Chapter 7: Foundations of Planning

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Management: Arab World Edition Robbins, Coulter, Sidani, Jamali

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Chapter 7: Foundations of Planning

  1. 1. Management: Arab World Edition Robbins, Coulter, Sidani, Jamali Chapter 7: Foundations of Planning Lecturer: [Insert your name here]
  2. 2. 7-3 Copyright © 2011 Pearson Education Learning Outcomes Follow this Learning Outline as you read and study this chapter. 7.1 Define the nature and purpose of planning • Define planning. • Describe the purposes of planning. • Explain what studies have shown about the relationship between planning and performance. • Understand the dynamics of planning in Arab culture. 7.2 Goals And Plans • Define goals and plans. • Describe the types of goals organizations might have. • Describe each of the different types of plans.
  3. 3. 7-4 Copyright © 2011 Pearson Education 7.3 Setting Goals and Developing Plans • Discuss how traditional goal setting and MBO work. • Describe well-written goals and explain how to set them. • Discuss the contingency factors that affect planning. • Describe the approaches to planning. 7.4 Contemporary Issues in Planning • Explain the criticisms of planning. • Describe how managers can effectively plan in today’s dynamic environment. Learning Outcomes
  4. 4. 7-5 Copyright © 2011 Pearson Education 1. Define planning. 2. Describe the purposes of planning. 3. Explain what studies have shown about the relationship between planning and performance. 4. Understand the dynamics of planning in Arab culture. Define the nature and purpose of planning
  5. 5. 7-6 Copyright © 2011 Pearson Education What Is Planning? Planning A primary managerial activity that involves: • Defining the organization’s goals • Establishing an overall strategy for achieving those goals • Developing plans for organizational work activities Formal planning • Specific goals covering a specific time period • Written and shared with organizational members
  6. 6. 7-7 Copyright © 2011 Pearson Education Why Do Managers Plan? Purposes of Planning • Provides direction • Reduces uncertainty • Minimizes waste and redundancy • Sets the standards for controlling
  7. 7. 7-8 Copyright © 2011 Pearson Education Planning and Performance • Formal planning is associated with: – Higher profits and returns on assets. – Positive financial results. • The quality of planning and implementation affects performance more than the extent of planning. • The external environment can reduce the impact of planning on performance. • Formal planning must be used for several years before planning begins to affect performance.
  8. 8. 7-9 Copyright © 2011 Pearson Education Planning in Arab Culture • Planning is underdeveloped in Arab societies – some attribute this to an Arab culture that is supposedly fixated on the past and resists planning for the future. • Fatalism – the belief in predestination, in the sense that a person has no control over things that happen to him as things have already been predestined from God. • This is a mistaken understanding of Qadar. – Belief in Qadar does not mean that people should not plan.
  9. 9. 7-10 Copyright © 2011 Pearson Education Planning in Arab Culture (cont’d) • Early Arabs planned, which explains their successes. • Later, however, fatalism – as a historic practice, not a religious doctrine – has displayed itself in their societies. • What is needed is a gradual development in value systems, leading to the notion that planning is required to succeed and this is – in fact – in harmony with religious teachings.
  10. 10. 7-11 Copyright © 2011 Pearson Education Planning in Arab Culture (cont’d) • Emergence of many successful Arab entrepreneurs and managers. • They built their businesses on proper planning and adequate organization. • This demonstrates that they have been progressively adopting modern managerial standards.
  11. 11. 7-12 Copyright © 2011 Pearson Education 1. Define goals and plans. 2. Describe the types of goals organizations might have. 3. Describe each of the different types of plans. Goals And Plans
  12. 12. 7-13 Copyright © 2011 Pearson Education How Do Managers Plan? Elements of Planning Goals (also Objectives) • Desired outcomes for individuals, groups, or entire organizations • Provide direction and evaluation performance criteria Plans • Documents that outline how goals are to be accomplished • Describe how resources are to be allocated and establish activity schedules
  13. 13. 7-14 Copyright © 2011 Pearson Education Types of Goals • Financial Goals are related to the expected internal financial performance of the organization. • Strategic Goals are related to the performance of the firm relative to factors in its external environment (e.g., competitors). • If managers emphasize only one goal, other goals necessary for long-term success are ignored.
