• Strategy – POINT 2

 Our strategy is to create a localized and culturally relevant history-based streaming service exclusively for Egyptian users, offering a wealth of historical content specific to Egypt and the region.

1. To achieve our objectives, we plan to focus on the following tactics:

a. Collaborating with local historians, experts, and institutions to curate and develop Egyptian history content that is accurate, informative, and engaging.
b. Building a robust digital platform that enables easy access to our content, with features tailored to the preferences and needs of our Egyptian audience.
c. Utilizing targeted marketing and advertising campaigns to reach and attract Egyptian history enthusiasts, highlighting the unique value of our localized content.
d. Offering affordable subscription plans and payment options that cater to the local market and ensure accessibility to a wide range of Egyptian users.
e. Establishing partnerships with local telecom providers or entertainment platforms to enhance distribution and widen our reach in Egypt.

2. To deal with competitive pressure, we will:

a. Study and analyze the local streaming industry and identify our direct and indirect competitors.
b. Focus on differentiation by offering a specialized focus on Egyptian history and heritage, providing content not readily available on other platforms.
c. Leverage partnerships with Egyptian historical institutions and experts to gain exclusive access to content or develop unique collaborations that differentiate us from competitors.
d. Continuously monitor and respond to customer feedback, ensuring our service remains aligned with the preferences and needs of Egyptian users.
e. Continuously invest in research and development to stay ahead of the competition, introducing new features and innovations that enhance user experience and maintain a competitive edge.

3. Changes in customer demands will be dealt with by:

a. Actively engaging with our Egyptian user base through feedback surveys, ratings, and comments to understand their preferences and evolving demands.
b. Systematically analyzing viewing patterns and user data to identify trends and strategic opportunities for content expansion or innovation.
c. Regularly updating our content library to cater to diverse historical interests within the Egyptian market, ensuring relevance to our users’ changing demands.
d. Utilizing artificial intelligence and machine learning algorithms to personalize content recommendations based on individual user preferences and viewing behavior.
e. Engaging in consistent communication with users through social media channels or community forums, seeking input and ideas to shape our service according to their evolving demands.

4. Strategy adjustment for environmental issues will involve:

a. Incorporating environmental considerations in our operational practices, such as utilizing energy-efficient servers and equipment in our streaming infrastructure.
b. Partnering with ecologically conscious production studios and content providers to highlight historical periods, events, or figures that emphasize sustainable practices or environmental awareness.
c. Promoting environmental education through historical content that sheds light on Egypt’s ecological heritage and raising awareness about the environmental challenges facing the country.
d. Implementing eco-friendly packaging for any physical merchandise or promotional materials associated with our service.
e. Committing to transparent reporting and communication about our environmental initiatives, celebrating milestones and engaging with users to foster a shared commitment toward environmental responsibility.

• Structure – POINT 3

 The company/team structure may be relatively flat due to the size of the organization. However, some key departments and roles can be identified.

1. Content Department: Responsible for curating and licensing historical content, including documentaries, series, and films specific to Egyptian history and culture. This department would include content managers, researchers, and acquisitions specialists.

2. Technology Department: Handles the development and maintenance of the streaming platform and associated technical infrastructure. This department would consist of software engineers, web developers, and IT support staff.

3. Marketing and Growth Department: Focuses on marketing, advertising, and user growth strategies. This department would include marketing managers, social media specialists, and growth analysts.

4. Customer Support Department: Ensures timely and efficient handling of user inquiries, technical issues, and account management. This department would comprise customer support representatives and user success managers.

In terms of hierarchy, given the size and nature of the organization, the structure may feature a more collaborative and fluid approach rather than a strict hierarchical order. Decision-making processes can be relatively decentralized, empowering team members to make decisions within their respective domains.

The various departments coordinate activities through regular communication and cross-departmental collaboration. This could involve weekly or bi-weekly team meetings, project management systems, and shared documents to ensure transparency and alignment.

Team members may organize and align themselves through clearly defined roles and responsibilities, setting objectives, and establishing regular communication channels. They may hold regular check-ins and progress review meetings to ensure everyone is on track and working towards shared goals.

Lines of communication can be a mix of explicit and implicit. Explicit communication channels include emails, messaging platforms, and project management tools where information sharing is structured. Additionally, implicit communication can occur through face-to-face interactions, informal meetings, and impromptu discussions to foster collaboration and creative problem-solving.

Overall, given the size of the small business start-up, a relatively decentralized decision-making approach and a collaborative communication structure can enable agility, quick decision-making, and effective coordination among team members.

• Systems – POINT 4

 The organization would rely on various systems to efficiently run its operations:

1. Financial System: The company would utilize accounting software or ERP systems to manage financial transactions, track revenue, expenses, and generate reports. This system would include functions like budgeting, invoicing, and financial analysis.

