Strategic Planning: Analyzing Barriers and Optimizing Team Roles

This assignment solution provides a detailed analysis of strategic planning, focusing on identifying and addressing internal and external barriers within an organization. It explores various internal barriers such as limited resources, communication gaps, morale issues, and organizational challenges, suggesting ways to mitigate these through resource tracking, improved communication, enhanced training, and customer feedback mechanisms. The solution also examines external barriers like communication issues with external audiences, leadership problems, hostile corporate culture, and lifestyle trends, proposing strategies such as understanding consumer needs, maintaining strengths, forecasting preferences, and fostering a positive corporate culture. Furthermore, the assignment outlines team roles and responsibilities, including those of the CEO, CFO, top management, stakeholders, and consultants, detailing their reporting relationships and specific tasks. It also discusses the mandate and its impact on organizational requirements, including fraud detection, financial stability, and IT management, highlighting the importance of adapting mandates to ensure future success and resource availability. This document is available on Desklib, a platform offering a wide range of study tools and solved assignments for students.

Running Head: Strategic 0
Strategic Planning

Strategic 1
Worksheet-3
Internal barriers Ways of addressing the barriers
 Lack of limited resource barrier
 Lack of communication barrier
 Morale, productivity, and motivation barrier
 Organizational barrier
 Client dissatisfaction
 Lack of competency, skills, and capabilities in
respect of organization (Taneja, Pryor &
Hayek, 2016).
 As resources are limited, so it has to
be utilized properly and adequately.
They should track the record of
resources properly and monitor the
productivity of resource on the
dashboard.
 They should overcome the
communication barrier by
generalizing the information and
improve their perception.
 They should enhance productivity
through proper training,
development, and providing
feedback.
 They should listen appropriately to
the customer complaints and
problems by delivering them good
quality food
 They should train them so that their
skills can be enhanced (McKee &
Froelich, 2016).
External barriers Ways of mitigating the barriers
 Lack of communication with external
audiences
 Leadership problem
 Hostile corporate culture
 Moderate research & development
 Increasing lifestyle trend and cultural
diversity which is a barrier faced by the
 They should understand the needs
and preferences of the consumers,
as sometimes they are sensitive
towards the ingredients used in the
food.
 They should accurately concentrate
on maintaining strengths and

Strategic 2
Subway (Geimer, Zolner & Allen, 2017). competency gap.
 They should forecast the needs and
preferences of consumers as well
as build a corporate culture.
 They should do proper research
and development while serving the
clients in a definite way.
 They should ensure to treat every
employee and utilize their strengths
in a positive manner (Bryson,
2018).
Worksheet-9
Members Team Roles and
Responsibilities
Starting and
ending date of
assignment
Team Reporting
Relationship
 Chief
Executive
officer
 Chief
Financial
Officer
 Top
Management
 Stakeholder
Representative
s
 Chair of the
governing
body.
 Executive staff
 Consultants
 Beneficiaries
 Facilitators
 CEO should support the
operations,
administrations, and
manages the human
resource and budget
according to the laws and
regulations.
 CFO should evaluate the
Subway actual financial
performance and
capitalize the business
opportunities for
business success.
 Top management should
encourage corporate
culture and accomplish
the goals.
 Stakeholder should
develop a marketing plan
 Within the
week
 Every two
weeks
 Every year
 Himself
 Report to CEO
 Report to CEO
and CFO
 Report to Top

Strategic 3
appropriately and
evaluate team
performance.
 The chairman of the
governing body main
objective is to safeguard
the rights and duties of
the consumer as they
ensure to provide them
with good-quality food.
 Executive staff should
develop corporate
governance.
 Consultants should
manage the strategic plan
of the overall body.
 The beneficiary should
attain results with the
help of integrity, trust,
capability, and
experience.
 The facilitators should
communicate the overall
strategic plan for the rest
of the members.
 Every
week
 Every two
week
 Every four
weeks
 Every year
 Every
three week
 Every two
week
management
 Report to
stakeholder
and top
management
 Report to top
management
 Report to
Chairman of
the governing
body
 Report to
executive staff
 Report to
beneficiaries
(Johnson, Leenders & McCue, 2017)
SPT
Subgroups
Charge/
task
Membership Each member
knowledge
and
competencie
s
Roles and
responsibilities
Startin
g end
dates
Reporting
Relationship
Subgroup
A
This group
will gather
4 Members Each member
utilizes the
Each member
should
17-24
Feb
Report to
CEO

Strategic 4
information
about the
needs of the
customers,
research
about the
customer's
preferences
knowledge in
generating the
needs and
preferences of
the customer.
distribute every
role in
allocating the
needs and
competencies
of the
customer.
Subgroup
B
This group
accumulate
the funds
and
distribute to
the members
4 Members Each member
should avail
the funds
from every
shareholder of
the
organization,
manages the
group in
achieving the
goals of the
organization.
Each member
should achieve
the goals with
complete
integrity, trust,
and honesty.
24-28
Feb
Report to
Sub-group A
Subgroup
C
This group
will execute
the decision
and update
the team to
manage the
quality of
the food.
4 Members Each member
should
execute the
decision in
protecting the
rights and
duties of the
customer.
This group
will manage
the team
properly.
Each member
should manage
business
growth and
expanding
Subway
exponential
opportunities.
They should
initiate the
member
towards
offering good
quality
products to
them.
1 -4
March
Report to
Both the
above group
(Friedman, 2017)

