Strict Parenting Chinese or Westerner - 1087 Words

Strict Parenting: Chinese or Westerner There are many different parenting techniques; each culture has their own way of raising their children, the end result is the same, we want what’s best for them and we want to see them happy. In the article â€Å"Why Chinese Mothers Are Superior† by Amy Chua, Chua talks about how the Chinese way is the best way to raise a child. She compares her style against â€Å"Westerner parents† in which Hanna Rosin defends the â€Å"Westerners† in her article â€Å"Mother Inferior?† Chua is a very strict mother, she considers herself what is called a â€Å"Chinese mother† which is a parenting style most Chinese mothers live by. Rosin is what Chua would call a â€Å"Westerner†. Who is to say one parenting technique is better than the†¦show more content†¦She does all of this to â€Å"motivate† them, instead of encouraging them to do better and believing in them, she shows it in a different wa y. Rosin has a softer style, she believes that there is a better way to motivate her children and calling them names is not one of them. Rosin mentions, â€Å"children of this generation still have giant superegos and a mad drive to succeed†, so they just need encouragement to strive to be the best, not forced. â€Å"Westerners† may care about how their children feel and their â€Å"psyches†, but at least as a parent they know their child is truly happy and that they did the best they could to protect and raise their child to be the best they can. This â€Å"Chinese mother† parenting style puts a lot of pressure on the mother. Putting forth hours of training with their child, and if there are multiple children, that’s even more time and commitment. Perhaps the reason â€Å"Chinese mothers† are able to do this is because they are stay at home moms. They have the time to focus on their children. In most American families, both parents work. Therefore, time is critical, not to mention time for their self. Rosin even states, â€Å"such vigilant attention to how my daughter spends every minute of her afternoon is time-consuming and exhausting†. (Rosin, 2011) Through the differences there is one main similarity in these two parenting styles, andShow MoreRelatedAnalysis Of Why Chinese Mothers Are Superior1236 Words   |  5 Pagesâ€Å"Why Chinese Mothers Are Superior† Critique Amy Chua, a professor at Yale Law School, the author of â€Å"The World on Fire†, â€Å"Day of Empire†, and â€Å"Why They Fall†, in a Wall street Journal on January 8th, 2011, believes chinese mothers are the most rigorous on their children. The title of the article â€Å"Why Chinese Mothers Are Superior† was not chosen by Amy, but by the Wall Street Journal. Even though Amy did not write the title, there is reasoning that she does believe that chinese parenting is superiorRead MoreRelationship Between Chinese And Chinese Mothers1219 Words   |  5 Pagestranslate to a social standpoint. In Why Chinese Mother’s Are Superior, Chua uses real life examples of her strict parenting regime, however, she fails to back them up with success stories. Also, Chua makes a point to portray the differences between Chinese parenting and that of Westerners. Amy Chua compares and contrasts Chinese mothers and, what she refers to as, Western mothers and shines a light on the harsh parenting style she chose. Chinese mothers are very strict. They do not even come close to theRead MoreBattle Hymn of the Tiger Mother by Amy Chua1135 Words   |  5 PagesSeveral years ago, Amy Chua’s book: Battle Hymn of the Tiger Mother has triggered a lively debate about the strict parenting style. In the book, it is mentioned that Chua sets rules and restrictions, such as no sleepovers, practising music instruments every day, etc. As a result, her daughters achieve excellent grades in schools (Goodin  ¶2-3). Chua’s parenting style is categorized as authoritarian. In Hong Kong, Chua’s style is popular. Parents put a lot of pressure on their children. Starting fromRead MoreWhy Chinese Mothers Are Superior856 Words   |  4 Pagestypes of parenting styles and some of them are authoritarian, indulgent, and uninvolved. Every culture fall s under one of the parenting styles and Chinese are considered authoritarian. Amy Chua, a Yale professor, a famous author, who recently wrote the book, â€Å"Battle Hymn of the Tiger Mother†, in which she discuses parenting and the difference between Chinese and Western parenting. After reading â€Å" Why Chinese Mothers Are Superior†, she argues about different parenting styles and how Chinese parentsRead MoreAnalysis Of The Article Battle Hymn Of The Tiger Mother By David Brooks1014 Words   |  5 PagesParenting styles differ from generations, as well as, from different countries across the world. When two different cultures collide, that leaves parents in a limbo in trying to decide what parenting technique would be the most beneficial for future offspring. Amy Chua, a Yale Law School graduate of Chinese descent, wrote a story about the details of her and her husbands’ choice in how to parent their children. The book is entitled â€Å"Battle Hymn of the Tiger Mother,† which she proclaims that â€Å"ChineseRead MoreThe Joy Luck Club And Amy Chuas Why Chinese Mothers Are Superior794 Words   |  4 Pages To many Westerners, the parenting of a Chinese figure would largely be considered as tiger parenting because of it’s growing fame in the media. This style of parenting is generally defined as a child having absolute obedience while being forced to excel in any field of