Discuss about the Strategic Management for Public Service Performance.
My name is __________. Currently, I am working as a sales manager in an oil and gas company in Dubai. The name of my present organization is Sankalp Engineering Services Private Limited. My primary aim is to become the General Manager of my present organization i.e. Sankalp Engineering Services Private Limited in future. Moreover, I want to explore my 10 years experience in Oil and Gas industry in Middle East. The primary goal assigned for me is to handle job work responsibilities, to understand company vision, mission and culture and accordingly to plan the sales of the firm. My other objectives include – increasing the sales revenue of the firm, to increase the customer base of the firm, to understand the need and demands of the customers and to implement various marketing strategies within the firm in order to earn new customers and also to retain the existing customers. Finally, all these objectives help me to increase the profit percentage of the firm. I have developed communication skills while working at the organization Sankalp Engineering Services Private Limited. I am responsible for motivating and training the sales people of the organization and also to implement various strategies within the organization to increase the sales and profit amount of the firm. I have used self-assessment tool on daily basis for identifying personal strengths, weakness as well as opportunities and threats. I personally segregate goal objective by suing SMART objectives for bringing opinion together. I have made action plan for my self-improvement in key identified areas so that I can become the real asset to the organization. My learning from the organization Sankalp Engineering Services Private Limited is immense. I have gained valuable knowledge from the organization Sankalp Engineering Services Private Limited and also from the Senior Executive and coworkers for sustaining in the workplace.
I would like to design Personal Development Portfolio for designing control in given ways for developing self-assessment. We need to grow and stay engage at work for keeping changed needs of employees working in an organization. I have set personal development goals for progressing on individual basis. I have analyzed that time management is perennial thorn from manager point of view. I have learned how to manage work and personal life in desired way during working at the organization Sankalp Engineering Services Private Limited. Senior Managers and Executives were open for transparent communication and lead to effective decision-making process at the same time (Andrews et al. 2012). I have developed necessary cultural skills like collaborating with sales employees at work and adopting unique work culture. I have developed emotional intelligence and believe in relationship at work for becoming an effective sales manager who can handle and motivate the sales staffs in desired way. As I was responsible for managing learning skills, techniques and development area of the sales staffs, effective communication plays an important role that needs urgent attention as far as possible. According to me, self-assessment helps in measuring the weakness and strengths like organization and organization for gaining higher marks in receiving 12 political frames for scarce resources in achieving goals. Managers requires in emphasizing upon building agreement in diverse group. Manager’s way of thinking mainly reflects on understanding the needs for organization in sharing information as well as ensuring collaborative strategies in working together. Other self-assessment pointed out by me is the Marketing Strategy, Organization Design and effectiveness for scoring from 3 to 5. It means self-improvement process in formulation as well as implementation for bringing out the thought process of managers in strategic forms. Final assessment ensures holding importance of conduction of self-assessment plan like Fundamentals of Organization Structure in scoring high like 1 to 7 (Cattani 2011). It will be highlighted as I am working better alone in comparison with other team members. I try hard in developing teamwork skills and analyze weakness areas for achieving development of morale of organization in the most appropriate way.
