Through Appropriate Strategic Planning Commerce Essay

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Its very critical thing because most of school of thoughts believes that majority of failure result due to lack of implementation of strategic plan. Harvard Business School researches that 2/3 plans fails in implementation phase, Newcastle University also stated that majority of failures happen due to mismanagement in implementation of strategy. (1973 - 1989)

Majority of school of thoughts reach to a common point when investigated about failure of strategic plans, that point is "improper implementation", as per studies the percentage of success if only 10% and out of those only two outperformed.

There are certain changes one supposed to be done during implementation of plan, sometimes these changes are small and sometimes these can bigger. The full involvement of every stakeholder to bring change in organization is essential because he/she has to change him/herself to reach the organization's goal. At time all of them can be supporting element in bringing change or can be biggest hindrance as well.

Strategy Execution

It's the responsibility of the leader to identify the right people for the right job and define certain standards which supposed to be met by each person in involves in change management.

Keeping everyone intact that everyone works in same direction and does not wasting resources in conflicts. It's the JD of leader to keep track of everything and pushing people in the right direction.

Change management

It's something which has to be done at micro and macro level of organization; it's a very systematic procedure that needs to be track with full devotion and vigilance. Most CEO's fails because they actually more into crafting the strategy than implementation, however with the various studies researchers has reached to the point that implementation of strategy needs almost double efforts than crafting. The biggest reason of failure is mostly CEO unable to comprehend the sensitivity of implementation phase. (Robin, 2009)

Strategic Planning Training

It's a process which requires proper training that enables one to create a path to reach to an objective in a specified period of time with specified resources. Without having clear vision and knowledge how to identify the importance of each phase of strategic planning, one cannot craft or implement the strategy.

Training ultimately helps to draft new plans and checks to gauge the performance of every stake holders involve in the change process, without having adequate training one cannot identify the sensitivity of actions which one needs to take on the go. The training should be given to CEO's, General Managers and senior managers of every industry

Strategic Planning can play a vital role in small organization

In this competitive world, where every organization is trying to get advantages on its rival but to get advantage on its competitive an organization should adopt the strategy planning. Through strategic planning an organization can adopt the direction in decision making in diversify angels, For intense planning, human resource procurement as well as in finance. Strategy planning can be helpful in setting vision for near and far future, which is essential for any organizational growth because without any vision difficult to set the future targets.

Through strategy making or planning an organization can find the solutions of their forth coming problems and questions;

What is our vision?

What are our objectives?

What are our strengths and weakness?

How we can overcome to our weaknesses?

How we can maximum utilize our strengths in proper directions?

What are our priorities and how much resources should be allocated for them?

These are vital questions which can solve through appropriate strategic planning.

We can discussed the direction of strategy planning in organizational growth, mostly organization adopt and continue the strategy planning for their growth and allocate the financial and human resources to keep the planning directions straight but one thing we have to make it clear that these directions must be provided professionals experience persons so that in favorable circumstances where they can maintain the momentum of strategy growth. Strategy planning effects show in near future very rare because strategy planning demand consistency of efforts in right directions through appropriate human resource because intelligent human resource can produce better results in proper allocated resources, although through this process we can get some success in near future scenario but consistency of efforts and strategy can produce synergetic effects. One thing is very much clear regarding growth is that involvement of company employees and transfer of decision making in relative fields along with follow up. On the other hand strategy planning is not an easy task for small size organizations because continues demand of input of financial and human resource for specific time period which is difficult to tolerate for small size organizations. Strategy planning process is a continuous an never ending process, to making successful of strategic planning it is essential to trained the human resource for implementation of planning and at their stake resources especially in small size organizations. For successful implementation of strategy in any organization we have to develop the coordination in between the departments because lake of coordination can cause delay reach on destination. Which will cause wastage of resources and time, it's not such painful in small size but in growth stage these things can become big problem.so to avoid this situation we have to develop coordination in between departments. A successful strategy implementation demanded a dedication of the organization's personal of all departments and must have complete information of strategy and keen involvement of concern employees in this process which will minimize the chance of failure.

Strategy planning process should not be lengthy and time consuming because it will create hindrance in implementation. For a successful implementation of strategy,

Must have clearly defined business strategy along with allocated resources.

Must have knowledge of their strengths and weaknesses for strategy implementation.