the parent’s choosing. Many would think that tiger parenting is a common practice in Chinese households because of the seemingly successful Asian community. However, not all Chinese homes are centered primarily around academics andRead MoreThe Roar Of The Tiger Mom By Amy Chua1031 Words   |  5 PagesQuestions have been raised on whether Chinese parenting raises more flourishing children than Western parenting. Despite what people think, in Amy Chuas essay â€Å"The Roar of the Tiger Mom†, she portrays the differences between the beliefs of Chinese parenting and Western parenting. Chua introduces the views of a Chinese parent compared to the views of a Western parent. The methods used by Chinese mothers in raising their children are drastically different from Western mothers. Each defends theirRead MoreAnalysis Of Amy Chuas Battle Hymn Of The Tiger Mom1291 Words   |  6 Pagesto help them be successful in life. Although parenting style various greatly, most all parents put into practice what regulations in which they think will help their child succeed in life. Some parents, known as Chinese parents are extremely strict, and on the other end of the spectrum there is western parents, who do not expect as much from their child. In Amy Chua’s â€Å"Battle Hymn of the Tiger Mom,† Chua explains what it is like to have Chinese parenting techniques. She attempts to justify the strugglesRead MoreWhy Chinese Mothers Are Superior By Amy Chua Summary782 Words   |  4 PagesIt is no hidden secret that many Chinese parents reap the bragging rights of well-educated, career driven and disciplined descendants, which is an important factor in todays society; however, such parenting can lead teens to experience psychological effects such as depression and ultimately suicide. Regardless of concerned critics, Amy Chua remains positive on the result of tiger parenting. She believes that this parenting enables her children to be successful and she expects nothing but the bestRead MoreWhy Chinese Mothers Are Superior By Amy Chua1119 Words   |  5 Pagesasking themselves this question since the beginning of mankind. Some methods are better than others and some are quite questionable. In â€Å"Why Chinese Mothers Are Superior†, Amy Chua discusses the effectiveness of her parenting style. This is an excerpt from Amy Chua’s book Battle Hymn of the Tiger Mother. According to Behrens and Rosen, â€Å"the title â€Å"Why Chinese Mothers Are Superior† was written by the editors of the [Wall Street] Journal, not by Chua, most likely in an attempt (a successful one) to

Cultural Diversity Within The United States - 1194 Words

Throughout history there has been a cluster of tension and conflict between police and minority communities within the United States. The job of a police officer is to enforce the law and protect all citizens regardless of their race, gender, or sexual preferences; however, more and more police departments across the United States are being accused of targeting and harassing those who are different. State and local police departments have been left to their own devices on how to police minority communities and improve cultural differences among their officers by seeking out a reform recruitment and adjusting policies in hopes to attract a significant improvement of minority applicants, all while training other officers in understanding†¦show more content†¦The major question is what does this mean for law enforcement officers? Shusta (2005) answered the question saying: Law enforcement officers will have a natural tendency to interpret behavior, motivations, and criminal activity. This tendency is due to an inability to understand behavior from alternative perspectives i.e. an attitude of seeing and judging all other cultures from the perspectives of one’s own culture. Culture does affect interpretations, meaning, and intentions of all police officers on the force. (p. 19-20) Since the creation of the first organized police force problems have occurred that have created a mixture of suspicion and hostility by minorities within the United States. The police have found their selves drawn into racial struggles in American history, moments like suppression of African American riots in the 1930s and 1940s and clashes with civil rights activists in the 1960s damaged police and minority relations leaving many communities to believe that police only had interest in white communities. Persistent accusations of racial profiling and police harassment has also done an incredible amount of damage to police-minority relationships where generations of minorities are complaining about being treated more harshly. Minorities are searched, handcuffed, and arrested more during traffic stops than whites and they are victimized more for violent crimes and thefts (Rennison, 2001). With all of this evidence

Innovative Job Design in the Organisation Free-Samples for Students