I would like to stress upon the topic of interest in detailed form for understanding direct influence over:
I would like to discuss on some of the topic like designing as well as developing learning programs for the sales staffs. I will discuss on quality review in understanding the effectiveness of training. Team leadership as well as development and professional development help in team building and effective decision-making process at the same time. Purpose of learning program includes developing vocational competency as well as skills for future analysis purpose (Hunger and Wheelen 2011). It requires development of generic skills for selling products and services as well as general education in case of supporting organizational skill development. It meets new legislation as well as licensing and registration in the funding body requirements. Regulatory authorities help in paying attention in maintaining training effectiveness. It cites effectiveness for training expert in case of frequency of an organization in demonstration of retention as far as possible (Lynch 2012). Audit findings involve determination of human error. It helps in involving change programs for adjusting business activities for opening plans in stakeholder consultation group. After working at the organization Sankalp Engineering Services Private Limited in sales department as well as in learning and development, I had noticed gap between learning as well as development department in other stakeholders. Sales Staffs working in the organization Sankalp Engineering Services Private Limited work for particular products as well as encounter customers in alignment with goals and objectives at the same time. These people have direct experience as well as rendering valuable information and suggestions in selling products and services as well as in offering learning and development requirement in an effective way. These departments of the organization Sankalp Engineering Services Private Limited relate with mergers as well as acquisitions that ensures staffs and stakeholders in learning and development of goals in the most appropriate way. I believe in conducting effective learning system in employee demonstration in desired behavior change for improved new skills as well as new knowledge regarding selling products and services. It is important to understand the fact that team effectiveness measures examination degree in improving employee knowledge, skills as well as behavioral pattern in resulted training (Moutinho 2011). Some of the current strategies symbolizes gap between learning as well as development of trainees in bridging gap for employee working in an organization. It is important to monitor all the activities on the basis of the training as this helps to enrich the skills and knowledge of the sales people, which also helps to fulfill the organizational objectives.
Professional development plan develops ways for training officer in case of viewing at the goals as well as required skills and level of competency as far as possible (Murphy and Murphy 2012). The main objective of the sales staff member is to accomplish ways for support attributes like continuous improvement as well as career development at the same time. As far as professional development plan is concerned, it deals with necessary skills as well as resources in supporting activities in case of attaining staff member goals and objectives in an overall manner. Staff members should aim at living in accordance with professional development plan as far as possible. Planning requires in taking staff members in identification of need improvement in the near future (Pitt and Koufopoulos 2012). Professional development plans requires in reviewing activities based upon ongoing process in and throughout year. It requires interim review discussion in and between staff members as well as supervisors as per current strategy in teamwork and team project.
I have identified other critical reflection areas in case of improving current strategy plan for separation of usual developmental activities for focusing on specified project objectives in the most appropriate way. In case of sales department, an effective teamwork is very important for attainment of future goals and objectives of both the department and the firm in a desired way (Raimbault and Barr 2012).
I have developed Personal Action Plan that will give an edge over other staff members working in the particular business organization Sankalp Engineering Services Private Limited. Long-term goal helps in developing political frames in viewing at organization plans in completion and managing scarce resources on timely manner. It should require effective ways and techniques for achieving goals of the firm Sankalp Engineering Services Private Limited as well as developing the sales team and working skill of the employees as far as possible (Shimizu 2012).
|
Activity and Action |
Personal Performance Indicator |
Specified Challenges |
Approaches for overcoming challenges |
Initial date |
Completion date |
|
Consideration of practical and ethical values for personal development plan that influences as well as has greater political involvement at the same time |
14 out of 20 |
Work principles, ability to sale products and services by convincing the customers, to retain the existing customers, to earn new customers as well as culture difference gap |
Gathered facts from scholarly articles as well as through personal social activity |
12th May 2016 |
12th August 2016 |
|
It helps in formulation as well as implementation process for future analysis purpose |
5 to 10 |
It requires high level of on-time performance for the sales staffs |
It helps in developing time management among the sales team |
14th May 2016 |
13th August 2016 |
|
Effective Team Management |
9 teamwork |
It requires preferring working alone |
Retention of existing efficient team members of the sales department |
12th May 2016 |
12th August 2016 |
I have mentioned and prepared the above personal action plan for reflecting objectives in accomplishment of vision as well as mission statement in the near future. Development requires in viewing at social activities as well as effective time management for smooth functioning of business activities in desired way.
Conclusion
From the above analysis, I have noticed that Personal Development Planning Process for enabling in own personal as well as academic and career developmental plan as far as possible. I have gained knowledge while working in the organization Sankalp Engineering Services Private Limited as well as encouraging reflection on social progress and achievements. I have identified key weakness and strength from this study in identified areas as well as development plan at the same time. I had engaged in Personal Development Plan that helps me personally in recognizing skills as well as ability for development during study. I have recognized skills as well as abilities in transferring in other related contexts in an overall manner. I have identified areas that need improvement as well as development for attainment of the future goals as well as objectives. I have made plans for employability as well as planning for future career in the most appropriate way.