Develop the business plan and strong coordination with each area.

Develop the performance base criteria in every segment and focus on strong follow up.

Strategic plan can be successful only when the tactical plan matched with it because without strong tactical plan, an excellent strategic plan can be failed, so keep focus on both for success. Strategy plan belongs to future scenario but on the other hand tactical plan belongs to present, strong coordination of both is the key of success. After the strategy making and during the implementation avoid developing the frustration in personal because this thing leads to failure of strategy as well as organization.

Strategy Implementation

It's very critical thing because most of school of thoughts believes that majority of failure result due to lack of implementation of strategic plan. Harvard Business School researches that 2/3 plans fails in implementation phase, Newcastle University also stated that majority of failures happen due to mismanagement in implementation of strategy. (1973 - 1989)

Majority of school of thoughts reach to a common point when investigated about failure of strategic plans, that point is "improper implementation", as per studies the percentage of success if only 10% and out of those only two outperformed.

There are certain changes one supposed to be done during implementation of plan, sometimes these changes are small and sometimes these can bigger. The full involvement of every stakeholder to bring change in organization is essential because he/she has to change him/herself to reach the organization's goal. At time all of them can be supporting element in bringing change or can be biggest hindrance as well.

Strategy Execution

It's the responsibility of the leader to identify the right people for the right job and define certain standards which supposed to be met by each person in involves in change management.

Keeping everyone intact that everyone works in same direction and does not wasting resources in conflicts. It's the JD of leader to keep track of everything and pushing people in the right direction.

Change management

It's something which has to be done at micro and macro level of organization; it's a very systematic procedure that needs to be track with full devotion and vigilance. Most CEO's fails because they actually more into crafting the strategy than implementation, however with the various studies researchers has reached to the point that implementation of strategy needs almost double efforts than crafting. The biggest reason of failure is mostly CEO unable to comprehend the sensitivity of implementation phase. (Robin, 2009)

Ten major principles for the growth of individual and organization

We understand that majority of organizations don't want to change but everybody wants to grow. In this article we have asked this question to executives that would you like to change or grow and we have received same answer from the executives that everybody wants to grow without change but process of growth cannot complete without positive change. In this article we will discuss a structured process of growth in shape of positive change in individual and organizational level.

Envision

Envision is the process of creating an image in brain for possibilities, ground reality knowledge and nourished by meaningful style. So that it could be implemented in future in practical way, but this mental image ability found in leaders that what can be. In other words we can say that envision is a name of discernment or ability of future foresight. They can see future possibilities according to their future envision abilities, which is essential for a leader. The success of an organization directly affected by the vision in other words we can say that vision is the basic step of organizational growth. Vision should be share with everyone within the organization so that everyone can take part in the mission of vision success; it is only done by collective efforts and mobilization of team. Then vision should be converted or published into dread statement. In an organization's leaders or higher management should involve the whole employees instead of the leaders or by the selected committee then the results will be less than satisfactory. If we want to make a vision successful then vision must be created mutually and implemented by those people who will do actual work to make it successful. Envision is a imaginary activity of mind of leader or management, in which he or she create a imaginary ground where they make practice of possibilities and impossibilities e.g. they adopt alternative solutions of any hurdle which can exist in near or far future. Any vision can play a vital role in organizational growth which is shared by everyone within the organizational boundaries. We will find that we have given others in meaningful purpose,

Enlist

To enlist means is to engage you with a network of strengths and weaknesses and to overcome these weaknesses to involve the right persons who are committed with the vision of the organization.

A network of strengths means a systematic use of your abilities with interpersonal connection that can create the positive impact on yourself, increase your skills and added some values or benefits in your life so that your strength's network become more strong. Your strength's network always added up some features in your whole life, which give you more strengthen in your professional life and has direct impact on your creating abilities to face the challenges. When you overcome on your weaknesses its means you are increasing your strengths and creating influence of reputation, For example, new babies need to fill the comfort of loving parents, children need to fill the acceptance of peers as they go to school, teenagers are heavily influenced by their peer group as they go through adolescent years, and then as adults get into their careers the network of strength becomes ever so important in establishing a solid foundation professionally.

