Blue Ocean Strategy of Healthy Employees Healthy Workplace

Introduction

The blue ocean strategy refers to a situation or a market where there is no irrelevant competition, or where there is negligible competition. The blue ocean strategy of Healthy Employees Healthy Workplace is focused on searching for new markets and business avenues which operate with minimal pricing pressures. The blue ocean strategy can be applied across different sectors and industries, and the businesses that exist within them. Healthy Employees Healthy Workplace blue ocean strategy is pivoted on entering new market spaces, or developing them as well as on innovation focused internally or externally that helps reinvent the industry to ensure no irrelevant competition (Kim & Mauborgne, 2014).

Moving away from saturated markets

The Healthy Employees Healthy Workplace continues to operate in saturated market spaces, and is restricted in growth and expansion. The Healthy Employees Healthy Workplace’s businesses often face hurdles in the way of development and are also faced with increasingly intense pricing pressures- and are thus said to operate in a red ocean. A red ocean is marked with cut-throat competition and pricing wars that compromise the profits for all players. Pressures in saturated markets along with narrow growth spaces had forced the Healthy Employees Healthy Workplace to search for new avenues – vertically or horizontally – to be able to enjoy higher market shares, and swim in blue oceans (Kim & Mauborgne, 2014).

Blue ocean strategy and differentiation

New industry boundaries

As companies and organizations move towards blue oceans, they redraw and redesign industry boundaries. This is possible through innovation and creativity. The Healthy Employees Healthy Workplace also explores new platforms and channels, as well as means of doing business and is thus able to expand existing industry boundaries. The Healthy Employees Healthy Workplace has also been able to show the potential of developing new industries through its innovations – by identifying new spaces and making the competition irrelevant (Agnihotri, 2016).

Differentiation

The Healthy Employees Healthy Workplace has focused on differentiation under the blue ocean strategy. The Healthy Employees Healthy Workplace’s efforts towards differentiation are focused on creating unique value for the customers in its product and service offerings (Agnihotri, 2016; Blue Ocean Strategy, 2022).

Cost efficiencies and low cost

Under blue oceans, the Healthy Employees Healthy Workplace also focuses on maintaining affordability for the value additions and differentiated products and services that it offers. The Healthy Employees Healthy Workplace commonly continuously reevaluates and reassesses its own processes and systems to maintain high-cost efficiencies (Freedman, 2022).

Value innovation – value addition and low-cost maintenance

In doing so, the Healthy Employees Healthy Workplace has been able to explore blue oceans through value additions as well as affordability for consumers. The Healthy Employees Healthy Workplace has been able to successfully identify what consumer’s value and include it in its offerings and value propositions. At the same time, the Healthy Employees Healthy Workplace has been able to provide the value differentiation at affordable costs. In this manner, the Healthy Employees Healthy Workplace enjoys high levels of value innovation (Kim, 2002; Kim & Mauborgne, 2014).

Understanding red oceans

Under red oceans, where the Healthy Employees Healthy Workplace previously operated, all layers had accepted the predefined structures and boundaries of the industry, and had continued to operate as well as compete within these (The Economic Times, 2022).

Cut throat competition

To be able to remain profitable and successful, players, including the Healthy Employees Healthy Workplace within red oceans, focused efforts on developing and maintaining competitive advantages over one another, and other players. This advantage was largely cost-based, as in the case of the Healthy Employees Healthy Workplace. In this way, wealth was only redistributed at the expense of other players, and the Healthy Employees Healthy Workplace failed to create any new wealth in the red oceans (Kim & Mauborgne, 2005).

Understanding blue oceans

Under the blue ocean strategy, the Healthy Employees Healthy Workplace operates in an industry and market space that is not marked with set boundaries or structures. These blue ocean structures have been recreated by the Healthy Employees Healthy Workplace at large, as well as by other players. Other players have also contributed to the restructuring of the industry through innovation (Kim & Mauborgne, 2014).

Restructuring industrial boundaries under the blue ocean strategy

Under the blue ocean strategy, the Healthy Employees Healthy Workplace is not restricted by predefined rules, barriers, and principles. Instead, the Healthy Employees Healthy Workplace has been able to shift its strategic direction and attention from focusing on supply towards working on developing and creating demand (Blue Ocean Strategy, 2022). The Healthy Employees Healthy Workplace, in this manner, is focused on the building of value innovation in its offerings, along with ensuring efforts towards building and maintaining differentiation and cost-effectiveness. In this way, the Healthy Employees Healthy Workplace has been able to immaterialize the competition (Kim & Mauborgne, 2017).

Strategic directions for blue oceans

The Healthy Employees Healthy Workplace has four different strategic directions, which it can choose from four continuing to pursue its blue ocean strategy. All of these strategic directions will strengthen the company’s current business position and will supports its strategy of value addition and cost efficiencies, as well as differentiation – allowing it to develop strong and sustainable market positions. These directions are

Raise

• The Healthy Employees Healthy Workplace should assess and evaluate the current industry standards and practices.