Sankalp Engineering Services Private Limited was established in the year 1996 (Sankalpenggservices.com 2016). The particular company mainly focuses on the production of the Oil Field Components, especially in the production of OCTG, drilling, Well Heads and down hole products. The particular facility that the organization Sankalp Engineering Services Private Limited provides is the Integrated Forge shop, Heat Treatment, In House Testing Facility, Machine shop with various advanced machines and the One Stop Solution for Oil field Components. It has been found that all the products of the firm Sankalp Engineering Services Private Limited are well established across the world. The particular company has various global certificates, like – ISO 9001:2008, BS OHSAS 18001:2007, ISO 14004:2004, DNV, IBR & API 5CT, 6A, 5DP, 7-1, 20C, 20B (Sankalpenggservices.com 2016). Sankalp Engineering Services Private Limited is considered as the fast growing and young organization that has an experience of 18 years (Sankalpenggservices.com 2016). The entire facility of the firm is constructed and is maintained as per the highest international standards. The particular firm is counted as one of the best manufacturing companies in manufacturing and developing of Machined and Forged Components with various testing facilities and highest quality of cost effectiveness and functionality. Sankalp Engineering Services Private Limited is the leading supplier of machined and forged components for Drilling industry and Oil and Gas component buyers (Sankalpenggservices.com 2016). The specified organization has been investing in the creation of State-of-the-art facilities, capabilities and world-class capacities. The development and production of components are supported by a team who has relevant field experienced Directors in order to cover manufacturing and design of complex products, selection of proper raw materials, tools, quality control testing and process controls.
The company has adopted the latest cutting-edge technologies in order to enhance or increase the productivity. The overview of the company is that the firm strives for complete customer satisfaction and thus the form continuously tries to improve its quality, speed of all the business activities and efficiency. The overview of Sankalp Engineering Services Private Limited implies that the firm has ambitious plan for expanding its business further and to remain as a prominent global player in the oil and gas industry. The specified organization commits that they will provide total customer satisfaction by providing world-class services and products.
There is a requirement of restructuring as this will help on defining the learning program of sales people, which would be able to solve the purpose. The stakeholders will be able to keep them self updated through professional development through the gaining of expertise in the definite area of the expertise and gaining of the quality training. For the delivery of the training the trainers have been designated and the provision of the feed backs will help in reflecting the development of the individual portfolio so that there is future development (Foss and Knudsen 2013). The new structure would help in the free flow of information exchange between the stakeholder and the trainer (Simon, Fischbach and Schoder 2014). The design and the structure of the organization should be aligning with that of the market strategy, measurement of the success in organizational restructuring and developing leading sales teams in the structured organization for increasing the profitability ratio of the specified firm (David and David 2016).
The structural dimension of Daft is based on the four types of components i.e. hierarchy of authorities, centralized system, formalization and specialization. This dimension will be applied to the development of the efficient sales team and the learning development of the organization Sankalp Engineering Services Private Limited.
There are some specialized course training provided to the sales staffs in the area of the Integrated Forge shop, Heat Treatment, In House Testing Facility, Machine shop with various advanced machines and the One Stop Solution for Oil field Components. The division of learning and development of Sankalp Engineering Services Private Limited have designed the courses for the sales staffs. There is a horizontal form of hierarchy in the system for which the staffs have lesser responsibilities and more departmentalization (Hill, Jones and Schilling 2014).
There is a decentralized system of the flow of information. The employees provide the report to their supervisors and the experienced managers they are working on the technical fields. The centralized form of admin will help in the point of contact with all the stakeholders like the DA, Recruitment, IT, training, and implementation of the policy, development and enhancement and employees’ safety and welfare of the staffs (Stead and Stead 2016).
