Organizational Goals, Strategies and Tactics
To measure their viability as well as remain relevant in a highly competitive marketplace, businesses routinely draft both long-term and short-term goals. This text highlights the importance of strategies, goals as well as tactics for business entities. In addition to discussing how they can be measured, the interrelationship between business strategies and tactics will also be discussed.
Strategies, Goals and Tactics: Discussion
A strategy according to Plunkett, Attner and Allen (2011) can be defined as "a course of action created to achieve a long-term goal." The authors on the other hand define a tactic as "a course of action designed to achieve a short-term goal; an objective" (Plunkett, Attner and Allen, 2011). In basic terms, a goal can be termed the end result an entity commits or desires to achieve. More specifically, Hill and Jones (2012) define a goal as "a precise and measurable desired future state that…...
Organizational goals root from the desire of one organization to excel in the industry that they belong. Ideally, the purpose of an organizational goal should be for the good of the organization as well as for the good of all members of the organization. Generally, its nature should involve the shared visions of the majority for future attainment of the organization, and its purpose is for the good interest of all.
Organizational goals can be categorized in different kinds. Hellstrom and Jacob suggest 2 kinds of organizational goals. They are 1) official; and 2) operational. Official goals can include those visions of a company that should remain constant in the entire operation of the organization or, if not, improving in the quality of what is being aimed. Official goals comprise the general goals of the company, specifically focusing on the success of the company. Operational goals, on the other hand, are…...
mlaReferences
Knowledge Programs and the Elusive Nature of Organizational Goals
Organizational goals hold the key to success as they determine the direction a company should take to achieve its stated mission (Parker, 2003). This principle is clearly illustrated in the case of 3M, a $18 billion diversified technology company that markets innovative products and services to the transportation; consumer and office; display and graphics; electro and communications; health care; industrial; safety, security and protection services industries. 3M owes its success primarily due to the fact that its organizational goals are in total alignment with a well conceived mission that incorporates the company's core ideology and purpose. Indeed, this is reflected in 3M's description of itself as "a global technology company that delivers innovative solutions to life's everyday puzzles." It is important to note that 3M has also built its reputation on the core values of trust, integrity, and ethical business practices (3M, 2005)
3M's organizational goals, which are derived from the…...
mlaReferences
3M. (2005). Our Company. 3M Web site. Retrieved February 26, 2005 from http://solutions.3m.com/wps/portal/_s.155/113894/_l/en_US/
2003 Annual Report. (2003). 3M 2003 Annual Report. 3M Web site. Retrieved February 26,
2005 from http://media.corporate-ir.net/media_files/NYS/MMM/reports/2003ar.pdf
Management First. Learning Curve: Strategies for Innovation. Management First Web site.
Organizational Goals of Pacific ildlife Care
hat is the organization's current focus? hat is the organization's overarching goal? The focus of the Pacific ildlife Care (PC) organization is found in its mission statement. The focus and mission of PC is to rehabilitate and then return to the national world "…orphaned, pollution-damaged and injured wildlife"; in other words, when a mother opossum is hit by a car and killed, but her babies in the pouch are still alive, those babies are taken to PC and raised until they are ready to be returned to their natural habitat. And when a hawk is injured on a barbed wire fence or though another incident, that bird is transported to PC for rehabilitation by a wildlife veterinarian -- and later after healing, is returned to the wild.
Beyond the rehab and release dynamic, the overarching goal is to "…educate our community to value wildlife," which includes…...
mlaWhat effect does the organization's focus and goals have on prioritizing the type and amount of training? Clearly the volunteers that basically make the organization effective must have adequate training. There are monthly training sessions for people who care about wildlife and have signed up to help but are not familiar with the particulars when it comes to approaching an injured bird (you immediately toss a sheet or blanket over the bird's head so it is calmed and can be picked up for transport). Feeding an injured opossum or raccoon at PWC requires special training as well. Hence, the training and the mission / goals of PWC go hand-in-hand to make this organization effective and respected in the community.
How would you prioritize specific training needs based on the organization's needs and current focus? First, a potential volunteer must have the desire to be trained. Just being interested in helping wildlife is not enough. So the priority for those doing the training is to sort through the volunteer applications and find those individuals with some experience or skill relating to wildlife -- or at least experience in a volunteer environment, such as a humane society facility, or a homeless shelter or some community organization where specific skills are required. Second, if there are not enough volunteer transporters to bring the injured and orphaned wildlife to the center, then that becomes a priority for training. If a citizen calls the hotline because an owl is caught in barbed wire, the volunteer transporter must also know how to rescue that bird safely and place it in a carrier with minimum harm to the animal.
