Discuss About The Seminal Contributions Information Engineer?

Strategic Management

Question:

Discuss About The Seminal Contributions Information Engineer?

Strategic management refers to the strategic and effective use of the resources available for the business organizations in driving their business operation. In addition, it also refers to the initiation of the strategies in accordance to the business factors faced by them and which will help them in staying ahead in the competition (Vogel and Guttel 2013). Strategic management also refers to the determination of the competitors in the market and initiates strategies in accordance to that in order to cut off the competition. Thus, it can be concluded that strategic management is the holistic business process which organizations initiates in order to stay relevant in the competition and to drive future business potentiality.

Mission refers to the present working objectives of the business organizations and what the organizations are striving to deliver currently. On the other hand, vision refers to the future objectives or aim of the organizations, which they want to achieve in the long term. It acts as their yardstick in maintaining their business operation (David, David and David 2014). Values refer to the beliefs maintained by the organization in guiding their activities and business processes. Values refer to the core thinking of the organization, which reflects in their business activity trends.

All these elements are important in considering the strategic direction due to the reason that, based on the mission statement of the organization, strategic management should be designed in such a way that it will deliver output in order to meet the mission of the organization. Moreover, determination of the vision statement is also important due to the reason that, the design of the strategic management will make sure that future aim and objectives of the organization can be met effectively. Determination of values is also important because it influence the ethics to be maintained in the strategic management of the organization. Thus, effective determination of these elements will help the business organizations in having proper strategic management in place.

Contemporary business organizations operate in more challenging and competitive environment with having various environmental factors to consider. Moreover, the current market and business scenario are changing more frequently and it is important for the business organizations to adopt the change effectively (Vora 2013). In this case, organizations implement change management in changing their current business practices according to the present business environment. Organizational change refers to the partial or entire change in the internal management in order to be more accustomed to the present situation.

Organizational analysis is important due to the reason that the more effective will be the analysis of the organizational need and requirement, the more beneficial it will be in designing the change management. Change in the organization should be implemented only after the proper determination of what the organization is actually requiring and their needs. accounting to that, change should be implemented (Van der Voet 2014). Thus, organizational analysis is important in order to first identifying the needs and areas where change is important before implementing the change management.

Mission, Vision, and Values

Prior to the determination of the change management, the current state of the organization should be determined in order to identify the current needs of the organization. Change management should always be implemented on the current requirement and gap in the organization (Lakhani, Lifshitz-Assaf and Tushman 2013). Thus, managers should determine the current state or position of the organization in order to have the idea about the areas to be changed.

• Human resource is one of the key elements. The more skilled and trained will be the employees, the more productive will be the internal environment of the organization (Kuratko, Hornsby and Covin 2014).
• Organizational structure is another key element. Flat and horizontal organizational structure helps in effective communication between the internal stakeholders and vice versa.
• Organizational culture is another element. Engagement of the employees depends on the culture being followed in the internal environment of the organization (Buschqens, Bausch and Balkin 2013).
• Organizational mission is the last element. This refers to what the organization is doing in their daily business and what are the standards. This helps in maintaining the level of internal environment according to the standards

Trend analysis is the determination or estimation of the future scenario based on the past data. It helps the traders in determining the future trend according to the past and present trend (Tian et al. 2015).

On-Balance volume, Distribution line and Average directional index are the key tools of trend analysis. Average directional index will help in determining the trend identified in the Porter five forces theory.

1. It is recommended to Jaques that he should employ brand head in each of his four restaurants. This will reduce the direct communication of him with all the stakeholders. On the other hand, brand heads will be responsible for their respective branches and will report to Jaques. Thus, the management will be more effective and efficient (Keely, Liddy and Afkham 2013).
2. It is suggested that Jaques should take the help of the third party and specialized recruiting agents in recruiting and selecting the new employees. This will reduce the responsibility of him over recruitment and it will also reduce favoritism. Qualified human resource manager should be employed in order to take care after the organizational culture and employee management (Findlay et al. 2013). Employee practices of the leading organization can be followed in order to gain the key insights.
3. People will have financial background and experience should be selected along with taking the help of the independent auditor. Independent auditing will ensure that no miscalculation in the accounting should take place.
4. The recommended changes are basically based on the new recruitment and thus the impact on the current state of the organization will be low. However, the employees may get affected due to the reason that, employment of the new branch heads will change the approach of managing the employees.
5. It is recommended that, employees should be involved in the decision making process prior to the implementation of the change. This will help to identify the areas of change where further steps should be required. Moreover, involvement of them in the decision making process will also help to regulate the resistance from the side of the employees.