Question: Provide advice to Rachel Amaro on how to Design jobs in her area to support Innovative Behaviour. Answer: Introduction: Global human resource management practice has been a topic of great interest. The HR department contributes to the strategic direction of an organisation that determines the significant outcome of the overall organisational activity. Increasing employability in the technological sector has increased the demand of the innovative workforce. This has directly increased the responsibility of the HR department to look into the perspective of innovative workforce for an organisation. At CERA, the HR department is facing similar challenges and there is a severe need for a new design of job in the organisation. The crisis related to job design is common among many private and government organisations (Kramar, 2014). In fact, in many organisations, the way the jobs are designed by the human resource management makes it more challenging for the organisation to anticipate the difficulties and determine the workforce that would bring better result to the organisational activities. The aim of this study is to evaluate the various reasons that create difficulties in the job designs and how pro actively an organisation can fight against these odds and overcome the issues. In order to do so, a detailed analysis of the problems and issues faced by the HR department of CERA would be carried on. Several researches have been conducted on the importance of job designing inclined with innovation. The aim is to analyse these studies and consider better approaches that the HR department of CERA would undertake to improve the current recruitment and job design structure. On the basis of findings certain recommendations will be made that would improve the job design structure at CERA and the organisation would benefit. Discussion: A strategic workforce planning helps an organisation to meet the demands of the organisation. Strategic planning is also a cost effective means that an organisation might undertake to consider their business activities. As it has been evident that CERA is facing major human resource challenges, it is indeed important for this engineering company to think of better strategic options that would improve the recruitment and the job design structure for the organisation. Gaps in the recruitment method: It has been identified that a proper recruitment and sequencing strategy has not been followed at CERA. The HR and other higher authorities are found to be busy to quarrel among themselves upon selecting the right recruitment process. The logical human resource sequence planning states the importance of job analysis before the recruitment and selection (Mayo, 2015). In order to keep a good employment relationship it is equally important to manage performance and appraisal (Battistelli, Montani Odoardi, 2013). This management include better pay management and training and development. This way, the employment reform can be gained. There is a major gap in the overall recruitment policy at CERA. In case of inclusion of innovative approach, training and development program is indeed the most important factor under consideration for the HR department at CERA (Jacobson, 2010). It is when a proper approach is not undertaken at the time of recruitment and the job designing process, the companies have to suffer. At many instances, it is found that major organisations depend on external recruitment agencies for the purpose of the hiring the employees, but the retention and the effectiveness of working in the organisation depends on how well the HR department treats the employees (Ceylan, 2013). Similar kind of issues have been identified in case of CERA where the HR department has not been capable enough to design the recruitment and the job design strategy and thus, failing to meet the minimum expectation of the employees. The organisation on the other hand had to suffer due to this condition. Difficulties in HR planning: There can be a number of HR planning difficulties that the HR department would have to face in terms of recruitment. As it has been evident, from the case of CERA that there is a shortage of labour in the organisation that calls for the recruitment of new employees. There shall be changes in the overall recruitment planning and policies and the decisions need to be set on a proper direction (Jain, Mathew Bedi, 2012). It can be said that due to the nature of the economic cycle, downsizing of employees is followed by the skill shortage. Thus, better strategic planning is indeed required in order to create a disciplinary planning for the employees to be recruited (Jacobson, 2010). It has been evident that the important members of the HR department of CERA have been arguing among each other that has reduced their capability of dealing with the situation and come up with better plans. Thus, primarily, the HR team should be responsible for coming up with a collective approach towards a particular job design (Jain, Mathew Bedi, 2012). It is only when the things remain clear among the HR department and the other members the recruitment and the job design would become better for the organisation. Job design and employee innovation process: In the view point of Hernaus, (2016), job design research has to establish the mechanism through which job characteristics would affect the employee outcomes like the performance and the well being of the employees. The job designing process should always be a learning process. The employees should be enabled to acquire knowledge of the job so that they can cope with the job performance effectively (Jacobson, 2010). However, job design technique is not yet established as a relation with employee innovation. Therefore, it is indeed important for the organisation to promote job design that is directed towards employee learning and their well being to achieve multiple beneficial outcomes and improve their common antecedents (Baggen et al., 2016). The right people would act in the right time and would save the organisation in the major distress situations. Innovative process in the job designing