Strategic Analysis and Planning for Desklib

This article discusses the strategic analysis and planning for Desklib, an online library for study material. It covers issues and solutions related to environmental, freshwater, medical incapacity, and housing crisis. It also explains two models for change strategies, the Power Versus Interest Grid method for stakeholder engagement, and ways to ensure stakeholder engagement from the beginning.

Running Head: Strategic Analysis And Planning
STRATEGIC ANALYSIS AND
PLANNING

Strategic Analysis and Planning 1
Table of Contents
Task 1..........................................................................................................................................................2
Task 2..........................................................................................................................................................5
Task 3........................................................................................................................................................10
References.................................................................................................................................................14

Strategic Analysis and Planning 2
Task 1
1.1
Issue 1: Environmental issues
Solution
New Zealand has fallen behind whatever remains of the world with regards to clean innovation.
A 2014 report from the World Wildlife Fund positioned New Zealand as an ordinary nation
among 40 of the world's produced countries with regards to clean innovation.
Without huge residential wellsprings of financing, pioneering New Zealanders in numerous
divisions have attempted to motivate their advancements to showcase. The WWF report found
New Zealand has great foundations with regards to development, however, is deficient with
regards to with regards to the money related advancement of new companies(Guthrie, 2011).
In any case, there are a couple of cleantech examples of overcoming adversity. With ~80% of its
power created from sustainable assets, New Zealand has a bounteous supply of clean power.
Drive Technologies, situated in Wellington, makes high-productivity electric engines. Meridian
Energy was a piece of activity to put sun based boards on dairy sheds the nation over. New
Zealand likewise has 30 unique organizations working in its geothermal part(Corbett &Rastrick,
2010). The 2016 Electric Vehicle Program expects to twofold its electric autos armada
consistently until 2021. In numerous parts of New Zealand, reusing of paper, plastics, glass, and
metals is normal.
Notwithstanding, the nation does not direct dangerous waste administration. Squander
Management and Minimisation Plan (2012) in Auckland makes the polluter pay for unsorted
family unit squanders, empowering reusing however much as could be expected. This guideline
has eliminated sent to landfills.
Issue 2: Freshwater crisis

Strategic Analysis and Planning 3
Solution
The Business Council proposes a Best Use Solution – to convey enhancements for all clients,
organizers and directors, and the earth. It includes overseeing both surface and groundwater
assets with a blended statutory arranging and market-based framework. On the off chance that
these upgrades are received: The people group, through its arranging frameworks, will decide the
underlying allotment cutoff points and set water quality breaking points for utilizing our water
assets considering open intrigue esteems the oceanic environments social qualities recreational
qualities water system and other industry needs control age prerequisites city use. An intentional
market will be utilized to re-convey the water allotted for business and civil use while
guaranteeing organizations and districts live inside the limits set by the network in the arranging
procedure(Hoque & James, 2012). Provincial Government in participatory arranging procedures
will set the guidelines for dealing with the environmental, recreational, social and financial
interests in their catchments, with focal government direction through National Policy
Statements (NPS) and National Environmental Standards (NES).
Issue 3: Medical incapacity
Solution
It is an important aspect of any employees' lives. In certain circumstances, the employee is
diagnosed with such a disease which would prevent him or her from performing their duty on a
regular basis. This is a very concerning thing for both the employee and the employer. In certain
countries like the US, UK, etc. they have strict laws which prevent an organization from sacking
or firing an employee on medical grounds(Becker & Gerhart, 2013). These Policies are missing
in New Zealand, but recently the Government has expressed their concern over this issue and
have promised to bring strict laws to safeguard the interest of the working class of New Zealand.
Issue 4: the Housing crisis
Solution
New Zealand is going through one of the worst houses crisis in centuries. Home prices have
skyrocketed, and sales have dipped which is affecting both the consumers and the builders. The
primary reason behind this is that New Zealand boasts some of the most beautiful views in the

