Strategic International Business Management Report: SAR Health

This report, prepared by a student, analyzes the strategic international business management of SAR Health Services, a multinational enterprise. It examines factors crucial for project implementation, including objectives, communication, planning, and management controls. The report delves into people management issues, such as ambiguities, communication barriers, and inequality within the team, and provides recommendations for proceeding with the project, including conducting meetings, training, and organizational structure adjustments. It also addresses factors for considering change capability, such as the need for modern facilities and effective waste management. The report highlights the importance of strategic planning, communication, and employee engagement for the success of the project and offers practical suggestions for improvement. The report is a comprehensive assessment of the management challenges and provides actionable recommendations for SAR Health Services to achieve its goals.

Running head: MANAGEMENT
Strategic international business management
Name of the student:
Name of the university:
Author note:

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Table of content
Introduction................................................................................................................................2
1. Factors which the management team wish to consider before moving further with the plan2
Objectives...............................................................................................................................3
Communication......................................................................................................................3
Planning..................................................................................................................................3
Management controls.............................................................................................................4
Appraisals...............................................................................................................................4
2. People management issues.....................................................................................................5
3. Recommendations for proceeding with the project...............................................................7
4. Factors for considering change capability..............................................................................8
Conclusion................................................................................................................................12
References................................................................................................................................13

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Introduction
Management is an important component in the business for achieving positive
outcomes. Strategizing the operations proves beneficial in terms of prioritizing the activities
according to the requirements and urgency. Management consultant plays an important role
in providing effective solutions to the companies and organizations for implementing changes
effectively after analysing the resources, capabilities, internal and external environment
(Hayes 2018). This report, through the example of SAR health services, attempts to excavate
the necessary modifications, which are needed for progressing with the plan through the
means of developing change capabilities.
1. Factors which the management team wish to
consider before moving further with the plan
A successful project is based on the people, planning, communication, risk
management and closure. These is applicable for all of the project managers even the project
management consultant, who has been hired for monitoring and controlling the change of
consolidating the operations in the selected site. The management consultant is to conduct
meetings for gaining an insight into the rationale behind the project. This insight is crucial in
terms of detecting the risks and the constraints at the initial stages (Doppelt 2017). These
risks are cost, time and scope. Along with this, the meeting is important in terms of
developing clear and achievable objectives. Once, the objectives are developed, the stage of
team formation is adopted. This team formation is followed by resource and responsibility
allocation. Here, one of the important factors is communication, which provides the team
members with the idea regarding proceeding with the project.
One of the other factors, which the management team of SAR Health Services would
be repeated appraisals of the team members. Systematic approach in this context would be
assistance for achieving positive outcomes. According to the arguments of Cameron and

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Green (2015), appraisal would act as a motivation and encouragement for the staffs to expose
better performance and make the project a success.
Objectives
In order to develop the objectives, the viewpoints of the stakeholders hold prime
importance. This is because, it is the stakeholders, who would be affected by the project and
the change. The presence of senior managers is vital for gaining the signed approval towards
conducting the projects and preparing the list of deliverables. Hornstein (2015) is of the view
that this approval would avert the illegal instances and external influences, which can stall the
process of conducting the project related activities.
Communication
Communication with the higher authorities is assistance for the management
consultant towards gaining an insight into the current status of the resources and materials.
Increasing the frequency of the meetings would be effective for the management consultant
in keeping a track and monitoring the progress of the projects with the available resources.
Indulging in communication with the team members is assistance in terms of detecting the
interest towards knowing about the context of change and the objectives developed for
accomplishing the change of reducing the operational cost by the era of 2022. On the
contrary, Lozano, Nummert and Ceulemans (2016) states that this communication would be
beneficial for assessing whether the team members possess the necessary skills for
objectivising their performance.
Planning
Planning is one of the other factors, which ensures the success for the projects. In this,
consideration of the route maps is assistance towards conducting journey mapping for
establishing balance between the starting and the end points of the project. Planning acts as
central aspect for SAR towards accomplishing the plan of reducing the operational cost by
2022 through the means of change management. In this context, the initiatives towards

