Creating Strategy for Implementation using Microsoft Corporation

Creating Strategy for Implementation using Microsoft Corporation

In order to understand the relevance and impact of strategy on the performance, development and expansion of the organization, we shall be covering the accounts of understanding the designing and developing of the strategy in a holistic context. The word has been derived of military context, which implies a blueprint, an action plan or a spectrum of plans, tactics and alternatives adopted for the sole aim of achieving the targeted objective. For understanding the accounts of how strategy aims to contribute the improvement and enhancement of the overall organizational performance, great sums of literature and scripts of texts have been coined and brought forth for defining the exact account of the impact of strategy. Despite the large amount of research on this subject there is no single definition for strategy development. As a result, a wide range of conceptual frameworks exists for the formulation and implementation of strategies.

Defining Strategy

Strategy is defined as a 'rational decision-making process, through which the heads of authority running the organization making efforts to identify the best and most profitable value proposition after screening through the available resources of the organizations and the opportunities intended with the competition that prevails in the market (Nag et.al, 2007). This could be discussed with a simple diagram:

As we can see above and look around us for examples, companies look out for competitor's attempts for the sole purpose and core objective of defining and describing their own product, their product concept and the overall selling composition so attractive and eye-catching that its manages to retain and stay in the minds of the current and potential customer clientele (Nag et.al, 2007).

The most important and critical factor that is generally considered a hurdle for all organizations is that all changes should be thoroughly planned and kept within alignment and consent of the people working within the organization. Strategic changes need to mould well and seep in along with the existing employees working within the organization; new technology, new work related processes, management and organizational culture are some of the most essential ingredients of running a successful business enterprise. This way, managing humans i.e. the current employees would be easier for managers, leading to aid in creating effective, necessary and important changes in the overall efficiency of the employees, thereby implementing changes with reference to organizational context. It is however argued that the single most critical and nerve-wrecking obstacle of implementing strategic changes in any organization is not coping with technologies or newly introduced work processes; rather it is actually coping with the human resource of the organization that is currently subordinating in the organization. As such, in other words, changing the system of how human resources perform is conveniently the most difficult part of the strategic change process. This also accentuate that individual thoughts and creative ideas should be assimilated and formed as a hybrid through brainstorming sessions which are compulsory as well as necessary, in the process of ...