The vision statement should ideally be future-oriented. The ideal vision statement should reflect where we want to be (No author, 2013). The current vision statement is a great vision in a sense, but one adjustment that I would make is to orient it towards the society we serve. This is because we are a public service organization. Our vision should reflect something more about the future society that we envision, to which we are working toward.
Another change that I would make with respect to the vision is that I would make sure that they focus is on a positive vision. e believe in what we are doing, and I think with a few adjustments we can show this to our key stakeholders, the clients whom we serve. hile there is internal buy-in, we need the clients to buy in completely in order for our organization to be the most…...

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Works Cited:

Hom, E. (2013). What is a vision statement? Business News. Retrieved May 4, 2013 from  http://www.businessnewsdaily.com/3882-vision-statement.html 

Hull, P. (2013). Answer 4 questions to get a great mission statement. Forbes. Retrieved May 4, 2013 from  http://www.forbes.com/sites/patrickhull/2013/01/10/answer-4-questions-to-get-a-great-mission-statement/ 

No author. (2013). Mission statement vs. vision statement. Diffen.com. Retrieved May 4, 2013 from  http://www.diffen.com/difference/Mission_Statement_vs_Vision_Statement

" (2003)
IV. VISION and PERFORMANCE ANALYSIS

Greene, Forster, and Winters (2003) report that charter schools typically serve disadvantaged populations. "The targeting of charter schools to disadvantaged populations I so common that many people have come to believe, incorrectly, that all charter schools serve disadvantaged students." (2003) One reason for this is that the "procedures by which new charter schools are created often encourage such targeting." (Greene, Forster, and Winters, 2003) Greene, Forster, and Winters reports case studies conducted by the U.S. Department of Education, one of which included 91 schools and states conclusions that "charter schools are held accountable for their performance...resource limitations are the biggest obstacles facing charter schools." (2003) in another study involving 150 schools and 60 authorizing agencies the U.S. Department of Education states findings that: "...charters learn quickly the best way to satisfy their various constituents is to focus on quality instruction." (Greene, Forster, and Winters, 2003)…...

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Bibliography

Elmore, Richard F. (2000) Building a New Structure for School Leadership. Albert Shanker Institute Winter 2000.

Charter School Basics (1998) the Charter School Roadmap, September 1998. Online available at  http://www.ed.gov/pubs/Roadmap/ch1.html 

Greene, Jay P.; Forster, Greg; and Winters, Marcus a. (2003) Apples to Apples: An Evaluation of Charter Schools Serving General Student Populations. Equation Working Paper. Manhattan Institute for Policy Research. July 2003. No. 1. Online available at  http://www.manhattan-institute.org/html/ewp_01.htm#01 

Finn, Chester E.; and Vanourek, Gregg (2005) Lessons from the U.S. Experience with Charter Schools. Prepared for the PEPG Conference: Mobilizing the Private Sector for Public Education. Kennedy School of Government, Harvard University, October 5-6, 2005. Online available at  http://www.ksg.harvard.edu/pepg/PDF/events/MPSPE/PEPG-05-10finn.pdf

Apple: Organizational Vision, Mission and Values Statements
Apple Inc. was founded by Steve Jobs and Steve Wozniak who began working together in 1970 for the purpose of creating a personal computer. In the 1980s, Steve Jobs is noted as having stated as follows:

"Man is the creator of change in this world. As such he should be above systems and structures, and not subordinate to them." (About.com, 2012)

The mission statement of Apple is stated to be as follows:

"Apple designs Macs, the best personal computers in the world, along with OS X, iLife, iWork and professional software. Apple leads the digital music revolution with its iPods and iTunes online store. Apple has reinvented the mobile phone with its revolutionary iPhone and App Store, and has recently introduced iPad 2 which is defining the future of mobile media and computing devices." (About.com, 2012)

Apple states that it is committed to "…bringing the best personal computing…...

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Bibliography

Apple Inc. Mission Statement Is Not Very Innovative and Barely a Mission At All (2012) Retail Industry. About.com. Retrieved from:   -- Mission-Statement.htmhttp://retailindustry.about.com/od/retailbestpractices/ig/Company-Mission-Statements/Apple-Inc .

Real Life Case Study (2012) www.buybuildsell.com.au, 2012. Retrieved from:  http://buybuildsell.com.au/moodle/pluginfile.php/24/mod_forum/attachment/1/Apple%20Inc%20Case%20Study.pdf 

Mittan, Shane R. (2010) APPLE: A Case Study Analysis Western Michigan University. School of Communication. Kalamazoo, Michigan 49008, 28 Jan, 2010. Retrieved from:  http://homepages.wmich.edu/~gershon/courses/4480/APPLE%20-%20A%20Case%20Study%20Analysis%202010-01-28.pdf

validate the organizational vision, mission, and value system.
The organizational vision of Kudler is to "build and maintain Total Customer Value by providing knowledgeable and friendly staff, better product selection and impeccable image."

