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Aligning people with organizational strategies

Aligning people with organizational strategies

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Aligning people with organizational strategies

The following article is part of the self-preparation for the modern BVOP® Human Resources Management Professional Certification program.

The organization is a group of people, and the understanding of the organizational culture may depend on many factors like experience, skills, culture, age, or cognitive perceptions.

  1. Mediating standpoints

Different persons may have different perceptions about the organization, its priorities, processes, and even their attitude towards others may vary. These differences may be a reason for conflicts, low motivation, productivity decline, information loss, and may cause delays in communication.

Aligning people with organizational strategies may be considered as initial risk management at every organizational level.

Organizational strategies may include:

  • How the organization makes its profit
  • How the organization expands
  • Why specific approaches are chosen
  • What the organization expects from all involved parties and individuals
  • What the organization gives in return
  • Management styles
  • Specific custom culture
  • Branding and image
  • Short term and long terms goals and plans for achieving
  • Investments
  • Acquisitions
  • People management
  • Product management
  • Project management
  • Service delivery
  • Finances
  • Marketing
  • Public Relations
  • Sales strategies
  • Research and developments
  • Technology

All fields, topics, and areas may have a specific organizational vision, plans, approaches, and styles.

Awareness, agreement, and commitment from the entire organization, offices, departments, teams, or individuals may be essential for achieving the organizational goals.

Mediating standpoints

The organization is a mixture of the knowledge, expertise, skills, and personalities of all its people. This variety is usually helpful for organizational activities, but it should be kept in mind that people may have different points of view, needs, and visions.

Sensitive topics may need the involvement of the Business Value-Oriented People Management (BVOPPM) office. Disagreements, remuneration discussions, and any different standing points that require the involvement and attention of the BVOPPM office need to be processed with attention and understanding of each side, so optimal solutions are found, presented and agreed upon.

Comments from the BVOP™ community on “Aligning people with organizational strategies”


Organizational culture is influenced by various factors such as experience, skills, culture, age, and cognitive perceptions. This can result in different perceptions of priorities, processes, and attitudes toward others, leading to conflicts, low motivation, productivity decline, information loss, and communication delays. Aligning people with organizational strategies is crucial for risk management at all levels.

Organizational strategies include profit-making, expansion, approach selection, expectations from parties, management styles, culture, branding, goals, investments, acquisitions, people and product management, project and service delivery, finances, marketing, public relations, sales strategies, research, and technology. All areas have specific visions and approaches. Commitment from all levels is essential for success.

The organization is made up of a diverse group of people with varying knowledge, skills, and personalities. While this diversity can be beneficial, it's important to remember that people may have different viewpoints and needs. If there are sensitive topics or disagreements, the Business Value-Oriented People Management office should be involved to find optimal solutions that consider everyone's perspective.

Comments on “Aligning people with organizational strategies”

  1. Thomas King

    What are some effective communication strategies that organizations can use to ensure alignment between employees and the company's overall strategies and goals?

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