Value chain is the entire process of the business organizations from the production of the goods to the delivery of the products to the customers and providing after sales service to the customers (Antras and Chor 2013). Thus, value chain is the process by which, organizations add value to the product or service offerings to the customers.

The value chain for Best of French should start from the sourcing of the raw materials. It is suggested that, raw materials should be sourced from organic sources in order to maintain the product quality and to enhance the customer satisfaction. The kitchen should involve experienced chefs with having the knowledge of different cuisines. This will help to offer customers diverse service and distinctive from the competition. The store ambience should also be maintained in such a way that it will enhance the rate of customer satisfaction. Moreover, online mediums and portals should be used in order to initiate customer relationship management. This will help to determine the issues of the customers and rectifying effectively.

Vision for change refers to the approach of the organization being initiated in order to design and implement change management. Vision for change is important for the business organizations due to the reason that it will create and build the approach of how, when and why to implement change management in the organization. It is recommended to Best for French that they should have flexible organizational structure and culture in order to change effectively and in frequent process according to the business environment. Their vision for change should be train the employees and other inertial stakeholders in due to the present business environment and to implement the change for better.

Developing and implementation of the change management should be involving internal stakeholders from different levels of the organization. For instance, employees should be involved in planning the change management. This is due to the reason that, feedback and opinion from the employee should be gathered before the implementation of the change management (Hayes 2014). The more will be the determination of the employee feedback, the more will be the identification of the areas of change or improvement for the change management. Moreover, upper level management should also be involved in the process due to the reason that, they will have the better estimation about the organizational affairs.

Organizational Analysis and Change Management

Implementation process should also involve the lower level employees due to the reason that, it will reduce the resistance of the employees in the change process. Change management should be implemented with consultation with the employees. This will ensure that, there will be no resistance from the side of the employees in the time of the implementation of the change process. Upper level managers should be also involved due to the reason that, they are the only who will able to design the change management according to the situation.

It is important for the managers to consult with other managers in identifying the change requirements. This is due to the reason that, different managers will have different way of thinking and perspective. Thus, consulting with different managers will help in garnering different and diverse thinking (Ramazani and Jergeas 2015). It will also help in identify the different aspects organizational requirements, which will help in covering different areas with the help of the change management.

It is important to define the change goals due to the reason that, change management will be implemented according to the goals being set. Without having proper goals in the change management, it will be difficult to manage the change plan according to a certain objectives (Taniguchi, Graas and Friman 2014).

It is recommended that Best of French should have the change goals of implementing online system in their customer service in order to provide more effective customer service. It will help them to implement the change management in relation to the effective customer service.

In determining the priority in the change management, priority management matrix helps in identifying the urgency and importance of the certain change in the organization. This matrix will help to determine that whether a certain change is important or urgent to implement. Thus, organization will be able to design the change management plan accordingly.

The key priorities for Best of French will be employment of the suitable human resources, providing training to the employees regarding effective customer service and implementing latest technologies in providing customer service.

There are various benefits of consulting with the change specialist. One of the key benefits is the expert knowledge being received from the consultant. These change specialists are having loads of experience in the related fields, which will help the organization in effectively implementing the change management process (Cummings and Worley 2014). Another benefit is the reduction in the responsibility among the management of the organization. This is due to the reason that, with the help of the specialist change expert, organizations will not have any responsibilities for the implementation of the change management process.

The three models of consulting are the expert models, medical models and process model. Expert model refers to use of the internal or external expert in solving a certain issue in the organization. The advantage of this model is the lower cost involved in it. This is due to the reason that, in some cases, internal expertise and opinions get the issue solved, which caused less incursion of added cost (Zur Muehlen and Recker 2013). The key disadvantage of this model is the limitation of its application. This model can only be used when the issues are known and can be replicated.

Trend Analysis

The next model is the medical model. This refers to the delegation of the entire responsibility of the change management on the external consultant. In this model, external consultant is being called and they are given the entire responsibility of implementing the change process. The key advantage of this model is access to the expert knowledge in the change management process. This is due to the reason that the entire responsibility is given to the external consultant, which helps in the access of the expert knowledge. On the other hand, the key disadvantage of this model is the lack of knowledge with the external stakeholders. External consultant is not having the knowledge as the internal stakeholders of the organization.

The last model is the process model. This model refers to the tips given by the consultant in the change management process but the ultimate responsibility of the implementation will be with the organization. Thus, in this case, external consultant is not responsible for the implementation of the change process in the organization. The key advantage of this model is the proper integration of the expert knowledge of the external consultant with the internal stakeholder’s knowledge. Thus, the implementation process will be more effective in nature. The key disadvantage of this model is the probability of emergence of disagreement between the internal and external stakeholders. This will create added issues in the process of the change management.

