Lead Personal and Strategic Transformation
This is especially so where the environment or human life is at risk. Legislators and regulatory bodies are stakeholders in any risk management process. Under the organizations, laws are put to make sure that businesses and employees meet a minimum standard of care to ensure their activities do not result in harm or loss to others.
In this way, if anyone breaches these laws, he/she will be liable for the penalty. In addition, some examples of legislative and regulatory requirements might consider: In organization like Tesco PLC, there are some legislations and regulation that needs to be followed:
- Work Health and safety Policies
- Pricing Strategy
- Data Protection Act
- Sale of Goods Act
- Consumer Contracts Regulations
- Consumer Protection
- Internal Polices : Code of Business Conduct, HR Policies , Sustainability Polices
Answer 2. The vision, mission, and values statements provide the guidance the behaviors of people under the organization. But when the statements are not supported, people have no guidance. In a similar manner, the mission, purpose, and values of the Tesco PLC are defined below:
Mission: We make what matters better, together.
The mission is similar, and connected to, its vision statement. The vision defines where the organization wants to go, and the mission clarifies how it is going to get there. The mission statement is a roadmap for reaching the organization’s desired destination.
Purpose: The main objective of the organization is to serve little better to people every day and to become the champion of customers.
In this world, each and every organization exit for the particular purpose. Some organizations and their leaders skillfully position their reason for existence central to everything they do. In this way, most of the organization’s purpose is beneficial to explain their culture to the employees and other persons.
- We try harder of customers in order to serve the better.
- We treat customers as they want to be treated
- Every little thing makes big difference.
Values shift the focus from the greater organization to the individual. Values define who individuals need to be to achieve the organization’s vision and/or live out its mission.
Thus, the importance of an organization for developing a vision, mission, and values is crucial for strategic direction. In absence of the individual foundations of strong values illustrated by a vision to be carried out by a mission, an organization cannot become an overly successful organization.
- Job Satisfaction
- Finding the Right People
- Organizational Culture
- Leadership and Conflict Resolution
- Develop a Good Team
- Make Use of Human Resources
- Focus on Education and Growth
- Keep the Customers in Mind
- Work on Quality Services or Products
- Use Technology
- Workforce Development Planning
- Product and Services Planning
- Expansion Plans
- Financial Planning
Outline the planning approaches used to develop them in the organization
- Top-Down Approach
- Bottom-Up Approach
- A mixture of the Top-Down and Bottom-Up Approaches
- Team Approach
- Flexible approach
- Autocratic or Authoritative Style
Under this style of leadership, there is complete centralization of authority in the leader (Rast et al., 2013). He designs the work-load of his employees and exercises tight control over them.
- Democratic Style
A leader decentralizes and delegates high authority to his subordinates. In this style leader makes final decision after discussing with its subordinates. At the same time he always involves team members in the decision making procuress.
- Free Rein or Laissez Fair style
Under this style, a manager gives complete freedom to his subordinates. The entire decision-making authority is entrusted to them.
- Identifying employee’s development needs
- Setting objectives
- Determination of description and form (methods) of the employee’s development
- Schedule of activities
Personal Development Methodology
Identify and understand constraints
Firstly, the major issues need to indentify in order to personal development so that they can be resolved on time. At the same time, it is also need to assessed that how identified issues impacting the person’s performance.
Access the current situation
Thereafter, the current situation needs to be assessed in the organization considering the identified issued and their influence on the working environment.
Decide and prioritize tasks
Once the issues are recognized and current scenario is analyzed then tasks and respective work needs to be prioritized. So that tasks can be accomplished without any hassle and effectively.
Set goals with outcome criteria
Next step is to set the goals and developing the criteria for perusing the persona development.
Develop a plan
There must be proper plan for personal development aligned with indentified issues. It would help the person to move ahead in right direct direction to achieve the goal.
