In this case organizational alignment refers to the

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groundwork for internal operations, and the establishment of organizational alignment. In this case, organizational alignment refers to the proper fit of various factors such as the company’s strategy, processes, capabilities, human resources, and products such that they all contribute towards the organization's core purpose. Companies can have either a flat or a hierarchical organizational structure. The way Ooni is structured, it is run as a hierarchical organization where everyone reports to Kristian Tapaninaho, the CEO. Hierarchical organizations have a lot of bureaucracy and could also experience communication silos that affect efficiency (Clegg et al., 2015). Furthermore, in tall organizations, there is a lack of collaboration between departments due to the high level of formality. The high level of bureaucracy and poor collaboration among the various departments becomes roadblocks to innovation or the implementation of any new strategy such as the cost leadership strategy suggested for Ooni. The company should adopt a flat strategy that fosters
9 communication and collaboration across its departments. With this strategy, the managers would also have closer relationships with lower-ranking staff, which is good for communicating the strategy of the company. proper communication ensures that the employees adopt the required behavior and attitude for the successful execution of the new strategy (Borkowski, 2015). It also ensures that all processes in the various departments are aligned towards achieving the new organizational strategy. Opposition to Change Opposition to change is a problem that faces many organizations in the business world. Members of an organization may be reluctant to accept change if they feel that their positions are threatened or if they do not see any need for change (Hellriegel & Slocum, 2009). Employees and other participants at Ooni might be reluctant to accept change since the company is already growing at an impressive speed since its inception. As a result, they might not recognize the need for change since they might believe that the current strategy is working just fine. However, the managers must accept the need for change since the business environment is highly dynamic nowadays. It is one thing to be a market leader, but maintaining this position requires constant reinvention. Ooni must be willing to change its strategy to new ones that can cement its market leader position, such as the blue ocean strategy. The company will need to bring in professionals who can champion this new strategy (Hellriegel & Slocum, 2009). The case study shows that the company is mainly run by members of the same family. Their vision might be limited due to familiarity, hence they must be willing to accept change and bring in new people with new perspectives.
10 Reflection on the Strategy Process In the past few weeks, I have collaborated with the members of my group to complete this group project. I was part of a 3-member group whose task was to produce a group presentation as well as a group management report. Our assigned task was to evaluate a case

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