what is strategic and operation planing?

Strategic Planning is a management tool that helps an organization focus its energy, to ensure that members of the organization are working toward the same goals, to assess and adjust the organization's direction in response to a changing environment. In short, strategic planning is a disciplined effort to produce fundamental decisions and actions that shape and guide what an organization is, what it does, and why it does it, with a focus on the future. 

The process is strategic because it involves preparing the best way to respond to the circumstances of the organization's environment, whether or not its circumstances are known in advance; nonprofits often must respond to dynamic and even hostile environments. Being strategic, then, means being clear about the organization's objectives, being aware of the organization's resources, and incorporating both into being consciously responsive to a dynamic environment. 

Operation Planning is a subset of strategic work plan. It describes short-term ways of achieving milestones and explains how, or what portion of, a strategic plan will be put into operation during a given operational period, in the case of commercial application, a fiscal year or another given budgetary term. An operational plan is the basis for, and justification of an annual operating budget request. Therefore, a five-year strategic plan would need five(5) operational plans funded by five operating budgets.

Operational plans should establish the activities and budgets for each part of the organisation for the next 1 – 3 years. They link the strategic plan with the activities the organization will deliver and the resources required to deliver them.

The Operation Planning is both the first and the last step in preparing an operating budget request. As the first step, the Operation Planning provides a plan for resource allocation; as the last step, the Operation Planning may be modified to reflect policy decisions or financial changes made during the budget development process.

Operational plans should be prepared by the people who will be involved in implementation. There is often a need for significant cross-departmental dialogue as plans created by one part of the organisation inevitably have implications for other parts.

How to Motivate your Employee

Knowing how to motivate employees can mean the difference between a thriving business and a failing one. Since a large percentage of people would rather be doing something else other than their current work, motivating them can be quite the challenge. This isn't an impossible task however. This article will give you a few ideas on how you can help increasing productivity in the workplace in order to improve your bottom line.

As you may know, there are different types of employees. Not everyone will be motivated the same way. For some people, a bonus can do the trick. For others, more money won't really do much at all and if it does, it will only be temporary. The first step to knowing how to motivate your employees is to realize that everyone works for a reason. Sometimes it's just for a paycheck but many times, it's more than that.

For some people, all it takes is a, "Hey, thanks for doing such a great job on that last project." For others it may take a public recognition such as receiving an award for something in front of their coworkers. Some people can get these things and will still be unmotivated to work. For them, becoming motivated could mean having to really feel that what they do is making a difference, that they are somehow responsible for the success of the company. here’s a few tips you should try to motivate your employees :

Set daily goals.

Motivate your lazy worker by giving him daily goals to complete. Start off with three clear tasks and build upon them. Be sure to check in on him throughout the day to see his progress. If he isn't making much headway, find out why. By asking him a few questions, you will keep him accountable and show you are serious.

Identify his passion.

What turns your lazy worker on? Is he techie or a sports lover? Find a way to combine his passion with the job. By doing so, you will get him excited about work. He will take more charge of his career and be the kind of employer you want.

Provide regular feedback.

Another way to motivate a lazy worker is by giving him feedback. Meet regularly with him to discuss his impact on the workplace. Provide examples of how his actions affect the team and management. Give him the good, bad and ugly of his performance, so he has a vivid picture of how he fits in with the company.

Praise his achievements.

When you see your lazy worker turning himself around and succeeding, praise him. Verbally laud his behavior. Give him a Starbucks card. Take him to lunch. Let him experience the joy of being on top.

Give him consequences.

A final way to motivate a lazy worker is to give him consequences. Don't let your feelings for him keep you from showing him the door. No one deserves to be paid for doing nothing - or much of nothing. Make this concept clear to your employee. After the initial warning and write up, he'll either tow the line or give you the opportunity to replace him.

Bosses - use these five tips to motivate your lazy worker. You may be surprised to find out how much he can offer the company when challenged in the "right" way.

study case on management policies

The case studies provided by the management policy for an event that occurs based on my  working experience there’s  one naughty waitress in a restaurant who commit fraud at the time oprasional .

Deficiencies that done is to order food that is not ordered and not yet consumed by the guest is inserted into the guest’s bill deliberately  to enjoy a personal and free food. 

This is done by the waitress was a big mistake that should not be done because of adverse guests. Such fraud is seldom realized by the guest since most guests who were targeted were guests who order a lot of food so they does not examine in detail. 

But did not rule out a guest check in detail and in this case it happens. Guests are realized after paying bills. Causing the complant demanding refunds. 

Measures taken by each level of management of the case is different:
1. Supervisor 

verbal reprimand 

2. Restaurant manager

 provide first text reprimand  

3. F & B manager 

monitor the progress of the employee in case of repetition of the employee   will be given second text reprimand  , third text reprimand  and eventually be fired.