Execute the plan
The very important part of personal development plan is executing the development plan. At the same time, the consistence and disciplined efforts needs to be put in order to implement the plan and
After executing the plan the actual result needs to be compared with desired results. It would help to find the gap in implemented plan and to know that to what extend desired results are achieved.
Review and remodel plan
On the basis of indentified gaps personal development plan must be reviewed and revised to remove the challenges raised during the execution process.
Recognize growth and progress
Once the person development plan is get implemented again with some changes, it will surely hit the purpose of plan. Thus, achieved growth must be recognized and improvement must be appreciated.
Lastly, on the basis one’s performance and improvement he or she must be rewarded to keep the morale high.
- Individual interviews: This technique is useful to probe the answer of the respondent. Basically, it is face to face personal interview used when more, specific and deeper information need to collect.
- Focus Group: In this technique, small group of people who fit into the respective market discuss on the current market trend, market opportunities and range of products and services that can be launched into market.
- Online surveys: Online surveys enable the business for collecting the data very quickly and at low cost. At the same time, it can be conducted through email or web overriding the geographical limitations.
Answer 7. A PEST analysis is an analysis of the political, economic, social and technological factors in the external environment of an organization, which can affect its activities and performance. These forces can be helpful to develop both opportunities and threats for an organization (Gerwick and Sparks, 2014).
Political Environment: Political scenario is analyzed of the country as government policies regulations and legal issues affect the business.
Economic Environment: Economical factors are examined such as interest rates, exchange inflation, employment, gross domestic market and availability of credit as there factors play important role in company success.
Social Environment: Organizations do the research on socio economic factors of the country in order to understand the customer demand and preference. It includes age and income distribution, population growth rate and people attitude and behavior.
Technological Environment: It is very important to assess the newly launched technology for upgrading the business and to adjust with.
Answer 8. Emotional intelligence is defined as the ability to identify and manage one’s own emotions, as well as the emotions of others. Emotional intelligence is what the people use when they empathize with our co-workers, have deep conversations about our relationship with our spouse or significant other, and attempt to manage an unruly or distraught child.
In addition, emotional intelligence influences how well employees interact with their colleagues. EQ is also thought to play a role in how workers manage stress and conflict as well as overall performance on the job.
Answer 9. Organizational Transformation is a term referring collectively to such activities as reengineering, redesigning and redefining business systems. The dominant enabling technology in transforming an organization is information and technology.
Organizational transformation takes place when there is a change in the way the business is done or in the event of a re-engineering or restructuring activity.
- Precontemplation: In this stage, there is no intention for changing the people behavior in future and not thinking about any kind of change to adopt (Prakash et al., 2015).
- Contemplation: In this stage, people are aware of change and intend to practice the change in next six months.
- Preparation: People are willing to adopt and change and to take action within one month.
- Action: In action stage, people are recently adopted the change and trying to move further in same direction.
- Maintenance: In maintenance stage, people tend to last the change in their behavior for next two years.
- Termination: Lastly, people behavior change completely and they leave the forma behavior entirely.
Answer 11. An alternative strategy could be to exploit a currently underserved niche. Organizational customers are an extremely useful commodity. Take advantage of your existing relationships to see what they think of your business.
The organization should also try to identify the most valuable customers and do more trade with them. In addition, changing your pricing strategy is another option. At the same time, cutting prices may seem counterintuitive but could encourage new sales.
Gerwick, B.C. and Sparks, T.C., 2014. Natural products for pest control: an analysis of their role, value and future. Pest management science, 70(8), pp.1169-1185.
Prakash, S., McGrail, A., Lewis, S.A., Schold, J., Lawless, M.E., Sehgal, A.R. and Perzynski, A.T., 2015. Behavioral stage of change and dialysis decision-making. Clinical Journal of the American Society of Nephrology, 10(2), pp.197-204.
Rast III, D.E., Hogg, M.A. and Giessner, S.R., 2013. Self-uncertainty and support for autocratic leadership. Self and Identity, 12(6), pp.635-649.
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