technique has been a challenge for the management and the HR department of an organisation. The employees need to be motivated by the means of properly supplying them with the basic equipments that are important for the purpose of motivating the employees. For the same purpose, it is important to design a layout for the job design and then working accordingly. The work design should include the work input and the expected output of the information required. The employees need to be free from boredom and any kind of stress that would hamper their approach towards innovative work design. In addition to this, the organisation should also be responsible for considering the biological job design approach that states about the strength and weakness of an individual and how effectively they would be able to deal with major situations in the organisation. Each employee shall be designated with the type of work that they have expertise in. This shall ma ke the task simplified to them and they would be able to perform better. Gaps in the recruitment methods: It has been evident that there is some gap in the recruitment policy that the major HR heads of the organisation has undertaken. The Company has been found to compete on the cost effectiveness of the recruitment policy (Battistelli, Montani Odoardi, 2013). The HR department has not interfered in any approach towards the innovative work design which happened to be the most important factor in the present situation. The recruitment strategy is not narrowed down to a particular concept but it is broadly aligned (Kramar et al., 2014). Therefore, it is indeed important to think of better opportunities that would support the recruitment strategy inclined towards the innovative and creative methods. The HR team has not been concentrating in any kind of innovative approach that would improve the overall work design. In case of the engineering industry, it is important to look into the perspectives of the innovative techniques and advancement in the technology. This shall be the primary concern for the HR department of CERA at the time of designing the job for the recruited employees (Jacobson, 2010). The HR department is completely unaware of the recent techniques and procedures undertaken for the purpose of designing the job in the right way (Bysted, 2013). It is only when the jobs are designed properly and the employees know what they actually have to do as a part of their responsibility, there will be development in the overall work pattern and the gap in the recruitment policy could be overcome. Recent trends in recruitment and work design: In the recent time, the most important role is played by the technology. Advancement in the technology has contributed towards the change in the entire job designing made recruitment policy. The HR department of an organisation is not only responsible for the recruitment but they are responsible for the designing the job as well. Job design includes a number of inputs to be made by the HR department that would eventually help to improve the condition of the employees and would increase the overall activity of the employees. As pointed out by Parker, (2014), Taylorism or the scientific management, the job design theory stresses the standardization of tasks and proper training to the recruited employees. The job design method should not only limit to the allocation of the jobs and responsibilities, but there should be the inclusion of other job specification and job role as well. Primarily, it is important to assign a task to the employees. It is the responsibility of the one who assigns the task to understand the importance of completion of task and allocate the same on the priority basis (Battistelli, Montani Odoardi, 2013). The next important step is motivation. An individual should be responsible for motivating the employees as well and make them excited and passionate towards their duties. Next is the importance of allocating the resources. It is only when the resources are allocated in the right way, it can be expected that the employees would consider the application of the resources appropriately and the job could be done with complete satisfaction. The last approach in the job design is based on the reward system. The employees should be rewarded based on their performance (Jacobson, 2010). The reward system includes benefits in terms of job security, incentives and bonuses and any other forms that would eventually motivate the employees and make them capable of doing their work. Scientific management and job specialisation: In the view point of Parker, (2014), if a proper scientific approach is undertaken at the time of job designing and job specialisation, the expectation of carrying out the job in a more specified way increases. It is therefore recommended that at the time of designing the job specification, the HR department should consider the scientific approach as well. The scientific approach is also based on the biological factors as well. It is expected that when an individual is assigned with the job role that is best suited according to their respective biological or physical characteristics, there is suitability for the particular individual to work on the particular work. Job specialization technique has been utilised by many organisations in order to their business role. For the engineering department as well, job specificity is most important. It is expected that CERA would undertake the approach of the job specialisation and would