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How culture can affect implementation of any planned project essay

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Organizational culture includes the shared beliefs, norms and values within an organization. It sets the foundation for strategy. For a strategy within an organization to develop and be implemented successfully, it must fully align with the organizational culture. Organizations that remain flexible are more likely to embrace change and create an environment that remains open to production and communication. This provides a model that welcomes cultural diversity and helps clarify strategy implementation. Culture within an organization can serve many purposes, including to unify members within an organization and help create a set of common norms or rules within an organization that employees follow.
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This page of the essay has words. Download the full version above. Step 1 Engage all divisions of an organisation in the strategy planning process by ensuring information flow within all visions; from to levels to lower level upward to downward communication channel should be adopted. Managers must be fully aware of how the company operates and how change will affect operation before formulation of the strategy. Step 2 Communicate the need and how decisions were made to fill that need. Employees and all stakeholders must understand why the strategy is being put in place and its goals. Change often causes paranoia among employees.
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A project management plan includes all actions necessary to define, integrate, and coordinate all subsidiary and complementing plans into a cohesive project management plan. It defines how the project is executed, monitored and controlled, and closed. The project management plan is updated and revised through the integrated change control process. In addition, the process of developing project management plan documents the collection of outputs of planning processes and includes the following:.
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The big assumption is important to understand with a change resistant employee as you want to understand the real reason why they are struggling to change their behavior. It is also important for supervisors to work through the process of helping the individual to find their competing commitments, particularly since an individual may not realize why they are sabotaging themselves or the reason behind their behavior. I think it is easy to become frustrated with a change-resistant employee if, on the surface, it appears they have been given all the necessary tools to enact change, when, in reality, the real reason behind their behavior is not being addressed. If a leader is truly trying to develop an employee then they need to take the time to find the root of the issue, and not just try to fix what appears to the issue on the…. This leaves gaps and speculation as a common factor.

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