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essentials of strategic management

Questions and Answers of Essentials Of Strategic Management

Do you think HR professionals at all levels can demonstrate value-added, or is this an issue only for people at the top?
How would you advise Green Inc. to proceed?
Would any of these changes worry you from an HR perspective?
What effect would the change have had on recipients of the services of these assignees in the host country?
How might you measure the impact?What effect would this change have had on the type of applicants for the job?
What effect might you want to look for in the various subsidiaries?
How would you be able to track such effects?
What do you think the effect of reducing the number of expatriate opportunities could have been at TI head office?
How would you recommend TI assess the success of its programme, other than the reduction of cost for its expatriate programme?
Given its messages, how would you approach someone in a London office of the firm to undertake an overseas assignment in a subsidiary in Detroit for two years?
What effect does this international branding have on HR in the UK?
How could they utilise HR input to assist with their goal?
Brief the management team on how hybrid working could be introduced and managed.
Give reasons for your conclusions.
Can HR ever be entirely outsourced and, if not, which aspects of HR should always remain in-house?
Are the factors to be considered the same for private, public and third sector organisations?
In what other ways can she and her team add value at this time of stagnation?
How can Elena respond to these pressures?
What was the nature of that input (with regard to that specific type of organisation) and did it add value through reducing costs further or achieving the change more efficiently or effectively?
Could this have been undertaken without HR input?
Discuss the strengths and weaknesses of devolving power to the line manager in the public sector.
How would staff in your HR department react to enabling hybrid working through managerial discretion?
In what ways do you think the relationship between line managers and HR may have changed as a result of the new approach?
To what extent should concepts like‘retention’ be considered more as employee engagement, and treating the employee with greater respect and the sense that they are truly valued within the
How realistic is it to place the mitigation of risk solidly within the remit of the HR function? Are there other agencies within organisations that need to be included here?
Building upon review Question 2, to what extent is there too much emphasis upon the HR function at organisational level rather than tactical and team level, with strategy and culture often firmly
Does the HR function fully address the extent to which teams or groups of colleagues work together, and in addition, do the subsequent values that are formed result in effective working practices or
To what extent is the quality of work (as perceived by individual employees) critical when examining if someone is working for an employer of choice?
How can Lewis make sure that any changes remain stable and enduring?
To what extent did Lewis’s focus on changing organisational values have a contributory impact on the changes presented within the case study?
and also some of the potential risks.
Identify the potential issues associated with Question
When organisations draw up their stated values, to what extent do these go beyond the whole organisation, permeate through all staff and potentially through customers too?
What sort of message does the organisation send out to employees on how they are being valued?
To what extent will perceptions of the value of hybrid working change in this organisation?
To what extent was understanding organisational and national cultures a factor in Lang’s thinking and approach in dealing with the changes?
Why was the VisitBritain/VisitEngland initiative so successful?
on culture change for consideration of various change interventions.)
Why is this the case and what makes culture so difficult to manage and potentially change? (See also Chapter
To what extent is this case study a little different in that employees appeared to be working too long hours and too hard. Would the intervention that Badley brought in have happened had the
Explain the reasons why Badley’s approach to employee wellbeing was so successful.
What is meant by ‘strategic HRD’?Evaluate the major components of strategic HRD.
How can the HR/HRD function build relationships with line managers so as to put improved working practices into effect?
Does the HR business partner role sit most comfortably within private, public or third sector organisations? Support your answer with practical benefits.
To what extent can there be a ‘perfect shape’to an HR function in an organisation? Consider the arguments both for and against this proposition.
Despite the theory, there is a great deal of evidence to suggest that HR does receive the attention and support that it requires as a key function within organisations. The interplay between line
The HR business partner model carries with it a series of potential benefits and limitations, and should therefore be adapted according to the organisation and context, and possibly face up to the
HRD and strategic HRD play an important function in the development of employees to adding to business success.
Where HR sits within corporate planning is pivotal to its involvement with strategic and mainstream business activities.
HR needs to take time to evaluate and justify itself as a function or face attack or possibly outsourcing or replacement.
