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Potential Obstacles to Business Plan Implementation

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Please submit a 750 word response that discusses the obstacles, barriers or pitfalls that may influence the success of the plan you described and please include the factors that may influence those obstacles, barriers or pitfalls.

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As possible obstacle to the success of the plan that has been described, is the fact that upper-level management within the organization may not have the skills necessary to effectively conduct a SWOT analysis, due to the fact that an analysis of this nature require a great deal of skill in order to effectively implement its ramifications, as well as to analyze the findings of this form of analysis. The inability of upper-level management to effectively ascertain the strengths of the organization, is a major barrier to the ability of these individuals to ascertain what will be the most appropriate plan of action in reference to effectively solving the problem of handling human resources. It is only by effectively ascertaining the strengths of the organization in reference to its human resources management effectiveness, that upper-level management can begin to ascertain the weaknesses of the organization in respect to human resources management, and it is imperative that the weaknesses that organization has in respect to handling human resources are effectively ascertained, in order for there to be the possibility of developing a plan, or paradigm change, that will ...

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Part I: What are 3 characteristics of well-written goals?

A goal is considered to be an organizational blue print of how the organization plans to move forward and what steps they will have to take in order to achieve those goals. I would equate a well-written goal to that of a comprehensive business plan in which case management, leaders, and/or supervisors would have to prepare an outline of their main objective; estimate a potential time line for achievement; determine as to whether the specified deadline is feasible; evaluate the results of goal implementation; and identify possible outcomes and/or risks associated with goal setting. Management would be obligated to motivate and persuade their subordinates to follow the organizations plans of maximum achievement and increased performance measures. According to Dr. Edwin Locke's (2010) research, goals must be SMART (Specific, Measurable, Attainable, Relevant, and Time-Bound). However, the three characteristics of goal-setting must be narrowed down into three subdivisions within the confines of the SMART assessment, such as:

? Clarity-management must establish a clearly identified objective that informs followers of what should take place in order to obtain adequate results, improve performance, and maintain efficiency.

? Feasible deadline integration-organizations must make sure that they do not overextend themselves by promising to fulfill obligations that are far beyond their capacity of acheivement. In most cases, organizations must ensure that their objectives are foreseeable and well within their reach of fulfillment.

? Realistic outcome forecast-organizations must anticipate changing variables within the goal setting process. For instance, management must take preventative steps to alleviate the element of risks, negative feedback, change resistance, and various obstacles that could hinder an organizations growth and performance.

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