Reassessment And Adjustment - Mark Lasky America

Reassessment 3 Reassessment and Adjustment Mark Lasky American Public University MGMT 495 Professor Davis April 9, 2019

Implementation is the process whereby strategies and plans are put into actions with a view of achieving set goals and objectives. Implementation of a strategic plan is very important more than the strategy itself. Critical actions are required to transform the strategic plan from just a document to actions that are very important in the growth of a business. The fortune magazine indicates that 90% of organizations are unable to implement their strategic plans due to various reasons such as lack of proper budgeting, lack of employee engagement and time constraints.

It is therefore very important that the three factors are considered during implementation. There various major steps that should be included in the implementation plan. The first step is evaluation and communication of the strategic plan which involves aligning the strategies with the initiatives and is achieved by ensuring the strategies developed promote the mission and objectives of the organization. Again, the budget should be aligned with the annual goals and objectives at this stage. Financial assessments are very important to understand budgetary issues and identify the impact of the issues on the achievement of goals.

In case, the budget is not enough, the organization can seek funding from stakeholders or other organizations (Nagy, 2018). Employees have a significant role to play in implementation thus it is important to communicate to them goals and objectives at this step. In addition, it is important that they understand the strategies to be used to achieve the set objectives. The second step is coming up with an implementation structure. This will act as a guide for implementation strategies.

In this step, it is important to develop a coordination mechanism between various departments in the organization with an aim of fostering the delegation of responsibility. In addition, the procedures to be incorporated in implementation should be developed here. It is also important to identify the major managerial tasks that are required for the implementation and determine the personnel to perform them. In this case, both the personnel from the organization and outside can be included (Calder, 2017). Again, the operational tasks that will be performed need to be laid out and the qualifications of those who will perform them identified.

The third step is the development of implementation support policies and programs. This involves coming up with a system to track and monitor performance. This is aimed at analyzing the progress of implementation strategies and their achievement rate. In addition, developing a performance management system is also important to facilitate employee engagement. The fourth stage is budgeting and allocation and involves allocating resources to various departments according to their budgetary requirements (Weidner, 2016).

The final step is discharging tasks and activities and involves putting strategies in action. This step requires careful execution to ensure the strategic initiatives are effectively implemented and monitored for progress. Successful implementation not only depends on following these steps but also on continuous evaluation and adjustment as needed to respond to unforeseen challenges and changing circumstances.

Paper For Above instruction

Strategic plan implementation is a critical phase in the strategic management process that determines the success or failure of organizational objectives. Effective implementation requires a systematic approach that encompasses evaluation, communication, structure development, support mechanisms, resource allocation, and execution. This paper discusses the core steps involved in implementing strategic plans, emphasizing the importance of each phase and the vital role of continuous assessment and adaptation.

Evaluation and Communication

The first step involves evaluating the strategic plan to ensure alignment with organizational mission, vision, and objectives. Clear communication of these strategies is essential to foster understanding and commitment among employees and stakeholders. This phase includes translating strategic goals into operational initiatives to facilitate implementation (Nagy, 2018). Financial assessments are conducted to determine the necessary budget and resources. If financial constraints exist, pursuing additional funding from stakeholders or external sources becomes crucial. Employee engagement is another vital aspect, requiring transparent communication about objectives, strategies, and individual roles to secure their buy-in and active participation.

Developing an Implementation Structure

The second step focuses on establishing a formal implementation structure that guides the execution process. Developing a coordination mechanism across departments promotes efficient communication, responsibility delegation, and collaboration. Establishing standardized procedures and operational workflows ensures consistency and clarity in executing tasks. Identifying managerial responsibilities and personnel qualifications ensures that skilled individuals are assigned critical roles, whether within the organization or through external partnerships (Calder, 2017). This structure provides a roadmap that aligns operational activities with strategic goals, enabling effective oversight and accountability.

Support Policies and Monitoring Systems

The third phase involves creating policies and programs to support implementation efforts. Developing a system for performance tracking allows managers to monitor progress, identify bottlenecks, and measure achievement rates. Implementing a comprehensive performance management system fosters employee engagement by providing feedback, recognizing successes, and addressing issues proactively. Such systems facilitate continuous improvement and help organizations adapt to unforeseen challenges in real time, thereby increasing the likelihood of achieving strategic objectives (Weidner, 2016).

Budgeting and Resource Allocation

The fourth step emphasizes allocating resources—financial, human, and material—to various departments based on their needs. Effective resource allocation ensures that critical activities are adequately supported, preventing delays and fostering operational efficiency. A well-planned budget aligned with strategic priorities facilitates timely procurement, staffing, and technology investments necessary for executing initiatives successfully (Weidner, 2016).

Task Discharge and Execution

The final phase involves executing the planned activities, monitoring ongoing progress, and making necessary adjustments. It requires disciplined management to ensure tasks are performed effectively and milestones are met. Continuous evaluation shapes adaptive strategies, enabling organizations to respond flexibly to changing internal and external environments. This phase includes risk management, troubleshooting, and recalibration to stay aligned with strategic objectives. Proper execution not only turns strategic plans into tangible results but also builds organizational capacity and confidence for future initiatives.

In conclusion, the successful implementation of strategic plans depends on meticulous planning, effective communication, organizational structure, resource support, and diligent execution. A dynamic approach that encourages ongoing evaluation and flexibility is essential to translate strategic ambitions into real-world accomplishments. Given the complexity of organizational environments, continuous reassessment and adjustment are critical to navigating challenges and realizing strategic success.

References

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