Its mission is to "provide high quality foods and wines to our valued customers, backed by superior customer service"

Its value system is: "Management is obligated to obtain the best products for our valued customers. Employees at Kudler's must believe that if they perform exceptionally, they will have a job tomorrow. Kudler's operation thrives on giving back to the community it operates."

Since many of these terms are vague, my first step is to operationalize and conceptualize its terms. For instance, Kudler states that its mission is to "provide high quality foods and wines to our valued customers, backed by superior customer service." My first step would be to define this 'high quality foods and wines what kind of high…...

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References

Breakwell, G.S., Hammond, S., & Fife-Schaw, C. (2000). Research methods in psychology. London: SAGE.

Hill, C.W., & Jones, G.R., (2004). Strategic Management. An Integrated Approach (6th ed.). Boston: Houghton Mifflin Company

Latham, G.P., & Wexley, K.N. (1993). Increasing productivity through performance appraisal. U.S.: Mountain Pub.

Kudler Fine Foods. Wine Retrieved January 6, 2011 from http://kudlerfinefoods.info/our-products/wine/

Analysis of an Organizational Vision Describe the company and its vision statement.
Toyota Motor Corporation, established in 1937, is an automotive company that has grown to become one of the biggest organizations in the world. Toyota designs, manufactures, assembles and retails vehicles in approximately 190 nations and regions across the globe. Toyota Motor Corporation is a multinational corporation with its main center of operations situated in Aichi, Japan. Since its establishment, the corporation had significantly grown and developed to become the largest car manufacturer in the world.
The vision statement of Toyota is:
“Toyota will lead the way to the future of mobility, enriching lives around the world with the safest and most responsible ways of moving people. Through our commitment to quality, constant innovation and respect for the planet, we aim to exceed expectations and be rewarded with a smile. We will meet our challenging goals by engaging the talent and passion of…...

Organizational Behaviour
This report focuses on the study of organizational behaviour in the hotel industry and most especially in the food and beverage department. Focusing on the organization I am attached to, the aspect of groups and group dynamics is widely explored. The paper first introduces with an introduction in which a brief explanation of the discussion is established. Part of the factors addressed in this section includes the aim and scope of the study. Additionally, the methodology of the research, the assumption, the limitations within the organization and the background of the problem are explored within the discussion. The paper then goes ahead to focus on the literature review. Here, definitions of organizational values and individuals values are provided. Also demonstrated is the manner in which organizational and individual values intersect. Further, the relationship between individual values and organizational structure is established. The report goes further to demonstrate how values…...

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References

Bilsky, W & Jenh, K (1998) Organizational Culture and Individual Values: Evidence for a Common Structure, Personal Communication

Black, Richard J. (2003) Organizational Culture: Creating the Influence Needed For Strategic Success, London UK

Dean, KW (2011) Value-Based Leadership. How Our Personal Values Impact the Works Place, the Journal of Value-Based Leadership, Valaparaiso University College of Business Management

Kimbro, M, (2012) Organizational Behaviour in the Hospitality Industry, Retrieved From:  http://voices.yahoo.com/organizational-behavior-hospitality-industry-13137.html

Organizational Change
Recruiting and Retaining Talent

In response to the scenario provided, the scenario represents one of the more extreme examples of organizational change. However, there are three months to prepare for the change which provides for some level of planning and facilitation for the change. This analysis will create a guide for attempting to meet the objectives of employee retention throughout the transition. There will undoubtedly be a great deal of employee resistance to change that manifests as soon as the news of change breaks. The leader will have to have all of the available information prepared including the changes impact on each individual's position, job requirements, and compensation among other factors. The leader will have to have an intimate knowledge of the new organization and its culture. The leader will also need to serve as a source of inspiration and provide a vision for the individuals as well as the…...

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Works Cited

Argote, L., & Ingram, P. (2000). Knowledge Transfer: A Basis for Competitive Advantage in Firms. Organizational Behavior and Human Decision Processes, 150-169.

Bass, B. (1985). Leadership and performance beyond expectations. New York: Free Press.

Bass, B. (1999). Two decasdes in research and development in transformational leadership. European Journal of Work and Organizational Psychology, 9-32.

