Progress Career Planning Institute
Strategic Analysis
Strategy Formulation
Analysis of Mission & Vision
Vision
Values
Services Portfolio
External Factor Evaluation Matrix
Porter's 5-Forces Analysis
Bargaining Power of Suppliers -- Medium
Bargaining Power of Buyers -- High
Threat of New Entrants - High
Competitive Rivalry -- Medium
Threat of Substitutes -- High
Internal Factors
SWOT Matrix
Strengths
Weaknesses
Opportunities
Threats
BCG Matrix
Strategy Implementation Draft
Measurable Objectives
Organizational Structure Proposed Objectives
Strategy Justification
Product Positioning Map
Strategy Evaluation
Balanced Score Card Categories
Financial Perspective
Customer Perspective
Internal Perspective
Learning and Growth
Conclusions
Works Cited
Executive Summary
The company being analyzed is known as PCPI, Progress Career Planning Institute which represents an organization that emerged from humble beginning in 1996. It has grown from strength to strength and has the ingredients to go for another 20 years; however, while it may have the ingredients, I am not sure of the current recipe will take it forward and it is reasonable to suspect that many aspects to the organizations strategy will be adjusted as the organization grows. This analysis has worked to explore the current structure of PCPI, its culture and challenges it faces to continue on a successful path. In uncovering the internal challenges of the structure, the work practices and products, this analysis will explore some solutions and recommendations on how PCPI can continue on an upward trajectory. It is further recommended that the company restructure its internal organization into cross-functional divisions and use a balanced scorecard approach to increase its market share and continue to diversify its service mix.
Strategy Formulation
Background Information
Progress Career Planning Centre (PCPC) opened its doors offering career assistance to clients in the Toronto East corridor in 1996 and became a privately incorporated not-for-profit in 1997. In response to the community's growing needs, four years later the Centre re-emerged as Progress Career Planning Institute with two distinctive divisions: Progress & Associates, a fee for service HR consulting practice catering to businesses; and Progress Career Planning Centre, an employment services option for individuals, funded by Service Canada. Progress & Associates was ultimately absorbed under the Institute's umbrella of core offerings, with a focus on generating alternative revenue streams to secure the organization's viability.
PCPI is located in Scarborough which is a densely-populated borough of Toronto. Scarborough is a popular destination for new immigrants to Canada to reside. As a result, Scarborough is one of the most diverse and multicultural areas of the Greater Toronto Area, being home to various religious groups and places of worship. (Scarborough, Toronto, 2017); hence the offers a range of programs to respond to the community needs. PCPI just celebrated their 20th year in existence last year with tributes to its founding members, three women who wanted to help people in their community. (20 Years of Progress, 2016).
Analysis of Mission & Vision
Currently, PCPI's mission is to offer career development services for people to realize their full potential by providing Career Development and HR business solutions, products and services designed to improve performance in a multicultural environment. A Board of Directors governs the organization, while approximately 20 staff members lend their skills to the day-to-day operations (including a team of external consultants dedicated to corporate services assignments). PCPI aligns career development with Cultural Intelligence enabling Canadian, Internationally Educated individuals, and organizations to achieve a higher level of employment and performance success.
Organizational development starts with acknowledging that there is a problem and the steps involved to address it. The manager has only been in place for one year and some efficiencies have been improved, however with the desertification level of employees and the only thing keeping them there is their pay cheques and the poor job market, this will keep eroding the advances made by the organization. Looking at the organization's values below and the inefficient structure it is impossible for the employees to work together when transparency is not practiced within the management portfolio or any checks and balances to help this to be achieved.
Mission
Offering career development services for people to realize their full potential
Vision
A successful community powered by working people
Values
1. Working together for Progress
2. Respect and value the diversity and uniqueness of our clients and the community.
3. Service with transparency, respect and adherence to Human Rights Code
4. Integrity and excellence in all our services
5. Accountability and commitment
Organizational Structures and Leadership This paper explains the organization structure (or a combination of organization structures) implemented at a specific organization and how it affects the decision making and other aspects of the organization. For that purpose the health care organization has been taken into consideration. Organizational structure generally refers to the hierarchical, reporting, authority and leadership set-up of an entity. The structures determine the working, leadership and decision making styles of
In this study, the researchers explored the concept of "psychological contract" and how it applies to and potentially determines cultures and sub-cultures that would emerge in organizations. Defining it as "individual beliefs or perceptions concerning the terms of…relationship between the individual and the organization," psychological contracts are identified into the following dimensions: (1) vertical or horizontal, referring to social status and power in "exchange relationships" and (2) individualism and
Organizational Structure There is one structural issue that will be examined. The hierarchical structure of CI is causing problems that affect the contingency factors most important to the CI organization including, Strategy, Sales cycle, and culture (Cengage, 2010). In the case study, Daly has assessed internal and external weaknesses and threats due to strategic direction. The analysis reveals two internal threats to the organization that stem from the hierarchical organizational structure and
Org Structure An organization's structure affects many aspects of the organization. Kanter (1999) notes that people within an organization tend to operate in line with the messages that they are receiving, so structural elements do affect culture and vice versa. An organizational structure reflects how the people at the top of the organization view how the organization works. So if you have, for example, few new products, you might just work
Org Structure Welcome to Acme Solutions! Ours is a growing company and I am pleased to welcome you to our family. You will find that Acme's simple organizational structure suits your preference for a collaborative work environment. We at Acme believe that even specialists can contribute to overall organizational success in areas beyond their locus of control. Therefore, the span of control in our organization is wide. We like to work
For this reasons, employees report higher level of supervisory trust in such organizations. 'The effect of interactional justice on supervisory trust is more pronounced in organic organizations." (p.301) the reason for this is that in mechanistic organizations, supervisors are constrained by rigid rules and hence they are allowed to develop as close an interaction with subordinates as in organic structures. The second article which occupies a central place in business
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now