This content explains organisational strategy as a long-term plan for achieving goals through effective use of resources and capabilities. It highlights how strategic decisions influence organisational growth and development.
An organisational strategy is considered as the most effective plan of action aims to satisfy the organisational goal assessing the capabilities and resources. It is often undertaken into long-term plans to accomplish short-term goals. The strategies of an organisation help to develop important strategic decisions for the firm. The decisions taken may have a positive or negative impact on the organisational development opportunities.
We can separate the process of such organisational strategy making into four stages such as “strategic intent” (addressing the goal or direction of setting vision, mission and organisational action), “strategy formulation” (to achieve the goals using the tools or knowledge of the action plan), “strategy implementation” (devising actions and performance monitoring through KPIs) and “strategy evaluation” (examining the implemented action to analyse the scope of success of the product or service of the company) (Farida and Setiawan, 2022). The foundation of the business system process is strategic intent. It suggests the vision of the organisational operations, its projected timing to achieve its goal. The importance of strategic intent is to give further suggestions for effective improvement practice. Moreover, the “strategy formulation” is the analytical process of addressing the business environment of the company and its financial resources. SWOT analysis is a useful tool of business development which helps to figure out the strengths, weaknesses, opportunities and potential threats the company can face. The organisations also set short-term objectives at this stage such as an increase of sales within 6 months to 20%. The monitoring of performance will have to be conducted by the companies to analyse the skill of the individual group. Strategy formulation also depends on three levels: “Corporate level” (what the objectives of the company e.g. sales increase, maintaining the business, strategy development, connecting with new partners and reach to the new market), “Business level” ( the way company wants to meet the objectives, e.g. focusing on quality, recognising market, reducing price to attract customers, focusing on innovation and changing the strategy of operation to meet customer need), and “Functional level” (main initiatives e.g. hiring new employees, developing advertising, costs and prices, train new employees to develop their productivities and taking financial decisions to change logistics) (Kitsios and Kamariotou, 2021).
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The organisational strategy choice depends on the strategic need of the company, its capabilities and goal. The SMART goal is very effective to take adequate strategies which can be accrued, measured and achieved. The analysis of powerful factors and weaknesses of an organisation can allow them to devise resources and use tools to improve business growth. The management of human resource, innovation, finance and cooperation with new partners to build a good culture are the initiatives that an organisation can foster to achieve its goal. A well-developed strategy is useful for an organisation to invest in human resource, opportunities, assess profit, loss and potential threats to undertake change in the business environment. The gradual implementation of the chosen plan is conducted by the initiative of the management team.
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A team or operational plan is a strategy that refers to the details of organisational information related strategy based on the setting of goal and achievement criteria. In the Human Resource Management (HRM) it also includes the duties of staff, monitoring their tasks, giving them guidance for improvement and strategy making (Ghobakhloo et al. 2021). An operational plan sets a particular time frame to within which few specific tasks would be completed. These tasks are clearly defined, focused and specific to attain particular results e.g., to achieve any target. Furthermore, the tasks are specified for some particular groups such as sales in a particular timeframe should achieve a xyz result or the promotional strategies should reach to xyz recipients. Here the differences between organisational strategies can be perceived which are more focused on the future development of the company, the operational plan and the vision of organisational growth which deals with the short-term goals and current concerns. Thus, all the strategies have to work smoothly in the workplace to achieve the projected goal in the business environment.
The team plan is mainly concentrated on the smaller groups of the company. Each task for the small units or individuals is divided to complete within a particular period of time. The tools for the task development need to be managed along with the measurement of the tasks, the responsibility of the team members and their interpersonal relationship such as through meetings, collaboration and exchange of information and informal communication (Atieh, 2021). A well-developed and implemented team plan can be recognised as an inevitable part of an organisational success.
In order to implement team plans in the organisation the most required tool can be communication management. What the leader wants to convey is to be understandable and meaningful among all. The group members and employees should have easy accessibility to the information. They should have the opportunity to meet with the team leaders and discuss the working performances, progress, communicate about information and report irregularities. In the case of a skill gap, they would have training development. “Regular feedback” collection about the work is necessary about the achieved results of the performance. Thus, the areas of improvement can be identified such as using better work tools and accessing additional training. The further important step of a team plan is to monitor progress. KPIs are established in the workplace to assess performance of employees and identify the improving criteria (Benayiba et al. 2025). Regular reports preparing results can be beneficial to analyse the financial reports to evaluate the budgetary provisions. Moreover, tasks should be monitored by the leaders who can understand the qualities of employees, their emotional intelligence and decisions. The leaders must be able to develop relationships with employees or groups to respond to the existing problems or potential risks.
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The operational plan covers the different types of organisational tasks as an action map to monitor the performance of the available tools and actions. It aims to achieve the clear, defined goals in the organisation.
Resource management is required in the process of completing a project comprehendingly using the nest resources available to the organisation such as human resource, finance and technology. Appropriate strategic planning and resource identification estimates the efficiency of work to minimise losses and develop quality. First, the goal of the organisation needs to be defined and the steps to be taken for its implementation. These actions require the resources: skilled workforce, software, equipment and finance (Shah et al. 2023). The inclusion of these resources can save time and cost effectively. Human Resource: it denotes the skilled people in the organisation to participate in the working process. Does our organisation have such resources? Do they need additional training? Do we need to hire more new employees? Who has the technical skill to fill the position?
