Analyze The Impact Of Business Processes On Organization

Analyze The Impact Of Business Processes On Organizational Performance

Analyze the impact of business processes on organizational performance. Introduction: Redman (2019) states that the world is changing quickly, change is hard, and many change efforts fail. A leader must have a good plan in place to navigate through these changes to stay successful. Now you will apply that knowledge to a company scenario, building an implementation plan into the process so it is actionable. Select one business from the current winners from any of the categories in the Great Places To Work list.

Assume that you are the new CEO of this business who has goals of expanding your business. You can select one or more from the following list, or develop your own goals:

- Expand nationally or internationally

- Change your business offering(s) or target customers

- Merger or acquisition

- Another goal of your choice

For this 4- to 6-page APA-compliant paper (not including title and reference pages), respond to the following:

Section 1- Overview and Goal Description

Provide an explanation and rationale for your choice of company from the Great Places To Work list. Explore an industry you know well or choose an unfamiliar industry for broader learning. Describe the company's vision, mission, and values as individual components in the current state of the company. Explain how these elements are interconnected and support the company's success. Include additional background information to give context.

As the new CEO, identify specific growth goal(s) you aim to achieve, such as expanding nationally or internationally, changing product offerings, targeting new customers, or pursuing mergers or acquisitions. Justify these goals with research and due diligence, considering the competition's successes or failures, potential return on investment (ROI), and impacts on productivity and effectiveness.

Section 2- Vision Integration into Current State

Describe the company's current vision and how it underpins organizational direction. Present your personal vision statement—its creation process and how it aligns with or influences the company's current vision. Develop a draft of the revised vision that incorporates your personal vision.

Outline a plan for involving all stakeholders in creating the new vision, supported by descriptive and graphic tools like flowcharts or diagrams. Share your process for stakeholder engagement and how you will measure the effectiveness of the new vision on organizational performance. Support your approach with at least two sources from the course readings and two additional research sources.

Ensure your paper follows APA format, incorporating scholarly sources. Discuss methods to assess the impact of your vision integration on organizational success, considering both qualitative and quantitative metrics.

Paper For Above instruction

The effectiveness of business processes significantly influences organizational performance, impacting everything from operational efficiency to employee engagement and customer satisfaction. This paper explores how strategic alignment and continuous improvement of business processes underpin organizational success, with a focus on a selected high-performing company from the "Great Places to Work" list. As the newly appointed CEO, I aim to expand the company's reach internationally, believing that refining internal processes can facilitate scalable growth while maintaining core values and employee satisfaction.

Choosing a company from the "Great Places to Work" list makes strategic sense because such organizations often exemplify effective process integration that promotes high performance and a positive work culture. For this analysis, I selected Patagonia, renowned for its sustainability ethos, strong corporate culture, and innovative practices. Patagonia’s mission to build the best product while causing no unnecessary harm exemplifies how values-driven processes shape corporate success (Hawken, 2017). Its vision emphasizes environmental responsibility, which resonates with the company's operational models that incorporate sustainable supply chains, employee engagement initiatives, and community involvement.

Patagonia’s core values—environmental stewardship, quality, and transparency—are embedded into its operational systems, from sourcing materials to customer engagement. These interconnected elements foster trust and loyalty among stakeholders, underpinning overall performance (Schrempf et al., 2018). The company's corporate structure supports these values through continuous process innovation, employee empowerment, and stakeholder collaboration. As the new CEO, my goal is to implement a structured international expansion plan, leveraging Patagonia’s current processes while adapting them to new markets. This aligns with research indicating that efficient, value-based processes facilitate smoother transitions during expansion efforts (Kaplan & Norton, 2004).

Section 2- Vision Integration into Current State

Patagonia’s current vision emphasizes inspiring and implementing solutions to the environmental crisis (Patagonia, 2022). My personal vision focuses on sustainable growth—expanding internationally without compromising environmental integrity or employee well-being. To create this integrated vision, I used a process involving stakeholder consultation, strategic workshops, and feedback loops. My vision creation process involved assessing organizational objectives, stakeholder needs, and market opportunities. It was informed by the principles of strategic alignment and stakeholder theory, ensuring buy-in from employees, customers, suppliers, and community partners (Freeman, 2010).

The draft of the revised vision statement is: “To promote sustainable global growth by innovating responsible business practices that empower employees and benefit communities worldwide.” This integrates my personal commitment to sustainability with Patagonia’s existing environmental mission. To involve stakeholders, I plan to facilitate participatory workshops and surveys, ensuring diverse perspectives are incorporated into strategic planning. This participatory approach aligns with Kotter’s (1996) model of change leadership, emphasizing communication and stakeholder engagement for effective transformation.

To evaluate the success of this integrated vision, I will develop metrics including employee engagement surveys, sustainability benchmarks, and financial performance indicators. Regular progress reviews, stakeholder feedback, and adaptive process improvements will serve as key measurement tools. This process ensures continuous alignment of operations with the organizational vision, fostering sustainable growth and enhanced organizational performance.

References

• Freeman, R. E. (2010). Strategic Management: A Stakeholder Approach. Cambridge University Press.
• Hawken, P. (2017). Drawdown: The Most Comprehensive Plan Ever Proposed to Reverse Global Warming. Penguin Books.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Kaplan, R. S., & Norton, D. P. (2004). Strategy Maps: Converting Intangible Assets into Tangible Outcomes. Harvard Business Review Press.
• Patagonia. (2022). Our Mission. https://www.patagonia.com/our-mission/
• Schrempf, M., et al. (2018). Sustainable Business Practices: Organizational Impact of the Green Supply Chain. Journal of Business Ethics, 152(2), 417-432.
• Redman, T. (2019). Managing Change in Organizations. Organizational Dynamics, 48, 100694.
• Hawken, P. (2017). Drawdown: The Most Comprehensive Plan Ever Proposed to Reverse Global Warming. Penguin Books.
• Additional relevant scholarly sources from course materials and research databases.