Implementation of Strategy

Implementation of Strategy
Steps involved –
Project implementation
Procedural implementation
Resource implementation
Structural implementation
Functional implementation
Behavioural implementation
Project implementation is a comprehensive plan
of action from acquiring land to the installation of
machinery within a time frame.
Procedural implementation takes place by

following the “Law of the Land” i.e. the rules and
regulation in terms of wastage cost, utility, etc. It
involves completing all procedures and formalities
as prescribed by the governments both state and
central. The steps vary from industry to industry.
There may also be frequent changes in policies.
• Resource allocation involves allocation of
resources to both inside the company and
outside the company. It has to make decisions
regarding short term and long term allocation.
• The structural implementation involves
designing of the organization structure and
interlinking various units and sub units of the
organization.
• Functional implementation deals with the
development of policies and plans in different
areas of functions which and organization
undertakes.
• Behavioural implementation deals with those
aspects of strategy implementation that have
impact on behavior of people in the
organization. Since human resources form an
integral part of the organization, their
activities and behavior need to be directed in
a certain way. Any departure may lead to the
failure of strategy.
Behavioural issues in strategy
implementation
• It is vital to bear in mind that organizational change is
not an intellectual process concerned with the
design of ever-more-complex and elegant
organization structures.
• The behavioural of the employees affect the success
of the organization. Strategic implementation
requires support, discipline, motivation and hard
work from all manager and employees
• Influence Tactics: The organizational leaders have to
successfully implement the strategies and achieve the
objectives. Therefore the leader has to change the
behaviour of superiors, peers or subordinates. For this
they must develop and communicate the vision of the
future and motivate organizational members to move
into that direction
• Power: it is the potential ability to influence the
behaviour of others. Leaders often use their power
their power to influence others and implement
strategy. Formal authority that comes through leaders
position in the organization (He cannot use the power
to influence customers and government officials) the
leaders have to exercise something more than that of
the formal authority (Expertise, charisma, reward
power, information power, legitimate power, coercive
power)
• Empowerment as a way of Influencing Behaviour: The
top executives have to empower lower level employees.
Training, self managed work groups eliminating whole
levels of management in organization and aggressive
use of automation are some of the ways to empower
people at various places.
• Values and Culture: Value is something that has worth
and importance to an individual. People should have
shared values. This value keeps the every one from the
top management down to factory persons on the
factory floor pulling in the same direction.
• Ethics and Strategy: Ethics are contemporary standards
and a principle or conducts that govern the action and
behviour of individuals within the organization. In order
that the business system function successfully the
organization has to avoid certain unethical practices and
the organization has to bound by legal laws and
government rules and regulations
• Managing Conflict: Conflict is a process in which an
effort is purposefully made by one person or unit to
block another that results in frustrating the attainment
of the others goals or the furthering of his interests. The
organization has to resolve the conflicts.
• Managing Resistance to Change: To change is almost
always unavoidable, but its strength can be minimized
by careful advance Top management tends to see
change in its strategic context. Rank-and-file employees
are most likely to be aware of its impact on important
aspects of their working lives. Some resistance planning,
which involves thinking about such issues as: Who will
be affected by the proposed changes, both directly and
indirectly? From their point of view, what aspects of
their working lives will be affected? Who should
communicate information about change, when and by
what means? What management style is to be used?
• Political Implications of Power: organization politics
is defined as those set of activities engaged in by
people in order to acquire, enhance and employ
power and other resources to achieve preferred
outcomes in organizational setting characterized by
uncertainties. Organization must try to manage
political behviour while implementing strategies.
They should
• Define job duties clearly
• Design job properly
• Demonstrate proper behaviours.
• Promote understanding
• Allocate resources judiciously
• Linking Performance and Pay to Strategies: In order
to implement the strategies effectively the
organization has to align salary increases,
promotions, merit pay, bonuses etc., more closely to
support the long term objectives of the organization.

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Implementation of Strategy

Procedural implementation takes place by

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