Summary for the course strategy implementation 2018/2019, including all the slides and mandatory reading. As some of the required reading has changed compared to previous years, you might find this summary helpful! The set up of the document is as follows: it includes all the information from the s...
Everything is there but chaotic layout and a lot of errors
By: omerbuyukbas • 5 year ago
By: MaxAleIsb • 5 year ago
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Tilburg University
Summary Strategy
Implementation
Summary including all the slides and mandatory readings
,Session 1
Strategic planning = the process of deciding on the programs that the organization will undertake and
on the approximate amount of resources that will be allocated to each program over the next several
years.
Key elements of strategy implementation
People: do you have the right people with the right skills to execute the strategy?
Structure: how do you allocate your resources?
Incentives
Leadership
Culture
Supporting activities:
Framework for strategy implementation
Steps:
1. Knowledge- information
2. Motivation – control – organization – change management
3. Performance
1. Knowledge –information
Information driven process
Internal knowledge
o Processes
o Competences
o People
External knowledge
o Customers
o Partners
o Competitors
1
,Information needs
Relationship between costs and the value of providing additional financial information
2. Leading change
50-75% of change programs fail.
Fundamentals of change management: practices focusing on leadership, employee engagement,
governance, and executional rigor
Most failures are due to a lack of clearly defined and/or achievable milestones and objectives to
measure progress, followed by a lack of commitment by senior management
Change process
2
, Types of changes:
Challenge of organizational change: as the rate of change in the business environment continues to
increase, the premium on organizations being able to change is growing ever more significant.
Organizations are built to be stable. … As a result, most efforts at designing and managing organizational
change are dismal failures.
Formulaic approach to strategic change:
Content-sensitive approach to change:
Two basic types of change:
Reactive change = closing a performance gap (from what is to what should be)
Proactive change = closing an opportunity gap (from what is to what could be)
3
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