Students will be provided with a case study with key questions for analysis in Week 2. It is expected that when analysing current state and recommending future strategies

Students will be provided with a case study with key questions for analysis in Week 2. It is expected that when analysing current state and recommending future strategies, students will support their diagnosis, analysis and recommendations with reference to relevant research, models, and theories.

Word limit: 3,500 words (+10%) Citations and Executive Summary are included in the word count. Title page, Table of Contents, Reference List & any appendices are not included in the word count.

Assessment Lodgement: The Turnitin folder is in the assessments tab on Blackboard. You have the opportunity to lodge a draft to check for academic integrity/plagiarism prior to your final submission (one draft and one final version).

 our writers comment :

In your assignment, you’ll need to apply a structured and evidence-based approach to analyze the case study. Below is a guide to help you understand how you can organize your analysis, focusing on diagnosing the current state, providing recommendations, and supporting your arguments with relevant research, models, and theories.

1. Understanding the Case Study

Before diving into the analysis, ensure that you fully understand the context of the case study provided to you in Week 2. Key steps include:

• Identifying the organization: Who is the company or entity in the case study? What is its industry, size, structure, and primary business activities?
• Defining the key issues or challenges: What specific problems or opportunities does the case study highlight? These could range from operational inefficiencies, HR issues, organizational culture problems, market positioning, to strategic challenges.
• Recognizing stakeholders: Who are the key players in the case (e.g., leadership, employees, customers, shareholders)?

2. Diagnosis: Current State Analysis

To analyze the current state, you’ll need to use a variety of tools and models. This helps you understand the current situation and its causes before proposing solutions.

Models and Frameworks for Diagnosis:

• SWOT Analysis (Strengths, Weaknesses, Opportunities, Threats): This is one of the most common frameworks used for analyzing the internal and external factors affecting an organization. Identify the internal capabilities and challenges (strengths and weaknesses) and external opportunities and threats that are shaping the business environment.

  Example:

  • Strengths: Strong brand presence, innovative products, highly skilled workforce.
  • Weaknesses: High employee turnover, inefficient production processes.
  • Opportunities: Growing demand for sustainable products, new markets.
  • Threats: Economic downturn, increased competition.

• PEST Analysis (Political, Economic, Social, Technological): As we discussed in the previous section, PEST factors help you evaluate the external forces that might impact the organization. This is especially useful if you are looking at how macro-environmental factors influence organizational decisions.

• Porter’s Five Forces: This model helps analyze industry competitiveness and profitability. Use it to assess the current competitive landscape of the industry the organization operates in, including the bargaining power of customers and suppliers, the threat of new entrants, and the threat of substitutes.

• McKinsey 7-S Framework: This model can be useful for diagnosing organizational alignment. It looks at seven elements of an organization: Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff. Misalignment among these elements could be a key issue in the case study.

Example Diagnostic Areas to Focus On:

• HR Issues: Are there issues related to employee retention, motivation, or performance management?
• Organizational Culture: What is the current culture, and how does it support or hinder organizational goals?
• Leadership and Management Style: Is leadership effective? Is there a gap in communication or decision-making?
• Operational Efficiency: Are there any inefficiencies or challenges in workflows, productivity, or cost management?

3. Recommendations for Future Strategies

Once you’ve diagnosed the current state of the organization, you will need to suggest practical solutions for improvement. Make sure your recommendations are realistic, actionable, and grounded in evidence-based theories or models.

Models and Frameworks for Strategy Development:

• Kotter’s 8-Step Change Model: If the case study involves implementing change (e.g., restructuring, cultural transformation, or strategic shift), Kotter’s model can guide you in suggesting a structured approach to manage change.

  1. Create a sense of urgency.
  2. Form a powerful coalition.
  3. Create a vision for change.
  4. Communicate the vision.
  5. Empower action.
  6. Generate short-term wins.
  7. Consolidate gains and produce more change.
  8. Anchor new approaches in the culture.

• Balanced Scorecard (BSC): The BSC can be used to develop strategic recommendations by focusing on four perspectives: Financial, Customer, Internal Business Processes, and Learning and Growth. If the case involves strategy formulation, this model can help identify key performance areas.

• McKinsey 7-S Framework (Again): After diagnosing the current state, you can use the McKinsey 7-S Framework to make recommendations for improvement, specifically if organizational alignment or HR practices are part of the problem.

• Tuckman’s Stages of Group Development: If the case involves teamwork or collaboration issues, you can use Tuckman’s model to suggest how teams can progress through the stages (Forming, Storming, Norming, Performing) to become more effective.

Example Recommendations:

• Improving Employee Engagement: Implementing regular feedback surveys, recognition programs, and career development opportunities.
• Streamlining Operations: Introducing lean management principles or automation to improve efficiency.
• Leadership Development: Offering leadership training programs or introducing mentorship initiatives for future leaders.
• Diversity and Inclusion Initiatives: Instituting policies to foster a more diverse and inclusive workplace.
• Strategic Alignment: Aligning the company’s strategy with HR practices through the Balanced Scorecard or McKinsey’s 7-S.

4. Justifying Your Recommendations with Research, Theories, and Models

For each recommendation you make, you need to back it up with relevant research, models, and theories that demonstrate why it is the best course of action. Use academic sources, case studies, and industry reports to substantiate your points. Here are some ways to do this:

• Cite Academic Theories: Reference well-established management, HR, and business theories (e.g., Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene Theory, or the Resource-Based View) to justify your recommendations related to motivation, job satisfaction, or employee performance.

• Use Data and Industry Examples: Refer to industry benchmarks, successful case studies, or quantitative data that support the feasibility and impact of your proposed strategy.

• Refer to Best Practices: Draw from global best practices or examples of companies that have implemented similar strategies effectively. For instance, if recommending leadership development, cite companies that have succeeded in fostering strong leadership pipelines (e.g., GE, IBM).

5. Conclusion

Your final step will be to summarize your findings and the key strategic recommendations. A strong conclusion reinforces the value of your analysis and presents a clear roadmap for action, based on the theoretical frameworks and research you’ve used throughout your paper.

Overall Structure for Your Report:

1. Introduction:

   • Briefly introduce the organization and summarize the key issues.
   • State the purpose of your analysis and what you will be addressing.

2. Current State Analysis (Diagnosis):

   • Use SWOT, PEST, Porter’s Five Forces, or other frameworks to analyze the organization’s current challenges.
   • Address the HR issues, operational problems, or strategic misalignments.

3. Recommendations:

   • Propose actionable strategies or changes.
   • Use relevant models (e.g., Kotter’s 8-Step Change Model, Balanced Scorecard) to guide your suggestions.

4. Justification and Evidence:

   • Back up your recommendations with research, theories, or case studies.
   • Demonstrate the practical application of the models.

5. Conclusion:

   • Summarize the key findings and reinforce your proposed strategies.

By following this approach, you will be able to produce a well-rounded and research-backed analysis and strategy for the organization in the case study.