Strategic Analysis and Planning 4
entire planet which is attracting the attention of the rich elites of the world who are paying huge
amounts to purchase properties especially in Moana which is driving the prices up for the New
Zealanders (Macky& Boxall, 2012). The government has recently stepped in to cap the prices of
such houses sold to foreigners, but much stricter laws and a powerful regulating committee need
to be set up to deal with this issue effectively.
1.2
The various steps taken by the local government of Moana are as follows:
• Long-term, beneficial improvement of an excellent item.
• Products are sourced from sound, very much overseen wild catch and aquaculture generation
frameworks (Bartlett & Kang, 2014).
• Wild catch fisheries and aquaculture must keep up and where essential reestablish the assorted
natural variety of biological communities and our kin. They are after all inseparably connected.
• Production and handling of fish from all sources will, as a base, consent to every single
significant law and directions, including best practice work guidelines and environmental
administration (Challis, Samson, & Lawson, 2015).
• Seafood generation frameworks ought to be overseen as a team with other dependable clients of
the marine condition.
• Excellence will be kept up all through the channel to market to guarantee economically angled,
mindfully prepared marked item is conveyed to clients in ideal condition for their wellbeing.
• Be a pioneer in an indigenous, coordinated, manageable fish business.
• Engage Iwi, staff, our partner networks, and others, for example, master consultants to
guarantee the greatest take-up and bolster for this Tikanga (Ali, Rehman, Ali, Yousaf & Zia,
2010).
• Develop measurements to deal with our adventure, self-survey and persistently make strides.

Strategic Analysis and Planning 5
• Be responsible by imparting our voyage, just to begin with, and in an inexorably refined way
through growing best practice corporate revealing that incorporates supportability and business
monetary announcing.
Task 2
2.1
Two models to evaluate appropriate innovative and change strategies to manage business
organization and performance:
Lewin’s Change management Model: Lewin's model is the most popular model followed by
some organization to have a deeper insight understanding about the structural change required by
such organizations to deal with unexpected change. This model was first proposed in the year
1950(Dawid, 2011). This model consists of three main stages which are discussed below:
Unfreeze this stage deals with the initial preparations for the change. This is the step which lays
a heavy emphasize on the organizations to prepare for the change long before the change occurs.
This stage also highlights the importance of the change and the various reasons for it as well.
Another important aspect of this stage is that it explains the benefits which an organization can
extract from the change as well (Kovačet al. 2017, p.80)
Change: this is the stage where the change takes place. It explains that the proper transition to
change is a length process as the individuals take a great deal of time to embrace the change and
let go traditional approaches. This is the stage where the leadership traits of higher management
are truly tested. This stage also gives heavy emphasize on an effective communication tool
(Baleanu, Machado & Luo, 2011).
Refreeze: the third and the final stage of this model states that, after embracing the change and
dealing with all the uncertainty with it, the company can stabilize once again. It is due to this
reason; this stage is named as refreezing. This stage that this phrase where the employees and the
higher management decides to go back to their normal routine (Berman & Nagy, 2013).
Mckinsey 7 S model: the primary reason which differentiates this model form others is that it
allows the organization to understand the current trends in the market. Thus, allowing them to

Strategic Analysis and Planning 6
gain a better profit from it. This model is, however, quite new as it was formed in the year 1980.
This model has the following stages:
Strategy: this is the phase which decides the outcome of the change. This is because, if the
higher management fails to come up with an effective strategy to cope up with the new trends in
the marker, then it will be forced to restrain itself from gaining better profit from their business.
This is the phase, according to the model; the company comes up with a step-by-step procedure.
Structure: this is the second phase of the model. This phase predicts the adequate structure
which has to be followed by the organizations which desire to gain better profit from the market.
Along with this, this allows the organization to synchronize their actions and maintaining an
effective hierarchy.
System: the third phase of the model is used primarily to predict the daily activities to cope with
the change (Partovi, Burton & Banerjee, 2010).
Shared values: the third phase deals with the main values of an originations according to which
it performs.
Style: this phase deals with the manner in which the higher management operates.
Staffs and skills: the staffs and the skills phase denote the strength and the quality of the
workforce hired by an organization to conduct its day-to-day activities.
2.2
The best analytical technique for performing stakeholders is the Power Versus Interest Grid
method. First stakeholder examination strategy is controlled intrigue lattice. To experience this
stakeholder investigation procedure with the assistance of the following figure.

Strategic Analysis and Planning 7
Figure 1: Power Versus Interest Grid model
Source: http://www.improvementservice.org.uk/images/power-interest-grid.jpg?
crc=3816200531
Following are the means for developing force intrigue matrix amid stakeholder examination in a
venture.
• Identifying the diverse Stakeholders who are a piece of the venture
• Determine the intrigue (concern) stakeholders have and how much power(authority) they need
to alter the course of the venture
• A 2x2 network with Power on the Y-pivot and Interest on X-hub is plotted as appeared in the
figure above. The intensity of stakeholder increments as one move from base to top along the Y-
pivot. The enthusiasm of stakeholders increments from left to ideal on the X-pivot.
• Classify stakeholders dependent on their capacity and intrigue

