Aligning the Vision and Mission Statements of a Company

Aligning the mission and vision of an organization with the individual employees or departmental goals is a difficult task that the first-line managers face in their day to day activities. This is mainly due failure to seek opinions from all the parties involved in the organization. Just like the executive management, the employees in different departments play a big role in the organization, and therefore, when crafting a vision or mission, their contribution is necessary (Ayers, 2015). My brother and I helped out my father in his store as managers during holidays. So one time my brother and I had decided with all the staff that we should increase the variety of dishes offered and slightly reduce the prices. My father on the other hand, had decided that the hotel should improve the quality of the dishes and increase the prices of meals without involving any of us. This led to a great collision between the owner of the store who is my father and the rest of us.

​Every business that wants to succeed must have tools in place which make the management of the 3 Ps simple and more efficient. The three Ps represent the people, profit and planet, the people includes all the individuals that involved in the business both directly and indirectly, and profit means the financial gain, specifically the difference between the total revenue and total expenditure and the planet how the business is environmentally responsible to the society (Burritt, 2012). 

​To ensure the mission of the organization is in line with the mission, the management must take the three Ps into account. This is because by putting the people, profits and the planet into consideration while crafting the mission and vision statement, all the departments in the firm will be aware of the objectives of the business and will align their activities in a way that seeks to achieve these objectives (Ayers, 2015).

References

Ayers, R. S. (2015). Aligning individual and organizational performance: Goal alignment in federal government agency performance appraisal programs. Public Personnel Management, 44(2), 169-191. 

Burritt, R. L. (2012). Environmental performance accountability: Planet, people, profits. Accounting, Auditing & Accountability Journal, 25(2), 370-405. 

Organizational values, mission, culture, and goals

Although hiring a manager with experience can have its benefits but hiring someone without it can be beneficial too. Just because someone may not have held a management title does not mean that they do not have the qualities to become good managers. It is important to see someone's overall projects and positions they have held so the hiring managers can get a better idea of how they deal with leading projects and work through conflict management. 

Also, making sure that the values, mission, culture, and goals of the organization are clearly communicated to new hires at the start of the employment. It will prevent misunderstandings in the future and will ensure that all the employees are on the same page from the beginning. Leaders also need to believe in what the organization stands for in order to make it appealing to those who are new. Having different views on a personal or organizational level does not mean that the goals aren't met in an ethical way. Aligning employee's individual identity to those of the organization will allow the employees to feel more connected to the organization's mission which will increase productivity and motivation.

We are individuals that have the ability to choose from right and wrong, good and bad, honesty and dishonesty. It is ultimately the employee's choice if they want to align their individual identity to those of the organization and I value my integrity more than a title or position. It is important as the organization to communicate their values and culture at the start of a relationship in order to allow employees to decide rather quickly if they ultimately fit/align to the culture or if it is best to cut ties. Most organizations will commit to an ethical environment but it does not mean that their way of doing things won't differ to those of their employees. Hiring employees that may have a different method (ethical) may help an organization see their processes from a different perspective and can positively impact their success.