The philosophical framework or the theory which defines that there is a sensible
positive concern and it has also been assessed by way of empirical and the statistical tools and
also the techniques. It has been incorporated into the thinking of the positivist investigation
“for the energizing the replication they exceeding sorted out and subsequently the rent less
quality that is obliged for high and so it has been expected that “the reality has been really
given and could be depicted by the properties which are quantifiable that are also considered
self-governing of the onlooker.
b) Research Approach
Inductive approach: by this approach, it means to get at the stage for taking the decisions or
finding out the conclusions regarding the reviewing of some of the earlier studies while the
conclusion is being tested by the deductive approach by considering the empirical and the
statistical approach techniques. All of the understanding could be gained by research regarding
the association of the examination and the licenses which are more versatile structured
regarding the investigation by way of accepting the different inductive procedures.
c) Research Strategy
In this research study, the selected strategy is being surveyed for this case of the research study
as in the form of the qualitative strategy of the research that has been emerged as the
quantitative strategy disapproval.
5. Ethical Implication of this Research
There are some of the ethical issues which are considered the noteworthy parts in the case study
as it is mainly backing in the reliability in the comprehension and all of the inclusive statements.
So, classification and the self-sufficiency are known as the significant part for the fruition of
the study.
6. Research Methodology
a) Research Design
In the case of this research study, the whole of the data has been gathered from the human
resource department in the form of the objective and the questionnaire for the collection of the
information so that it could get the understating or the idea about the Oreedoo HR planning.
The Questionnaires has been composed of the Oreedoo customers, the practices of the Oreedoo
business and the Oreedoo quality of the products and the services. This research has been
designed by conducting the questionnaire in which HRP’s has been having been included
regarding some of the constructive information and also, of course, the performance of the
organization that could help for the achievement of the objectives of the research.
b) Sampling
The data analysis technique could be defined as the framework or the model that gathers the
information. There are different questionnaires and the interviews from which the information
could be gained and could be analyzed and also evaluated by using the various models.
c) Data Collection Method
For this research one of the primary information was achieved through the questionnaires,
meetings and the also the different interviews.
So, for this research one of the secondary information has been gained from the available
assessment of the internet data, the other issues of the business magazines and the annual
reports.
d) Tools used for Analysis
In this research, the HR planning has been discussed in the telecom sector, and it has also been
found out that there are different ways which could help for enhancing the performance of the
company Oreedoo. So, due to this reason, it has been checked firstly the field of the
Management and the planning that whether all of the modern practices of the HR management
are being followed or not. Moreover, it has also been checked out that the determinant effects
of the HRP like training, selection, the different incentives on the basis of measures of the
performance of the organization like the satisfaction regarding the job, the motivation of the
employees and the technology of the Oreedoo.There are some of the statistical tools on which
the analysis has been based on which some qualitative variables and the HRP variables are
included for measuring the performance of the organization.
e) The Structure of Questionnaire
These are the close-endedquestions (for the objective of conducting the quantitative analysis)
& and some of the Open-ended questions (for the objective of conducting qualitative analysis).
7. Data Analysis and Interpretation
Question No. 1: Is there any contribution of HR planning in getting the competitive advantage?
Strongly Agree
Agree
Disagree
Strongly Disagree
40%
30%
20%
10%
Is HR planning contribute in getting
competitive advantage
10%
Strongly Agree
40%
20%
Agree
Disagree
Strongly Disagree
30%
The assessment has been made in this survey that there are total 40% participants that have
shown the strong intentions of making the contributions in the planning. While on the other
hand there are 30% respondents that have been agreed with the statement that it is the HR
planning that mainly contributes to the succession planning of the company. While on the other
hand there were 10% and 20% who are strongly disagreed and agreed.
Question No. 2: Is there any significant contribution of HR planning to organizational the
succession planning?
Strongly Agree
Agree
Disagree
Strongly Disagree
30%
30%
20%
10%
Contribution of HR Planninng in
organizational succession planning
10%
Strongly Agree
30%
Agree
20%
Disagree
Strongly Disagree
30%
It was the HR planning contribution on which the question has been based on gaining the
competitive advantage as the total number of the percentage who are agreed are 30%, and those
who are just agreed are 30% while the 20% and 10% are strongly disagreed and agreed
respectively.
Question No. 3: Is there any contribution of the HR planning in getting the commitment of the
employees?