Why must you consider the organization's overarching goals when prioritizing training? Clearly every person being trained must be cognizant of the importance of giving wildlife a second chance once animals are injured -- that is the overarching goal and must be emphasized during training. The person being trained must be made aware that between May and August 2013, PWC rehabilitated and released 417 birds and animals (including 19 Mallard ducks and 12 cliff swallows); hence, this is very serious work and only those fully committed to do the sometimes unpleasant tasks are brought in for training. The greatest needs in the PWC center must be met first; having enough volunteers in the spring when many baby birds fall out of nests, is obviously a priority in April, May, and June. So that training takes precedence over training a data entry person or a volunteer to scrub and sanitize cages and pens.
One great loss of revenue to any company is the dangers created by stockpiling too many goods up in warehouses. The goods become obsolete rapidly, but on the other hand, if demand is not met, than a consumer may be lost, so there is always a trade-off between stockpiling and responding to immediate demands. Knowing the different needs of different regional market segments ensures a flexible, response and also keeps costs down because the company is able to keep 'just enough' of the product on hand to meet demand.
Thus, market segmentation or providing something that competitors do not is the key component of Legend's successful strategy along with its streamlined, specified system of procurement and logistics. Being a first mover into a market, and becoming the company that Chinese consumers associate with their PCs is an additional advantage for Legend.
hat changes in corporate goals do you anticipate for Lenovo…...
mlaWorks Cited
About Legend. (2007). Lenovo Official Website. http://www.lenovo.com/lenovo/us/en/
Hung, Faith. (Dec 17, 2001)."Legend Looks to Defend Its Turf -- WTO Entry Will
Force China's Top PC Maker to Fend Off Unrestricted Rivals."
Lo, Chi. (Jan/Feb 2002). Asia's competitiveness endgame: Life after China's WTO entry.
Nike Inc.IntroductionNike, Inc. was founded between 1964 and 1978. Its headquarters are in Oregon, which is in Beaverton. Both Phil Knight and Bill Bowerman created the company (Beresin, 2011). The company's initial retail outlet was opened in 1966, which led to the creation of the Nike shoe brand in 1972. In 1978, the company gained Nike's name, making it go public two years later (Beresin, 2011). Currently, it has retail outlets and distributors in more than 170 nations, and it has diversified its product line and expanded massively after making several acquisitions (Beresin, 2011). For example, it purchased Canstar Sports, Umbro, and Converse, Inc. The company's primary market is sporting products, and in 1966, it marketed the products for extreme sports like snowboarding and mountain biking (Beresin, 2011). Recently, Nike has begun selling accessories in the sporting technologies. They include portable heart-rate monitors and even high wrist compasses. Nike has…...
mlaReferences
Beresin, A. R. (2011). Recess battles: Playing, fighting, and storytelling. Univ. Press of Mississippi.
Dyer B. (2020). A Pragmatic Approach to Resolving Technological Unfairness: the Case of Nike\\\\\\'s Vaporfly and Alphafly Running Footwear. Sports medicine - open, 6(1), 21. https://doi.org/10.1186/s40798-020-00250-1
McIntyre, R., & Ramstad, Y. (2018). Not only Nike\\\\\\'s doing it. The Institutionalist Tradition in Labour Economics, 297-314. https://doi.org/10.4324/9781315699578-20
Performance Management and Organizational Goals:
The conventional goal management processes of organization was characterized with goal setting initiatives in which individuals sought managerial approval for personal goals as part of performance review and management. These self-defined goals were usually activity-oriented since they focused on what an employee or individual would try to do within a specific period of time. The problem with this conventional approach is that individuals would establish goals without consideration of their impact on others or based on departmental or organizational goals. As a result, a new methodology has emerged that links performance management to organizational goals. The emergence of this methodology has been influenced by the fact that organizations in the modern world are more complex and consist of diverse workforce that necessitates new and evolving leadership.
Linking Performance Management and Organizational Goals:
The traditional approach of establishing organizational goals involved the development of self-defined goals that were used…...
mlaReferences:
Albuijan, N. & Liu, P. (n.d.). Round 3. Retrieved from Cornell University -- ILR School website:
https://www.ilr.cornell.edu/cahrs/research/upload/Round-3-Albuijan-and-Liu.pdf
Hardy, M. (2012, April 4). How to Link Employee Performance to Organizational Goals.