assign job to the employees according to their capabilities (Battistelli, Montani Odoardi, 2013). It is only when this approach is undertaken there remains the chance that the overall impact of the work culture would improve. In addition to this, it is indeed an innovative means of designating different types of work to each individual in an organisation like CERA. Conclusion: A detailed discussion on the overall recruitment and job design strategy as undertaken by the HR department of CERA has been carried out. It has been clearly evident that there is lack of approach among the recruiters in the organisation that has lead to the situation where the recruiters have to think of better approaches to improve the overall recruitment and job design. The gaps of the recruitment process and the importance of innovative job design have been proposed in the study. It has been rightly observed that the Company lacks the approach of innovative work design to be implemented among the employees. In addition to this, the employees also lack the proper motivation and training that is indeed needed for the purpose of considering the right approach towards the employees and providing them the right direction towards their work. Keeping the similar approach into consideration, it is indeed important to frame a work design that would eventually help to reach the overall act ivities of the organisation. It has to be understood that in the recent time the most important thing to be considered is innovative approach. Therefore, most importantly it is important that the HR department would consider the innovative work design in order to improve the situation of the ongoing recruitment and the work design. Keeping the similar context into consideration, a number of recommendations can also be made in this respect. It is expected that if the HR department undertakes these approaches, the organisation will be benefitted largely. Recommendations: With the overall analysis of the situation, there is great urgency of innovative job design in the organisation. The HR department is indeed facing certain issues in terms of designing such learning programs. Thus, a number of recommendations can be made in this respect. Influencing the employees towards learning process: The employees should understand the importance of innovative design in the entire learning program and so they should be given the adequate training on their job role. The HR department needs to incorporate a learning strategy in the job design where each employee shall be given the chance to learn. This is what known as the job based learning process. Sharing and creating new ideas: A new idea can develop in any context and from any single person. It is for the same reason, involvement of the employees and other people in the major decision making are indeed important. In addition to this, the appraised employees also want to involve in the major decision making and thus, it is recommended to involve those employees who have better knowledge on a particular matter. iii. Adopting new goals and abandoning stereotype attitude: Most importantly, it is expected that the HR management would adapt new recruitment and training strategies that would eventually help in the overall development and the learning process of the employees. The employees should be given certain level of freedom to practice their work. This way, certain alternative measures can be obtained to deal with any turmoil situation. The recommendations provide to the organisation for the purpose of improving the recruitment and the work design would definitely help the HR department of the organisation to think of better ways for the purpose of job designing and assigning it to the employees. The present situation needs to be improved and CERA needs to check upon these recommendations at the earliest to improve the situation of the overall recruitment and work design policies. References: Baggen, Y., Lans, T., Biemans, H. J., Kampen, J., Mulder, M. (2016). Fostering Entrepreneurial Learning On?the?Job: evidence from innovative small and medium?sized companies in Europe.European Journal of Education,51(2), 193-209. Battistelli, A., Montani, F., Odoardi, C. (2013). The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour.European Journal of Work and Organizational Psychology,22(1), 26-41. Bysted, R. (2013). Innovative employee behaviour: The moderating effects of mental involvement and job satisfaction on contextual variables.European Journal of Innovation Management,16(3), 268-284. Ceylan, C. (2013). Commitment-based HR practices, different types of innovation activities and firm innovation performance. International Journal of Human Resource Management, 24(1), 208-226. Hernaus, T. (2016). Job design at the crossroads: From creativejobs to innovativejobs.Capitalizing on Creativity at Work: Fostering the Implementation of Creative Ideas in Organizations, 17. Jacobson, W.S. (2010). Preparing for tomorrow: A case study of workforce planning in North Carolina Municipal Governments. Public Personnel Management, 39(4), 353-377 Jain, H., Mathew, M., Bedi, A. (2012). HRM innovations by Indian and foreign MNCs operating in India: a survey of HR professionals. International Journal of Human Resource Management, 23(5), 1006-1018. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Mayo, A. (2015). Strategic workforce planning - a vital business activity. Strategic Workforce Review, 14(5), 174-181 Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691.