There is no formalized system in the company Sankalp Engineering Services Private Limited. There is a close integration of the processes, place, people and technology. There is proper administration of the safety and the security practices and maintenance of the assets in the cheapest way (Ward and Peppard 2016). The main aim of the company Sankalp Engineering Services Private Limited is to maintain the asset value of the company.
Training and development is provided to the sales staffs of the organization in order to serve the best service to its customers. (Cummings and Worley 2014). In addition to this, the training is also provided to the employees of the organization Sankalp Engineering Services Private Limited on the basis of different facilities and the various types of products provided by the firm. The particular firm mainly put focus on the delivery of the products and services to its customers and also aims to satisfy its customers. Therefore, training and development of the sales employees is a vital factor for this organization. The specialized course will be covering the area of basic training, Integrated Forge shop, Heat Treatment, In House Testing Facility, Machine shop with various advanced machines and the One Stop Solution for Oil field Components (Hubbard, Rice and Galvin 2014).
The use of the Porters five forces is mainly to see that competition in the industry and development of the strategy of business for the functioning of the company (Burke and Noumair 2015). This helps in showing the use of the five forces in affecting the business operation of the company. This will help in the development of the attractiveness and intensity of the competition in the industry. This force will be affecting the professional development and keeping the company updated in the area of quality and expertise. The five forces of Porter’s will be analyzed in detail with respect to Company Sankalp Engineering Services Private Limited:
The strategic form of the organization needs to be designed and implemented by the management as this will help in suiting the demand created by the customers , marketplace and business model. The use of the proper organizational design will be a powerful tool, which will be helpful in competing with the competitors who are designing strategies similar (Keupp, Palmié and Gassmann 2012). There are many queries regarding the choice of strategy to be designed and execution of the business strategy. It has been seen that the organizations they try to implement those strategy that has been deemed fit by the management (Hill and Jones 2013). The designing of the capabilities in the informed and the rational way would mean following the strategy structure alignment.
When the management follows, the strategy structure alignment then there are a number of problems that are resolved.
The concept of strategy and organization alignment is a strategy that is performance driven and oriented with strategy. This concept will take into consideration of reaffirmation of the strategy of business, implication of the strategy in the organization, changing environmental condition and after the diagnosis help in the identification of the gaps and the fallacy in the strategy (Goetsch and Davis 2014). The alternative to the organizational design is the sequential design. The transition plan of the preferred alternative follows.
(Source: Eden and Ackermann2013)
There are four phases of the strategy structure alignment and they are as follows:
Assessment: The data is gathered on the organization, strategy and the business environment through the interviews, research based on the performance studies and observation. The organization of the data is based on the issues categories and this is fed in the management, which help in supporting validation and learning (Slack2015). The management they agree upon the casual factors, problems and the issues related to the requirement of the organization (Bergh et al. 2014).
Design: The process of design involves different steps of design, which includes the leverage and scale assessment, impact analysis, design of the alternative of the vertical alternative and the lateral processes (Rothaermel 2015).
Alternatives: The changes in the organization have been considered that is based on the different alternatives (Burke 2013). When there is a trade off made by the organization, the alternatives are worked upon that would take into consideration the advantages and the disadvantages and fit as per the requirements (Chen, Delmas and Lieberman 2015). The change that is accepted is literally the synthesis of two or more alternatives.
Architecture Design and its Implementation: There is change in the architecture design in the new organization. The fast decision-making is possible through the clear responses and role. The execution of the strategy will be based on the design of the metrics and rewards, alignment of culture with strategy (Mellahi and Frynas 2015). In order to develop design step there is preliminary transition plan within the change management agenda.
The structure of the organization depends on the strategy structure alignment that helps in aligning the best strategy and helps in the design of the plan in the next step.
The Steps that is Needed to be Considered:
There is a need for the designing of the experience, which helps in creating a strategy structure which might be an issue to address. There is a need for the formal overview of the strategy structure for the benefits and the process. A proper diagnosis is done on the identification of the problem and the cause of the problem (Morschett, Schramm-Klein and Zentes 2015).