  14. 14. 7-15 Copyright © 2011 Pearson Education SMART Objectives Specific Measurable Time bound Relevant Attainable
  15. 15. 7-16 Copyright © 2011 Pearson Education Types of Goals (cont’d) Stated goals can be found in an organization’s charter, annual report, or public relations announcements, or in public statements made by managers. These broadly-worded official statements of the organization (intended for public consumption) that may be irrelevant to its real goals (what actually goes on in the organization).
  16. 16. 7-17 Copyright © 2011 Pearson Education Exhibit 7–1 Types of Plans
  17. 17. 7-18 Copyright © 2011 Pearson Education Types of Plans: Breadth Strategic Plans • Apply to the entire organization. • Establish the organization’s overall goals. • Seek to position the organization in terms of its environment. • Cover extended periods of time. Operational Plans • Specify the details of how the overall goals are to be achieved. • Cover a short time period.
  18. 18. 7-19 Copyright © 2011 Pearson Education Types of Plans Long-Term Plans • Plans with time frames extending beyond three years Short-Term Plans • Plans with time frames of one year or less
  19. 19. 7-20 Copyright © 2011 Pearson Education Types of Plans (cont’d) Directional Plans • Flexible plans that set out general guidelines and provide focus, yet allow discretion in implementation Specific Plans • Plans that are clearly defined and leave no room for interpretation
  20. 20. 7-21 Copyright © 2011 Pearson Education Types of Plans (cont’d) Single-Use Plan • A one-time plan specifically designed to meet the need of a unique situation Standing Plans • Ongoing plans that provide guidance for activities performed repeatedly
  21. 21. 7-22 Copyright © 2011 Pearson Education 1. Discuss how traditional goal setting and MBO work. 2. Describe well-written goals and explain how to set them. 3. Discuss the contingency factors that affect planning. 4. Describe the approaches to planning Setting Goals and Developing Plans
  22. 22. 7-23 Copyright © 2011 Pearson Education Setting Goals and Developing Plans 1. Approaches to Setting Goals − Traditional goal setting − MBO − Characteristics of well-written goals 2. Developing Plans − Contingency factors in planning − Approaches to Planning
  23. 23. 7-24 Copyright © 2011 Pearson Education Traditional Goal Setting • Broad goals are set at the top of the organization. • Goals are then broken into sub-goals for each organizational level. • Assumes that top management knows best because they can see the “big picture”. • Goals are intended to direct, guide, and constrain from above. • Goals lose clarity and focus as lower-level managers attempt to interpret and define the goals for their areas of responsibility.
  24. 24. 7-25 Copyright © 2011 Pearson Education Exhibit 7–2 The Downside of Traditional Goal Setting
  25. 25. 7-26 Copyright © 2011 Pearson Education Means–Ends Chain • The integrated network of goals that results from establishing a clearly-defined hierarchy of organizational goals. • Achievement of lower-level goals is the means by which to reach higher-level goals (ends). Maintaining the Hierarchy of Goals
  26. 26. 7-27 Copyright © 2011 Pearson Education • Specific performance goals are jointly determined by employees and managers. • Progress toward accomplishing goals is periodically reviewed. • Rewards are allocated on the basis of progress towards the goals. • Key elements of MBO: • Goal specificity, participative decision making, an explicit performance/evaluation period, feedback Management By Objectives (MBO)
  27. 27. 7-28 Copyright © 2011 Pearson Education Exhibit 7–3 Steps in a Typical MBO Program 1. The organization’s overall objectives and strategies are formulated. 2. Major objectives are allocated among divisional and departmental units. 3. Unit managers collaboratively set specific objectives for their units with their managers. 4. Specific objectives are collaboratively set with all department members. 5. Action plans, defining how objectives are to be achieved, are specified and agreed upon by managers and employees. 6. The action plans are implemented. 7. Progress toward objectives is periodically reviewed, and feedback is provided. 8. Successful achievement of objectives is reinforced by performance- based rewards.