Everyone A Leader. (2009, August). Organizaitonal Development Models. Retrieved from  http://everyonealeader.blogspot.com/2009/08/organizational-development-models.html

creative) proved initially quite difficult. However, with vision and perspicuity in an extreme situation of her own, this chief executive was able to turn the fortunes of the firm around. Ogilvy's success today shows that the embracing of change, the only expected constant in business, is key to a successful visionary strategy. In one 2001 interview Beers said, on the subject of advertising, "The whole idea of building a brand is to create a relationship between the product and its user," that is unique. She was able to reconstruct just such a relationship between an advertising agency's own clientele and its particular, own new brand as an agency and the Ogilvy creative ethos. Just like the Dove women at the helm of the newly designed campaign, the restructured Ogilvy firm is striking, realistic, yet has a clear message and creative vision. (Starr, 2001)
orks Cited

Bennis, arren. (1994) On Becoming a…...

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Works Cited

Bennis, Warren. (1994) On Becoming a Leader. New York: Perseus Books Group.

Ibarra, Herminia & Nicole Sackley (1995) Charlotte Beers at Ogilvy & Mather Worldwide. Cambridge: Harvard University Press.

Morrell, Margot & Stephanie Capparell, Alexandra Shackleton. (2002) Shackleton's Way. New York: Penguin.

Ogilvy. (2005) Official Website. Retrieved 27 Oct 2005.  http://www.ogilvy.com/

Organizational Behavior
The author of this report has been asked to offer a brief research report relating to behavior in organizations. The proposed question is a two-parter. The first question asks the author whether an individual's behavior truly affects the behavior of others within the organization. The second question asks the author whether the organization itself is the impetus for a person's behavior changing. Just based on personal perception and opinion, the author of this report generally thinks that this is not an "either/or" question. ather, it is more likely a question of what ends up happening in a given instance and that the final answer could be either (or even both) of the concepts listed above. While organizational culture and presence can influence behavior, the individuals of an organization can themselves affect others in their own ways.

Summary

ather than rely on anecdotal evidence and personal arguments, the author of this report…...

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References

Campbell, J.W. (2015). Identification and Performance Management: An Assessment

of Change-Oriented Behavior in Public Organizations. Public Personnel

Management, 44(1), 46-69. doi:10.1177/0091026014549473

Dwivedi, S., Kaushik, S., & Luxmi. (2015). Organizational Citizenship Behaviors and Demographic Variables of Employees in Indian Business Process Outsourcing

And the loss of the employees subsequently translates in the loss of intellectual capital, the decreasing of the ability to serve customers' needs, as well as the generation of additional costs with staff replacement.
But aside from this, the absence of a mission statement also generates lack of vision and credibility among the public, the business partners and other categories of stakeholders, who are unable to envision the company's future.

Still, aside from the shortages, not having a mission statement can also be perceived from a positive angle. This virtually testifies to the fact that the company is flexible, rather than rigid. In the existence of mission statement, the organization is somehow forced to follow the pre-established path. On the other hand however, in the absence of a mission statement, the company is more flexible and can decide to change course, if the initially implemented business model does not generate the…...

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References:

Goleman, D., 2009, Working with emotional intelligence, Bloomsbury

McPhee, A.R., 2000, The importance of mission statements and their function, Johnson and Wales University

Business -- Change Management Project
DopplerShift, Inc. is a full-service professional business consulting firm. Our mission is to provide the necessary assistance for successful business organizations to identify their optimal future strategic vision with clarity of purpose and the functional approach to implement the changes through which major shifts can be accomplished. Our goal is always to enable organizations to make significant changes without disrupting the current success of those organizations.

The client, Dr. Pepper Snapple Group is a licensed subsidiary of the Coca Cola Group that has built a two-century-long reputation for success in conjunction with a historic brand recognized worldwide. According to the organization's most recent Annual eport, Dr. Pepper Snapple Group recorded $202 million in revenue in the first fiscal quarter of 2011, representing a $15 million increase in earnings compared with the same quarter in 2010 (DPSGroup, 2011).

Nevertheless, DopplerShift analyses of the market and wider societal and political…...

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References:

Akin, G., Dunford, R., and Palmer, I. (2006). Managing Organizational Change: A Multiple Perspectives Approach. New York, NY: McGraw Hill.

Daft, R. (2005) Management. Mason, GA: Thomson South Western.

DPSGroup (2011). "Dr. Pepper Snapple Group Reports First Quarter 2011 Results." Retrieved June 26, 2011 from: www.Drpeppersnapple.com

Fisk, P. (2008). Business Genius: A More Inspired Approach to Business Growth. Upper Saddle River, NJ: Capstone.