Restructuring of the organization is considered as the catalyst. Here, the changes help in creating opportunities for creating efficiency within the firm. The reason behind this is that as the place of work and creating career prospects for the employees and management of the restructure effectively (Ward 2012).
The changes in the organization are not widely accepted by the employees at the very first instance there is some form of resentment, as they perceive it as a sort of threat.
The organization has failed to achieve the KPIs that are set for the structure due to the failure to manage the impact of human changes.
Adequate Restructuring through Planning:
The restructuring is important for there is a new type of organizational model and the stakeholders will be affected by the changes in shaping the structure of the organization. This will also help to improve the training and development program of the sales staffs.
There is a need for the measurement of the success that is important for the organization. This helps in the driving a successful restructuring (Bettis et al. 2015).
Sales Manager should be Equipped to Implement Change:
The restructuring is important and for this the HR plays a very significant role. HR will let them know the role in playing an understanding role, which would help in supporting and leading the impact on the changes (Barney and Hesterly 2015). There is a need for the HR team to acquire the communication, leadership and planning of the skills. However, for the improvement of the sales people, along with the HR, the presence of the sales manager is also very important. The reason behind this is that the experienced sales manager can only guide the new sales staffs regarding selling of the products and services to the customers. The convincing power is considered as an art that can only be trained properly by the sales manager.
Issues People Face while Considering the Change:
When the issues related to the change is a comprehensive view, which helps the HR team in grasping the change in the magnitude (Vogel and Güttel 2013). The gap existing in the change program and support of the services required. The support services would be including the coaching of the management, outplacement support for the employees who are leaving the company and managing the level of stress of the employees (Bettis et al. 2014). On the other hand, the stress of the sales staffs regarding selling the products and services to the customers is managed by the sales manager.
The HR team needs to see that there is a proper communication throughout the process of restructuring in the organization. The senior management must effectively communicate the fundamental to success of restructuring of the program.
Figure: Steps of Stage- Gate Training Program Development Process
(Source: Sakalova and Krcova 2016)
The literature mainly focuses on the small working groups. The main aim is to decide on the variables that help in predicting the effectiveness of the team. The variables that have been focused into, like – size, motivation, leadership, cohesiveness and group goals (Morden 2016). The effectiveness in the organization should mapped which helps in the influencing the position of the individual in the team. There is a need for conceptual mapping done with some caution.
The reason for the restructuring in the organization Sankalp Engineering Services Private Limited was mainly due to the presence of certain gaps within the firm. There is a gap in the learning and design learning programs, quality on the effective sales training and leadership and the professional management in the management.
Mission Statement: The organization Sankalp Engineering Services Private Limited wants to become the leading firm in the oil and gas sector across the world. In addition to this, the firm wants to implement the latest cutting-edge technologies in order to enhance its productivity and also to satisfy its customers through proper delivery system.
Vision Statement: The company Sankalp Engineering Services Private Limited will be delivering the promises made by the customers.
The mission statement for Sankalp Engineering Services Private Limited is put into the practice, which help in the development of the ideas, which is based on the core values of the company. There is constant improvement made by the organization and there is a proper management to overcome the mistakes.
The company Sankalp Engineering Services Private Limited though is a leading supplier of forged and machined components for Drilling Industry and Oil & Gas component buyers, currently the firm’s forged parts are supplied with precision machined and heat treated to Oil & Gas and other industries across the world (Stead and Stead 2013). The training is done in sales department. The program of training includes the development of convincing power, skills and knowledge regarding selling products and services on the job training.
Three important things are concentrated upon by Sankalp Engineering Services Private Limited in their training i.e. this will help in providing high quality training so that they are able to improve themselves and contribute success of the brand. Sankalp Engineering Services Private Limited implements innovative solutions in training to meet the expectation of the customers and finally there is a need for creating a safe and healthy working environment by providing the employees with the industry best practices (Goetsch and Davis 2014).