Strategic Analysis and Planning 8
• The stakeholders in the upper right corner of the framework have high power and intrigue. PM
needs to work intimately with these and guarantee that they are counseled, teamed up with and
connected totally (Fleisher & Bensoussan, 2013).
• The stakeholders in the upper left corner of the matrix have high power however less intrigue.
PM needs to keep this class fulfilled yet not delve into the subtleties and on an everyday
schedule
• The stakeholders in the base right corner of the network have low power however high intrigue.
PM needs to keep them educated about the advancement and changes. These stakeholders can be
partners on task and help counteract issues.
• The stakeholders in the base left corner of the framework have low power and low intrigue. PM
needs to watch out for them and screen their advantage levels. Connect with them with
conventional specialized strategies that require less exertion with less detail and recurrence.
2.3
Here are eight different ways to guarantee that organization stakeholders are locked in from the
beginning.
1) Directly Addressing the Skeptics
The management should address the issues and challenges faced by the company rather than
avoiding them as it will increase the trust factor among the stakeholders.
2) Making Sure That There Is a Business-Side Sponsor
Light-footed must not be consigned to the IT division alone. The memorable test is that Agile is
still consigned to a technique rather than an attitude. It should be embraced by whatever number
of divisions and offices as could reasonably be expected to have the best positive effect on an
association.
3) Getting Buy-In From All of The Stakeholders

Strategic Analysis and Planning 9
This may require some extra training at the senior dimension on why the present model is
defective by the plan. For the most part, top-level administrators detest being told they're
"treating it terribly," to be set up to show how an option (dexterous) model will profit the
organization and make their lives less demanding.
4) Using Easily-Understood Metrics
The results and analysis should be presented in a simple and effective manner so that every
single stakeholder can understand them equally as often stakeholders consist of people from
various sections who might like it might not have the same level of intelligence and
understanding prowess.
5) Providing Early Wins
This one is extremely a foundation of a spry working model's prosperity. If you can show
substantial advantages of lithe to your group at an opportune time, you're undeniably bound to
have a more extensive scope of supporters (and eventually adopters) all through the association
(Arth, 2016). This is the place "activities talk more intense than words" is best. One of the
extraordinary catastrophes of unsuccessful spry changes is that the accentuation on self-evident
results comes past the point of no return.
6) Executive Sponsors Needed to Be Seen
The best dimension the board associated with a nimble undertaking can't just instruct whatever is
left of the association and after that vanish. The best outcomes happen when official patrons
invest energy with their groups. At the point when officials exhibit this dimension of
commitment to how lithe working standards are profiting the organization, it has a significantly
positive effect on selection. Alternately, if the official backers are no place to be seen amid the
transformation, it sends an unmistakable message that creation the change isn't generally a need
and isn't surely knew(Ramachandran & Beaudoin, 2010). Administrators ought to be set up to
show others how it’s done amid the change and ingrain trust in their representatives.
7) Making Decisions

Strategic Analysis and Planning 10
Very regularly the basic leadership process turns out to be excessively long because of an
inability to organize. The board must not be hesitant to make a move when they know which
alternatives will best line up with the organization's vital destinations. The board must not be
hesitant to push back when colleagues are not unmistakably ready to show vital arrangement.
8) Get the Stakeholders to Talk with Industry Peers
Executing a dexterous working model gives an extraordinary distributed learning opportunity.
Urge stakeholders to chat with individuals in their system who have involvement with spry and
talk about what functioned admirably. Hearing the advantages from a friend is frequently the
ideal approach to get stakeholders genuinely occupied with the change. The takeaway from these
focuses is that paying little mind to how to empower commitment between organization
stakeholders amid change; the help should be resolute and exceptionally obvious (Rong, 2016).
Dexterous is a long haul, staggered social change, and an indifferent commitment exertion is
probably going to result in poor selection rates and surrender.
Task 3
3.1
Three primary models for professional development in employee engagement and productivity
are as follows
1. The AAA model
Recent studies have recognized administration/authority as a standout amongst the most vital
engagement factors. The accompanying two articulations positioned most elevated in
significance:
On the off chance that an organization freely expresses that its no. 1 need is ability or
individuals, it should possess up to it. Employees are locked in when they feel esteemed at the
point when their endeavors are perceived and when they are urged to flourish.
Straightforwardness and correspondence are the premises of building their trust in the initiative
and picking up their engagement.