  28. 28. 7-29 Copyright © 2011 Pearson Education Does MBO Work? Reason for MBO Success • Top management commitment and involvement Potential Problems with MBO Programs • Not as effective in dynamic environments that require constant resetting of goals. • Overemphasis on individual accomplishment may create problems with teamwork. • Allowing the MBO program to become an annual paperwork shuffle.
  29. 29. 7-30 Copyright © 2011 Pearson Education Exhibit 7–4 Well-Written Goals • Written in terms of outcomes, not actions  Focuses on the ends, not the means. • Measurable and quantifiable  Specifically defines how the outcome is to be measured and how much is expected. • Clear as to time frame  How long before measuring accomplishment. • Challenging yet attainable  Low goals do not motivate.  High goals motivate if they can be achieved. • Written down  Focuses, defines, and makes goals visible. • Communicated to all necessary organizational members  Puts everybody “on the same page”.
  30. 30. 7-31 Copyright © 2011 Pearson Education Steps in Goal Setting 1. Review the organization’s mission statement. Do goals reflect the mission? 2. Evaluate available resources. Are resources sufficient to accomplish the mission? 3. Determine goals individually or with others. Are goals specific, measurable, and timely? 4. Write down the goals and communicate them. Is everybody on the same page? 5. Review results and whether goals are being met. What changes are needed in mission, resources, or goals?
  31. 31. 7-32 Copyright © 2011 Pearson Education Developing Plans: Contingency Factors in Planning 1. Manager’s level in the organization – Strategic plans at higher levels – Operational plans at lower levels 2. Degree of environmental uncertainty – Stable environment: specific plans – Dynamic environment: specific but flexible plans 3. Length of future commitments – Commitment Concept: current plans affecting future commitments must be sufficiently long-term to meet those commitments.
  32. 32. 7-33 Copyright © 2011 Pearson Education Exhibit 7–5 Planning in the Hierarchy of Organizations
  33. 33. 7-34 Copyright © 2011 Pearson Education Developing Plans: Approaches to Planning 1. Establishing a formal planning department – A group of planning specialists who help managers write organizational plans. – Planning is a function of management; it should never become the sole responsibility of planners. 2. Involving organizational members in the process – Plans are developed by members of organizational units at various levels and then coordinated with other units across the organization.
  34. 34. 7-35 Copyright © 2011 Pearson Education 1. Explain the criticisms of planning. 2. Describe how managers can effectively plan in today’s dynamic environment. Contemporary Issues in Planning
  35. 35. 7-36 Copyright © 2011 Pearson Education Contemporary Issues in Planning 1. Criticisms of Planning 2. Effective Planning in Dynamic Environments
  36. 36. 7-37 Copyright © 2011 Pearson Education Criticisms of Planning • Planning may create rigidity. • Plans cannot be developed for dynamic environments. • Formal plans cannot replace intuition and creativity. • Planning focuses managers’ attention on today’s competition not tomorrow’s survival. • Formal planning reinforces today’s success, which may lead to tomorrow’s failure. • Just planning isn’t enough.
  37. 37. 7-38 Copyright © 2011 Pearson Education Effective Planning in Dynamic Environments • Develop plans that are specific but flexible. • Understand that planning is an ongoing process. • Change plans when conditions warrant. • Persistence in planning eventually pay off. • Flatten the organizational hierarchy to foster the development of planning skills at all organizational levels.
  38. 38. 7-39 Copyright © 2011 Pearson Education Terms to Know planning goals plans stated goals real goals framing strategic plans operational plans long-term plans short-term plans specific plans directional plans single-use plan standing plans traditional goal setting means-ends chain management by objectives (MBO) mission commitment concept formal planning department
  39. 39. 7-40 Copyright © 2011 Pearson Education

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