Implementation, Strategic Controls, and Contingency Plans Research Paper - 3

Implementation, Strategic Controls, and Contingency Plans - Research Paper Example The plan (implementation) can be monitored effectively if it is categorized and sub divided into steps. The steps can be listed as follows. B&G Foods must work on knowing all the details related to the â€Å"Strategic Plan† i.e. the strategies developed or proposed previously. Each of the strategy including promotion and marketing, Expansion of the product line and technological advancement must be known to the employers. The outcome of analyzing the strategic plan will illustrate the objectives and goals that are needed to be fulfilled. This step will help in setting the priorities and also to recognize the most difficult tasks. The tasks will be studied and the employees of B&G Foods will work for their solution in the best possible ways (functional tactics). All the aspects related to the time and costs are to be evaluated, to identify the least effective to the most useful and cost effective tasks. Once the evaluation of the strategy is done the employers of B&G Foods need to make a vision of â€Å"What they want to do?† This vision may include the goals identified and the priorities that are set in the Evaluation step. This is a step-by-step plan to achieving the goals; every employee must be informed of his/her duties. The development of a team is the next step of the Implementation Plan. The employers of the B&G Foods have to make sure that the teams that are formed are well organized and have the skills required. The communication channel must be strong among the team members so that they can interact easily and work together in a more effective and efficient manner. The introduction of a team member in the team will help the team focused in a certain direction. The scheduling (deadlines and milestones) is explained to the team members and they are asked to work according to the plan. The weekly or monthly meetings must be scheduled in order to get the information about the work of the team and discuss the progress. The team(s) must be guided

Transforming organizations Essay Example | Topics and Well Written Essays - 5000 words

Transforming organizations - Essay Example All the theories of organizational development aim toward improving individual organizations. Such a notion of organizational development differs considerably from the traditional techniques of organizational change. This paper aims at answering the various questions related to organizational development and the traditional methods. Traditional, Pragmatic and scholarly forms of transforming organizations The traditional systems of organizational change emphasize mainly on identifying the problems arising in an organization and then making efforts to make changes to the factors that are creating such problems. It is an endeavor to bring about changes in isolated behaviors that are responsible for certain unwelcome outcomes. It does not pay much attention to the cooperative action of the managers as well as the employees at the different hierarchical levels to solve the problems. Traditionalists argue that the long established values that human beings possess should be the driving forc e of OD. It should be based on equality, faith and collaboration (Trends within OD and Their Impact on OD’s Future, 2012). The pragmatic forms relate to the growing demands for professionalization and emphasizes on relevance. They desire that OD should create a common body of knowledge, describe the minimum level of aptitude and introduce regulatory infrastructure. The scholarly forms of OD are based on the ability to understand, predict and control change. They are more inclined towards creating knowledge and figure out proactively how change is triggered and under what circumstances it works effectively. These differences are illustrated in Figure 1 (See Figure 1 in Appendix B). Changes in the methods of organizational development There are different forms of organizational development in terms of both theoretical and philosophical grounds. These different practices of organizational development have emerged, according to general thinking, as a result of a shift in the awar eness of people and their acceptance of the new theories and more importantly because, these new theories become effective in practice. They throw light on new ways of improving effectiveness of the organizations alongside staying true to the humanistic value base of the organizational development (Bushe & Marshak, 2009, p. 349). The form of OD that is prevalent and is commonly found to be explained in OD textbooks is the Diagnostic OD. Contrary to this, a new form of OD is followed by the organizations that have been named as the Dialogic form of OD. In the foundational theory of OD, organizations are believed to adapt to their outside environment similar to the way employees adapt to the internal environment of the organization. The Diagnostic OD refers to the process of collecting data for making comparisons between a team or company against a given prescriptive model. Methodologies in this process include classical research, socio-technical analysis of systems, survey feedback, SWOT analysis and effective team development. These are incorporated into the methods of problem solving and action planning. The central aspect of this form of OD lies in the assumption that the objective data can be used in the process of social discovery. The classical system of organizational development pushes people to think of companies as an assortment of structures that co-evolve with their environment and adapt to it. However the emerging practices of orga