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unfreezing the traditional practices is reflected through the means of the green initiatives
(Lozano, Ceulemans and Seatter 2015). Typical evidence of this lies in reducing the waste
generation, recycling and transportation among others.
Management controls
Tracking, controlling and supervising the performance of the team members is
assistance for the managers in terms of making estimates regarding the time by when the
closure would be achieved. This supervision is assistance in terms of detecting the potential
risks, which can act as an obstacle in the process of executing the project related tasks and
activities. Along with this, monitoring the process in which the projects are conducted is also
assistance in terms of assessing the changes, which needs to be made for aligning the
performance with the standards of the plan. This approach is also helpful for the management
of SAR for implementing the formal change control processes. According to Verhulst and
Lambrechts, (2015), follow up of the processes is important for preparing the budgets and
managing them. Countering this, the preparation of budget is to be done at the stage while
detecting the deliverables of the project.
Appraisals
Appraisals are a process for assessing the extent to which the workplace condition has
changed from the initiation. Along with this, appraisals also assist in measuring the extent to
which the costs have reduced or increased. In context of SAR, this appraisal has resulted in
the plan of reducing the operational cost by 2022. The context of this plan lies in
consolidation of the operations to another plant for reducing the energy costs. Steigenberger
(2015) states that in the process of this analysis, the management consultant would gain an
insight into the need and urgency of the project.

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2. People management issues
According to the People Capability Maturity Model, there are five stages of
managing the people. These stages are optimizing, managed, defined, repeatable and initial.
Conducting the need and capability analysis adds value to these stages. On the contrary, if the
balance in these stages is lost, then it is an issue in terms of extracting the required labour
needed for completing the project related tasks within the stipulated time. Failures in this
context crop up in the form of ambiguities in providing direction to the team members. This
might result in the achievement of negative outcomes upon the exposure of negligent
approach. Altamony, Al-Salti, Gharaibeh and Elyas (2016) argue that these ambiguities
generate confusion towards making the appropriate deliverables within the stipulated time.
This ambiguity leads to mistrust, which can degrade the stability in the relationship between
the management and the team members.
Failure to react to the problems is also an issue, which the management of SAR can
encounter if proper managerial strategies are not followed. Negligence and careless approach
in this direction can lead to conflicts, which is a deviation from the project scope.
Communication issues might occur in the form of language barriers. This is in the process of
interacting with the foreign clients regarding the implementation of the proposed changes
through the plan of reducing the operational costs. Not considering the problem solving cycle
can be problematic for the staffs in terms of detecting the potential risks, which can act as an
obstacle in the execution of the project related activities (Lines, Sullivan, Smithwick and
Mischung 2015).
Inequality in the team members would also act as an issue for the managers in terms
of encouraging collaboration. This inequality can lead to conflicts, differentiation of opinion,
discrimination and harassments. These issue contradict the aspect of stability in the
operations. Typical evidence of this lies in the confession of the managers regarding the full

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support of the staffs, which is essential for the project to be a success. Training the staffs
about organizational behaviour is one of the means through which these issues can be
resolved. In this, one of the striking issues would be the non-compliance with the standards
and protocols of the Ethical Code of Conduct. Ceulemans, Lozano and Alonso-Almeida
(2015) are of the view that this non-compliance would act as a threat for SAR health services
in terms of providing quality services to the employees.
Burke (2017) makes mention of the difficulties in the provision of full time
employment. Neither there is guarantee of employment stability. The hard work invested by
the employees is seldom valued with compensation benefits. These issues, if not dealt
strategically might compel the management of SAR health services to encounter employee
turnover, indicative of the vulnerable market position. This vulnerability acts as a threat in
terms of achieving customer loyalty in the competitive ambience. Diversified workforce
would aggravate the complexities in the process of human resource management. This is
because the managers would have to deal with the employees belonging to different socio-
cultural backgrounds. On the other hand, Al-Haddad and Kotnour (2015) states that lack of
awareness about the cultures can be an issue in terms of diversifying the scope and arena of
the workplace culture. Reference can be cited of the departmental meetings, which can be
cited as an initiative towards enhancing the adjustability skills of the employees. If the
consistency in the meetings are not increased, then SAR health services can encounter
significant losses in the form of delays.
Culture barriers would also be an issue in this context, which would aggravate the
complexities towards conducting journey mapping for identifying the skilled and high-tech
workers, possessing the flexibility in executing the project related activities (Dawson 2019).