Mission and Vision Statements free essay sample

It often reflects the values and beliefs of top managers in an organization. A mission statement is the broad definition of the organizational mission. It is sometimes referred to as a creed, purpose, or statement of corporate philosophy and values. A good mission statement inspires employees and provides a focus and direction for setting lower level objectives. It should guide employees in making decisions and establish what the organization does. Mission statements are crucial for organizations to prosper and grow. While studies suggest that they have a positive impact on profitability and can increase shareholder equity, they also support that almost 40 percent of employees do not know or understand their companys mission. Not only large corporations benefit from creating mission statements but small businesses as Photo by: sellingpix http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 1 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM well. We will write a custom essay sample on Mission and Vision Statements or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Entrepreneurial businesses are driven by vision and high aspirations. Developing a mission statement will help the small business realize their vision. Its primary purpose is to guide the entrepreneur and assist in refining the planning process. By developing a strategic plan that incorporates the mission statement, entrepreneurs are more likely to be successful and stay focused on what is important. The mission statement encourages managers and small business owners alike to consider the nature and scope of the business. Business Week attributes 30 percent higher return on several key financial measure for companies with well-crafted mission statements. COMMON ELEMENTS While mission statements vary from organization to organization and represent the distinctness of each one, they all share similar components. Most statements include descriptions of the organizations target market, the geographic domain, their concern for survival, growth and profitability, the company philosophy, and the organizations desired public image. For example: Our mission is to become the favorite family dining restaurant in every neighborhood in which we operate. This will be accomplished by serving a variety of delicious tasting and generously portioned foods at moderate prices. Our restaurants will be clean, fun, and casual. Our guests will be served by friendly, knowledgeable people that are dedicated to providing excellent customer service. This mission statement describes the target market, which are families and the geographic domain of neighborhoods. It clearly states how it expects to be profitable by offering excellent customer service by friendly, knowledgeable people. When defining the mission statement it is important to take into account external influences such as the competition, labor conditions, economic conditions, and possible government regulation. It is important to remember however, that mission statements that try to be everything to everybody end up being nothing to anybody. http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 2 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM Companies should have mission statements that clearly define expected shareholder returns and they should regularly measure performance in terms of those expected returns. If the major reason for a businesss existence is to make a profit then it stands to reason that expectations of profit should be included in the organizations mission. This means that management should reach a consensus about which aspects of the companys profit performance should be measured. These might include margin growth, product quality, market share changes, competitive cost position, and capital structure efficiency. A mission statement sets the boundaries for how resources should be allocated and what strategic and operational goals should be set. The mission statement should acknowledge the companys strengths and then inform employees where to direct their efforts in order to take advantage of those strengths. Before writing a mission statement organizations should take a look at how they are different from the competition, whether it is in technology, image and name brand, or employees. It can often be thought of as a recipe for success because it not only defines the organizations accomplishments but it also provides employees with directions to help them develop plans and look for opportunities for improvement. The organization defines what is acceptable behavior through the mission statement. Values and beliefs are the core of a strong mission statement. For example: Quality and values will secure our success. We will live by our values, have fun, and take pride in what we do. Our values are to maintain a work environment where people enjoy coming to work, to serve our guests and exceed their expectations, and to be profitable and result oriented. This mission statement is simple and straightforward. It does not, however, specify the products or target market. The mission statement also provides meaning to the organization by stating not only what goals the company wants to achieve but also why it wants to achieve these goals. It is not effective unless it is challenging and forces workers to establish goals and means to measure the achievement of those goals. A mission statement should inspire employees and get them involved in the organization. It has been called the glue that holds the organization together through shared values and standards of behavior. A mission statement should be relevant to the history, culture, and values of the company. Many statements refer to the social responsibility of the organization. For example, a company can show their concern for the community in the following: http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 3 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM To be involved as good corporate citizens wherever we are around the world. We will treat customers and distributors with honesty, courtesy, and respect. We will respect and preserve the environment. Through all of this we will prove to be the worldwide leader in industry trade. One important issue in organizations today is the concern with diversity. While it is not a traditional point included in mission statements, more and more companies are including it because of the globalization of the economy and the increased diversity of the workforce. Before writing a mission statement, leaders in the organization must have an idea of what is in store for the future. This vision is the foundation for the mission statement. The vision provides a strategic direction, which is the springboard for the mission and its related goals. A vision statement differs from a mission statement. Vision statements are a view of what an organization is striving to become. For example: To bring back to neighborhoods all over America the importance of family unity. We will view ourselves as a family so these attributes will be carried over into our service. They guide an organization into the future while mission statements are a reflection of the present. Because vision statements are a glimpse into the future, they are often not realized for several years. Organizations go through many changes and can face times of confusion and uncertainty. Changes are not always expected or easy, so a well thought out vision statement will help everyone stay focused and meet the organizations goals. Some examples of well-known companies mission statements: Wal-Mart: To give ordinary folk the chance to buy the same thing as rich people. 