Moreover, the tools are needed to complete a task. Tools such as the computer scanner machines, the production machinery and high-quality transport support to improve the supply chain management. In the case of any equipment brokerage or technical assistance requirement, the budgetary principles have to be arranged by the organisation to repair the tools. The unexpected barriers or challenges can be avoided by taking prior situational strategy while tools implementation.
“Monitoring the resources” used by a definite way (e.g., Run, Monday, Wrike) is an important way to assess what tool is used and why (Türkmen et al. 2025). This will focus us to assess the necessary limits of the implemented tools in workplace.
In the entire working process a “transparent communication” among the stakeholders has to be maintained. A healthy relationship is promoted among the employees in the working environment through mutual trust and communication. The cooperation between groups also acquires new knowledge, skills and strategies of work.
The ways of resource management have been discussed below-
The changing of management decisions and infrastructure is important to reach the current demand of the consumers in the society. Change also brings constructive support and development in the company. According to the need and goal of the organisation, change has to be executed.
In this context, Lewin’s Change Management Model can be contextualised in the business environment to evaluate change perspectives. This model focuses on the behaviour of the group or an individual while the process of change is going through. Among the three stages, the unfreeze stage refers to the time an organisation decides to bring change in the workplace and inform its employees about that. At this point of time, employees may feel less connected with the proposal as they work in a particular manner in the organization. In this situation communication plays an important role explaining why the change is necessary and what impact it will have on the firm and on the employees (Harper and Mustafee, 2023). What will be the role of the employees in this change process and how they will be provided necessary additional training are incorporated in the very first stage. Next, the second stage change comes. At this time, employees come to learn new things, technology and systems of work. They also get accustomed to new regulations. Their performance will be monitored to assess the expected outcome (Memon et al. 2021). Then the last stage is refreezing. At this time employees feel confident about the change and they work confidently with the change in their everyday routine. The regular feedback collection and praising the performance of employees are included in this stage along with the development of necessary change required.
On the other hand, Kotter’s 8-Step Model is another effective change management model for the organisations to be taken into consideration. The 8 steps include- step 1:Create Urgency which assesses the urgent reasons for introducing change in the business environment. The management team has to be motivated by the values to bring the changes. Step 2: Form a powerful coalition suggests the incorporation of strong-minded persons who can lead to a situation of change effectively (Bekmukhambetova, 2021). This stage builds the leadership of the team in the organisation. Step 3: Create a vision for change: analyses the development of changing vision for the management to acquire success through accepting the change.
Step 4: Communicate the vision: defines the communication process among the employees and leaders regarding the way of achieving certain goals in the organisation through using change and innovation. Step 5: Remove obstacles: Asserts the way of removing challenges in the workplace through strategic execution. Step 6: Create Short-term wins: Goals should be set for the employees to achieve using their efforts to implement the change integrations (Trawick and Carraher, 2023). Step 7: Build on the change: The gaining of smaller success can reach to the aim of accomplishing the further goal. Step 8: Anchor the changes in corporate culture: The permanent structure and integration of technology has been included in this step.
Thus, these two models discussed are useful for developing change management and technological integration in the business field of organisations.
Data management is the most significant process of storing and collecting the organisational data in an effective manner. These comprise of employee data, information about the stakeholders and company results and the system related to the operation of the company. The software advancement and data analytics tools and technologies are now used to collect such vast and complex amounts of data. These technologies are used to save these data sets safely and analysed them for further decision-making (Zizic et al. 2022). The General Data Protection Regulation guidelines are maintained to store and retrieve the collected data set in organisations.
Data Storage refers to saving the information in the system and making it used for further analysis and decision-making. The saving of information can be done manually or by using tools such as USB or using cloud technology. Virtual recording or cloud computing has been used to create backup copies of saved data and rescue the failed ones. Moreover, security measures are taken to protect or save data such as platforms which are combined with each other and erase errors, reducing cost and avoiding repetition. On the other hand, data is also modelled according to the needs of the organisation. The form of diagrams has been used to process data. Some data can be shared with the business partners or the employees for specific reasons to take decisions out of that. The processor is Data Warehouse which is an electronic information database which contains the old and existing information along with the new ones to be added.
The storing and using of data are maintained by various technologies. The need of the organisation and its size, capabilities are the factors of choosing the technologies for data storage. Moreover, the data modelling tool allows the companies to process and organise data to develop a base of knowledge. Such a tool can be Erwin which helps the reading of the stored information in an easier manner developing graphical representations or charts. Data cleansing software, such as Win pure or Akkio are integrated in the system management in the data processing system and ensure the reduction of repetition of storage and cost (Narvaez Rojas et al. 2021). Thus, the quality of work and efficiency of the organisation can be improved. The security of data access and storage is a matter of concern which has to be mitigated by maintaining the regulatory provisions of the legal framework for data safety. Technology blocks the cyber-attacks and checks the database constantly. The internal application of the data security measures is effective to promote the transparency and accountability in the applicability of data security management.
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