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3. Recommendations for proceeding with the project
At the initial stage, the managers of SAR health services need to conduct meetings
with the board panel, head of the departments and the staffs. This meeting would provide the
managers with the insight towards the current status of the project, indicating whether there is
a need for additional resources. This is the stage, where the management consultant plays an
important part, assisting the operational manager in preparing the budget for the additional
resources, if any. In this context, evaluation of the current status of the project is needed in
terms of aligning whether the activities are according to the identified and specified goals.
This alignment would be crucial for making the plans for implementing any further change.
For this, change management model proposed by Kotter can be beneficial in terms of
unfreezing the traditional barriers.
Engaging the team members in every step of the project would be beneficial in terms
of enhancing their preconceived skills, expertise and knowledge. Therefore, training is
needed in terms of upgrading the standards and quality of the projects. Internships conducted
by SAR health services are beneficial, however, their duration can be increased, so that the
staffs can get a better understanding of the dynamics of the business operations. Shift from
functional to matrix organizational structure is a noteworthy fact. However, the managers
need to ensure that the cultural values are preserved. In this context, tactful approach is
needed for averting customer and employee turnover. Managers have themselves complained
that this shift has generated confusions within the staffs. Typical evidence of this lies in the
conflicts, which has degraded the stability in the professional relationships. In order to avert
these instances, sessions and meetings are needed for achieving a mutual understanding for
negotiations.
The decision of consolidating the operations to another plant is apt, however, it has to
be ensured that the site is well equipped with the modern facilities, which are flexible for

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conducting the operations in an efficient and effective manner. For this, experiments can be
done on the machines for measuring its capability in terms of operating in the given situations
and environment. Here, time management is crucial in terms of averting the instances of
malfunctioning at the time of completing the orders.
In order to reduce the wastes, solid waste management can be adopted. This technique
would be beneficial for mitigating the environmental pollution through the segregation of the
wastes. Recycling of the wastes would be an effective option in terms of making judicious
use of the resources. Prior to this, experiments needs to be conducted for assessing whether
the materials are actually recyclable. For improving the standards and quality of the transport,
the drivers need to be provided with quality training services. The training courses can
include the aspects of fuel efficient driving. Rewards, offers and schemes with bonus would
act as a motivation for the drivers to expose better performance, which would reflect an
enhancement of the logistic supply chain network.
Work from home would also be introduced for the workers in the sales team. In this,
the workers would be provided with the facility of just visiting the site B for attending the
meetings. This would be an opportunity for the workers towards upgrading the standards and
quality of their performance. They can be inspired to get admission in the courses for learning
the skills of sales forecasting, supply and demand curve among others, which would be
effective for assisting the seniors. This approach would create a positive image in the minds
of the managers for the team members. Taking guidance and support from the trainers would
assist the team members to assess the feasibility of the plans. Tactful approach in this
direction would be beneficial for preserving the stability in the professional stability,
indicative of prospective labours at the time of actual delivery of the projects.

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4. Factors for considering change capability
The realization about organizational capability is a step by step process, where the
staffs are provided with the training, which is time bound. In this, the senior managers play
the role of the trainers, where knowledge, skills and expertise is transferred to the staffs.
Commitment, perseverance and dedication of the managers is assistance in terms of
enhancing the standards and quality of the performance (Alvesson and Sveningsson 2015).
The factors, which are considered to be essential for building changes capability are as
follows:
 Establishing programs of change- Lectures and seminars about the change and its
management is vital for enhancing the awareness of the workers regarding the need
and urgency of the change. Feedback sessions after the programs is a means for
assessing the approach of the employees towards the proposed change. Meetings on
the basis of the proposed opinions is beneficial for measuring the need for
implementing any further change, which is needed for enhancing the standards and
quality of the performance. Creating plans and sharing it with the senior managers
would be a planned and reasoned approach towards averting the illegal instances like
that of delays and resistance towards adopting the change (Voet, Kuipers and
Groeneveld 2016).
 Identification of champions and adopting top down approach- Identifying the
champions relates with the selecting volunteers, who can help the managers in
monitoring the performance of the employees. The top down approach in this context
relates with segmentation of the operations through the division. Allocation of the
team leaders is assistance for SAR health services in terms of monitoring the
performance on which estimation is done for the measuring the further changes,
which needs to be done for accomplishing the changes. In this case, hierarchy holds