Strategic Analysis and Planning 11
2. Significant work
It's difficult to be locked in at work on the off chance that you feel like the work you're doing
isn't locking in. Circumstances like these make solid sentiments of despondency, insufficiency,
and dissatisfaction. The weightiness of one's activity can be thought of as the inclination that
one's activity adds to society, all in all, an explicit network, a reason, and so forth (Karatepe &
Olugbade, 2013). At the center of an association, an unmistakable mission and vision are basic
since they give direction and course as well as advance to partners (e.g., customers, financial
specialists) to get their up front investment. The viability of conveying this reason to employees
is similarly imperative. The board may invest a lot of energy in correspondence through
addresses and pamphlets, yet in the event that the dominant part of employees don't relate to the
message, it might be an indication that the vision is either under communicated or that
employees are not being demonstrated the connection between their work and the association's
general mission (Luthans & Peterson, 2012). Having any kind of effect toward a reason that is
greater than any one individual or the association can offer a feeling of satisfaction to employees.
3. Associations with collaborators
When you have a dear companion at work, you feel a more grounded association with the
organization, and you're progressively amped up for coming into work each day. You join
yourself to the organization's motivation and work together better to make accomplishment for
the business (Kahn, 2015). Positive associations with collaborators can cultivate a feeling of
reliability, brotherhood, and good help and engagement among staff. These bonds may help by,
and large outcomes and efficiency as employees are bound to need to abstain from frustrating
their colleagues and to remain a firm group, particularly when looked with affliction(Bundy,
2014). Research demonstrates that employees' associations with colleagues and bosses will
expand the mental significance and employee engagement in the work environment. The
relationship will expand the fellowship and feeling of having a place that improves mental
seriousness. Thankfulness from associates and directors will make minding and enhance the
security of employees in the working environment.
3.2
The chosen model is the model which engages the active participation of the management.

Strategic Analysis and Planning 12
It is not difficult to acknowledge that a person has done a good job and to show them
appreciation. It does not have to cost anything to operate by the AAA Battery model. This model
creates a feeling of purpose and belonging for employees. This is increasingly important since a
winning competitive edge is created through effective talent management and developing a
worthwhile employee value proposition (Mauno, Kinnunen, &Ruokolainen, 2011).
Managers need to step back and ensure that they are using the AAA motivation battery model, so
they give the organization the greatest possible chance of competitive advantage through people.
Each ‘A’ is explained in greater detail below:
Acknowledge – This is an area that managers overlook. Employees need meaning in their lives,
and a reason to come to work every day. They need to know their purpose. If an employee
understands how their contribution impacts others and organizational success, then they are more
likely to feel that they have this meaning. Managers have a responsibility to acknowledge what
employees do and to show them who it impacts within the organization and how. This helps
employees build an emotional attachment to their work, leading to improvements in performance
(Shuck, Reio Jr & Rocco, 2011). Managers that acknowledge individual employee contribution
and team participation will naturally be more effective at motivating staff. This ultimately drives
productivity and performance of the individual.
Appreciation – Showing appreciation for employees costs nothing. It takes almost no time and
no money at all to say thank you for a job well done. When managers do this, they are expressing
the value of the employee’s efforts for the company and its stakeholders. If monetary rewards are
available to offer as a token of appreciation, then that is excellent. If not, types of non-monetary
reward could be offered, such as giving a person an extra day off.
Advance – Most people want to feel as though they are advancing and achieving something in
their careers. Managers can help people progress in their careers by offering development
opportunities. While the first thought might be, “That is too expensive!” with external courses in
mind, development options can be created within the firm. These include providing on-the-job
training, offering opportunities that allow development, such as stretch tasks, and providing
access to internal courses (Al Ariss, 2010).

Strategic Analysis and Planning 13
Developing employees in this way helps them to feel that they are getting something back for
their efforts, as well as increasing their skills and competencies. Overall this increases
motivation, engagement, and organizational commitment. These employees are also more likely
to be productive as they are better skilled to do their jobs.
3.3
As can be seen, there are many benefits of the AAA Motivation Battery model to the
organization.
In summary, these include motivation and engagement of staff and more energized employees.
Employees that are more engaged and energized are proven to be more productive, to provide
better quality in their work, and to offer improved customer service. All of this leads to better
results and increased profitability for the firm (Eros, 2011). It also makes the organization a
better place to be with improved corporate culture. Meanwhile, there are fewer conflicts and
resentments among staff and better employee retention.
The AAA Motivation Battery pack is a very simple, yet extremely effective approach for
managers to take in motivating employees and delivering organizational success.

Strategic Analysis and Planning 14
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