Retrieved April 26, 2014, from http://fcw.com/articles/2012/04/04/cascading-performance-management-gpra.aspx
Marketing Principles and Practices to Organizational Goals
Section 2 Creating two coherent marketing mix proposals for two marketing opportunities
Section 3 Examine Strategies for Implementing Marketing Plans
The intent of this analysis is to accomplish three major goals through analysis of marketing concepts and principles, illustrating them through actual examples taken from a variety of industries. The first section is focused on assessing and analyzing the contribution of marketing principles and practices to organizational goals. Included in this analysis is an overview of the core concepts and frameworks including SWOT, PESTLE, stakeholder, segmentation, and buyer behavior concepts. Section 2 defines two coherent marketing mix proposals for two marketing mix opportunities. Marketing mix and positioning are defined within this section in the context of the proposals. Section 3 defines the strategies used for implementing marketing plans.
Assessing and Analyzing the Contribution of Marketing Principles and Practices to Organizational Goals
For the fundamental concepts, principles and…...
mlaReferences
Barry, J., & Weinstein, A.. (2009). Business psychographics revisited: from segmentation theory to successful marketing practice. Journal of Marketing Management, 25(3/4), 315.
Bernoff, J., & Li, C.. (2008). Harnessing the Power of the Oh-So-Social Web. MIT Sloan Management Review, 49(3), 36-42.
Boyd, D., R. Chandy, and M. Cunha. 2010. When Do Chief Marketing Officers Affect Firm Value? A Customer Power Explanation. JMR, Journal of Marketing Research 47, no. 6, (December 1): 1162.
Caragher, J.. (2008). Expand Your Horizons: Niche Marketing Success Stories. Journal of Accountancy, 205(4), 56-59,10.
Leaders: The 4th Armoured rigade Combat Team
Organizational development is often a challenging task for most organizations. The challenge appears in processes such as leadership development, employee management and engagement, as well as change management.[footnoteRef:1] If not handled properly, these processes may hinder the achievement of organizational goals and objectives. The 4th Armored rigade Combat Team (ACT) is currently facing significant challenges as far as organizational development and leadership processes are concerned. The challenges specifically include communication concerns, ineffective leadership, poor motivation of soldiers, lack of team work, interpersonal conflicts, as well as organizational culture issues. It is imperative for these challenges to be addressed if the team is to effectively execute its deployment goals and objectives in the future. As the new commander of the brigade, I have an instrumental role to play in addressing the challenges. This essay describes the major challenges facing the brigade and the measures…...
mlaBibliography
Cummings, Thomas and Christopher Worley. Organization development and change. 10th ed. Boston: Cengage Learning, 2015.
Soho House New York
Ninth Avenue
Dear Soho House New York Manager,
Re: Membership at Soho House New York
I hereby apply for Soho House New York membership on the terrace of your meatpacking location where we have been enjoying the most beautiful weather. I am originally from Saudi Arabia and have lived in London, United Kingdom. From London, I came to New York courtesy of Parsons School of Art and Design after taking a year off work.
I would like to become a member of Soho House in New York City because I absolutely adore traveling. I travelled to Cartagena, Colombia last year where I met local fashion designers who gave me new insights about the global community. These designers taught me that networking and connections go beyond meeting someone and initial contact.
I discovered Soho House while still in London and have been to its various houses in different locations and had different experiences.…...
Organizational Behavior
The relevance of understanding group behavior as well as group properties cannot be overstated. This is more so the case for those keen on becoming effective managers and/or members of various groups. Managers who happen to be familiar with group behavior within organizations are more likely to fast track the accomplishment of the various goals and objectives of their respective organizations by amongst other things using groups more effectively.
Nature of Groups and Group Behavior within Organizations
Key Definitions
A group according to Griffin and Moorhead (2011, p.240) "is two or more people who interact with one another such that each person influences and is influenced by each other person." It is however important to note that apart from this definition, several other definitions of a group have been proposed by various authors.
Types of Groups
In basic terms, groups can be divided into two. On one hand are formal groups and on the…...
mlaReferences
Griffin, R.W. And Moorhead, G. 2011. Organizational Behavior: Managing People and Organizations. 10th ed. Mason, OH: Cengage Learning.
Hellriegel, D. And Slocum, J.W. 2007. Organizational Behavior. 11th ed. Mason, OH: Cengage Learning.
Martin, J. 2005. Organizational Behavior and Management. 3rd ed. Bedford Row, London: Thomson Learning.
Organization Behavior
"Performance Management" and "People Performance"
Performance Management and People
"Performance Management" and "People Performance"
Management SUMMAY
The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.
The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers, goal setting, feedback from employees, the…...
mlaREFERENCES
Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page
Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.
Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.
Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.
Organizational Theory #1
Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.
All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).
No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the company's interest first).
All…...
mlaReferences
Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006
Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Organizational Cultures: Annotated Bibliography and Summary
Annotated Bibliography
Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp.
