Contents

• Introduction 3
• Part A 4
• Background of the Organization- Omantel 4
• Statement of Issue 5
• Analysis of the Factors leading to the Issue at Omantel 6
• Poor Organizational Structure 6
• Poor Strategic Decision Making 8
• Lack of Effective Practices and Poor Processes 10
• Recommendations 12
• Part B 18
• Literature Review of the Management Framework used to Analyse the Issue 18
• Jay Galbraith’s STAR Model 18
• Boston Consulting Group (BCG) Matrix 21
• SWOT Analysis 23
• Literature Review of Management frameworks used for providing a solution to the issue 26
• Bowman’s Strategy Clock 27
• Leavitt’s Diamond shaped Model 29
• Conclusion 30
• Reflection 32
• References 38

Description

In today’s competitive environment organizations have to be highly responsive towards the changing market trends. The organizations have to constantly analyse the external and internal environmental factors and bring required changes in the internal elements to be able to respond effectively to the market demands and to be able to have a competitive advantage. Many organizations fail to analyse the internal environment and continue to use the existing structure, systems and strategies, which in long run can lead to greater inefficiency in systems and employees and lead to non-fulfilment of customer’s demands. Omantel is the leading telecommunication company in Oman and due to its highest market share has failed to identify internal inefficiencies and has continued to use it existing strategy, system and structure, which has no significant impact on its business currently but has started creating inefficiency and dissatisfaction among employees and customers. Also, it has led to poor strategic decisions of buying share of WorldCall, Pakistani Telecommunication Company creating increased financial loss. Using the management frameworks the analysis of the factors leading to the issue has been carried out and recommendations provided to overcome the issues. Omantel would be able to continue to sustain its market share by adopting team-based structure, bringing changes in its systems, human resource policies and processes.