Analysis of Strategic Change and Implementation in Business Operations

This report provides a comprehensive overview of managing strategic change and implementation within business operations. It begins with an introduction highlighting the importance of adapting to evolving business environments, particularly in the face of technological advancements and globalization. The report then delves into contemporary issues, emphasizing the need for organizations to be agile and responsive to change. It explores two key models for managing strategic change: the Alignment model, which focuses on aligning organizational resources with its mission, and the Scenario planning model, which aids in strategic thinking by considering external forces and potential shifts. The report further identifies factors driving the need for strategic change, including market dynamics, economic indicators, and technological advancements. It then discusses various change models for implementation, such as environmental assessment, human capital considerations, and the importance of leading the change. The report concludes by outlining key steps for effective strategic change management, including identifying areas for improvement, planning, communication, and resource allocation. The importance of continuous monitoring, evaluation, and adaptation is also highlighted.

Managing strategic change and implementation 1
MANAGING STRATEGIC CHANGE AND IMPLEMENTATION
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Introduction
Most organizations in the current business society make tactical changes and apply
advanced procedures and plans in their operation. Some of these adjustments occur from the
enduring trends of administration. These ongoing management trends comprise of organizational
cultural adjustment, authorization, engineering in the method of doing business, and the total of
excellence. On another frontage of tactical change, various plans are compelled by the
requirement of various organizations to create their operations to be more sustainable in strong
competitive conditions. Additionally, strategic changes in most business operations consist of
structure, strategy, frameworks, processes, as well as organizational culture. The tough part of
such changes is the idea of bringing about changes in the manner the individual activities within
the operations of an organization. Therefore, the primary focus of this research article is to
discuss different aspects that relate to managing strategic change and implementation in most
business operations
Contemporary issue
The era of technological advancement and rapid globalization has resulted in a constantly
shifting business setting. The use of the internet alongside social media platforms have
revolutionized the manner business operators are managing their operations (Knoer 2011).
Various organizations are presently expanding their business operations in different geographic
regions. For attaining this global growth, they need implementing several organizational together
with functional changes, and therefore they need efficient management of change in operations.
Accordingly, various researchers have reported that there has been broad consensus that

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increasing environmental uncertainty and instability have a huge impact on decisions for
management of strategic changes implementations.
In present’s fast-stride, active business settings, definitely the only stable experts can
depend on is a variation in strategies of operations. Therefore, there is the need for every
organization to nimble and be ready to make decisions faster, and these that can do this will
generally face several changes in short duration (Stetler, McQueen, Demakis, and Mittman
2018).. Management of such strategic changes and their implementation can be organization-
wide or team-based, and it might stem from different factors. These factors can range from
technological advancement to internal operating needs to finances to politics. Therefore, the ideal
process of management of strategic change and implementation provides appropriate direction
and purpose for all other activities that deal with change management (Agarwal and Ansell
2016). Project team partners are always capable of becoming successful through the process of
outlining the exclusive traits of the changes and its potential resistance in operations. In most
cases, strategic changes are grouped by extent together with the frequency of its requirements.
Theory of managing strategic change and implementation
The instances of regulatory, advancement in technology, and political operations that
confront most organizations have made radical organizational shift leading to being the central
issue among surveyors. There exist two models of strategic change used by most organizations.
These models help organizations to establish their efforts that fall under the strategic planning
model (Herrmann and Nadkarni 2013). These models that are used by most companies to
manage their strategic alongside implementation comprise of Alignment model as well as
Scenario planning model. These theories ensure that change in operations of individuals or

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organizations are necessary to help them to continue thriving and to meet and exceed their
competitors.
Alignment model
It is the type of model that ensures the firm alignment among the mission of an
organization along with its resources to ensure that it efficiently operates. The model of
Alignment remains as one of the useful for corporations that require fine-tuning different
operational strategies or attaining why they are not effectively attaining their goals. The model
assists the organization in outlining their plans, resources, and needed support to remain
competitive in a business setting (Pournasir 2013). Besides, the model helps an organization to
understand operations that are working well and what they need to adjust. It also shows
organizations to identify how various adjustments need to be done.
Scenario planning model
In a scenario planning model of managing strategic change an implementation, it can be
utilized in conjunction with different models. The operations of this model with other models
help in ensuring that planners truly undertake strategic thinking. The model in most cases is
useful especially in the process of identification of strategic goals and issues of an organization
(Amedzro St-Hilaire 2016). The model also comes with the choice of various external forces
along with imagining the related shifts that might affect operations of an organization. The
model is useful in reviewing the worst case scenario that always provokes firm motivation to
change the operations of various organizations.
Key aspects that is complex, coherent, and detailed

