A Journey Into the Nature of Legitimate Power and Greatness, Essay Example

Strategies and Tactics

The implementation of strategies is based on tactics that are developed and used on the long-term. For the strategies that are adopted to be effective, there has to be clear understanding of the intended end result of these strategies as well as the likely risk areas in the implementation of these strategies. For the strategies to be implemented successfully monitoring is a key concern and it is vital that the strategy be balanced. This therefore necessitates the use of a balanced scored card as a check point for any progress made in the implementation of strategy.  Balanced score card is used in translating the mission and strategy of a business unit into quantifiable objectives and measures. It helps counterbalance the external measures of the business performance that touches on shareholders and investor interests as well as the internal measures that evaluate critical business processes and business growth (Kaplan & Norton 2009).  For the benchmarks set in the balanced scorecard to be achieved, there has to be tactics clearly stipulated for the implementation arm of the organization to methodically employ towards the achievement of the strategic objectives.

The first tactic will be the human resource tactics. The working environment is a key factor that determines whether the employees leave the organization or whether they remain for a long period. The environment also plays a major role in determining whether the employees are highly motivated in their work. This is the first area of concern, if the organization has to achieve its strategic objectives, then it must ensure that its employees are well motivated because motivated employees are productive employees (BPP 2009). Three tactics will be employed to ensure that we record very low employee turnover as well as high employee motivation. The first strategy will be the use of open door policy in the offices. This means that the offices will be operated on an open floor where people will have high interaction. This implies that the employees will get a lot of time to consult share and understand each other thereby increasing the motivation and delivery. The only way to ensure high performance and sustain it is through a change in the management style and this can be achieved through the bosses turning to servants or what is called is called servant leadership (Greenleaf R, & Spears L, 2002.)

The second tactic towards achieving high employee motivation and low employee turnover is the use of troubleshooting and teambuilding sessions. This is where once in every two months, the employees together with the management will be engaged in informal sessions to lay down plans to address any arising issues in the implementation of the strategic plans. In this way the employees will feel very included and feel part of the long term strategy as well as participate in the monitoring and evaluation of the strategy.  Finally the other tactic to implement human resource strategy is the use of performance based pay increment. Jobs will be split into small achievable units and projects. These projects will be allocated a time table. The employees will be given bonuses on the savings made in time and finances. Similarly the employees will be evaluated in terms of the work done and quality will be a key metric in evaluating the performance. In this way, there will be an atmosphere of healthy competition as well as good consultation.

Our customer strategies incorporate the marketing strategy as well as customer retention and satisfaction. Being a services organization we will be engaging in vigorous product development as well as our penetration strategy will be through client engage and improved people outlook strategy, this will be through holding serious client awareness campaigns. Through these campaigns we will develop a client analysis matrix through which we will analyze the client’s business needs as well as look at what kind of a design the client deserves. It is through this analyses that we will be able to understand what the client needs and seek to introduce our different designs. While the competition will seek to market their designs to the consumers we will seek to have the consumers identify their needs and it is from these needs that we will develop the designs. The other factor that we will feature in our client analysis is an explanation of how our services will impact on the clients business. We can raise this through tracking our customers and determining how our services have impacted on the client’s business performance. This can be used as a marketing point for our client’s performance

Customer needs will be addressed through two ways. First, there will always be a client engagement meeting that will be used to understand the client’s business concerns as well as the vision the have for their company. After that we will develop a client satisfaction monitoring system that will be used to follow up the client response to the products delivered to them. This will ensure that the customer’s needs are factored in every decision that is made in the process of delivering the client experience. The client will not only feel valued but also feel that his design was implemented fully and the design ownership will be a great factor in delivering this distinctive client experience.  In this way we will have sufficient client satisfaction as well as a good business name.

Since our strategy will be to raise our shares value by at least 5% every year, we can only achieve this by raise our net realized profit (BPP Learning Media 2009). This is possible by ageing our debtors and ensuring that all our debts are recovered in a 90 day period. This is possible through making all our clients aware of our credit policy and ensuring that they comply with the arrangements. This also ensures that we keep very healthy books that will help as realize our strategic objectives.

The information technology tactics will be three fold, we will seek to develop a virtual organization and this will call for an effective information technology applications.

The virtual organization is therefore described as one consisting of employees who are physically separated and kept apart from one another which results into what has been described as a “company without walls” (Galbraith 1995). We will secondly develop standardized communication templates that will enable us to communicate effectively and efficiently within the organization. We will then develop tailor made design software for use in our design development and this will go a long way in ensuring that we deliver quality to our clients.

To measure the effectiveness of our organizations strategies, we will use two approaches; the first will be the client satisfaction surveys. These will give our clients a chance to evaluate how we have performed in the process of delivering the service to them. We will then be able to respond contemporaneously as we develop other client service strategies. The second tactic will be the use of audits. We will perform both systems and financial audits every year. These will help us discern whether we are posting healthy financial performance as well as whether our systems are performing well. We will therefore be able to up our speed and respond to any challenges.

The ethical and legal issues will be addressed by first ensuring that we have an employee compliance training and assessment program. This will ensure that all employees are made aware of any ethical issues that may arise in their areas of practice. We will then regularly engage independent external consultants to evaluate our organizations compliance to ethical standards as well as the employee’s compliance to these standards. Our Corporate social responsibility will be addressed through holding regular events every quarter where we offer our services for free to the public bodies and charitable organizations by holding a charity week. This is where we will select a beneficiary and offer our design services for free. In this way we will be able to attract more customers as well as meet our corporate social responsibility.

References

BPP Learning Media (2009) Management Accounting. Glasgow: BPP publishers.

BPP Learning Media (2009) Financial Accounting. Glasgow: BPP publishers

Galbraith, J. R. (1995). Designing organizations. San Francisco, CA: Jossey-Bass.

Greenleaf, R.  & Spears, L. (2002). Servant Leadership: a journey into the nature of legitimate power and greatness. New York: Paulist Press.

Kaplan, R. & Norton,  M. (1996). Translating Strategy into Action: The Balanced Scorecard. Boston: Harvard University Press.