There is a need for the evaluation at the four levels i.e. noting down of the reaction of the customer. Second is the measurement of the learning by the trainee. The transfer of learning in the workplace would involve the behavior partners of the trainees (Phillips and Phillips 2016).There is a need for the measuring the improvement because of the training. There is a need for noting the feedback of the customers and helps in line check at the workplace for the measurement of the behavior.
The KPIs of the independent department needs to be identified which would be including the pass rate of trainees, seat schedule and utilization, trainer day and Adhoc training
The training staffs of Sankalp Engineering Services Private Limited are likely to maintain a high standard with the guidance of P&P manual and with the ERM regulations.
The Company Sankalp Engineering Services Private Limited adheres to the regulations and the standards of the manual of Employee regulation. The sales manager also follows the same regulations during providing training to the sales staffs.
The leaves are made as per the first come and the first serve basis but there is no guarantee that the request will be guaranteed (Harrison and John 2013).
There will be a new name badge, which will take approximately 2 weeks.
The Admin will be processing the renewal paperwork. The staff must ensure the documents are submitted with an e receipt on time (Lasserre 2012).
When the staffs when they take more than a day’s leave there is a need for a certificate from the doctor
The admin should be considering listing the contact numbers of the different departments.
Code of Conduct: There is a higher standard of personal conduct performed. The policies are related to the Code of Conduct like Alcohol, and Drug Policy.
Facility and Resources:
There are 16 classrooms available. The sizes of each classroom tend to vary with size and are equipped projector, flip chart, trainer station and PC.
The office of the trainer is located in the North GSEM building and Concourse B office which is equipped with PCs (Dobbin and Baum 2014).
Conclusion
The report tells use about the updates of the current positioning of the learning and the development that has with restructuring. There is a need for demonstrating the work skills by the training programmers who will help in creating a learning environment in the workplace. The effectiveness of the programs of training will be recognized through the evaluation of the model. There is a need for gathering the feedback of the trainers in the feedback forms. This feedbacks needs to be collated and then be recorded for the quality check. There is a need to check that the learners gain the knowledge and the skills through the summative, formative and practical assessment which will help the members to reach the target and increasing the performance appraisal through the PM review. The performance needs to be managed in a fair manner, such that the sales employees can learn and gain knowledge regarding the process of selling and can also achieve the convincing power in order to increase the sales of the firm.
References:
Andrews, R., Boyne, D., Boyne, G., Law, J., Walker, P. and Walker, R. 2012. Strategic management and public service performance. Basingstoke, UK: Palgrave Macmillan.
Barney, J.B. and Hesterly, W., 2015. Strategic management and competitive advantage concepts and cases. Pearson.
Bergh, D.D., Aguinis, H., Heavey, C., Ketchen, D.J., Boyd, B.K., Su, P., Lau, C.L. and Joo, H., 2014. Using metaâ€Âanalytic structural equation modeling to advance strategic management research: Guidelines and an empirical illustration via the strategic leadershipâ€Âperformance relationship.Strategic Management Journal.
Bettis, R., Gambardella, A., Helfat, C. and Mitchell, W., 2014. Quantitative empirical analysis in strategic management. Strategic Management Journal,35(7), pp.949-953.
Burke, W.W. and Noumair, D.A., 2015. Organization development: A process of learning and changing. FT Press.
Burke, W.W., 2013. Organization change: Theory and practice. Sage Publications.
Cattani, G. 2011. Project-based organizing and strategic management. Bingley, U.K.: Emerald.
Chen, C.M., Delmas, M.A. and Lieberman, M.B., 2015. Production frontier methodologies and efficiency as a performance measure in strategic management research. Strategic Management Journal, 36(1), pp.19-36.
Colovic, G. 2012. Strategic management in garment industry. New Delhi: Woodhead Publishing.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.
David, F. 2011. Strategic management. Upper Saddle River, N.J.: Prentice Hall.
David, F. and David, F.R., 2016. Strategic Management: A Competitive Advantage Approach, Concepts and Cases.
Dobbin, F. and Baum, J.A., 2014. Introduction: Economics meets sociology in strategic management. Advances in strategic management, 17.