Web. etrieved from: LexisNexis Database. [Accessed on 21 May
This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on the role of the project manager to not only introduce a team to a project, but hone the group's culture in terms of knowledge, communication, and teamwork in order to maximize the team's effectiveness, which is a method that can be utilized in any working environment.
Heeroma, D., Melissen, F., Stierand, M. 2012. "The problem of addressing culture in workplace strategies. Facilities, 30(7-8): pp. 269-277. Web. etrieved from:
LexisNexis Database. [Accessed on 21 May
2012].
This article discusses the problems that are associated with…...
mlaReferences
Tatum, M. 2012. "What is corporate culture." Wise Geek. Web. Retrieved from:
[Accessed on 21 Mayhttp://www.wisegeek.com/what-is-corporate-culture.htm .
Organization Management
The Walt Disney
The Walt Disney Company
The Walt Disney Company
An organization is any social entity that has a well-designed structure to coordinate its functions, and the organization has to have a specific goal. Most organizations hardly work internally alone, but rather involve the external environments. Some organizations are profit oriented, like the business organizations, while others are non-profit making (Daft et al. 2010). In this context, a contemporary focus is overlooked towards the Walt Disney Company, a profound firm dealing with mass media and affiliated industrial operations.
Brief Company Profile
Walt Disney Company was founded in 1923, and has always kept the reputation in providing quality and extremely creative products, which consumers have loved ever since. The organization specializes in providing quality entertainment, services of media communication, broadcasting, television programs and live performances. The company, which is located in California (United States), exemplifies exponential characteristics that the right management and organization controls.…...
mlaReferences
Barry, L. (2009) Think Like an Iconoclast: The Principles Of Walt Disney's Success: Rotman Magazine, Pg 108-110.
Daft, R.L., Murphy, J. & Willmott, H. (2010) organization Theory and Design: New York, Cengage Learning EMEA.
Forester, M. (2002) Table-Talk Perspective: Chain Store Age, 10870601, Vol.78, Issue 11.
Gershon, R.A. (1996) The Transnational Media Corporation: Global Messages and Free market Competition: New York, Routledge.
## Thesis Statement:
Professional communication, encompassing both content and presentation, plays a pivotal role in effective knowledge dissemination, fostering meaningful interactions, and establishing credibility and trust among diverse audiences.
## Elaborated Thesis Statement:
1. Content:
- Thoughtful Construction: Professional communication demands the crafting of well-structured, coherent, and informative content.
- Accuracy and Credibility: Ensuring accuracy, currency, and reliability of information enhances the credibility and trustworthiness of the communicator.
- Audience-Centric Approach: Tailoring content to the specific interests, knowledge level, and needs of the target audience maximizes engagement and comprehension.
- Clarity and Conciseness: Utilizing clear, concise, and jargon-free language ensures that the intended....
I. Introduction
A. Introduce the case study of Summit Financial
B. Explain the role of a Human Resource Specialist at Summit Financial
II. Background
A. Provide an overview of Summit Financial
B. Describe the current challenges faced by the company
III. Human Resource Specialist's Responsibilities
A. Recruitment and selection process
B. Training and development programs
C. Performance management
D. Employee relations
IV. Analysis of the Case Study
A. Identify the key issues faced by Summit Financial
B. Evaluate the effectiveness of the current HR practices in addressing these issues
V. Recommendations
A. Suggest strategies for improving recruitment and selection process
B. Propose methods for....
I. Introduction
A. Overview of Summit Financial and its HR challenges
B. Thesis statement: Outline of key HR recommendations for Summit Financial
II. HR Issue 1: Low Employee Engagement
A. Factors contributing to low engagement (e.g., lack of recognition, limited career growth)
B. Proposed solution: Implementing an employee recognition program and revised career development plan
III. HR Issue 2: High Employee Turnover
A. Causes of high turnover (e.g., poor onboarding, lack of training)
B. Proposed solution: Enhancing onboarding process and expanding employee training programs
IV. HR Issue 3: Poor Communication
A. Obstacles to effective communication (e.g., unclear communication channels, lack of transparency)
B.....
I. Introduction
A. Attention grabber
B. Brief background about effective leadership
C. Thesis statement: Effective leadership plays a crucial role in achieving organizational goals and inspiring individuals to reach their full potential.
II. Definition and characteristics of effective leadership
A. Definition of effective leadership
B. Key characteristics of effective leaders
1. Clear vision and goal-setting
2. Strong communication skills
3. Ability to inspire and motivate others
4. Decision-making skills
5. Adaptability and flexibility
III. Importance of effective leadership in an organization
A. Cite examples of successful companies with effective leadership
B. Effect on team performance and productivity
C. Improved employee morale and....
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