Problems a Company Can Face When Creating an Implementation Plan - Assignment Example

The balanced scorecard idea as a policy management direct system and the significant roles of rational capital or knowledge of administration in the organizational commerce process are some of the measures used in the strategic control process. The balanced scorecard is used to align company behaviors to the vision and policy of the company, improve internal and peripheral communications, and examine organization activities against planned targets (Nooreklit, 2000). The change of policy into its application is beginning by comprehending the obstacles or difficulties in the process of policy execution. This context illustrates how strategy formulation is vital in every company.

Strategic management deals with the essential planned direction of the business in terms of its association with its environment. It is centered on the company as a whole and could stress the lasting procedures like the return on savings and alterations in shareholder significance. Policy control metrics may be classified as regarding the either peripheral value or internal competence. Flexibility overlies these classifications. It links to effectiveness and competence (Nooreklit, 2000). Hence, a company must be peripherally flexible in reacting to altering consumer needs and internally supple in reordering its organizational arrangements and retraining workers. Internal competence measures include cycle time, production, and waste. Policy controls may be used as a method of explaining what excellent performance is, making clear the trade-offs connecting profit and savings, and introducing personal stretch goals. The reason why measures used in planned controlled control procedure is necessary is that it gives the company a sense of direction.

Although objectives, functional tactics, and action items are included in several implementation plans, a number of organizations have a difficult time reflecting on the plans they create. This is because some organizations use the plan as a tool to assess and document their growth; hence the plan only reflects their present position (Nooreklit, 2000). For some organizations, the plan may be impractical, not associated with the company’s planned policy, the plan may be communicated poorly, and not everybody accountable for executing the plan owns it. Some companies would consider the lack of management support and dedication as a reason for a difficult time reflecting on the plans they create.

There are several problems that Coca-Cola faced when creating an implementation plan. It is quite easy to make a plan, but it takes a massive amount of endeavor to apply a plan. There are no firm determinants in place to establish if the plan has a constructive effect on the company, so gradually is substituted by the subsequent plan (Nooreklit, 2000). When creating the plan, it may turn out to be excessively high-level or excessively optimistic, hence; it may not endure disputes questions and opposition from the people supposed to execute the plan. It may be difficult to align the company’s achievement to a payment method of remuneration. The information from the organization aligns with what I read in the text in that examining and measuring the performance process is the task of the stakeholders. Identifying the factors in policy execution such as the complexity of surrounding and energetic changing in making decisions can be regarded as measures to build up a performance device and quantity kit.