Eden, C. and Ackermann, F., 2013. Making strategy: The journey of strategic management. Sage.
Fisher III, W.W. and Oberholzer-Gee, F., 2013. Strategic management of intellectual property. California management review, 55(4), pp.157-183.
Foss, N.J. and Knudsen, C., 2013. Towards a competence theory of the firm(Vol. 2). Routledge.
Frynas, J. and Mellahi, K. 2011. Global strategic management. Oxford: Oxford University Press.
GarciÌÂa-Merino, T. and Santos-AÌÂlarez, V. 2011. Managerial cognition and strategic management. New York: Nova Science Publishers.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson.
Harrison, J.S. and John, C.H.S., 2013. Foundations in strategic management. Cengage Learning.
Henry, A. 2011. Understanding strategic management. Oxford: Oxford University Press.
Hill, C. and Jones, G. 2012. Strategic management essentials. [Mason, Ohio]: South-Western.
Hill, C.W. and Jones, G.R., 2013. Strategic management theory. South-Western/Cengage Learning.
Hill, C.W., Jones, G.R. and Schilling, M.A., 2014. Strategic management: theory: an integrated approach. Cengage Learning.
Hitt, M.A., Ireland, R.D. and Hoskisson, R.E., 2012. Strategic management cases: competitiveness and globalization. Cengage Learning.
Hubbard, G., Rice, J. and Galvin, P., 2014. Strategic management. Pearson Australia.
Hunger, J. and Wheelen, T. 2011. Essentials of strategic management. Boston: Prentice Hall.
Keupp, M.M., Palmié, M. and Gassmann, O., 2012. The strategic management of innovation: A systematic review and paths for future research. International Journal of Management Reviews, 14(4), pp.367-390.
Lasserre, P., 2012. Global strategic management. Palgrave Macmillan.
Lynch, R. 2012. Strategic management. Harlow, England: Pearson.
Mellahi, K. and Frynas, G., 2015. Global strategic management. Oxford University Press.
Morden, T., 2016. Principles of strategic management. Routledge.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management. Springer.
Moutinho, L. 2011. Strategic management in tourism. Wallingford, Oxfordshire: CABI.
Murphy, P. and Murphy, A. 2012. Strategic management for tourism communities. Clevedon: Channel View Publications.
Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement methods. Routledge.
Pitt, M. and Koufopoulos, D. 2012. Essentials of strategic management. London: SAGE.
Raimbault, C. and Barr, A. 2012. Emerging risks. Farnham, Surrey: Gower.
Rothaermel, F.T., 2015. Strategic management. McGraw-Hill.
Sakalova, K. and Krcova, I.O., 2016. Measures of Profitability in Life Insurance Product Management. STRATEGIC MANAGEMENT, 21(1), pp.8-15.
Sankalpenggservices.com. 2016. Sankalp Engineering & Services Pvt. Ltd.. [online] Available at: https://www.sankalpenggservices.com [Accessed 18 Jul. 2016].
Shimizu, K. 2012. The cores of strategic management. New York: Routledge.
Simon, D., Fischbach, K. and Schoder, D., 2014. Enterprise architecture management and its role in corporate strategic management. Information Systems and e-Business Management, 12(1), pp.5-42.
Slack, N., 2015. Operations strategy. John Wiley & Sons, Ltd.
Stead, J.G. and Stead, W.E., 2013. Sustainable strategic management. ME Sharpe.
Stead, J.G. and Stead, W.E., 2016. Spiritual Capabilities: Keys to Successful Sustainable Strategic Management. In Spirituality and Sustainability (pp. 89-103). Springer International Publishing.
Vogel, R. and Güttel, W.H., 2013. The dynamic capability view in strategic management: a bibliometric review. International Journal of Management Reviews, 15(4), pp.426-446.
Ward, J. and Peppard, J., 2016. The Strategic Management of Information Systems: Building a Digital Strategy. John Wiley & Sons.
Ward, K., 2012. Strategic management accounting. Routledge
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download