Enterprise Risk Management

 

Article: Enterprise Risk Management Integrating with Strategy and Performance Executive Summary. (2017, June). Retrieved from https://www.coso.org/Documents/2017-COSO-ERM-Integrating-with-Strategy-and-Performance-Executive-Summary.pdf

Post: The reading this week discusses strategy and how ERM can be integrated with an organization’s overall strategy. Prepare a research paper on some of the various issues, protocols, methods, frameworks you found and discuss how – if possible – organizations can use ERM as strategy. It is perfectly acceptable if you deem ERM cannot be used as strategy, just back up your claim with scholarly research and justifications.
Page count: 4 (excluding cover page and Reference page)
Style: APA-7 strictly (Introduction, a body with fully developed content, and a conclusion)
Supporting articles: course + at least 2 additional scholarly articles

Sample Solution

Enterprise risk management (ERM) is a strategic way to look at risk management from an enterprise-wide or organization-wide perspective. It identifies, assesses, and addresses potential losses, hazards, exposures, and other potential hazards that may affect an organization’s operations and objectives and/or result in loss of preparation. It is a top-down strategy aimed at doing. The ERM takes a holistic approach and requires management-level decisions that may not make sense for a single business unit or segment. Company-wide oversight is prioritized, rather than each business unit being responsible for its own risk management.

Kurt Lewin (1951) fostered an idea of power field hypothesis to comprehend opposition of progress. As per Lewin’s power field hypothesis of progress state three degree of progress through looking on degree of conduct (Individual level change, Group level change and Organizational level change) He expresses that pioneers play significant dynamic part in starting change. He planned three stage model which are: Unfreezing, Moving and Refreezing.

Areas of authoritative change

A few understudies of hierarchical change recognize areas of progress to examinations them. Daniel Wischnevsky and Fariborz Daman issues single out system, structure and hierarchical power. Others add innovation or the corporate populace. All of this area connected with organizations frequently should found changes in all areas when then, at that point, endeavor to make changes in one. The main region, key change can take enormous scope when organization moves its assets to enter another line of business or when an organization makes usefulness enhancements to lessen costs.

Shift is normal of direction. Proactive administration of progress to enhance future versatility is perpetually a more imaginative approach to managing the dynamisms of modern change than allowing them to happen pell mell. That interaction will succeed better with the assistance of the organization’s HR than without.

No single strategy fits each organization, yet there is a bunch of practices, device and methods that can be adjusted to an assortment of circumstances. There are core values for overseeing changes in associations, utilizing this deliberate, extensive structure, how to oversee individual change and how to connect with the whole association all the while.

Dealing with the change interaction

The progressions include joint effort between all workers from section level to top administration. There are many sorts of authoritative changes, the basic perspective is an organization’s capacity to win the up front investment of their association’s workers on the change. Adequately overseeing hierarchical change is a four stage process as indicated by John P Kotters:

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