The main mission of the firm is to expand our presence in Kava. Recruiting a qualified and diverse local workforce was chosen as one sure method of achieving this goal, particularly since harnessing Kava's diverse ethnic cultures with distinct religious beliefs is considered vital to expanding the firm's presence. A cost/benefit analysis revealed using the Internet and Employee Referrals as the most effective methods of recruiting for the firm in the unique context of Kava. A corollary mission is keeping the owner's principle of "doing what is right...because it's the right thing to do" as a behavioral guide to all policies, procedures and actions (Decisions, 2009, p. 4). Despite these lofty goals, the best policies and procedures in the world are rendered useless when implementation of them is ineffective.
According to public management and administration professor Petrus A Brynard (2005), effective implementation equates to "the accomplishment of policy objectives through the planning and programming of operations and projects so that agreed upon outcomes and desired impacts are achieved" (p. 9). Despite the importance of effective implementation to achieve organizational goals, poor implementation is often the reason most companies fail to achieve positive outcomes from policies and procedures. As Hunter and Marks (2002) maintain, "The inability to get things done, to have ideas and decisions implemented, is widespread in organizations today, whether public or private" (p. 5). This analysis will discuss the rationale and plan for implementing the firm's Internet and Employee Referral recruiting policy.
Especially in diverse populations and high-risk cultures like Kava, the context in which implementation unfolds must be considered for greatest effect. As Hunter and Marks (2002) explain, "Views and priorities of local decision-makers illuminate areas of tension and clarify the context in which ...