Communicate

To communicate means to deliver the ideas that exist in your conviction and develop the relationships of trust inside the organization. To consider the importance of Communicate, we must understand that essence of communicate is to conveying an idea to others, so that our belief can develop over others or establish the relationship of trust. Otherwise, why we call it communicate? The basic objective of Communication is that to transfer the idea or information from one side to other side. However, during communication process we have to focus to create growth and under this procedure content does not matter but delivery. In other words, it is necessary to convey the ideas in such a way that one can able to understand it in meaningful way and instill conviction. Instill conviction is the prior stage of communication which exist in the mind of that thinker who is responsible of that job; communication is somehow transfer the passions, the beliefs, and the commitments to handle that job that one possesses to another person or group.

Now-a-days in this material world where everything has its cost and where every business pay its cost either its pay in shape of relationship or in any way. Communication play a vital role in business but the quality impact of your work, and the profitability of business, depend upon relationships with customers, co-workers, and competitors; with suppliers, distributors, and other supporting services; senior managers, and boards

Modify

To Modify is to attain the focus by identifying priorities and maintain joint struggles toward a specific side. Modify is more technical than it seems. To achieve the modification process there are required four major components e.g. feedback, collaboration, prioritization, and articulation.

Feedback

Feedback is an important part of modifies. In this process we ask for feedback from others i-e Employees, they want to give their opinions according to their expertise which they have learnt in this segment. In this process they want to share their expertise. They want discuss their experiences, which they have gain during practical implementation of strategy and which is given by the leader or higher management. They want to invest their expertise in the growth of the company. But there are very rare opportunities in many organizations. But in this process employees often feel that the top management are in a very small watchtower, on a high seat, and drastically removed from the day to day realities.

Collaboration

There is another major part of the modify process is collaboration. The supports of collaboration are discussion and analysis. In fact it is a great opportunity to engage people in success of collaboration. It is such platform which provides the opportunity to employees for bringing multiple output of activity from different sources. We see to believe that the essential skills to collaborate are non-rational. But unluckily collaboration is not a skill that must be acquired by learning if an organization wants to move forward.

Prioritization

Major part of collaboration will be consider determine of the prioritization, in which we choose that what ideas should be adopted and those that should be give up or retained, but it is not necessary that all ideas be completed at same time. So under this process clarification is required the priority. These things play an important role in sequence of actions and direction which motivate the field force for mobilization process. It gives the direction to the field force to make the goals achievable rather than random acts

Articulation

Articulation is an essential part after feedback. Under this process we identified the priorities through collaboration; usually the results of these efforts need to be clarity in shape of clearly communicated to the employees. This is right time to articulate the worker. Before start the articulation process we have to make it clear that what means of articulation, articulation means vocalize clearly defined every relevant thing to achieve vision or which can become the hurdle in organizational growth in future. It could be clearly stated written goals, and it may be clearly-defined lists of tasks. But these are not sufficient. The clarification process helps to employees to understand the vision and the priorities of an organization.

Strategize

To strategize means to use for option which leads the planning towards success or achievement. Strategize allows the selection to the organization that how to get the advantage over competitor and achieved the projected results. It is like a think tank process, in which you create the image of success and note down on the paper for action. In this process you analyze those choices in shape of success and failure. Strategize is the process in which we make the planning for future strategy or we can say it is a process of sorting and examine. It is an important initial part of design where people often confuse to understand the difference product with the process. Because process is the part of produces options for cerebration but the product is part of the design.

Blueprint

Blueprint is to prepare a design of action which is assigns authority under the provided structure by higher management. in which we assign the responsibilities to the concern expert persons and through those persons we develop the infrastructure so that act upon this design we make the foundation of the success or growth. In which we allow the experts for innovative flexibility. In mostly strategic planning meeting are often produced detailed and complex plans and we consider that these plans guide the organization's growth, but many organizations fail to grow. Sometime we thought that why these blueprints are become ineffective even a lot of efforts have been spent on it. Because this process comes first the development of product so it is often ill considered. We are living in such world which is characterized by the "instant soup" mentality. Just boil the water, pour the contents of the package into the water, and the soup is ready! Strategy is an important precursor of design, but we often rushed and avoided and secondly, generally the responsibility of strategy is not assigned to accompany the blueprint. Without such assigned responsibilities, the design becomes a loophole.

Implement

To Implement is the activation of the blueprint or design consistently according to the defined vision.

