Strategy Plan Execution Defects

It is not a myth that even the best strategy if not clearly set for execution at times fails. Wrong policies often have painfully obvious shortcomings albeit in retrospect. There is, however, a problem in pinpointing the reasons that may result in the failure of a good strategy. Most managers and executive officers fail to identify the critical problems for turning strategies into results.

Some of the reasons that have often led to the failure of strategy execution include poor synchronization, communication, executive inattention, resistance to change and cultural approach. For these reasons, most organizations and firms only achieve a few of the expected results of their strategic plans.

Poor synchronization results from allowing the company’s focus on its strategic goals to shift from time to time. Companies often face strategy problems as a result of having stratified and segmented markets that spread over different geographic regions. This scattering poses a challenge of difficulty in getting the several products to various markets at the right time especially if the firm produces several goods.

Individuals tend to resist change when its impact is not likely to benefit the department directly. An example is when the company through its headquarters is trying to standardize a product, but an executive in an office does not fully support the idea. If the notion involves, say, reducing resources from one department to benefit another department, it will apparently be dismissed by the affected department. At times, this resistance is justified, and the manager will circumvent the strategy rather than support it.

Cultural factors, both internal and external may hinder the efficient execution of a plan, especially when a firm tries to implement a tried strategy in another region because it worked exemplarily well in the first instance. Such a world-beater strategy may fail from the onset due to cultural differences between that area as the case of Wal-Mart’s failure to implement it US-based supplier terms with its Brazilian suppliers when it first moved there. As a result, Wal-Mart had to reevaluate its strategy.

Firms need to evaluate their internal strategies to tackle the problems that hinder their execution. Experts argue that two schools of thought advance the best way to improve strategy execution. One of these schools is focusing on people and the other concentrates on the process itself. These experts argue further that putting the right people in the right places will get things done pretty well. Methods within this school of thought include employee motivation through above average remuneration pegged against their performance.  One can also improve the performance of an average employee through training and create a culture of accountability. This method, they say, creates a consistent and superior performance for the company.

Other proponents argue that focusing on the process creates the ground for execution of strategy. However, some experts like Mankins argue that firms that have continually achieved significant results implement a combination of these schools of thought. He argues that these propositions, both have merit and are two sides of the same coin. Whatever the choice of action, experts agree that firms need to develop a model for plan execution, stick to the strategic plan, and assess performance on a frequent basis as well as appropriate communication within the firms’ structures.

In conclusion, it is evident that businesses are spending more time and resources to develop a sound strategy, but they often face problems in their execution. These companies fail due to perennial errors in communication, cultural challenges, poor synchronization and resistance from both internal and external organs. Experts have proposed several ways of circumventing these challenges and succeed in making strategy work which includes perfecting communication channels, frequent assessment of strategy and developing a model to execute strategy. These arguments illustrate that planning is just one side of the strategy coin, and execution is the other and as such, companies need to put more focus in execution as in strategy.


The Greatest Threat to Organizations and Workers in the 21st Century

Organizations and employees in the twenty-first century are faced with the threat of managing attitudes at the workplace for optimum output. This phenomenon can be described as employee engagement. It entails the employees feeling proud to be associated with the organization and working within the framework of the outlined goals and objectives. However, the current situation indicates low emotional behavior at the workplace that significantly reduces productivity.

The potential causes of the threat of employee engagement include Strategic alignment where the employees are not informed of the particular direction the organization should follow in order to attain the outlined objectives. The management assumes that informing the employees the expected goals at the end of a certain period in enough. However, this creates a gap where these employees compromise quality and focus on meeting the deadline.

Albrecht argues that there is a loss of trust in senior management or leadership. In this case, employees in most organizations do not have complete trust over their bosses, especially in duty and salary decisions. Some workers have the perception that the leaders assign duties on the biased basis. Workers of the same rank and experience may also suspect to earn different salaries depending on their mutual relationship with the senior management. This affects the motivation of an employee towards ensuring maximum effort at the workplace.

The human resource department in most organizations in the 21st century does not allocate duties to employees according to their academic pursuit. In this perspective, the workers feel underemployed as they do not gain relevant experience. The HR department also fails to recognize the levels of academic qualification of individual employees. Instead, they focus on experience. This discourages some workers that are willing to dedicate their efforts in improving the organizational productivity regardless of their experience. However, this arises due to the general assumption that experienced workers are more productive than academicians in the same line of work.

