bussey org strategic-plan
DESCRIPTION
Organizational plans are different for every organization. Therefore, plans are more effective if they include every member of the organization.TRANSCRIPT
Organizational Strategic Plan
Culture
Teams
Ethics
Intellectual Property
Human Resources
Global Expansion Issues
Culture Challenges
Beliefs
Values
Morales
Mission
Heritage
Team Challenges
Collocated - Individuals or Groups working in the same location
Dislocated- Individuals or Groups working in different locations
Team Types Issues
Communication
Roles
Technology
(Zoogah, Boghossian, & Sawyer, 2010)
Ethical Challenges
Observed Misconduct
Privacy Breach
Compromised Rules
Favoritism
Leadership Misconduct
(Veiga, 2004)
Intellectual Property Challenges
Application
Software Use
Manufacturing
Partnering
Products
Shared Property
Challenges of Human Resources
Staff relocation
Rules and
regulations
Training criteria
Privacy
Culture
Recruitment
Global Expansion Solutions
Culture
Teams
Ethics
Intellectual Property
Human Resources
Cultural Challenges Solutions
Research host cultural standards
Allow open communication
Respect individual differences
Share organizational missions
Share beliefs and objectives
(Van den Steen, 2010)
Open communication
Cohesion
Web-based access to
documents, shared files, applications
Document issues and discuss
Outline roles and responsibilities
Respect members differences in culture and thought
Team Challenges Solutions
(Zoogah et al., 2010)
Follow rules and
regulations
Keep people in the loop
Encourage thoughtful
dissent
Show employees that
you care
Ethical Challenges Solutions
Address problems
immediately
Be fair
Make ethics a priority
Make the tough calls
Get the right people,
and keep them
(Ncube, & Wasburn, 2006)
Intellectual Property Solutions
Rules and regulations of host
country
Partnering contracts
Copyrights
Patents
Trademarks
Time line use of other’s
property
(Burkus, 2012)
Extensive training sessions
Recruit the right people for
the job
Learn and understand
international rules and
regulations
Incorporate diversity
Adapt to multicultural roles
Put the right people in the
right place.
Human Resources Solutions
(Oladottir, Hobdari, Papanastassiou, Pearce, & Sinani, 2012)
Communication ServicesConclusion
Organizational plans are
more effective if it includes
all roles and staff members
of the organization. The
plan must outline the roles
and responsibilities of the
staff members.
ReferencesBurkus, D. (2012). Developing global leadership: A review of barriers and adjustments for
international expansion. International Management Review, 8(2), 83-85.
Ncube, L. B., & Wasburn, M. H. (2006). Strategic collaboration for ethical leadership: A
mentoring framework for business and organizational decision making. Journal of
Leadership & Organizational Studies, 13(1), 77-92.
doi:10.1177/10717919070130011001
Oladottir, A. D., Hobdari, B., Papanastassiou, M., Pearce, R., & Sinani, E. (2012).
Strategic complexity and global expansion: An empirical study of newcomer
multinational corporations from small economies. Journal of World Business, 47(4),
686-695. doi:10.1016/j.jwb.2011.08.003
Van den Steen, E. (2010). On the origin of shared beliefs and corporate culture. Journal of
Economics, 41(4), 617-648. doi:10.1111/j.1756-2171.2010.00114.x
Veiga, J. F. (2004). Special topic: Ethical behavior in management. Academy of
Management Executive, 18(2), 37-39.
Zoogah, D. B., Boghossian, F., & Sawyer, S. M. (2010). Collective personality, culture, and
team effectiveness. Journal of African Business, 11(1), 87-106.
doi:10.1080/15228911003608579
References