• The Healthy Employees Healthy Workplace should identify loopholes, and areas which can be improved, expanded upon, or developed a new within the industry.

• The Healthy Employees Healthy Workplace should identify different drivers and factors within the industry boundaries.

• The Healthy Employees Healthy Workplace should identify through research and observation the different factors that could raise above the existing industry standards (Kim, 2002; Kim & Mauborgne, 2017).

Eliminate

• The Healthy Employees Healthy Workplace should assess and observe current industry standards.

• The Healthy Employees Healthy Workplace should observe players’ practices within the industry, and relate the same with the industry standards.

• The Healthy Employees Healthy Workplace can identify the standards which are not needed, which are obsolete, and which may slow down operations and processes.

• These standards can be eliminated in own operations by the Healthy Employees Healthy Workplace (Kim & Mauborgne, 2014; Freedman, 2022).

Reduce

• The Healthy Employees Healthy Workplace can also assess an observe industry standards for identifying factors that are not needed, or needed partially.

• The Healthy Employees Healthy Workplace can work on reducing these standards to enhance operational performance and maximum utilization of resources as well as value addition (The Economic Times, 2022; Kim & Mauborgne, 2014).

Created

• The Healthy Employees Healthy Workplace can also expand current industry boundaries and standards.

• This expansion will be possible by the Healthy Employees Healthy Workplace through expanding and creating new standards.

• The new standards can be created by the Healthy Employees Healthy Workplace through observing industry processes and operations, and identifying potential loopholes.

• The Healthy Employees Healthy Workplace can introduce new processes and standards to redesign industry boundaries (Agnihotri, 2016; Kim & Mauborgne, 2005).

Blue ocean strategy: organizational competencies

The Healthy Employees Healthy Workplace has been able to successfully implement the blue ocean strategy because of three important organizational elements (Freedman, 2022). These organizational elements have allowed the Healthy Employees Healthy Workplace to explore blue oceans, experiment successfully with innovation, and add value to its product offerings. These elements include the following:

Mindset

• The Healthy Employees Healthy Workplace has a progressive mindset that is rooted in this participative and visionary leadership (Bratton, 2020).

• The Healthy Employees Healthy Workplace has a positive and can-do attitude and mindset.

• This mindset has allowed the Healthy Employees Healthy Workplace to achieve success through high focus and efforts (Wilson, 2018).

• The Healthy Employees Healthy Workplace has high motivation levels of employees – which enhances the optimal performance of the organization and has allowed it to explore Blue Ocean through creativity (Kim & Mauborgne, 2017; Kim & Mauborgne, 2005; Wilson, 2018).

Tools

• The Healthy Employees Healthy Workplace has access to multiple resources that has allowed it to take advantage of the blue ocean strategy (Mebert & Lowe, 2017).

• These resources Healthy Employees Healthy Workplace capabilities are internal as well as external for the Healthy Employees Healthy Workplace.

• The Healthy Employees Healthy Workplace has also invested resources and trainings for developing internal capabilities and capacities for ensuring upgraded skills and increased value addition (Buchanan & Huczynski, 2019; Chernev, 2018).

Culture

• The Healthy Employees Healthy Workplace has a learning culture, and encourages all employees to ask questions and carry out healthy discussions (Anthony, 2021; Schein, 2010).

• The Healthy Employees Healthy Workplace has a culture that is focused on research and development, which in turn leads to new innovations and solutions for existing demands and challenges (Wunder, 2019).

• The Healthy Employees Healthy Workplace has an inclusive and diverse culture, which leads to increased synergies that allow the development and implementation of blue ocean strategies easily (Wilson, 2018).

Using the blue ocean strategy effectively: steps for successful implementation

The Healthy Employees Healthy Workplace has developed the blue ocean strategy following systematic and organized processes and steps (Kim & Mauborgne, 2017). The steps that the Healthy Employees Healthy Workplace undertook for developing the blue ocean strategy include:

Step1

The Healthy Employees Healthy Workplace conducted thorough market and industry research to identify the right place to work towards developing a core team (Kim & Mauborgne, 2014; Freedman, 2022). This core team was responsible for driving Healthy Employees Healthy Workplace forward strategically towards new value additions and differentiations (Blue Ocean Strategy, 2022; Kim & Mauborgne, 2017 b).

Step2

The Healthy Employees Healthy Workplace continued to conduct deep market analysis as well as studied and assessed the competition closely. This was needed by the Healthy Employees Healthy Workplace to identify potential opportunities, and demand gaps in the existing industry as well as potential structural changes in the existing industrial boundaries (Blue Ocean Strategy, 2022).

