Communication Failure, Mission, Vision And Values In Workplace

Guidelines for communicating organization’s mission, vision, and values

Discuss about the Leadership and Management for Inefficient Work.

Communication failure at work place can lead to loss of business operations, inefficient work, mistakes and failures, low level of production, poor communication and coordination, hostility and low reputation of the company image.

An organization’s mission, vision and values can be communicated using these guidelines.

1. Mention all the major points of the new mission and vision of the organization.
2. Make a visual aid like power point presentation and slide shows.
3. Plan a meeting with an employee where every employee must be participated and briefly explained about the values.
4. New values, goals, mission with a positive attitude and actionable approach must be presented (Cady et al., 2011). 

• What is the link between the vision, mission and values and the people who work in the organisation?

Vision of the company reflects the potion that an organization wants to hold. Mission clarifies how the organization will lead to the desired position. Values are defined as who the people are needed in an organization to achieve the desired mission and vision. So, these all are interlinked with each other (Wheatley, 2011). A mission is a very concise detailed explanation of the business reason to exist. It emphasis on the overall purpose of the business and the reason behind its existence. The mission aims at serving as means of communication between employees, customers, vendors and outsiders as well. Any business mission should be able to answer the purpose and its existence. Similarly, a vision statement aims at creating a mental image which any organization wishes to get. It is a motivational and inspiring challenge that every company wishes to achieve the desired objectives. The vision statement must include the challenges, strategic goals for long term and many more. In addition to this, value statement includes the major core principles of the business along with its culture. The values are the terms which aims at creating a moral impact on the employees as well as organization. The core values determined by the organization must be include a conceptual framework of the company and it must be shared within every employees. A value statement must contain a code of ethics. So, the mission, values and vision are interlinked to each other. 

While communication mission and vision of the organization to others, one must be sure enough whether these goals are actionable or not. The set goals must be achieved at any cost. And it must be used for long term.

The investigations may include handling all the mails contacts on regular basis, transmitting information from one person to another, coordinating members, implementing plans and actions accordingly.

Groups and individuals working at a workplace can easily be influenced by setting the work standards, capable of taking risk and admitting when one is wrong, helping other members to succeed, creating a positive work environment and giving credits when it is due (Schein, 2010).

Path goal leadership style for motivating employees

I follow path goal leadership style which aims at motivating employees to be determined and motivate them to achieve the desired objectives of the company. It helps in promoting the goal achievement with the help of employee performance and satisfaction.

Personal and professional competence can be demonstrated by using the following ways:

1. Analyzing and reflecting personal knowledge and skills which could also help in personal growth.
2. Demonstrating roles and responsibilities in order to achieve the desired goals and positions.
3. Getting involved in innovative activities that will ensure the better ways to accomplish professional goals.

How you would influence groups and individuals in the organisation?

Influencing people at work place can work as a power that will automatically boost the attitude of an individuals. Building trust within subordinates, cultivating reliability with the help of consistency, being assertive rather than aggressive, being flexible, focusing in action despite of arguments and listening to others are the major ways to influence groups and individuals in an organization.

Building and supporting team members in an organization can be done in following ways:

1. Expecting, motivating and encouraging team members in an organization.
2. Be committed towards the success of the team and help it grow.
3. Create a mission, vision and values and help the team members to personalize it.
4. Focus and emphasis on relationships and bonding.
5. Be supportive and create a feeling of motivation for the others.
6. Create an opportunity for the team members to grow independently (Goleman, 2017). 

• How you would demonstrate personal and professional competence?

One can easily demonstrate personal as well as professional competence at the work place by developing own inter personal skills and transforming those skills into professional skills. In addition to this, all the actions and plans must be aligned to professional programs that will help an individual to create a positive thought towards the achievement of the desired company objectives (Yukl, 2013).

Accountability is the requirement of a single person who will be totally responsible for all the activities that take place within an organization. He or she must be answerable to higher authority show all the possible outcomes. So, assigning accountabilities at the workplace is quite difficult because one must be capable enough to show the desired results with higher customer satisfaction (Selznick, 2011).

I would like to adopt path goal leadership style which helps in motivating other employees in an organization to achieve the desired goals. This leadership style supports other sub ordinate and inspire them to work better and be more satisfied.

Assessment Task 3 – Project

Inequality is defined as the unequal treatment which is based on the genders, height, weight, race, income, occupation and many more. It can also be noted as a social disparity or the condition of being usual. Inequality at work place can lead to many issues such as economic inability, feeling of being ignored, lack of productivity, domestic violence, stress among employees, psychological harm, sexual harassment and many others as well (Michailidis, Morphitou and Theophylatou, 2012). Inequality can easily be monitored at workplace by using the following ways.

1. Tackling bias in recruitment: While recruiting employees in an organization, there should not be rates of conversion that is shortlisted for hiring men and women which means men and women must be recruited equally based on their merits. The targets which are set for women at various departments must be addressed properly. The recruitment partner must be aware about the gender diversity policies and procedures (England, 2010).
2. More women in management: monitoring and ensuring the rates of promotion also helps in reducing the impact of inequality at workplace. In addition to this, involving more women at workplace may decrease the chances for such issues as well.
3. Training and education: Whenever there comes a stage where employees feel ignored, a proper training and education programs must be conducted which will help of senior management that will boost the morale of the employees (Ridgeway, 2011).

• Describe how you give and receive feedback to your work colleagues. Identify which behaviours you currently use and how you could integrate other qualities into your work practice.

Basically, two way communication process must be used to receive and provide feedback to the colleagues. Feedback can be given to the employees either directly or by drafting a mail to them. Sometimes, direct feedback works far better than the formal feedback. There are several qualities which are required at the work place that will motivate other employees to work better. The behaviour used by me is task performer. Here, the individuals are aware about their key responsibilities and their roles which help them to achieve the desired targets at the workplace. In addition to this, there are some other qualities as well which must be integrated such as adopting new leadership styles, conducting programs to inspire more employees and creating a better rewards system, ability to know the strengths and weakness of the organization (Giddens et al., 2016).  

References

Cady, S.H., Wheeler, J.V., DeWolf, J. and Brodke, M., (2011). Mission, vision, and values: what do they say? Organization Development Journal, 29(1), p.63.

England, P., (2010). The gender revolution: Uneven and stalled. Gender & society, 24(2), pp.149-166.

Giddens, A., Duneier, M., Appelbaum, R.P. and Carr, D.S., (2016). Introduction to sociology. WW Norton.

Goleman, D., (2017). Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.

Michailidis, M.P., Morphitou, R.N. and Theophylatou, I., (2012). Women at work equality versus inequality: barriers for advancing in the workplace. The International Journal of Human Resource Management, 23(20), pp.4231-4245.

Ridgeway, C.L., (2011). Framed by gender: How gender inequality persists in the modern world. Oxford University Press.

Schein, E.H., (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.

Selznick, P., (2011). Leadership in administration: A sociological interpretation. Quid Pro Books.

Wheatley, M., (2011). Leadership and the new science: Discovering order in a chaotic world. ReadHowYouWant. Com.

Yukl, G.A., (2013). Leadership in organizations. Pearson Education India.