According to Harb, organizations face the challenge of offering relevant training to employees on regular basis. Advancement in this technological age requires employees to be subjected to refresher courses in their specializations in order to make them viable. However, some organizations consider this as a factor that is likely to reduce their general gains in the market. In addition, employees in training session make the company unproductive for some period. In this perspective, the employees are demotivated as they feel that the company does not care about their future skills. The fact that training results in demand increased salaries and wages have also contributed to the lack of willingness from the management to extend such favor to their employees.

The salaries and wages are not proportional to the current living standards. Organizations face the threat of increasing the salaries and wages as it may result in massive losses. This in return is affecting the employees as they cannot afford to meet their basic needs with the meager salaries they earn. Thus, most firms are reducing the number of employees as a measure to increase the average salaries and wages.  However, this affects the organizations negatively in terms of productivity.

Georgiades presents that there is the issue of identifying the personality traits of individual workers in order to place them in the right team or group at the workplace. In this case, organizations focus on employee productivity rather than creating a positive working environment or relationships. They assign workers in groups and teams that they are not comfortable. This reduces their morale to exploit talents at the workplace for maximum attainment. Placing employees in the wrong groups as defined by their motives and talents also contributes to poor communication and decisions.

Organizations, managers, and employees can solve the issues of engagement through the following ways that are supported by different theoretical frameworks:  the management should engage in regular internal observation and research that is directed towards establishing the personal traits of their employees in order to allocate duties, teams, and groups that they can comfortably participate. Research on employee traits will also facilitate avoidance of underemployment cases at the workplace where the HR department allocates workers duties according to their experiences. This is in agreement with the Hawthorne effect theory where an increase in the employee observation results in increased productivity. In this regard, the internal research and observation will provide an opportunity to interact with the employees and understand them individually for the perceived placement at the workplace. The theory emphasizes on feedback where the department and team leaders provide feedback to the management regarding improvements.

The organizations should have a platform to address the problems facing employees. For instance, there should be employee support programs where the workers with concerns channel them to the management or obtain an immediate solution. The support system should be organized in such a way they over guidance and counseling to psychological problems. Employees that are not comfortable with their average earnings should be advised accordingly through the support program, which will entail the provision of information on possible ways of improving their salaries. This is in agreement with the expectancy theory where people choose to behave in a particular way with respect to the expected returns. In this perspective, the employee support will be changing attitudes in the organization in order to make the workers comfortable and ensure they behave in a way that may lead to goal and objective attainment.

The management should focus on offering equal opportunities, salaries, and wages to employees of the same rank and experience. In this perspective, the organization should eliminate the threat of losing some employees over business claims. The management should have an open system of allocating salaries to the employees depending on experience and academic qualification. According to Hertzberg’s two-factor perspective, the management should focus on hygiene and motivator factors. The salaries and wages fall under the motivator and hygiene factors. The company should have a policy that ensures motivator factors are provided to employees for maximum output. Therefore, through ensuring equity and openness, the employees will be motivated to work and gain the required experience for appraisal instead of blaming biases. This is also in agreement with the Maslow’s theory where the employee basic needs are satisfied before addressing secondary wants. The organizations will be satisfying the basic need of equality through ensuring openness. Another level of satisfaction will come from advising the employees on potential ways of improving their salaries. The employees become psychologically satisfied that working hard will lead them to promotion and salary increment as portrayed through openness.

Employees should be open with their interests and talents at the workplace in order to facilitate training and relevant support from the management. In addition, they should show the willingness to develop a positive working relationship with their seniors. This will encourage the employers to respond accordingly and portray positive behavior that propagates formation of relations. This is also in agreement with the Hawthorne’s theory since the employers and employees will be observing each other with the intention of developing relations.  The interests and talents are important to the organization since they act as the basis for training. The good relationship enables the employees to identify the areas in the organization that need urgent training to cope with technological advancement.