years and currently tends to adopt a managerialist (corporate) position. The question now arises as to whether the emphasis upon people management has provided a stronger emphasis upon employee
The HR department or function has changed considerably in the last
The concept of HR professionals inspiring line managers can be a challenging one to say the least – but why is this the case?
To what extent does the ‘why’ come into HR professionals’ dialogues, or not, as is the case?
Emotion, energy and momentum, by managing the change process by maintaining levels of energy and momentum within the change process.
Voice, dialogue and rethinking resistance, where labels of resistance are replaced with understanding of employee voice as legitimate and enabled through dialogue.
Building trust – delivering the enabling conditions in which significant change can thrive.
Relational leadership – transforming change achieved through relationships and social interactions with organisational members rather than authority and control.
To what extent is employee engagement an ownership and “bottom up” approach?
Critically consider how Morrison created a “we are all in this together” inclusive approach.
What advice would you provide to an L&D/people professional in dealing with resistance to change encountered when incorporating these recommendations?
The recommendations posed seem highly plausible. Why would organisations not be able to implement these recommendations?
If you were an HR manager involved in offering Ukrainian refugees work in the UK, what aspects of people management would you need to consider? You may wish to look ahead at our chapter headings in
What do you think that the immediate response from managers at Impressit in Ukraine tells us about the core role of HR management?
How could HR professionals ensure that such an outcome is avoided in future?
In what ways did the use of AI contribute to the events set out in this case study?
Before reading subsequent chapters of our book, conduct research on the term ‘inclusivity at work’ and identify ways in which hybrid working may make an employing organisation more inclusive.
Identify four jobs where hybrid working would not be appropriate and give reasons for your choices.
Before reading subsequent chapters of our book, outline the potential difficulties an HR professional may encounter in attempting to change an organisation’s culture.
Summarise the HR issues set out in this case study. What could an HR professional do to minimise the chances of a similar situation occurring?
What Is Strategy?
2. Pick your favourite brand and review their Facebook content. Curate a piece of content that its audience would fnd valuable. Prepare the post using the same brand voice. What commentary would you
1. Find an online article and prepare it to be presented on LinkedIn, Facebook and Twitter. What is its purpose? Who is the audience? How will its commentary differ between each platform? How will it
5. Why is it important to mention and thank content creators when presenting their content?
4. How can you check that the curated content being presented adds value to the target audience?
3. What is brand voice and why should the presentation of curated content align with it?
2. Why is it important to include commentary when presenting curated content?
1. How can The 4 Models of Public Relations practice were developed by Grunig (1983) assist when presenting curated content on social media?
10.What has been the best piece of advice that you have been given?
9. Where do you think the profession and social media is heading in the future?
8. What do you think of the current landscape of social media management as a profession?
7. What are your favourite tools for curating content?
6. What are the challenges of using curated content?
5. What do you think are the three most important things that Social Media Managers need to consider when presenting curated content?
4. How did you come to work in social media? Please tell me your career story.
3. What are the greatest challenges?
2. What are your favourite parts about working with social media?
2. What should be the core motivation if using curated content for paid social media advertising
1. Provide an example of when it may be unethical to use curated content in an ad on social media?
2. Using the same topic from the frst exercise, use one of the free automated content curation tools to conduct a search for content about your chosen subject. Remember to use Kanter’s(2017) steps
1. Pick a topic of your interest and fnd fve pieces of content using one of the manual content curation techniques explored in this chapter. Use Kanter’s(2017) steps of content curation to
5. How could you avoid a content curation disaster like the one explored in the Case Study section of this chapter?
4. What are the benefts and disadvantages of manual and automated content curation? What approach do you think is best and why?
3. Why is sense-making so important when selecting and presenting curated content?
2. What is the difference between pointsof-parity and points-of-difference in relation to curated content? Why is a balance between both important?
1. What are the benefts of including curated content to support the overall social media strategy?
12. What is the best piece of advice you’ve ever been given?
11. Where do you see social media heading in the future?
What do you think the industry is like for them at the moment?
10. What do you think of the current landscape for Social Media Managers?

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