Organisation planning
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Transcript of Organisation planning
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Organizational Planning
& Goal Setting
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Goals and Plans
A blueprint specifying the resource allocation, schedules, and other actions necessary for attaining goals.
Planning is considered the most fundamental function.Planning is the most controversial management function.
Plan
GoalA desired future state that the organization attempts to
realize.
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Levels of Goals/Plans
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Goals and Plans Purposes
Legitimacy/Mission Statement
Describes values, aspirations, and reason for being.Focuses on, customers, corporate values, product quality, and attitude toward employees.
Source of Motivation and CommitmentFacilitate employees’ identification with the organization.
Guides to ActionProvide a sense of direction.Focus attention on specific targets.Direct efforts toward important outcomes.
What the organization stands for.
Standard of PerformanceServe as performance criteria.Provide a standard of assessment.
Inside Motorola
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Peter Drucker’s Eight Content Areas in Developing Goals
Marketing.Innovation.Productivity.Physical and financial resources.Profitability.Managerial performance and development.Worker performance and attitude.Public responsibility.
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Overall Planning Process
Begins With: Mission statement Strategic goals
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Goals and Plans
Strategic Goals• Where the organization wants to be in the future.
• Pertain to the organization as a whole.
Strategic Plans• Action Steps.• Blueprint that defines the organizational activities and
resource allocations.
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Tactical Goals and Plans
Tactical Goals
Goals that define the outcomes that major divisions and departments must achieve.
Tactical PlansPlans designed to help execute major strategic plans.
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Operational Goals and Plans
Operational GoalsSpecific, measurable results expected from
departments, work groups, and individuals.
Operational PlansOrganization’s lower levels that specify action
steps toward achieving operational goals.
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Planning Time Horizon
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Means End-Chain
• The achievement of goals at low levels permits the attainment of high-level goals.
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Characteristics ofEffective Goal Setting
Goal Characteristics
Specific and measurable.
Cover key result areas.
Challenging but realistic.
Defined time period.
Linked to rewards.
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Model of the MBO ProcessStep 1: Setting Goals Step 2: Developing Action Plans
Step 3: Reviewing Progress
Corporate Strategic Goals Departmental Goals Individual Goals
Step 4: Appraising Overall Performance
Appraisal of Overall Performance
Corrective Action
Review Progress
Action Plans
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MBO Benefits and Problems
Benefits of MBO Problems with MBO1. Manager and employee efforts are
focused on activities that will lead to goal attainment.
2. Performance can be improved at all company levels.
3. Employees are motivated.
4. Departmental and individual goals are aligned with company goals.
1. Constant change prevents MBO from taking hold.
2. An environment of poor employer-employee relations reduces MBO effectiveness.
3. Strategic goals may be displaced by operational goals.
4. Mechanistic organizations and values that discourage participation can harm the MBO process.
5. Too much paperwork saps MBO energy.www.cfcsoftware.com
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Plans
Single-UseStandingContingency
Crisis ManagementThree Stages
PreventionPreparationContainment
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The New Planning Paradigm
Six Rules of Planning
Start with a Strong Mission
Set Stretch Goals
Create an Environment
that Encourages
Learning
Design New Roles
for Planning
Staff
Use Temporary Task Forces
Planning Still Starts and Stops at the Top
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Strategic Management Questions
What changing and trends are occurring? Who are the customers? What products or services should we offer? How can we offer these products or
services efficiently?
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Strategic Management Process
Identify Strategic Factors•Strengths
•Weaknesses
Scan Internal Environment
•Core Competence
•Synergy
•Value Creation
Identify
Strategic:•Corporate
•Business
•Functional
Define New:•Mission
•Goals
•Grand Strategy
Evaluate Current:•Mission
•Goals
•Strategies
Scan External Environment•National
•Global
•Opportunities
•Threats
Identify Strategic Factors
SWOT
Implementing Strategy via Changes in:•Structure
•Human resources
•Information & control systems
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Porter’s Competitive Forces
Potential new entrants
Bargaining power of buyers
Bargaining power of suppliers
Threat of substitute products
Rivalry among competitors
Beware
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The Five Forces Affecting Industry Competition
SOURCES: Based on Michael E. Porter, Competitive Strategy: Techniques for Analyzing Industries and Competitors (New York: Free Press, 1980); and Michael E. Porter, “Strategy and the Internet,” Harvard Business Review (March, 2001), 63-78.
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Competitive Strategies
1. Differentiation2. Cost Leadership3. Focus
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Partnership Strategies“Collaboration”
High
Low
Organizational
Combination
Strategic
Alliance
Degree of Collaboration
Preferred Supplier Arrangements
Strategic Business Partnering
Joint Ventures
Mergers
Acquisitions
Source: Adapted from Roberta Maynard. “Striking the Right March,” Nation’s Business (May 1996), 18-28.
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Tools for Putting Strategy into Action
SOURCE: Adapted from Jay R. Galbraith and Robert K. Kazanjian, Strategy Implementation: Structure, Systems, and Process, 2d ed. (St. Paul, Minn.: West, 1986), 115. Used with permission. www.cfcsoftware.com