3M: To solve unsolved problems innovatively. Walt Disney: To make people happy. Historically, these may have seemed arrogant. But consider the outcome of the following mission statements from each companys early days: Ford Motor Company: Ford will democratize the automobile. Sony: Become the company most know for changing the world-wide poor-quality image of Japanese products. Wal-Mart: Become a $125 billion company by the year 2000. http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 4 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM WRITING A MISSION STATEMENT When creating a mission statement there are a few simple guidelines that can be followed. It is important to remember the basics so the mission statement stays simple and straight to the point. Some researchers agree that it should be kept to between 30 and 60 words, while others believe it does not necessarily have to be that brief. Some organizations have mission statements that are only one sentence, while others are a paragraph. An example of a mission statement that is limited to one sentence is Our business is selling houses and our mission is total customer satisfaction. At a minimum, each mission statement should answer the following three questions: (1) What are the opportunities or needs the organization addresses? (2) What does the organization do to address those needs? and (3) What principles and values guide the organization? In other words, defining the organizations purpose, business and values. Avoiding jargon and buzzwords will keep the mission statement clear and easy to understand. It should be universal and simple to comprehend for all employees in the organization. It should be unique and identify the organization. A mission statement is often what sets one company apart from the competition. It should outline the organizations competitive advantages and differentiate it from everyone else. Specific products/services offered as well as markets or customers should be included. Also a general business definition, behavioral standards, and desired competitive position can be added to a strong mission statement. EMPLOYEE INVOLVEMENT It is often helpful to allow company-wide input when creating a mission statement. This bottom up approach results in greater commitment to the organization and a better understanding of the organization. Employees from throughout the organization can help identify the core values of the company. In order to encourage employee participation, many companies have created competitions inviting employees to submit suggestions. Cash prizes are sometimes provided as an incentive for creative and inspirational statements. Some companies find it useful to invite customers to assist in writing a mission statement because they can provide an honest perspective. Another option is to review mission statements from other companies. This can help provide ideas as the writing process begins. It is important to keep in mind that there will be a draft process involved in creating the mission statement. Employees can often provide invaluable insight on how to improve on each draft. In the end, the mission statement should reflect the personality of the organization. Thus, each company should be creative and unique in developing its own statement. Creating a mission http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 5 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PMÂ  committee that consists of members of management, frontline employees, and customers is another way to begin writing a mission statement. The major benefit of this strategy is the inclusion of all areas of the organization to ensure that everyone is represented. Another benefit is that employees will be more willing to work toward accomplishing the mission if they know they had a voice in i ts creation. A top down approach can be effective in smaller organizations or even sole proprietorships. There is less time involved in creating a mission statement when it comes from the top. Also, many times frontline employees and lower level managers lack the insight necessary to see the big picture. They may not be able to conceptualize the entire organization and therefore miss important aspects of the business. Participation may not always be a good option for small businesses. In small businesses that are started by entrepreneurs the mission statement is generally a vision of an individual and therefore may not be negotiable. When the mission statement comes from upper management, employees are more assured of the organizations commitment to the statement. A word of caution should be noted when deciding whether to adopt a top down approach or a bottom up approach. If the mission statement is to be created with a wide variety of input from both employees and customers then it will take longer than a top down approach. There must be a sharing of views and ideas with compromises made. A consensus should be developed without the problems associated with groupthink. There is always the possibility that too much compromise will distort the mission statement and the end result is something different from the original intent. The top down approach is not always effective because it rarely consults employees when making important decisions. Therefore, although it is the fastest route to take it isnt always the most effective. While the mission statement should be able to change with the times it is also understood to have a certain degree of permanence. As new businesses begin to grow and hire more employees the mission statement should provide a strong sense of stability and a clear definition of the culture. A mission statement is worthless unless it has the support of the employees in the organization. It will only be successful if each employee commits to its success and internalizes it. Once the statement is completed it is extremely important that the organization not put it on the shelf to collect dust. It should be shared with the entire company. The introduction of the mission statement should come directly from top management in order to set the example. Organizations should be creative in making employees aware of the mission statement. Placing it strategically in locations where employees gather will