2. HR System: To streamline human resource management, the organization might employ an HR system to handle employee information, payroll processing, leave management, performance evaluations, and recruitment.

3. Communications System: The team would likely rely on email, instant messaging tools, and video conferencing solutions like Slack, Microsoft Teams, or Zoom for internal communication, collaboration, and coordination.

4. Document Storage System: The organization may utilize cloud-based document storage and collaboration platforms such as Google Drive, Dropbox, or Microsoft SharePoint to securely store and share documents, contracts, and other relevant files.

Controls within the organization are necessary to ensure compliance, security, and the smooth functioning of processes. These controls could include:

- Financial Controls: Implementation of internal financial policies, segregation of duties in financial transactions, regular auditing, and financial statement reviews to ensure accuracy and prevent fraud.

- HR Controls: Confidentiality and security protocols for employee information, defined access levels to HR systems, and compliance with labor laws and regulations.

- Information Security Controls: Controlled access to sensitive data and content, regular backups, anti-virus software, and monitoring of system logs to detect and mitigate potential security risks.

Monitoring and evaluation of controls would usually involve periodic audits, internal reviews, and compliance assessments. This can be conducted by designated individuals within the organization or by external auditors to ensure adherence to applicable regulations, policies, and best practices.

To keep the team on track, the organization might establish internal rules and processes that can include:

- Project Management: Defining project goals, timelines, and milestones using project management techniques, tools, and software like Asana, Trello, or Jira. Regular progress updates and team meetings may be held to track progress.

- Performance Evaluation: Establishing performance metrics and conducting regular performance evaluations to assess individual and team achievements, provide feedback, and identify improvement areas.

- Standard Operating Procedures (SOPs): Documenting step-by-step procedures for various processes within the organization to ensure consistency, efficiency, and knowledge sharing.

- Cross-functional Collaboration: Encouraging collaboration and knowledge-sharing among team members through regular communication channels and interdepartmental meetings.

Adherence to these internal rules and processes would be monitored through periodic check-ins, performance reviews, and feedback mechanisms like 360-degree evaluations or employee surveys. Any necessary adjustments or improvements to the rules and processes can be made based on ongoing evaluation and feedback.

• Shared Values – POINT 5

 The organization’s core values might include:

1. Historical Authenticity: A commitment to providing accurate and reliable historical content that upholds high standards of research and fact-checking.

2. Cultural Preservation: A dedication to preserving and promoting Egypt’s rich historical and cultural heritage through curated content and collaborations with local historians and experts.

3. User-Centric Approach: A focus on understanding and addressing the needs and preferences of Egyptian users, ensuring a personalized and engaging streaming experience.

4. Innovation and Adaptability: A commitment to continuously innovating and adapting to evolving technologies, trends, and user demands to stay ahead in the competitive streaming industry.

The corporate/team culture within the organization could be characterized by:

1. Collaboration and Respect: Encouraging a collaborative and respectful work environment where team members feel valued, heard, and supported in their efforts to contribute to the company’s success.

2. Passion for History: Fostering a shared passion for history and a genuine interest in bringing captivating historical narratives to the Egyptian audience, promoting a strong sense of purpose and dedication.

3. Agility and Flexibility: Embracing a culture of adaptability and agility to navigate the rapidly changing streaming landscape and respond to emerging opportunities or challenges.

The above values are expected to be strong in the organization as they serve as the foundation for its mission and purpose. They should be deeply embedded in the company’s ethos, guiding decision-making, and influencing how the team operates on a day-to-day basis.

The fundamental values that the company/team was built on may include:

- Education and Empowerment: A belief in the power of historical education to empower individuals, foster critical thinking, and enrich society.
- Cultural Pride: A commitment to celebrating and preserving Egypt’s diverse historical heritage, recognizing its importance in shaping national identity and fostering a sense of unity among Egyptians.
- Integrity and Authenticity: A dedication to upholding the highest standards of honesty, accuracy, and authenticity in presenting historical content to ensure the trust and credibility of the streaming service.
- Customer Satisfaction: A strong focus on delivering a satisfying user experience by providing high-quality content, personalized recommendations, and attentive customer support.

These fundamental values would have guided the company’s inception, influenced its strategic decisions, and continue to shape its future growth.

• Style – POINT 6

 1. Participative Management/Leadership Style: The management/leadership style could be relatively participative, where input, ideas, and suggestions from employees are welcomed and valued. Leaders may seek consensus and involve team members in decision-making processes, creating a culture of collaboration and empowerment.

2. Effectiveness of Leadership: The effectiveness of leadership would depend on various factors, such as the skills and qualities of the leaders, their ability to communicate and motivate the team, and their commitment to fostering a positive and inclusive work environment. Effective leadership inspires trust, encourages growth, promotes open communication, and drives the organization towards its goals.