Step3

The Healthy Employees Healthy Workplace’s assessment of the macro environment, and the market spaces allowed it to also identify the challenges and issues hidden in the current industry structure and design (Machado, 2019; Kim & Mauborgne, 2017 b). These issues and problems have restricted the industry size, and led to restrictive growth for the Healthy Employees Healthy Workplace. The Healthy Employees Healthy Workplace was also blue to identify new non-customers in this assessment- which could be turned into future consumers (Blue Ocean Strategy, 2022).

Step4

The Healthy Employees Healthy Workplace worked to redesign and reconstruct the industry boundaries and structures in a systematic manner. This was done through identifying new opportunities, as well as through exploring new innovations and valuations in existing offerings (Blue Ocean Strategy, 2022).

Step5

The Healthy Employees Healthy Workplace finally elected the right blue ocean move, i.e. conducted various pilot testing’s and market testing for its new offerings before finalizing and launching them in the market to attract new consumers, and explore new markets (Blue Ocean Strategy, 2022).

Tackling challenges on the way to Blue Ocean

Restructuring and reorganizing the boundaries and structures of the industries is not that simple (Anthony, 2021; Kim & Mauborgne, 2017 b). Managers and practitioners of the Healthy Employees Healthy Workplace seek to renew the value of their offerings within the organization – mostly using new technologies and advances networks to not only create value propositions, but also transform existing ones (Kim & Mauborgne, 2005; Kim, 2002). However, the Healthy Employees Healthy Workplace has been able to overcome resistance towards change and innovation within the organization, as well as in the external environments, because of:

Organizational culture

The culture within the Healthy Employees Healthy Workplace supports exploration and innovation. This culture is important for supporting the development and implementation of new ideas that boost the value propositions of the Healthy Employees Healthy Workplace (Chernev, 2018; Bratton, 2020; Martinez, Beaulieu, & Gibbons, 2015).

Business design

The Healthy Employees Healthy Workplace also continually practices business design (Freedman, 2022). The Healthy Employees Healthy Workplace ensures that it’s leading from the font. This means that the Healthy Employees Healthy Workplace ensures that its teams are empowered, and confident in tackling ambiguous and difficult challenges and issues. This allows the Healthy Employees Healthy Workplace to identify new opportunities and innovate (Wunder, 2019).

Strong and visionary leadership

The Healthy Employees Healthy Workplace has a forward-thinking, progressive, charismatic leadership. This leadership ensures that the Healthy Employees Healthy Workplace continually engages in disruptive processes and innovations – which in turn allow the company to explore and implement the blue ocean strategy. The leadership is supportive of, and facilitates the change processes within the company (Machado, 2019).

Communication

The Healthy Employees Healthy Workplace ensures that all communication within the organization is transparent and quick (Chernev, 2018; Buchanan & Huczynski, 2019). The leadership and management levels have frequent meetings within the company along managerial levels (Wilson, 2018; Wunder, 2019). This allows employees to feel on board of the happenings, and be part of a change from the beginning – understanding its need and facilitating its implementation. This is critical for ensuring successful innovation and adoption of the blue ocean strategy (Anthony, 2021; Chernev, 2018; Kim, 2002).

Value innovation in blue ocean strategy

Value innovation within the blue ocean strategy focuses on value as well as innovation (Blue Ocean Strategy, 2022; Kim & Mauborgne, 2017). This means that the Healthy Employees Healthy Workplace seeks to innovate and create value at the same time as a means of differentiation within the marketplace to be able to implement the blue ocean strategy (Kim & Mauborgne, 2014). The Healthy Employees Healthy Workplace does not only engage in value creation – which focuses on scaling the existing value only instead of creating a new one (Blue Ocean Strategy, 2022; Agnihotri, 2016; Kim & Mauborgne, 2014).

Technology innovation

The Healthy Employees Healthy Workplace engages in value innovation through technology innovation. The Healthy Employees Healthy Workplace ensures that it uses advanced and progressive technology to address various consumer demands and problems as well as needs in innovative ways and manners (Kim & Mauborgne, 2005). However, the Healthy Employees Healthy Workplace ensures that it focuses on value innovation rather than technology innovation in its value propositions so that new value through technology is created for consumers (Kim, 2002; Wilson, 2018).

Low cost

The Healthy Employees Healthy Workplace also ensures affordability with value innovation. The value innovation allows the Healthy Employees Healthy Workplace to operate at low costs, and maintain cost efficiencies (Chernev, 2018). As a result, the Healthy Employees Healthy Workplace maintains low costs and high value for consumers – allowing it to tap into new consumer groups as well. As a result, the Healthy Employees Healthy Workplace is able to enjoy a high growth rate as well as increased sales and profits (Kim & Mauborgne, 2014).

