Situational planning stradegy Essay Example | Topics and Well Written Essays - 750 words

Situational planning stradegy - Essay Example Despite these strengths the recent internal audit has unveiled some challenges and threats faced by the center. Under these circumstances, the first dilemma required to be answered is it worth revisiting the Community South Medical Center strategic plan or it will be prudent to follow the plan devised three years ago along with a yearly assessment. The recent shifts in patient care mix and shifting of good paying business from the locality to the other urban areas are two major factors that can affect the present positive trends in near future. Moreover, the overall aging trend of the population is a major concern which should be addressed rationally, especially in case of a for-profit organization of the center. Medicare and managed care have already shown a downward trend in previous three years and the shift of major businesses from the locality may even worsen the situation in the upcoming years and the center may witness a fall of employer sponsored health insurance. A change in strategic direction is therefore, deemed imperative to address the threats and capture the new opportunities. The strategic direction of Community South Medical Center is required to incorporate the changes that can ensure a sustainable profit graph in the coming years. The community analyst and future trend analyst are two major leadership positions in my strategic management team. These two can provided a better insight in to the state of affairs that the Community South Medical Center is facing and can provide useful input for setting the future direction of the center. The community analyst will specifically look for the shifts in healthcare mix and other communal trends like dominant aging trend of population and will provided a consolidated reported on the future impact of communal changes and a relative policy change that is required to be react these changes in a befitting manner. Future

Organization Analysis, Part 1 Essay Example | Topics and Well Written Essays - 750 words

Organization Analysis, Part 1 - Essay Example High staff turnover costs the company in terms of tangible and intangible resources. On the one hand, the company loses on the knowledge of the departing staff whereas on the other hand, it is forced to use more resources, which could have been put to better use elsewhere, on constant recruitment and job training for new staff. Another major HR challenge that the company faces is the effect of different cultures arising out of its global expansion. Wal-Mart cannot impose a standard HR practice in all countries because of their different cultural dimensions (Hofstede, 2001). Nevertheless, Michael Duke, the President and CEO of Wal-Mart identifies developing staff as one of the five key strategies central to the company’s future (Wal-Mart, 2012). After all in retail it is the store and club associates that take care of customers and members which determines whether customer become loyal or not. On the legal front, Wal-Mart’s HR management has two chief areas of concer n, ensuring equal employment opportunities and improving their labor relations. Under the equal employment opportunity challenge, the important activity is to prevent the likely occurrence of discrimination practices among its staff. This aspiration should ideally reflect the spirit of the law as envisioned by the Civil Rights Act of 1991 by reinforcing illegality of making hiring, firing or promotion decisions on the basis of sex, ethnicity, race or religion (DeCenzo & Robbins, 2005). This act also includes the Glass Ceiling Act. Wal-Mart has been addressing the equal employment opportunity concern by embedding diversity and inclusion into its culture. This has been done partly through its Diversity Goals Program where managers are held accountable for elevating the standards of diversity and inclusion throughout the company, with up to 15 percent of management bonuses and ten percent of performance evaluation scores tied to their diversity goals achievement (Wal-Mart, 2011). T his program has seen the numbers of minorities’ rise from 21.3% in 2005 to 36% in 2011 and that for females rise from 38.8% in 2005 to 57% in 2011. Of the two HR challenges, Wal-Mart’s greater challenge has been its labor relations. Wal-Mart is America’s largest private employer and it has used its muscle to quash all attempts by its workers to form or be part of labor unions. The company’s low cost strategy relies on minimizing production costs and labor costs are often the major expense in production for low-end retail (Woodman, 2012). Without a union, Wal-Mart employees have had less bargaining power and this could be one of the reasons why the company has a rapid turnover. Nevertheless, the continued growth of the group Organization United for Respect at Wal-Mart (OUR Walmart) demonstrates less likelihood of the company’s staff relenting on this issue. For this reason we envisage this power struggle on whether to unionize or not continuing in to the future unless either party relents. We however believe that it would be more productive for Wal-Mart to address the concerns of its workers if it seeks to remain competitive in the coming years. A possible solution is to meet workers’ demands half-way by giving them some of the demands they are requesting such as respect, affordable health care, stable and fair scheduling, and improved wages. Wal-Mart’