Strategic Management task 2

Cambridge Behavioral Hospital currently uses a Change Theory. Strategy for most organizations is about change and focus. A firm strategy starts with knowing the external and internal forces that impact the organization’s ability to achieve its most important goals, and then steadily making the necessary changes to direct those forces. “A validation (or invalidation) of the strategic assumptions reinvigorates strategic thinking and provides a basis for investigating whether to change the strategy” (Swayne, Duncan & Ginter, 2008).

For the simulation my company name was H Company. Below you will find the results to the 8-year simulation. H Company has been highlighted in the majority of screen-shots.

In this report, values and culture of H&M will be clarified at the beginning. Following that, PESTEL, Porter’s five forces, and VRIO analysis will be elaborated. Three new strategies will be tested and one relatively appropriate strategy will be used to make action plan.

Weaknesses – These are internal qualities that hinder an entity or organization from accomplishing its mission and goals. Weaknesses include the poor quality standards that cause an organization not to perform optimally. Weaknesses might include obsolete machinery, high employee turnover, narrow product range or debts. Since they are internal in nature, weaknesses can be eliminated and minimized. For instance, in the business of baseball exercise, the main weaknesses identified include insufficient use of statistics to evaluate layer performance and poor management of baseball insiders. Both of these weaknesses could be eliminated or minimized. An analysis of weaknesses enabled organizations to identify problems or challenges that they can easily address.

The organization strategic plan consists of addressing clinical quality, growth, and becoming a larger part of the community, and providing long term value. The annual report states the following strategic goals (Bon Secours, 2012):

Analyze strategies for exerting the internal leadership needed to drive the implementation of strategic initiatives and improve operating excellence.

Organizational culture is the heart of the organization performance it is critical for organizational success. It is a culture in which the core values are intensely and widely shared among the employees and stake holders.

The company has not made sufficient efforts in the diversification of their products as well as their client base. Despite the nature of their business having the potential and capacity of diversification, no significant efforts have been shown towards achieving the same. This might cost the company a significant level of income and revenue.

First, we must explore the types of culture each company utilizes. Endothon has a customer focus that values results and productivity. So, on the competing values framework they have an external focus and believe in stability, this suggest the company has a Market Organization structure. Market cultures provides many beneficial outcomes. It is customer focused, highly productive, and enhances competitiveness. This makes Market Cultures likely to produce positive outcomes for investors and high goal achievement. Techfite is employee focused and values flexibility and empowerment. On the competing values framework, this would suggest the company has an internal focus that empowers employees, this means that Techfite is a Clan Organization. Clan culture has many advantages, it creates cohesion, empowerment, and participation. This makes for companies with employees high in morale who are committed to the company’s development.

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

A SWOT analysis is a distinguished instrument for examination of a company’s strategic situation and environment. Its objective is to recognize the schemes that will best support a business’ assets and competencies to the desires of the market. It is the basis for assessing the core abilities and restrictions and the prospects and dangers from the external environment. SWOT stands for: strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are deemed internal influences where there is some level of control; while opportunities and threats are deemed external influences where there is essentially no control.

Organization culture is the matter that holds a company intact. This is what makes each

Organization culture is the matter that holds a company intact. This is what makes each

There are four major culture types within an organization, namely the Clan, Adhocracy, Hierarchy and the Market (Kim & Quinn, 1999). These four cultures are translated into a model, named the Competing Values Framework. This framework shows the cultures, organized between two dimensions. The framework shows which culture coincides with which dimension, to show the effectiveness of the organization and the organizational culture.

Organizational culture is a vital aspect of any successful business or organization. A positive culture can help attract and retain loyal and committed employees, which, in turn, can strengthen relationships with customers and other partners. Just like any other asset, organizational culture must be monitored and nurtured to ensure that it reflects the organization and its