Strongly Agree
Agree
Disagree
Strongly Disagree
40%
40%
10%
10%
Contribution of HR planning in
getting commitment of employees
10%
10%
Strongly Agree
40%
Agree
Disagree
Strongly Disagree
40%
There was strong agreement of the majority of the respondents, and the total percentage has
been calculated as 40% and that the main contribution has been made by the HR planning in
the learning process is 40% while, on the other hand, there are 10% and the 10% who are
strongly disagreed and disagreed.
Question No. 4: Is there any contribution of the HR planning in encouraging the individual
learning process?
Strongly Agree
Agree
Disagree
Strongly Disagree
40%
20%
30%
10%
Contribution of HR planning in
encourging individual learning
process
10%
Strongly Agree
40%
30%
Agree
Disagree
20%
Strongly Disagree
With the help of the effective planning of the HR, the employee’s commitment could be
improved. And it has been agreed strongly by 40%and there are total 2-% who just agree. 10%
and 30% are those who are strongly disagreed and disagreed.
Question No. 5: What is the influence HR Planning on overall organizational performance?
HR planning is the basic management function significantly contributes in achieving the
organizational objectives and goals.
8. Conclusion (Reliability and Validity)
As a concern of this topic, human resource planning and its contribution in Oreedoo’s
performance, the reliability and validity test for this research was 0.802 as per Cronbach Alpha
value is significantly revealing that HR planning is the main aspect considered for improving
the overall organizational performance. The value of 0.802 reliability coefficient signifies that
the analysis is more reliable or repeatable for the test scores. Furthermore, the validity test
reveal that, there is greater importance of HR planning in the telecom sector as the main key
driver regarding the maintaining and building organizational performance. In the telecom
sector, HR planning has enhanced Oreedoo’s performance with the licensing to most of the
MNC’s from those of the countries which are developed the modern practices. The practices,
policies and the HR Planning, have the huge impacts on the human resources the relation of
the industry and organizational psychology. There is a huge association of the HR in building
the strong relation with the customers that is considered as the main factor for the competitive
edge to one of the companiesover the other company. There are significant impacts of the HR
management over the performance of the company as the business has been connected intensity
with the help of the resource based view. There is optimistic association of the Human Resource
Management practices and performance of the employees as all of the HRM practices would
assist in the creation and gain the competitive advantage.
9. References
•
Caliskan NE (2010). The impact of strategic human resource management on
organizational performance. J. Nav. Sci. Eng., 6(2): 100-116.
•
Delery JE, Doty DH (2005). Modes of theorizing in strategic human resource
management: Tests of universalistic, contingency and configurationally performance
predictions. Acad. Manage. J., 39 (4): 802-835.
•
Guest D (2002). ‘Human Resource Management, Corporate Performance and
Employeewellbeing: Building the worker into HRM’. The Journal of Industrial Relations
44:3 335-358.
•
Mello JA (2005). Strategic Human Resource Management (2nd Ed.). South-Western
College.
•
Purcell, J., Kinnie, N., Hutchinson, S., Rayton, B., & Swart, J. (2003). Understanding the
people and performance link: Unlocking the black box. London: Chartered Institute of
Personnel and Development.
•
Caliskan, E.N., 2010. The Impact of strategic human resource management on
organizational performance. Journal of Naval Science and Engineering, 6(2): 100-116.
•
Daud, N.B., 2006. Huma Resource Management Practices and Firm Performanc: The
Moderating roles of Strategies and Environmental Uncertainities.
•
Abdalkrim, G.M., 2012. The impact of human resource management practices on
organizational performance in Saudi banking sector. European Journal of Business and
Management, 4(21): 188-196.
10: Questionnaire
Question No. 1: Is there any contribution of HR planning in getting the competitive advantage?
Strongly Agree
Agree
Disagree
Strongly Disagree
Question No. 2: Is there any significant contribution of HR planning to organizational the
succession planning?
Strongly Agree
Agree
Disagree
Strongly Disagree
Question No. 3:Is there any contribution of the HR planning in getting the commitment of the
employees?
Strongly Agree
Agree
Disagree
Strongly Disagree
Question No. 4:Is there any contribution of the HR planning in encouraging the individual
learning process?
Strongly Agree
Agree
Disagree
Strongly Disagree
Question No. 5: What is the influence HR Planning on overall organizational performance?
Your Opinion:
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