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Strategic Management: Concepts and Cases
KEY BENFIT: David’s Strategic Management offers a skills-oriented, practitioner perspective that has been updated with modern cases to reflect current research and strategy.
This text covers strategy formulation issues such as business ethics, global vs. domestic operations, vision/mission, matrix analysis, partnering, joint venturing, competitive analysis, and includes a brand new cohesion case on the Walt Disney Company.
For management professionals, small business owners and others involved in business.
704 pages, Paperback
First published January 1, 1999
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Displaying 1 - 30 of 35 reviews
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December 13, 2016excellent book about the strategic management and good detailed. Used as a text book for my MBA. It was very helpful
March 20, 2019
خواندن متنهای کلاسیک و مرجع بین کسانی که از غیر مسیرهای آکادمیک وارد فضای کسبوکار شدهاند، چندان رایج نیست. این خوب نیست.
بدون این دانش و رویکرد تصمیمهایی که میگیریم ضعیف و تنک میشود.
به هر حال، متن دیوید همانطور که انتظار میرود شسته و رفته است. البته به همین نسبت کهنه و قدیمی هم هست که نشان میدهد ما باید متنهای مرجع بهروزتری پیدا و ترجمه کنیم.
توصیه میکنم حتما بخوانیدش.
بدون این دانش و رویکرد تصمیمهایی که میگیریم ضعیف و تنک میشود.
به هر حال، متن دیوید همانطور که انتظار میرود شسته و رفته است. البته به همین نسبت کهنه و قدیمی هم هست که نشان میدهد ما باید متنهای مرجع بهروزتری پیدا و ترجمه کنیم.
توصیه میکنم حتما بخوانیدش.
May 7, 2018
Riveting. Gripping.
January 24, 2019
اول از همه من ترجمهی این کتاب رو خوندم که خیلی هم خوب بود (اعرابی - مطلق)
دوما، اکثر افرادی که اطرافم میبینم مواردی که توی این کتاب مطرح شده رو بلد نیستند ولی همیشه در مورد استاتژی صحبت میکنن. درسته که خیلی چیزها در استراتژی خلاقیت هستش، ولی داشتن یک چهارچوب که خیلی چیزها رو مطرح میکنه، کمک زیادی به یافتن مسیر درست میکنه.
دوما، اکثر افرادی که اطرافم میبینم مواردی که توی این کتاب مطرح شده رو بلد نیستند ولی همیشه در مورد استاتژی صحبت میکنن. درسته که خیلی چیزها در استراتژی خلاقیت هستش، ولی داشتن یک چهارچوب که خیلی چیزها رو مطرح میکنه، کمک زیادی به یافتن مسیر درست میکنه.
April 11, 2007
نویسنده خواسته همه ی مباحث رو که در این حوزه مطرح میشه توی کتابش بگنجونه، ولی با همه ی جامعیت، یک مقدار تو برخی مباحث کلی وارد شده ولی سر جمع مرجع خوبی هست.
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November 25, 2012john wiley
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June 2, 2018To manage a team or a company, this book is really helpfull. In this books you will know how to deal with the internal audit and external audit in a company. If your company undergoes risk or problems, you will learn how to do strategy generation and selection.
November 29, 2019
بالاخره همزمان با ارائه پروژه درس کنترل و اجرای استراتژی، خواندن این کتاب هم تمام شد. درسته ابزار مطرح شده در این کتاب قدیمی شده ولی هنوز هم بسیاری از شرکت های ما از ساده ترین ابزار این کتاب هم استفاده نمی کنند. تلفیق این ابزارها با روش های نوین میتونه خیلی جاها به کار بیاد.
April 21, 2022
Bản dịch tiếng Việt 682 trang, cảm ơn các thầy cô UEH.
Lần đầu đọc nên mình chỉ đọc lướt để có "cảm giác" về chiến lược.
Dài nhưng dễ đọc. Tất nhiên để hiểu và thấm, sẽ cần nhiều lần đọc tiếp và làm bài tập cũng như giải case.
Lần đầu đọc nên mình chỉ đọc lướt để có "cảm giác" về chiến lược.
Dài nhưng dễ đọc. Tất nhiên để hiểu và thấm, sẽ cần nhiều lần đọc tiếp và làm bài tập cũng như giải case.
March 22, 2018
اگر اطلاعات خوبی از محیط رقابت جمع آوری بشه و با تکنیک های این کتاب به کمک خلاقیت تلفیق بشه، نتایج خارق العاده ای داره
December 14, 2018
Believe me , I read this in two nights... Complete book...
Ask me anything...
Ask me anything...
September 17, 2019
Great insight into strategic management. Loaded with cases and examples. Slighly bloated in some aspects, but overall informative and structured really well.
October 13, 2019
Good text book.. it has lot of real life examples.
November 26, 2019
its perfect
January 16, 2021
A classic on the Strategic Management domain
March 9, 2021
Comprehensive and thorough. Really useful.
September 14, 2022
A little dry but thorough and informative.
December 31, 2022
The book fully synthesizes traditional strategic management theories and frameworks.
August 15, 2014
Strategy Implementation
Employees Vs Volunteers: Issues of NGO's When Setting and Implementing Management Policies and Procedures
When the earthquake of the January 2010 hit Haiti, a more than needed of NGO’s was built overnight and headed to Haiti. It was like in the time of the gold rush of the Far West. Except this time no shovels and other traditional tools to dig into the earth were needed.
Some of them were coming to help and make a difference, but some of them too were coming in the search of only opportunities. NGO’s were built like mushrooms after a rainy season in Haiti and volunteers had flooded the country in 2010, and we know the rest of the story.