Lewin change management theories states three basic steps in implementing the change process in the organization. The first step is the unfreezing the existing organizational process, the next step is the implementation of the change and the last step is the refreezing of the disturbed organizational process (Shirey 2013).

Another model is the McKinsey 7s model. This refers the seven key steps, which are important for the business organizations to maintain in implementing the change process. These elements are strategy, structure, systems, shared values, style, staff and skills (Singh 2013).

It is important to also include the need of the employees in the change process along with the competitor analysis. This will help in ensuring the competitiveness of the organization.

Risk analysis is important due to the reason that, every organizational process involves risks and it is important to determine them in advance. Risk analysis should be carried out by determining the need of the employees and the managers. This will help to identify the risks being faced by them (Chance and Brooks 2015). The key risks for Best of French are the economical risk, time risk and business risk.

Some questions need to be considering is the requirement of the employees, market trend for next following years and cost involved in the change process.

The key objective for Best for French is to regain the positive impression in the market, to expend in more cities and to be the market leader in terms of customer service.

In order to have innovation culture, organization should have transformational and motivating leadership, properly skilled employees, effective training program and engagement of the employees and diversity in the workforce.

Employees should be well communicated regarding the change management. This will reduce the fear among the employees regarding the change management. Moreover, employees should be given the security of their job in order to reduce their resistance (Hon, Bloom and Crant 2014). Feedback of the employees should be considered in implementation of the change.

Reference

Antràs, P. and Chor, D., 2013. Organizing the global value chain. Econometrica, 81(6), pp.2127-2204.

Büschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review. Journal of product innovation management, 30(4), pp.763-781.

Chance, D.M. and Brooks, R., 2015. Introduction to derivatives and risk management. Cengage Learning.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

David, M.E., David, F.R. and David, F.R., 2014. MISSION STATEMENT THEORY AND PRACTICE: A CONTENT ANALYSIS AND NEW DIRECTION. International Journal of Business, Marketing, & Decision Science, 7(1).

Findlay, A., McCollum, D., Shubin, S., Apsite, E. and Krisjane, Z., 2013. The role of recruitment agencies in imagining and producing the ‘good’migrant. Social & Cultural Geography, 14(2), pp.145-167.

Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.Vora, M., 2013. Business excellence through sustainable change management. The TQM Journal, 25(6), pp.625-640.

Keely, E., Liddy, C. and Afkham, A., 2013. Utilization, benefits, and impact of an e-consultation service across diverse specialties and primary care providers. Telemedicine and e-Health, 19(10), pp.733-738.

Kuratko, D.F., Hornsby, J.S. and Covin, J.G., 2014. Diagnosing a firm’s internal environment for corporate entrepreneurship. Business Horizons, 57(1), pp.37-47.

Lakhani, K.R., Lifshitz-Assaf, H. and Tushman, M., 2013. Open innovation and organizational boundaries: task decomposition, knowledge distribution and the locus of innovation. Handbook of economic organization: Integrating economic and organizational theory, pp.355-382.

Ramazani, J. and Jergeas, G., 2015. Project managers and the journey from good to great: The benefits of investment in project management training and education. International Journal of Project Management, 33(1), pp.41-52.

Shirey, M.R., 2013. Lewin’s theory of planned change as a strategic resource. Journal of Nursing Administration, 43(2), pp.69-72.

Singh, A., 2013. A study of role of McKinsey’s 7S framework in achieving organizational excellence. Organization Development Journal, 31(3), p.39.

Taniguchi, A., Grääs, C. and Friman, M., 2014. Satisfaction with travel, goal achievement, and voluntary behavioral change. Transportation research part F: traffic psychology and behaviour, 26, pp.10-17.

Tian, F., Fensholt, R., Verbesselt, J., Grogan, K., Horion, S. and Wang, Y., 2015. Evaluating temporal consistency of long-term global NDVI datasets for trend analysis. Remote Sensing of Environment, 163, pp.326-340.

Van der Voet, J., 2014. The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), pp.373-382.

Vogel, R. and Güttel, W.H., 2013. The dynamic capability view in strategic management : A bibliometric review. International Journal of Management Reviews, 15(4), pp.426-446.

Zur Muehlen, M. and Recker, J., 2013. How much language is enough? Theoretical and practical use of the business process modeling notation. In Seminal Contributions to Information Systems Engineering (pp. 429-443). Springer, Berlin, Heidelberg.

Order an Essay Now & Get These Features For Free:

Turnitin Report

Formatting

Title Page

Citation

Outline

Place an Order