Employees tend to emulate the traits of their senior management, which in turn ensures attainability of outlined goals and objectives. In this regard, the management should aim at exhibiting the best traits that show their willingness to attain goals. They should formulate decisions that are attainable by every employee. They should be ready to share the success and victory of the organization with their employees through recognizing and appreciating their efforts. The organizations should change from mare employment centers to communities with a particular culture that is worth emulation and practice everywhere. This in agreement with the three-dimensional theory, which emphasizes on attributes and control as a way of attaining motivation in tasks. In this perspective, the organizational culture, which should be portrayed through employer behavior, should be the attributes that change the workers’ future motives. The emulation should be in such a way that encourages self-control at the workplace. The decisions should directly affect the employees in a manner that they perceive themselves as the responsible people to implement them and attain the established goals.

In conclusion, the threat of employee engagement is affecting most organizations currently and is likely to cause more effect in the future. When the employees are not engaged, they become demotivated in performing their duties at the workplace. The management should establish the likely causes of these threats and address them through different theoretical frameworks such as the Maslow’s, Hawthorne’s, and three-dimensional theories.  The employees should also participate in addressing the threat through channeling their concerns to the management and allowing discussions for feedback and relevant clarification.


Economic and Social Issues in the World

The world today faces a myriad of challenges. Key among those challenges touch on economic and social issues. The fact that economic and social issues touch directly on the lives of everyone in the world has led to numerous effort to promote and improve solutions to the challenges. Despite many other economic and social issues, there are those that have taken center stage in the global arena. Among them are minimum wages which are now considered part of the human rights to avert exploitation? Another key issue touches on gun control. Although some countries have relaxed laws on gun ownership, it has become a challenge for the government to ensure its appropriate use, a fact that has raised concerns to control the purchase and use of guns. Similarly, the world is now grappling with challenges to do with abortion and Planned Parenthood. The issues dig deeper on individual rights and the economic conditions forcing many organize their family set up in a way never considered before. Below we explore those three socio-economic issues on a global scale, to gather more information about them.

Minimum Wage

The issue of minimum wages deals with economic issues almost in each country, and collectively have an impact on the global issues. As a result, this issue has been discussed by top global institutions and more specifically the United Nations. During its inception in 1945, UN members state agreed to work together to promote and improve the economic and social advancement of all people around the globe. Several since that pledge, a lot has been achieved especially on the issue of minimum wages. Minimum wages determines directly the standard of living as well as the purchasing power of people in underdeveloped regions. As such, fixing minimum wages and preventing gullible employees from exploiting them has been one of the top global challenges.

The United Nations was among the first institutions to enact guiding principles as well asking their members states to ratify and adopt them adhering to minimum wages. This culminated the founding of International Labor Organization (ILO). The organization has since then enacted several conventions regarding the same issue. Among the convention is the Labor Clauses of 1947 concerning labor clauses in public contracts. The Protection of Wages Convention, 1949, minimum wage fixing convention, 1970, Protection of Workers Claims Convention, 1992 among many other conventions. The sole purpose for this is to ensure workers are fairly remunerated under favorable working conditions.

Several UN member states have on their own enacted their principles and laws to fix minimum wages in their respective jurisdictions. The United States and other developed countries like the UK, Germany, France, Spain, and others have been in the forefront fixing minimum wages and enacting strict rules to ensure employers do not violate the requirement. In the US, the federal minimum wage stands at $7.25 per hour. However, this has not stopped other states from enacting their minimum wages. For example, the state of Washington enacted a law raising her minimum wages from initially nine dollars to fifteen dollars to be implemented in phases till 2018. Many other states across the US have similarly enacted laws raising minimum wages significantly higher above the federal minimum wages. To ensure employers do not exploit clauses in federal laws to escape increasing their workers’ wages to a required minimum in their respective areas, federal laws maintains that employers should always pay whichever is higher between the existing minimum wages.

A similar trend has been observed in Europe and other developed countries. All countries in Europe have minimum wages set by law and strictly ensure implementation by employers. The minimum wage in EU region averages $5.26. On the contrary, Asians and African countries, often due to pressure and need to ratify international conventions on labor and minimum wage laws, have done so but faced stiff challenges in ensuring its implementation. Many countries across the two continents, despite having the laws in place, do not act to ensure employers follow the laws. This general impact of this laxity is exploitation and violation of human rights working in those countries.