Implement is the most crucial stag of design if the implementations of the Design become properly then chance of the success get increase. We can say that a good idea is an essence of a good vision and it could be worthless without having the capability to do something about it. You have to spend more time in Implement stage than any other job and keep it continuous then the chance of success will increase. In implement stage you will monitor the day-to-day bases activities then you will create the foundation of growth. Because the execution of everything before it, and the accelerator for everything after it. You are preparing for Implement and the order stages will help you to review the things you have already implemented.

Evaluation

To evaluation is to measure the importance of growth and determine opportunities for betterment through a formal appraisal and predefined standards.

Determination of opportunities for betterment can only exist, in a valid way, or done a formal appraisal of predefined standards. These standards must be predefined and not bring into existence at the time of execution of evaluation. One thing keep in mind that evaluation must be according to vision and should be in neutral way, so that concern person feel motivate, according to Peter Drucker "If you don't know where you're headed, any old plan will do." Evaluation must be drive from predefined standards as where you're in certain direction and the plan that has been implemented. Evaluations can be with qualitative or quantitative approach.

Adjust

To adjust or change is to improve a series of action in outcome to determine needs in such environment, where positive change expected.

China's most famous teacher and philosopher Confucius once said, "When it is obvious that the goals cannot be reached, don't adjust the goals, adjust the action steps." To adjust is depend on disposed to make changes in our endeavors to reach our destination however they may be drastic effects. There are two principles exist, first Evaluate and second Adjust but both are separate, however as a rule sometimes people may be disposed to Evaluate and take a general look at their endeavors, but in fact be not disposed to adjust and change. There are many examples of organizations which become fail to adjust and adapt the changes that affected them drastically. Some changes and adjustments look minor, but there effects are long lasting and sometimes not appropriate for organization future, but to face these challenges we have to show the capacity, and tolerance to adjust our purposeful activities.

We can discuss the key elements to adjust in this paragraph, this process is consist of two main points. First to identify the job and then analyze but both are quite difficult to sort.

After the identification of job we should analyze that what is workable and what is not workable. Some organizations do not adopt the evaluation criteria on rational bases if the performance of last quarter is not better than last year quarter, it does not mean that they have identified the true solution of this negative compression.

One thing is most important for manager who is doing this evaluation process, he must be authorized by leadership or higher management because this authority will develop a confidence and boost him to proper fulfill hat assignment. Another thing should be keep in mind for those personals or manager, they must have sufficient patience to tolerate its effects which will effect after completion that task. Adjustment of need is another major measuring step for those managers who is involved in this process that they have to analyze the adjustment need in quality and as well as quantity.

Change is another name of adjustment, we should not take any step just for change but it should be positive and towards growth. A slight adjustment can create a dramatic effect Many people have experienced those moments in the shower when they want to change the water temperature, realize that the slightest adjustment of the handle can have a dramatic effect on the temperature.so same thing happen in business because business demand diversification according to environment as per need change can leave positive effect instead of at the eleventh hour. To avoid such effects we need strong will leadership which will bring it in direction of organizational growth

Increase

To Increase is to hold continuous improvement process by look into new thoughts that amplify the vision.

To increase is to never give up the process of growth is continuous and never ending process, which is directly related to growth. Every business man wants increase in growth. Although increase demanding some changes and adjustments for their actions, which they were doing in past, but it is important to search satisfaction and happiness in the things we have accomplished; it is also important to remember that much of our happiness comes from being anxiously engaged in the process of growth and success. Increasing is simply about saying, "What's next?" we can say that increase is a reciprocal activity i.e from both sides because company wants increase or growth and as well as employees also want increase in their benefits, in this scenario an organization should understand that if they want growth then they have to meat the employees expectations to achieve the an organizational goals and ultimately vision. This create the growth principles because when we ask what the next steps are and where we can go from here, it causes us to go back to the beginning and pursue the visions and principles that got us to where we are now, and where we can be. The more we accomplish, the more we realize our natural ability to continuously grow.

The Japanese have a concept called "kaizen" which is translated as "continuous improvement". The term was made famous in 1986 by Masaaki Imai, in his best-selling book Kaizen: The Key to Japan's Competitive Success. Kaizen is a good way to understand what the step of increase is, because it creates a culture of continued growth. Increase helps companies avoid the "plateau" that often stagnates new visions and ideas. Many companies simply get to the point where they are using all their resources and efforts just to keep up and maintain.

