Question

I'll rate any incomplete answer or if you give me someone else answer

1. Strategy implementation is always difficult. Many organizations never successfully implement their strategies. What are some of the blocks to successfully implementing a strategy. Please provide an example of an organization that was not successful in implementing a new strategy.

2.  The link between organizational culture and strategy is very strong. Changing the culture is very difficult and can be very risky. This is especially true in an acquisition where the acquiring company needs to integrate the acquired company. How can the cultures be merged? Provide an example of a company that has changed its culture

Answer 1

1. The biggest blocks to successful strategy implementation are as follows :
   1. Change Management: It is the critical and biggest block to any strategy implementation. It is important to have buy in of the stakeholders for the successful implementation.     Disaster happens if the change management is not done properly. Co-operation amongst affected and leading teams becomes the biggest hurdle in this case.
   2. Technology/ Resources: Second most critical block is technology and adequate resources with relevant competencies required for the implementation. It is important and imperative to plan and identify the technology and resources needed to implement the strategy.

One of the biggest example of poor strategy execution is Kodak case. Kodak developed first digital camera in 1975. Their strategy was to avoid promoting the digital camera in the market due to fear of product cannibalization. The poor implementation of the strategy led to decline in the company leading them to shut shop the entire division.

2. The mergers leads to assimilation of two different cultures. The two cultures of two organizations stems for three basic factors:
   1. Organizational values
   2. Strategic direction organizations are moving towards
   3. Behaviors exhibited by the frontline employees

Hence, for the cultures to be merged, it is important to understand these, as is culture of two different culture through the prism of the mentioned three factors. It is important to note down and understand the difference between the two. The difference also the called as the deltas is managed through three strategies:

4. Assimilated the delta into the acquirer organization
5. Remove the delta from both the cultures
6. Assimilated the delta into the acquired organization

The prime example of change in culture has been in JP Morgan bank. They completed changed the culture in a sense that they say that ultimately they are not a bank but a technology company. They have completely built their culture and organization around technology.