Gun Control

The issue of gun controls has dominated our screens for several years now. Although there have been issues with guns before, the stories have dominated the recent years most. The US Constitution’s Second Amendment gives civilians rights to bear arms. Due to this right, it is estimated that 30-35% of all guns world over are owned by Americans.  The existence of legislation from state to state dictating on who can own and how they can be carried and stored has not curbed widespread repercussions of gun ownership. In the last five years alone, more than ten mass shootings have taken place in different parts of US. This mass shooting, in turn, has led to several questions being raised about guns and more specifically on how they can be controlled.

The issue of misuse of firearms has raised concerns resulting in some calling for tighter gun control laws, whereas others, who feel they have been responsible rejecting the idea of gun control. Proponents of gun control argue that statistics do not indicate a cause-and-effect relationship and that the rates of gun homicide and other gun crimes have dropped in the last two decades or so. The issue continues to generate heated debates within American public and in some of her law establishing authorities. At the height of mass shooting, and in reply to a public angered by the executive’s failure to act on guns, President Obama issued a package of executive orders designed to decrease gun violence. Among the orders issued included a requirement for all gun dealers to obtain federal licenses and in turn conduct background check for prospective buyers.

In other countries, gun laws are tighter compared to the US. For example in Canada and Australia, inspired by past incidences of gun misuse enacted laws making it compulsory that a thought background check must be conducted on all prospective buyers. They also prohibited public ownership of some guns like automatic rifles. In Israel, laws are even stricter. Although all Israeli join the military on adulthood where they receive training on weapons after they are done from the military college they are supposed to adhere strictly to civilian gun laws. Their strict culture and discipline make Israel among the country with least gun homicide cases. It also bans ownership of certain assault guns.

The UK tightened their gun laws after a widespread public outcry precipitated by extraordinary acts of gun violence. They subsequently enacted numerous gun laws that made it tough or civilians to own guns.  In other parts of Europe, the story has remained almost the same. Norway was forced to review its gun laws after a civilian attacked a public gathering killing dozens in July 2011. In general, Europe has had a history of gun violence has tight gun laws compared to the US.

Abortion/Planned Parenthood

Since the rise of women movements after Second World War, the issue of abortion has been one of the most discussed from pro-women rights groups. Abortion and Parenthood touch on women directly, and that is why they have been more concerned than anyone else. Planned Parenthood has also been an issue of central discussion in overpopulated countries.

Abortion, being a central issue in women’s rights has gained massive support across many countries in the world. Many states across the US now consider it as part of a woman right in which she can decide on her own what to do. In the US gives women the right to privacy that includes the right to determine whether or not to bear a child. The general US public has shown a lot of support to abortion and holds that it should include the right to conduct it safely under the care of health professionals. An issue that continues to stir controversy especially in the House of Representatives where such a provision has been defeated several times in the recent past.

On the global front, many other developed countries like in Europe have advanced abortions laws, allowing women to safe abortion. Something that has been lauded by global human rights movements. However, in some other countries in Africa and Asia abortion laws do not exist, and where they exist they are rarely taken seriously.

Women’s movements have equally pushed the issue of Planned Parenthood across the globe with the same vigor as with which they have been pushing for abortion. In the US and most other developed countries, activities initiated by organizations and institutions working to deliver contraceptives have enabled many families plan with ease the future of their lives and families. Access to contraceptives and knowledge about there is more accessible today in almost every country today.

Despite that, women in underdeveloped countries continue to face difficulties in not only access to contraceptives but also access to knowledge about them.  This has rendered many women unable to control their families.


The above are few of the economic and social issues in the world. These issues, whenever confronted pose big challenges to human beings anywhere in the world. Failure to enact favorable minimum wages can render populations poor. Gun control is an idea that has helped many countries curb the rising cases of mass shooting, robbery and other incidences of assault. Countries that have been unable to enact tough gun laws continue to suffer from the social repercussions as well as political pressures to change the laws. And lastly, Planned Parenthood and abortion which is both an economic and social issue continue to challenge many people across the globe. Efficient Planned Parenthood and support abortion laws are lessening both social and economic challenges, especially to women. Further supportive laws can do more to emancipate families from getting families they cannot support.