You Own A Shoe Corporation And Your Company's Organization

You Own A Shoe Corporation And Yourcompanys Organizational Culture Ca

You own a shoe corporation and your company’s organizational culture can support the development and management of the company’s strategic plan by following three actions: 1. Determining a leader and leadership roles. 2. Establishing “team norms.” 3. Instituting a culture. What would you do in your organization for the following managerial practices? 1. Staff the organization with managers and employees capable of executing the strategy well. 2. Build the organizational capabilities required for successful strategy execution. 3. Create a strategy-supportive organizational structure. 4. Allocate sufficient budgetary (and other) resources to the strategy execution effort. 5. Institute policies and procedures that facilitate strategy execution. 6. Adopt best practices and business processes that drive continuous improvement in strategy execution activities. 7. Install information and operating systems that enable company personnel to carry out their strategic roles proficiently. 8. Exercise the internal leadership needed to propel strategy implementation forward. This could be done in the form of a chart.

Paper For Above instruction

In the competitive footwear industry, the alignment of organizational culture and strategic management practices is crucial for fostering sustainable growth and competitive advantage. As the owner of a shoe corporation, it is imperative to develop a strategic environment that supports clear leadership, cohesive teamwork, and a proactive culture conducive to continuous improvement. This paper explores the managerial practices necessary for effective strategy execution within such an organization, focusing on staffing, capability building, organizational structure, resource allocation, policy formulation, process improvement, technological support, and leadership development.

1. Staffing the Organization with Capable Managers and Employees

Effective strategy execution begins with assembling a talented workforce aligned with organizational goals. This involves recruiting managers and employees with the requisite skills, experience, and attitudes to execute the strategic plan effectively. For example, hiring product development specialists who understand market trends ensures innovation, while sales managers with strong networks enhance market penetration. To sustain strategic alignment, I would implement performance-based incentives and continuous training programs, ensuring staff remain committed and proficient in their roles (Cameron & Quinn, 2011). Moreover, fostering a culture of accountability and empowerment encourages employees to take ownership of their tasks, thereby facilitating smoother strategy implementation.

2. Building Organizational Capabilities for Strategy Execution

Developing core capabilities is vital for translating strategic visions into operational realities. In my shoe company, this involves investing in research and development to innovate designs, improving manufacturing processes for efficiency, and enhancing supply chain management for responsiveness. Organizational capabilities like adaptive learning and technological agility must be cultivated through ongoing training, knowledge sharing, and innovation initiatives (Best et al., 2014). For instance, adopting lean manufacturing practices can significantly increase throughput and reduce waste, directly supporting strategic objectives aimed at cost leadership and quality enhancement.

3. Creating a Strategy-Supportive Organizational Structure

A flexible, yet clear organizational structure supports strategic objectives by facilitating communication and decision-making. In my corporation, I would opt for a hybrid structure combining functional departments with cross-functional teams responsible for strategic projects. This enables specialization within departments while encouraging collaboration across functions, critical for innovation in product development. Additionally, establishing clear reporting lines and decision rights ensures accountability and reduces ambiguities that might hinder strategic initiatives (Jones, 2013). Empowering frontline managers with decision-making authority accelerates responses to market changes, aligning operational activities with strategic goals.

4. Allocating Resources Effectively

Sufficient financial and human resources are fundamental for strategy execution. I would prioritize budget allocations toward areas directly impacting strategic priorities, such as marketing for brand positioning or technology upgrades for e-commerce capabilities. Resource allocation should be dynamic, with periodic reviews to adjust priorities based on performance metrics and external market shifts (Hitt et al., 2017). Additionally, investing in employee development and technology infrastructure ensures the organization maintains the agility needed to adapt and excel.

5. Instituting Supportive Policies and Procedures

Policies and procedures act as guidelines that steer behavior consistent with strategic objectives. For my shoe company, this involves establishing quality assurance protocols, environmental sustainability policies, and customer service standards. These policies must be documented, communicated, and periodically reviewed to remain relevant. Moreover, creating procedures for rapid decision-making and problem resolution accelerates implementation and reduces operational friction (Roberts, 2019). A culture of compliance, combined with flexibility for innovation, ensures policies support strategic agility.

6. Adopting Best Practices and Continuous Improvement Processes

To stay competitive, my organization would adopt lean manufacturing, Six Sigma, and other process improvement methodologies. Continuous improvement initiatives foster efficiency, reduce costs, and enhance product quality—key factors for customer satisfaction and loyalty. Regular benchmarking against industry leaders helps identify gaps and opportunities for process enhancement (Harrington, 2017). Encouraging employee involvement in improvement initiatives embeds a culture of innovation and proactive problem-solving that accelerates strategy execution.

7. Installing Information and Operating Systems

Robust technological infrastructure underpins effective strategy implementation. I would invest in enterprise resource planning (ERP) systems, customer relationship management (CRM) platforms, and data analytics tools. These systems enable real-time information sharing, better decision-making, and enhanced coordination across departments. For example, ERP systems streamline inventory management and production scheduling, reducing lead times. The integration of advanced data analytics allows for market trend analysis, helping to tailor product offerings and marketing campaigns (Laudon & Laudon, 2020). Employee training on these systems ensures proficiency and maximizes their strategic utility.

8. Exercising Internal Leadership for Strategy Implementation

Strong internal leadership is essential to driving strategy forward. As a CEO, I would establish a leadership development program emphasizing strategic thinking, change management, and communication skills. Regular town-hall meetings, strategic reviews, and coaching sessions would foster transparency and alignment. Creating a leadership chart displaying reporting relationships, key roles, and strategic focus areas clarifies responsibilities and accountability. Leaders at all levels must exemplify the organizational culture, motivate teams, and address resistance to change (Schein, 2010). This internal drive ensures continuous momentum toward strategic goals.

Conclusion

Integrating these managerial practices within the organizational framework of my shoe corporation fosters a strategic environment capable of adapting to market demands and achieving competitive excellence. By aligning staffing, capabilities, structure, resources, policies, processes, systems, and leadership with strategic objectives, the company can enhance its operational effectiveness and forge a sustainable path forward. An intentional focus on cultivating a supportive organizational culture ensures that strategic initiatives are effectively executed, empowering the company to thrive in a dynamic marketplace.

References

• Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.
• Best, G., Ghemawat, P., & Giuliani, D. (2014). Building Capabilities for Strategy Implementation. Harvard Business Review, 92(4), 70-79.
• Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2017). Strategic Management: Concepts and Cases. Cengage Learning.
• Jones, G. R. (2013). Organizational Theory, Design, and Change. Pearson.
• Harrington, H. J. (2017). Business Process Improvement Toolbox. Productivity Press.
• Laudon, K. C., & Laudon, J. P. (2020). Management Information Systems: Managing the Digital Firm. Pearson.
• Roberts, N. (2019). Strategic Policies and Procedures for Business Success. Business Expert Press.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Porter, M. E. (1985). Competitive Advantage. Free Press.
• Kaplan, R. S., & Norton, D. P. (1996). The Balanced Scorecard: Translating Strategy into Action. Harvard Business School Press.