Strategic 5
Worksheet 16
Mandate Source Key
Requirements
Effect on
Organization
Evaluation Criteria
Its main
mandate is to
deliver the
knowledge and
tools to
encourage the
entrepreneur to
contend
effectively and
efficiently.
They should
also review the
shortage in
accounts.
Code
government
Section 29390.1
They should
determine the
fraud and
validate the
amount. They
also discuss
the audit
report.
It majorly affects
organization
success and
growth. It is stated
to maintain
follow-up on
management audit.
Funded
Still appropriate
Out-of-date
Conflict with others
They have to
takes great
pride in
offering
extraordinary
service to its
consumers and
societies. They
have to
generate public
value and
annual reports
in efficiently
managing the
assets.
Board policy They should
accumulate all
the
information
on the
foundation
activities.
They should
implement the
review status.
It majorly affects
the organization as
it successfully
manages the
mandate in the
areas of
information
technology, human
resource, and
budget analysis.
Funded
Still appropriate
Out-of-date
Conflict with others
They are
offering service
which is not
constant from
store to store,
which is the
main weakness.
On the contrary
Board policy to
manage audit
engagement
They should
maintain the
financial audit
in respect of
reviewing
financial
stability
It majorly affects
the organization as
it updates
manually for
administrative and
policy changes.
Funded
Still appropriate
Out-of-date
Conflict with
others

Strategic 6
alternative
choice of
healthier meals
are offered.
(Blankespoor, 2019)
Worksheet 17
Q.1 Discuss the mandate and recognize the several types of mandates used in an organization
and its nature and purpose. Which mandate should be changed and which one needs to be
involved.
Ans1. The mandate is the power and authority granted by a constituency to directed at its
representatives. The concept of the government incorporates to have an authentic mandate to
operate the rule, which is a central idea of representative democracy. They are initiating new
standards to provide high-quality and low-priced products and execute the policies to have a
genuine mandate to execute such policies (Carugati, Fernández, Mola & Rossignoli, 2018).
There are several types of mandate available in respect of human resource that in order to
achieve the mission and vision, they have to hire and retain the employees in the organization
which are loyal and trustworthy. The second type of mandate available is of information
technology that they should introduce new and innovative technologies so that Subway can
be successful. Next mandate is of the budget that they should allocate adequate budget to the
separate department. After that, they should properly communicate to their stakeholders and
introduce promotional strategies in enhancing the productivity of Subway (Hall, 2016).
The main purpose of the mandate is to protect the rights of every customer in the Subway.
They should be accountable to respect every customers’ values. Subway should change
organizational culture, which is a formal mandate to organize strategically and operate the
relationship in a strategic manner. The human resource, which is an internal mandate should
involve legislation and rules to be incorporated in every direction to operate the business
smoothly (Rawhouser, Cummings & Newbert, 2019).
Q. 2 What impacts do these mandates have on future direction and implication for resource
availability.
Ans2. These mandates have a positive impact on the future direction as it manages the
programs for orientation towards customer service and efficiently satisfy the needs of the

Strategic 7
client. They will utilize the opportunity in the future as to recruit and retain the human
workforce enhance the productivity of the Subway (Baller, Barry, Shea, Walker, Ouellette &
Mandell, 2016).
References
Baller, J. B., Barry, C. L., Shea, K., Walker, M. M., Ouellette, R., & Mandell, D. S. (2016).
Assessing early implementation of state autism insurance mandates. Autism, 20(7),
796-807
Blankespoor, E. (2019). The impact of information processing costs on firm disclosure
choice: Evidence from the XBRL mandate. Journal of Accounting Research,
Forthcoming, 22(8), 34-67
Bryson, J. M. (2018). Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement (5th Ed.). U.S.A: John Wiley
& Sons.
Carugati, A., Fernández, W., Mola, L., & Rossignoli, C. (2018). My choice, your problem?
Mandating IT use in large organisational networks. Information Systems
Journal, 28(1), 6-47
Friedman, S. D. (2017). Succession systems in large corporations: Characteristics and
correlates of performance. In Leadership succession, 45(7), 15-38
Geimer, J. L., Zolner, M., & Allen, K. S. (2017). Beyond HR Competencies: Removing
Organizational Barriers to Maximize the Strategic Effectiveness of HR
Professionals. Industrial and Organizational Psychology, 10(1), 42-50
Hall, N. (2016). Displacement, Development, and Climate Change: International
organizations moving beyond their mandates (1st Ed.). London: Routledge.

Strategic 8
Johnson, P. F., Leenders, M. R., & McCue, C. (2017). A comparison of purchasing’s
organizational roles and responsibilities in the public and private sector. Journal of
Public Procurement, 3(1), 57-74
McKee, G., & Froelich, K. (2016). Executive succession planning: Barriers and substitutes in
nonprofit organizations. Annals of Public and Cooperative Economics, 87(4), 587-601
Rawhouser, H., Cummings, M., & Newbert, S. L. (2019). Social impact measurement:
Current approaches and future directions for social entrepreneurship
research. Entrepreneurship Theory and Practice, 43(1), 82-115
Taneja, S., Pryor, M. G., & Hayek, M. (2016). Leaping innovation barriers to small business
longevity. Journal of Business Strategy, 37(3), 44-51