The great benefit to this strategy is that it helps those within the organization to maintain what we like to call a Kaizen Focus. Most individuals, and therefore departments have a limited amount of time where they can focus energies and passions before it simply becomes too routine to evoke any significant effort. It also helps companies to avoid the negative thought process of changing "for no reason at all". When people look at their favorite sports teams towards the beginning of a season, they certainly expect and many times welcome with open arms the steps their team is taking to ensure victory. That is the same mentality that Increase can help to instill within your organization, that leadership, management, and employees are anxiously engaged in the process of growth and success.

Through the process of the Kaizen Focus, individuals and organizations will soon look at Increase not as an end to a project or program, but the beginnings of the next successful stages the company will embark upon to find their continual growth

Growth principles means to adapt changes which leads to growth or success. To achieve success goals we have to ask us that what are the next steps and how we can adapt these growth principles which guide us. For this purpose we need to revise our whole vision and rules that bring us at current stage. We should rely on our natural strength. There is Japanese philosophy of continuous improvement which is called kaizen theory. This famous term was developed by Japanese professor Masaaki Imai in 1986. This philosophy was the key of Japanese industrial strength. Through Kaizen theory we can better understand that what the important steps for success are because through these step we can develop continue growth and help the companies and avoid stagnancy

2 helps companies avoid the" plateau" that often stagnates new visions and ideas. Many companies simply get to the point where they are using all their resources and efforts just to keep up and maintain.The2great benefit to this strategy is that it helps those within the organization to maintain what we like to call a Kaizen Focus. Most individuals, and therefore departments have a limited amount of time where they can focus energies and passions before it simply becomes too routine to evoke any significant effort. It also helps companies to avoid the negative thought process of changing"for no reason at all". When people look at their favorite sports teams towards the beginning of a season, they certainly expect and many times welcome with open arms the steps their team is taking to ensure victory. That is the same mentality that Increase can help to instill within your organization, that leadership, management, and employees are anxiously engaged in the process of growth and success. Through the process of the Kaizen Focus, individuals and organizations will soon look at Increase not as an end to a project or program, but the beginnings of the next successful stages the company will embark upon to find their continual growth

Organization Best Practices - Succession Planning

Strategic organization planning and development

The Succession Plan will be more successful if it is a part of regular organization planning and development. This helps ensure that there are no surprises because leadership transition is consistently addressed. It also helps ensure that the process outlined in the Plan upholds the organization's values and ideals. Finally, it means that the Plan is more likely to be reviewed regularly and adapted as new and relevant events transpire.

Determine critical positions and their key responsibilities

This is the stage in which the planners identify the things that would not get accomplished without the CEO. Identify the core leadership functions and skills of the CEO (and others, if necessary). Identifying expected vacancies should happen here as well, including expiring contracts or potential retirements. Also ask whether this job can be re-vamped, potentially moving some responsibilities of the current CEO to a senior manager. CEOs that have been in place for many years can probably handle much more than an incoming CEO who must learn the ropes. Consider this and develop the new CEO's job description with this in mind.

Identify continuity needs and available resources and gaps

In this stage, the planners determine what the organization needs to continue to be effective without the CEO. Determine whether the key responsibilities of the CEO can be covered at least temporarily by others in the organization. Is there specific information they need to be able to do these jobs? Do they have it? Do they understand not just how to accomplish these responsibilities but why they are necessary? Does the leader have a vision that needs to be maintained? Each of these questions must be addressed effectively.

Determine how to fill the continuity gaps

Ensure that the incoming or interim CEO will have the knowledge and experience needed to fulfill the role responsibilities. It is integral to unleash the potential of current available resources by giving them different tasks to keep their moral high. Let them interact with internal and external customers to understand their needs and how to address them efficiently and effectively. It will keep everyone on their toes that opportunity may come at any time and they will always try to perform better and better to be an ideal option for the organization. If CEO has to leave let other seniors to interact with media, main clients and take hold of the projects which are in process because it will not hurt the external relationships of the organization. Finally, remember that internal promotions mean another spot will be vacant, so it will be critical to consider whether multiple roles need to be planned and developed in the case of succession.