increase awareness and remind them of the goals of the http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 6 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM organization. Videos outlining the details of the new mission statement are often useful; however, it is critical that employees have the opportunity to discuss the statement with members of management. Setting up meetings with members of management and frontline employees can often help uncover areas where the company does not meet the standards set by the mission statement. Communicating the mission statement to customers will make them feel valued and important. It can be sent to customers in a mass mailing or posted on signs in areas those customers frequent. It sets forth the goals of the organization so customers know what to expect when doing business with the company. SWOT ANALYSIS SWOT is an acronym for strengths, weaknesses, opportunities, and threats. SWOT analysis is a strategic planning tool that helps an organization match its internal strengths and weaknesses with external opportunities and threats. SWOT analysis is important and useful in creating and executing the organizations mission statement. Often the best strategies for accomplishing the organizations mission are revealed through the SWOT analysis. The best strategies are those that take advantage of strengths and opportunities, offset threats, and improve weaknesses. Organizations should first begin by reviewing internal strengths and weaknesses. When analyzing an organizations strengths it is important to identify distinctive competencies or strengths possessed by only a few competing firms. These distinctive competencies often become the competitive advantages that are included in the mission statement. Distinctive competencies can be found in financial resources, quality products and services, proprietary technology, or cost advantages. Organizational weaknesses are skills and capabilities that prevent an organization from implementing strategies that achieve its mission. They can be problems with facilities, lack of a clear strategic direction, internal operating problems, too narrow a product line, weak market image, or the inability to finance changes. The next step is to identify external opportunities and threats. Organizational opportunities are circumstances in an organizations environment that if capitalized on will result in above normal increases in economic performance. Examples of opportunities are related to the possibility of adding a new product line, increasing market growth, or diversifying into related products. Threats are viewed as circumstances that give rise to normal or below normal economic performance. They can be found in the ease of entry of competitors, increased sales of substituted products, demographic changes, slowed market growth, or increased competition. EVALUATION http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-State ments. html Page 7 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM Evaluation of the mission statement is necessary to ensure the organization is meeting its goals. If needed, new goals may have to be created in order to accommodate changes in the organization. It may be time to reevaluate what the organization is doing or where it is headed. This is a good time to think about entering into new areas or to begin doing things differently by rewriting part or all of the mission and vision statements. In evaluating an organizations performance, management must look at several different aspects of the organization. First, managers need to determine if the organizations plans are clearly linked to its mission statement and related goals. Plans should be developed for both the short run and long run. Secondly, assigning jobs that are directly related to the achievement of organizational goals will help ensure they are attained. The goals should be communicated clearly so employees understand what tasks need to be carried out and what the rewards will be. Finally, when evaluating individual performance, the information gathered should be recent and compared to established standards. Mission statements are often difficult to evaluate because they are written in a somewhat abstract form. They are, many times, not directly measurable and vaguely worded. Figure 1 presents an example of how mission statements can be measured from the top of the organization to the bottom. Strategic goals are directly tied to the organizations mission statement and apply to the organization as a whole. Tactical goals are departmental goals that support the strategic goals. Finally, operational goals are written at the individual level. Each one of these makes it possible to measure the organizations mission statements. An organizations likelihood of accomplishing its mission is increased as it creates strong and measurable goals at each level. It is not necessary that the mission statement be measured in quantifiable terms. It may also be measured qualitatively. For example, We will answer all of our customers questions and if we dont know the answer, we will find out. While this is not a quantitative statement it can be measured by monitoring customer service calls and setting operational goals for employees that revolve around follow up and thoroughness. Mission and vision statements give organizations a focus and a strategy for the future. According to Bart and Tabone, they have become the cornerstones of organizations. They contribute to organizations success and can lead to increases in productivity and performance. They do not have to be reserved for the entire organization—each department or division can benefit from developing a mission statement, as long as they are not in contradiction to the companys overall mission. Preferably, an individual departments mission links it to the fulfillment of the overall http://www. referenceforbusiness. com/management/Mar-No/Mission-and-Vision-Statements. html Page 8 of 12 Mission and Vision Statements strategy, organization, examples, advantages, definition, company, disadvantages, business 5/19/13 2:42 PM company mission. Mission statements for functional Figure 1 departments provide the same benefits as they do for the entire organization. In conclusion, mission statements provide a sense of direction and purpose. In times of change and growth they can be an anchor and a guide in decision making. The benefits far outweigh the disadvantages and challenges when looking at the potential for increases in profitability and returns. Defining an organization by what it produces and who it satisfies are major steps towards creating a sound and stable mission statement. Setting a company apart from the competition is probably one of the biggest advantages. SEE ALSO: Strategic Planning Failure ; Strategic Planning Tools ; Strategy Formulation ; Strategy Implementation ; SWOT Analysis Amy McMillan Revised by Deborah Hausler FURTHER READING: Bart, C. K. , and J. C. Tabone.