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There is a need to change in strategies used by an organization. However, various factors
indicate the need for change. Some of these factors that lead to the necessary requirement for
adjustment can be changed in client’s flavor towards particular produce. The other factor can be
the strong position of a competitor in the market that becomes the point of indicating demand for
the need for strategic change in operations (Speculand 2014). It is not just the basic factors that
lead to the need for strategic change and implementation. However, some economic aspects that
comprise of the rate of inflation, changes in growth of GDP, and changes in rate of interest also
impact the well stance of the association in marketplace. Moreover, limitations in the budget,
changes in laws, technological advancements, mergers alongside acquisitions, and restructuring
operations are other useful aspects that contribute to the need for the change within operations of
the organization. Managing such strategic change and implementation is useful in operations of
people and organizations (Aldehayyat and Anchor 2013). It enhances the experience of different
customers. Additionally, management of strategic change and implementation can help in
boosting the weak position of an organization in the market. Such operations can be meeting
when the company makes some job cuts and reshuffling some individuals in departments. The
process can be vital for operations of individuals as it can help an organization to win the heart of
customers (Parry, De Bock, and White 2015). By winning such hearts, organizations can be able
to make entry into different types of business operations.
Change model for implementing in the management of strategies
Various change models can be useful to help in the implementation of strategies of
operations. These models consist of education assessment, leading the change, human capital as
liabilities and assets, overall consistency, together with liking both strategic and operational

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changes (Arshi 2012). The need to have an environmental assessment plan is an essential aspect
in the management of strategic change in an organization. The idea helps the organization to
focus on the need for delineating some systems for monitoring both external and internal factors.
The idea is useful as the monitored factors might possess a negative or positive impact on its
overall business operations and other operational events (Onsarigo Miencha, Paul, and Selvam
2017). Additionally, the focus on human capital as assets and liabilities is useful in the
management of strategic change. The idea allows the organization to create the strategy that
concerns the workers so that they sense their usefulness and assessment in the business. The
recognition of such human resources to be valuable assets in operations makes them focus on
supporting every activity of the corporation.
Leading the change during management of strategic change and implementation allow an
organization to set the agenda pertaining the mission, guidelines, values, with missions of the
transformation. Furthermore, these guidelines together with standards need to be tolerable by
every worker to have a say to the adjustments (Loonam, Kumar, Mitra, and Abd Razak2018).
Additionally, general reliability helps in setting the plan for tactical change and implementation.
It makes the set up for such operations to be steady and serve a viable benefit to the corporation
(Greener and Hughes 2016). The need to link both strategic and operational changes during the
management process can help in improving how the organization works. Such step of linking
strategic changes and implementation with routine works of workers helps the workers to accept
such changes imposed to their operations easily.
Key steps for managing strategic change and implementation

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Every organization in modern days is constantly experiencing a change in operations.
These changes are either caused by new technology implementation, updates of operational
processes, compliance initiatives, reorganization, or service improvement among customers. All
these sift in operations make the change to be constant and necessary for the growth of
operations (Beynon-Davies, Jones, and White 2016). A consistent process of managing strategic
change and implementation can be vital in minimizing the impact that change in operations has
on the wellbeing of workers and operations of the organization. Some of the significant steps for
ensuring effective management of strategic change and implementation comprise of
identification of what needs to be improved, presentation of a solid business case to stakeholders,
planning for change, and communication.
Other steps comprised of the provision of resources and used data essential for
evaluation, celebrating success, monitoring and managing resistance, budgeting risks, and
dependencies, alongside reviewing, revising, and continuously improving projects. Besides, the
step of removing barriers is vital in the management of strategic change and implementation as
in some cases workers do counter barriers when implementing the changes in their operations
(Pournasir 2013). Identification of what needs to be improved during the management process is
critical to recognize the concentrate and to explain goals. The process entails the recognition of
resources and persons who can be effective in facilitating management process and lead the
endeavor. Conversely, the need to have a plan for managing strategic change and implementation
provides the roadmap to follow (Loonam, Kumar, Mitra, and Abd Razak 2018). It provides the
roadmap that identifies the process, the route to follow, and destination to reach.
Conclusion

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From this presentation, it is evident that a major key factor for the survival of an
organization is the focus on effective approaches to managing strategic changes and
implementations in their operations. The process of managing strategic change and
implementation is also reliant on the type of organization in a business setting. Different
organizations might require approaching strategic change and implementation differently, and
the types of change management approach adopted need to be consistent with targets of the
organization together with its situation in the market. Therefore, according to the above
presentations, business operators that efficiently manage strategic changes and implementation
initiatives survive more and gain a competitive edge over rivals. The idea of aligning with
technological advancements and other business setting changes is not enough. The effective
organizational change also comprises of the idea of ensuring the human resource capability to
work completely in a new change of working culture.

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Arshi, T. (2012). Organizational Strategies and Communication Model: Do Advertisements
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