3. Cooperation vs. Competition: Given the collaborative nature of the history-based streaming service start-up, the organizational culture may lean more towards cooperation rather than intense competition. While healthy competition can drive individuals to excel, the focus may be on fostering a sense of teamwork and collective achievement to meet the shared goals of preserving and delivering historical content.

4. Real Teams vs. Nominal Groups: The organization aims to have real teams functioning within it rather than just nominal groups. Real teams involve active collaboration, clear roles and responsibilities, and shared accountability for outcomes. The teams would work together towards common objectives, leveraging each team member’s expertise and strengths to achieve organizational success.

However, it’s important to note that the actual dynamics within the organization will depend on the specific individuals, team structures, and the overall company culture fostered by leadership. Regular communication, team-building activities, and coordinated efforts can help strengthen the team dynamic and ensure that teams function effectively toward achieving shared goals.

• Staff – POINT 7

 1. Positions or Specializations Represented Within the Team: The team could include various positions and specializations, such as:

- Content Curators: Individuals with expertise in historical research, content selection, and curation specific to Egyptian history.
- Software Engineers/Developers: Responsible for the development and maintenance of the streaming platform and associated technology infrastructure.
- Marketing Specialists: Professionals skilled in digital marketing, advertising, and user growth strategies specific to the Egyptian market.
- Customer Support Representatives: Individuals who handle user inquiries, technical issues, and account management related to the streaming service.

2. Positions Needing to be Filled: The specific positions needing to be filled would depend on the current size and stage of the start-up. However, some potential roles that may need to be filled could include:

- Business Development Manager: Focused on forming partnerships with historical institutions, experts, and content providers; exploring new revenue streams, and expanding the reach of the streaming service.
- Data Analyst: Responsible for analyzing user data, market trends, and performance metrics to drive data-informed decision-making and optimize the user experience.
- UX/UI Designer: Skilled in enhancing the user interface and user experience of the streaming platform, ensuring it is intuitive, visually appealing, and meets the expectations of Egyptian users.

3. Gaps in Required Competencies: Assessing gaps in required competencies would depend on the specific skill sets and expertise needed for the positions within the team. Some potential gaps that might exist could be:

- Limited Historical Knowledge: If there is a lack of team members with in-depth knowledge of Egyptian history, it could be a competence gap that needs to be addressed through hiring or collaboration with external experts.
- Technical Expertise: If there is a shortage of skilled software engineers or developers, it might indicate a need for recruitment efforts to fill this competency gap.
- Data Analytics Knowledge: If the team lacks expertise in analyzing user data and deriving insights, investing in training or hiring a data analyst could bridge this gap.

It’s essential for the start-up to regularly assess the skills and competencies required for different positions within the team and identify any gaps that may hinder the organization’s growth and success. Addressing these gaps through recruitment, training, or partnerships can ensure a well-rounded and capable team.

• Skills – POINT 8

 The strongest skills represented within the company/team of the small business history-based streaming service start-up could include:

1. Content creation: The ability to research and curate historical content, documentaries, and series.
2. Technical expertise: Knowledge of video streaming technology, platform development, and UX/UI design.
3. Marketing and promotion: Skills in digital marketing, social media, and content promotion to attract and engage Egyptian users.
4. Customer support: Providing efficient and helpful assistance to users, ensuring a seamless streaming experience.
5. Business development: Identifying and negotiating partnerships with historical organizations, filmmakers, and content providers.

In terms of skills gaps, the company/team might face challenges in:

1. Arabic language fluency: Having team members who are proficient in Arabic would be beneficial to better understand and cater to the needs of Egyptian users.
2. Legal and copyright knowledge: Ensuring compliance with copyright laws and acquiring necessary licenses for streaming historical content.
3. Financial expertise: Managing the financial aspects of the business, including budgeting, forecasting, and securing funding.

The company/team is known for doing well in:

1. Content curation and quality: Providing a wide range of historical content that appeals to Egyptian users.
2. User experience: Offering an intuitive and user-friendly streaming platform, ensuring a seamless experience.
3. Customer support: Promptly addressing user queries and issues to maintain a high level of user satisfaction.

To assess if the current employees/team members have the ability to do the job, the start-up could consider:

1. Reviewing their resumes and previous work experience related to content creation, technical roles, marketing, customer support, and business development.
2. Conducting interviews and assessing their knowledge, skills, and passion for historical content and streaming industry.
3. Requesting work samples or giving them test projects to evaluate their abilities and competence.

Skills can be monitored and assessed through:

1. Regular performance evaluations: Managers can assess employees’ skills during performance reviews and provide feedback for improvement.
2. Metrics and analytics: Analyzing key performance indicators such as user engagement, customer satisfaction, and revenue growth can help identify areas where skills need improvement.
3. Training and development programs: Offering training sessions or workshops to enhance employees’ skills and fill any gaps identified.
4. Seeking feedback from users: Gathering feedback from Egyptian users can provide insights into the effectiveness of the team’s skills and identify areas for improvement.