The Strategic Decision Challenge edited by David Hussey A sound base in analysis and method is a cornerstone to achieving a successful business strategy. With the benefit of hindsight is it possible to see that for decades many organizations have not achieved the degree of success which they sought in their strategic moves. This book seeks to give insights into this important area and to build bridges to other sources of information. The historical evidence for the success and failure of strategic decisions over the last thirty years is examined, along with consideration for why so many strategic moves are subsequently reversed. Possible causes are explored, and a close examination is made of issues of misperceptions of the business environment, poor analysis and lack of creative thinking. Many aspects of improving strategic decisions are also dealt with. A glossary of techniques for strategic analysis is also included. Following on from previous volumes in the series, this book brings together international contributions to identify the third 'pillar' of creating a successful business strategy, namely, the strategic decision challenge. The Strategic Decision Challenge is the third volume in the Wiley Series in Contemporary Strategic Concerns. Previously published in the series are The Implementation Challenge and The Innovation Challenge.

The implementation of appropriate strategies remains one of the most difficult areas of management. Considerable thought, energy and resources is given over to devising a strategic plan; and it is to the fine detail of the plan that attention turns when things go wrong. The plan, rather than the implementation comes in for scrutiny, because it is less problematic to analyse. Perhaps this is because, whereas the plan can be devised under pollution-free, almost laboratory conditions, the working out of the plan takes place in the real world infected with real world variables. But the whole point of a strategy is that it will be implemented and implemented successfully. Much has been written on change management and transformational leadership — all very relevant to strategy implementation — but there are comparatively few books which look at the implementation process as a whole. The Implementation Challenge aims to link the numerous concepts and approaches to the subject but recognizes the impact on implementation of the organization as it lives and breathes. From the work of leading thinkers in the field of strategic management, David Hussey has selected contributions specifically focusing on the theme of implementation. Some of the work is to be found in Strategic Change; this, together with new material and four major case studies, makes The Implementation Challenge thoroughly up to date and coherent. It is intended to be thought provoking, and to give practical aid to those involved with achieving successful implementation of their organization’s strategic plans and thinking.

Creativity and innovation are not the same thing. In most organizations there are many good creative ideas that never move into the action phase, and, therefore, do not become innovations. Both creativity and innovation are very relevant to strategic management. It is the ability to innovate that determines much of what an organization is able to do. Innovative capability provides the organization with bricks from which a strategy can be formed and which can eventually evolve into a bastion of strong competitive advantage. Innovation, therefore, remains one of the challenges facing strategic management today. The Innovation Challenge recognizes the fundamental importance of innovation to strategic management. It is built on the central thesis that long-term success is, to a large degree, dependent on the implementation of new products, methods and processes. The Innovation Challenge is the second volume in the Wiley Series in Contemporary Strategic Concerns. Also available in the series is The Implementation Challenge (0-471-96589-8).

The seminal work of Michael Porter in the 1980s provided a conceptual basis to competitor analysis which has stood the test of time. The emphasis of his work, and of many books by other authors which followed it, has been on the why and what of competitor analysis. David Hussey and Per Jenster’s book moves beyond this to the problems faced by organizations in applying the concepts at a practical level. It shows how real companies can use competitor intelligence and analysis in real situations. Three major strands are drawn out by this book, which shows how to:

• obtain competitor information in a legitimate way
• analyze information so that competitors can be better understood, and strategic options explored
• develop ways of achieving competitive advantage which may move the organization ahead of others in the industry

The seminal work of Michael Porter in the 1980s provided a conceptual basis to competitor analysis which has stood the test of time. The emphasis of his work, and of many books by other authors which followed it, has been on the why and what of competitor analysis. David Hussey and Per Jenster's book moves beyond this to the problems faced by organizations in applying the concepts at a practical level. It shows how real companies can use competitor intelligence and analysis in real situations.
Three major strands are drawn out by this book, which shows how to:

• obtain competitor information in a legitimate way
• analyse information so that competitors can be better understood, and strategic options explored
• develop ways of achieving competitive advantage which may move the organization ahead of others in the industry

Human Resource Management (HRM) plays a critical role in the strategic processes of an organisation. All too often though, the strategic plans of a company fall down because insufficient attention has been given to the implementation phase, of which HR policies are a critical part. Strategy is all very well, but forget the human side of the business, and your plans are destined for failure.

The approach of this book is to make HRM practices successful by becoming business-driven concerns. The real trick lies in making this concept practically applicable. The author makes use of case studies illustrating good and bad HRM practices, step-by-step approaches and checklists to ensure that organisations can successfully adopt business-driven HRM. A few common myths are also exploded along the way (see introduction).

This book will help HRM be transformed into a major force in organisational success. It should be read not just by HR professionals, but also senior executives and company leaders, as well as consultants, trainers and business advisers.