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prime importance in terms of conducting the work break down structure and resource
allocation. Allocating duties and responsibilities are the initiatives towards selecting
the leaders, who can lead the team members. Here, Kaufman (2017) is of the view
that training is one of the means for enhancing unity and collaboration among the
team members, which is needed for executing the project related tasks in an efficient
and effective manner.
 Management buy-in- Exciting management buy-ins are effective for organizations
like SAR in terms of diversifying the scope and arena of the business to those who do
not avail the services. Offshore management is conducted in terms of gaining the
prospective clients, who can contribute in the enhancement of the sales revenue and
profit margin. This process assists in maintaining the competitive pace with the
contemporary brands. In this process, Whyte, Stasis and Lindkvist (2016) states that
controlled ownership of the associated partners is acquired in terms of strategizing the
approach towards executing the project related activities. Foreign investment act as an
agent for the organization in terms of stabilizing the financial parameter.
 Rewards and recognition- Rewards and recognition are the ways in which the staffs
are motivated for exposing better performance. In comparison to the non-monetary
rewards, monetary rewards in the form of incentives and bonuses adds value to the
efforts invested by the employees towards accomplishing the identified and the
specified goals. In this, financial analysis needs to be conducted for averting the
instances of inflation, high exchange rates and high prices of the raw materials (Chang
2016). Partnership with the trade union members would be assistance in terms of
achieving effective solutions for the issues of higher travel costs.
 Identification of the areas, which needs to be improvised- In the evaluation and
audits, the focus is on identifying the areas, which needs to be modified for reaching

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to the benchmark level of performance. In case of SAR health services, plans have
been disseminated to the workers through meetings and discussions. This process has
been assistance in discovering the ‘anger and frustration’ of the workers regarding
accepting the last proposed change. This contradicts the support of the staffs towards
the ‘green initiatives’. Therefore, Butt, Naaranoja and Savolainen (2016) proposes
that balance needs to be acquired in the statements of the staffs and the managerial
strategies. Discrepancies in this direction would lead to conflicts, indicating delays in
implementing the proposed change in workplace. Within this, one of the aspects is
that of the motivation, which needs to be provided to the staffs, so that they can
expose better performance.
Mention can be made of the Herzberg’s theory of motivation, which relates to the
consideration of motivational factors, which are rewards, incentives, bonus among
others. Tactful approach is needed from the managers in terms of catering to the
specific needs, demands and requirements of the employees (Kerzner 2017). This
tactfulness is accounted as one of an important traits of the manager, enhancing his
leadership skills, abilities and competencies. These aspects relate to the aspects of
Trait Theory, which is acquired for managing the workplace issues in an efficient and
effective manner. The managers conduct need and capability analysis of the
employees’ strength, which is a planned and reasoned approach towards upgrading
the skills, abilities and competencies of the employees.
 Innovation- Innovation is one of the concepts, which is directly related to the change.
The more conscious the staffs are towards altering the workplace environment, the
higher are the chances for achieving customer satisfaction. For this, value chain
analysis is conducted, which helps in detecting the feasibility of the current resources
and capabilities in terms of the identified and specified objectives. Within this, Tidd

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and Bessant (2018) are of the view that the rare features in the products and services
are identified for developing the unique selling proposition. This step is in turn an
assistance towards stabilizing the market position through the means of achieving
higher competitive edge than the contemporary brands. In this process, the main focus
is on preservation of the traditional cultural values for retaining the hard earned
loyalty, trust and dependence from the clients and the customers (Waddock et al.
2015).
Conclusion
In order to move with the plan, SAR health services need to adopt change
management theories for unfreezing the traditional components. This approach would set the
ground for innovation, which is needed for luring large number of clients and the customers.
Issues like conflicts, discriminations and harassments act as an obstacle in the process of
making the plans and implementing them. Theoretical considerations are vital for justifying
the selected methods for implementing the change.

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References
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