Develop a recruitment strategy and find the right person

One of the major predictors of success is finding a match between the organization's future needs and candidates for the job. Take care in developing ideal candidate qualities and use appropriate interview questions. If someone internal to the organization will take the position, ensure you have the best and most appropriate person for the job and consider who will take their place.

Orientation and knowledge transfer

The incoming CEO will need some time to get up to speed, whether they have been promoted internally or hired externally. Determine how much overlap between the outgoing and incoming CEO will be necessary and what that person needs to learn for the transition to be successful. Diaries and detailed record keeping in the months before a leadership transition will be very helpful here.

Strategy to convey the message

After developing the plan one should communicate the same to all stakeholders, internal and external customers, depending upon the relevance. One should identify that who should know and what should know and when should know because it will give clear view to everyone and they may prepare their selves accordingly. Also, consider who will communicate the plan to whom. Typically it is recommended that the CEO communicate the plan to employees because it shows that s/he supports it and is being treated well even though s/he is leaving. The CEO should also be able to inform clients and major stakeholders as, again, the way this transition is handled will noticed by others and it can affect their impressions of the organization positively or negatively.

Implement the plan

Once everything is in place, you can implement the plan. In healthy organizations this goes beyond knowledge and skills transference. The people who will be affected need to be prepared not only in terms of how their work will be affected, but emotionally. The outgoing CEO must be able to step aside and allow the successor to take his or her place. The employees must be ready to support the new CEO. This can be tricky. People may fear change; the CEO may be having second thoughts. This stage is often when an external consultant is called in, if not before.

Review and Revise

For the plan to be maximally successful, you must continually revisit it, reviewing and updating it to reflect changes in the external and internal environment of the organization, such as market conditions and employee morale. A good rule is that when critical internal or external variables change, you need to revisit the plan. It is useful to develop an evaluation tool to measure the success of the implementation and continue to adjust and adapt as necessary. Once the new person is in place, you cannot just walk away. The situation needs to be monitored for the incoming CEO's success and so is the organization's.

If you carefully follow the above steps, you will be well on your way to planning for turnover of key personnel, one of the key organizational vulnerabilities and best practices. 

Effective Strategic Planning Process

This TQM is a such process, which provides a detail look inside especially strategic planning process which has adapted many organizations and implementing it successfully in every segment. The major basic processes of this typical Strategic Planning Process are lined up into 7 steps. Detail of each step below:-

Review or develop Vision & Mission

First of all we have to become able to get the primary or first-hand information from various resources i.e (Shareholders, customers, employee, supplier's communities etc).

For this purpose you may make some standard to evaluate that how the stakeholders think about your organization. To determine that whether their actions are matched with the organizations objectives.

To arrange some communication session among the stakeholder to check that whether they are still committed with company's Vision and Mission and also committed with innovations and new challenges of the business.

SWOT Analysis

SWOT analysis is a key factor of strategic planning process. In which you try to understand the internal matters i-e strengths and weaknesses as well as external factors i-e threats and opportunities. Which help you to understand it in better way and reach to solutions? Involvement of stakeholder in strategic planning process is also a key factor which provides you various opportunities to understand the point of view of stakeholders regarding your organization. During this session, you will get the better opportunities to implement of strategies and policies.

Develop and Select Strategic Options

To achieve the organizational objectives you can develop some standard in shape of some possible strategies but make sure that these strategies should be base on the feed back of stakeholders and the SWOT analysis of business and operation. which will help you to refine your strategies for future aspect.

In every business there are many possible strategies are developed and majority of them looks important, but it is very much obvious that an organization would have many major issues which is faced by management to solve it. For this purpose you must be equipped such capabilities to use proper tools to select some possible strategies.

Establish Strategic Objectives

Under this step you will become able to understand the whole picture of an organization and able to choose some strategic objectives for implementation. To understand the many strategies you can use some models. To achieve the specific strategic options, you have to set major measures and time limit.

One thing should be remember that key measures and time limit is given by higher management, it is the intention of this step 4 that these measures and time limit is SMART . What it meant was Specific (S), Measurable (M), Achievable (A), Realistic (R) and Time-bound (T). When the strategic choices are SMART, it will help to make it easy the communication toward the lower level of the organizational from the higher management for implementation.

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