The strategies and strategic directions for designing and implementing the blue ocean strategy have been overseen through some guiding and fundamental principles by the Healthy Employees Healthy Workplace. These include”

Formulation principles

Redesigning the industry

• The Healthy Employees Healthy Workplace sought to reconstruct, redesign and rebuild the market boundaries and standards.

• The Healthy Employees Healthy Workplace was bold enough to redefine the industry space and the market space in which it operated (Mebert & Lowe, 2017).

Long term focus

• The Healthy Employees Healthy Workplace focused on long-term success and sustainability, instead of short-term gains and numbers.

• The Healthy Employees Healthy Workplace was visionary, and aw beyond the existent customer demand and needs (Freedman, 2022).

Demand creation

• The Healthy Employees Healthy Workplace creates demand for the new value-added offerings it manufactured and proposed in the blue oceans (Kim, 2002).

• The Healthy Employees Healthy Workplace tapped into new customer groups and target audiences (Kim & Mauborgne, Red Ocean Traps (Harvard Business Review Classics), 2017 b).

Execution principles

Overcoming organizational challenges

Organizational culture

• The Healthy Employees Healthy Workplace has a result organizational culture (Martinez, Beaulieu, & Gibbons, 2015; Schein, 2010).

• The Healthy Employees Healthy Workplace invests in research and development.

• The Healthy Employees Healthy Workplace is quick to adapt to change and has a disciplined change management team to oversee change processes (Chernev, 2018; Kim & Mauborgne, 2014).

Environmental assessment

• The Healthy Employees Healthy Workplace continually assesses its internal and external environments and creates contingency plans (Chernev, 2018; Machado, 2019).

• The Healthy Employees Healthy Workplace engages in pre-strategic planning to help strengthen its strategic focus and direction (Wilson, 2018; Kim & Mauborgne, 2017 b).

Leadership

• The Healthy Employees Healthy Workplace has a visionary leadership (Bratton, 2020).

• The leadership at the Healthy Employees Healthy Workplace has a participative approach which encourages employee motivation and their organizational commitment.

• The leadership ensures optimal organizational performance at the Healthy Employees Healthy Workplace (Freedman, 2022; Kim & Mauborgne, 2005).

Developing execution strategy

• The Healthy Employees Healthy Workplace has developed a sequential strategic direction for execution.

• The execution of the blue ocean strategy is based on market research (Anthony, 2021).

• The execution of the blue ocean strategy has been carefully planned to ensure that it’s timely.

• The execution involves all parts and members of the Healthy Employees Healthy Workplace (The Economic Times, 2022; Kim, 2002).

Blue ocean strategic Tools

The Healthy Employees Healthy Workplace has been able to use multiple operational and strategic tools.

Shift in organizational mindset

These tools kits have been important for the Healthy Employees Healthy Workplace in helping it develop the right mindset needed for aligning processes and systems towards the blue ocean strategic direction (Kim & Mauborgne, 2017 b). The tools have been a powerful source for the Healthy Employees Healthy Workplace in facilitating it towards aligning its resources, and identifying potential blue oceans (Kim, 2002). The Healthy Employees Healthy Workplace has been diligent in ensuring that its teams and organizational members are familiar with the blue can strategies and tools so that the shift in their mindset is facilitated and strengthened (Wunder, 2019).

Cultural driver

Moreover, the tools also ensure increased alignment of the Healthy Employees Healthy Workplace’s culture with the strategy. This, in turn, has allowed the Healthy Employees Healthy Workplace to realize the increased number of opportunities, and embed creativity in its internal processes and systems (Kim, 2002; Buchanan & Huczynski, 2019).

These tools include, for example:

• Value innovation

• Six path framework

• Strategy canvas

• Four action framework

• Tipping point leadership

• ERRC Grid

• Pioneer settler migrator map

• Buyer utility map

• 3 tiers of non-customers

• Fair processes

• Visualizing strategy (The Economic Times, 2022)

Conclusion

With the use of the blue ocean strategy, the Healthy Employees Healthy Workplace has been able to redesign the industrial boundaries and standards using multiple techniques and tools that have been identified and discussed briefly in this paper.

The blue ocean strategy has been an important strategic element for the Healthy Employees Healthy Workplace. The Healthy Employees Healthy Workplace has been able to explore new markets and tap into new customer groups through using the blue ocean strategy. This has been possible for the Healthy Employees Healthy Workplace through continuous investment in research and development as well as through its organizational cultural, which is focused on innovation and creativity. The Healthy Employees Healthy Workplace has been able to make use of innovative processes and progressive technology to create value innovation. At the same time, the Healthy Employees Healthy Workplace has moved out of red oceans and no longer competes over pricing strategies. This has also allowed Healthy Employees Healthy Workplace to build a cost advantage, and maintain affordability in its offerings for customers.

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