All of this to say that I experienced some of the problem that can cause volunteers with policies and procedures in the implementation of organizational strategies for staff members who are volunteers rather than employees. I identified two of them, with I discuss in the lines below:
1- Most of the time there’s no formal contract of payment
First things first, an employee has a formal contract of payment and to comply with the procedures and policies of the organization. But in the case of a volunteer, there’s no such contract. As soon as I’m concerned, I’ve ever seen any formal paper for someone who comes to support that equal the employee morale and psychological responsibilities. Based on the fact that the volunteers won’t be paid, but only have compensation (in some case it out passes the payment of employees) and a guideline to follow. Consequently, volunteers have less restriction than employees. In the end, a privilege, that causes trouble to the implementation of policies and procedures of the organization.
What should be done?
Set the boundaries at the beginning and discuss while making it clear about what's expected from the volunteer.
2- The volunteer might pursue his/her personal goal
One of the other problems volunteers cause in the organization is about the mission and vision of the organization. The fact that the organization has a mission and vision with goals to achieve, and considering the fact that the volunteer might have his/her personal motivation more often are not aligned with the organization pursue.
What should be done?
Inside of the company the policies and procedures set the tone and outline how activities and operations need to be conducted and achieved. Finally, when it’s discovered that the volunteer is pursuing his/her personal goals the sanction should be clear and known to avoid any kinds of excuses.
As a conclusion, “Policies set boundaries, constraints, and limits on the kinds of administrative actions that can be taken to reward and sanction behavior; they clarify what can and cannot be done in pursuit of an organization’s objectives.” (David, p. 217)
Employees Vs Volunteers: Issues of NGO's When Setting and Implementing Management Policies and Procedures
When the earthquake of the January 2010 hit Haiti, a more than needed of NGO’s was built overnight and headed to Haiti. It was like in the time of the gold rush of the Far West. Except this time no shovels and other traditional tools to dig into the earth were needed.
Some of them were coming to help and make a difference, but some of them too were coming in the search of only opportunities. NGO’s were built like mushrooms after a rainy season in Haiti and volunteers had flooded the country in 2010, and we know the rest of the story.
All of this to say that I experienced some of the problem that can cause volunteers with policies and procedures in the implementation of organizational strategies for staff members who are volunteers rather than employees. I identified two of them, with I discuss in the lines below:
1- Most of the time there’s no formal contract of payment
First things first, an employee has a formal contract of payment and to comply with the procedures and policies of the organization. But in the case of a volunteer, there’s no such contract. As soon as I’m concerned, I’ve ever seen any formal paper for someone who comes to support that equal the employee morale and psychological responsibilities. Based on the fact that the volunteers won’t be paid, but only have compensation (in some case it out passes the payment of employees) and a guideline to follow. Consequently, volunteers have less restriction than employees. In the end, a privilege, that causes trouble to the implementation of policies and procedures of the organization.
What should be done?
Set the boundaries at the beginning and discuss while making it clear about what's expected from the volunteer.
2- The volunteer might pursue his/her personal goal
One of the other problems volunteers cause in the organization is about the mission and vision of the organization. The fact that the organization has a mission and vision with goals to achieve, and considering the fact that the volunteer might have his/her personal motivation more often are not aligned with the organization pursue.
What should be done?
Inside of the company the policies and procedures set the tone and outline how activities and operations need to be conducted and achieved. Finally, when it’s discovered that the volunteer is pursuing his/her personal goals the sanction should be clear and known to avoid any kinds of excuses.
As a conclusion, “Policies set boundaries, constraints, and limits on the kinds of administrative actions that can be taken to reward and sanction behavior; they clarify what can and cannot be done in pursuit of an organization’s objectives.” (David, p. 217)
May 21, 2013
Here you can find useful framework of strategic management from formulation of mission and vision till measure and evaluation of performance. The textbook is full of cases, samples and references however large majority of them U.S. focused. Most of tools and methods of strategic management are mentioned but their descriptions are not profound enough and in most cases you have to seek another more specific source of knowledge.
August 28, 2016
This text was read as part of Liberty University BUSI 400 course. The book shows and explains well the questions and how to get answers to: "How well are we doing?" "What direction should we move the company?" and how to resolve them numerically. Despite some obvious political slant to background material, the formulas and tools used are very well explained. The companion web site www.strategyclub.com is a must to get the full use of this text.
February 7, 2017
Professor Fred R. David is a legend in the field of strategic management. Over the past three decades, universities, businesses, and management consultancies around the world have benefited from the powerful intellect and business genius upon which David's pioneering "Strategic Management" texts are built. It is my opinion that Professor Fred R. David is among the most influential figures ever to grace the stages of academia and business.
June 9, 2022
I didn't enjoy reading this book. The author has Porterian View (Positioning View) towards strategy.
It's only useful for learning and practicing Matrices (like IFE, EFE, CPM, BCG, IE, SPACE, SWOT , ...) that most of them are not useful and applicable for the companies I worked with. The examples don't look to be real.
It's only useful for learning and practicing Matrices (like IFE, EFE, CPM, BCG, IE, SPACE, SWOT , ...) that most of them are not useful and applicable for the companies I worked with. The examples don't look to be real.
December 27, 2013
One of the best and most recognized books n Strategic Management. I like how the book is organized, the chapters are extensive, the case studies are very helpful. The
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April 8, 2013comment
June 21, 2013
hard to understand.
November 19, 2013
This book was pretty decent for a school book. I didn't really read any of it because the class that I had for it we weren't necessarily tested on it.
February 27, 2014
i want to read this book
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April 21, 2014how to read the books
May 15, 2014
I hate to penalize a book because of the class it is used in but somebody has to pay for the last eight weeks of suffering and pain.
A decent book on an unpleasant subject.
A decent book on an unpleasant subject.
Displaying 1 - 30 of 35 reviews