Organizational Leadership
Characteristics of Transformational Leadership

Transformational leadership is leadership that creates an organizational environment that facilitates change with a high level of commitment, loyalty, productivity, and commitment (Starcevich, 2008). Transformational leaders have many characteristics that participative leaders may not. Transformational leaders are different from participative leaders in that they inspire employees and direct them from a big picture perspective. They share a vision, build a learning environment, support employees, and encourage them to carry out a vision, while fostering self-expression, persistence and interpersonal communication (Starcevich, 2008). Many refer to transformational leaders as having charismatic traits, although they are not charismatic leaders, because they have more qualities than just passion and fervor.

Bass (1990) describes transformational leaders as those that inspire changes in their organizations by "elevating the interests" of their followers by increasing the awareness and acceptance of the purpose and mission of a group, when they encourage others to look beyond…...

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References:

Bass, B.M. (1990 Winter). From Transactional to Transformational Leadership: Learning to Share the Vision. Organizational Dynamics: 19-31.

Bass, B.M. (1999). Two decades of research and development in transformational leadership.

European Journal of Work and Organizational Psychology, 8(1): 9-32.

Starcevich, Matt M. (2008). The Coach: Creating Partnerships For a Competitive Edge, revised edition. The Center for Coaching and Mentoring.

Strategic Plan esearch
In order to develop an effective strategic plan for a given business organization, research into that organization's specific values, mission, and overall vision needs to be conducted, and an awareness of the internal and external operating environments must also be obtained. In other words, a fundamental part of strategic planning is conducting research, and in fact without this underlying research strategy is ultimately useless. Knowing the company as well as the industry, community, and network of trade in which the company operates is essential to developing a specific, workable strategy that will take advantage of opportunities presented in these areas and minimize the company's exposure to associated risks. Certain areas of the research methodologies necessary in strategic planning are outlined below, as a general guide for more company-specific inquiries into strategy.

Any strategic plan must uphold an organization's culture, and as such even the research phase of strategic planning…...

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References

Hoovers. (2012). Accessed 11 March 2012. www.hoovers.com

Yahoo Finance. (2012). Accessed 11 March 2012. finance.yahoo.com.

Stakeholder Engagement and oles in Strategic Planning
People with an interest in a business are referred to as stakeholders. In essence, it can refer to an individual who can contribute to the success and growth of a company and benefits from the success. The diversity of stakeholders in a business shows they play various roles. Further still, their levels of involvement vary from full-time to those who are barely involved. For instance, a company's CEO seeks to utilize skills, knowledge and experience of each of the stakeholder group to further the long-term organizational goals.

Many stakeholders have the desire to participate in a collaboration process but lack the necessary capacity. Therefore, it is important for communication and negotiation on political or technical levels be taken care of by considering the engagement of stakeholders. Having the broad collaboration processes is a requirement for many conservation settings that are precluded. It is worth noting…...

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Reference List

Bryson, J. M. (2011). Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement (4th Ed.). San Francisco, CA: Jossey-Bass.

Ugboro, I. O., Obeng, K., & Spann, O. (2011). Strategic Planning as an Effective Tool for Strategic Management in Public Sector Organizations: Evidence from Public Transit Organizations. Administration & Society, 43(1), 87-123

Organizational culture theory and the role and impact of both formal and informal groups on the functioning of modern day organizations.
Organizational culture is the way organizations conducts its business transactions. It also refers to the different perspectives that a company sees things. An organization builds its own organizational culture through structure, history and the traditions of the company (Shafritz 2005). Theories of organizational culture suggest that culture gives an organization a sense of identity and defines what the company stands for. It also tells us what the company is. Culture also gives details to the principles of the company. Organizational culture in broader terms is the collective behavior of humans and the meaning of the actions that people do.

It involves the vision, norms, systems, beliefs and the organization values. Organizational culture contains values accepted by the employees of an organization. There are four main categories of organizational culture. Dominance and…...

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Men and women perform different tasks in the society. There are tasks that women cannot do whereas the men are competent. Other tasks are hard for men to perform while the same tasks are easy for the women. The changing world enables women to work in the fields that many people regarded as belonging to the men. Women are now working in construction companies as a form of employment. The tasks affect positively in a bureaucratic performance since women incorporate their skills with that of men to work towards the achievement of an organization's goal. Strong and good working relationships between the employees in a bureau are beneficial (Gormley 2008). The strong relationships ensure that there is competence and effectiveness in performance of the employees.

Political support is crucial for any bureaucracy to thrive. Political stability and support are the main determinant factor that will enable a bureaucracy to thrive in its activities. Political support enables the bureaucracy to work without any hurdles. This ensures that the bureaucracy works with ease. Political support enables the bureaucracy to receive help and assistance from politicians (Gormley 2008). Political interference is the main factor that leads to the collapse of bureaucracy. Negative working relations between a bureau and politicians are a negative factor that will make the bureau not to function accordingly.

Good leadership helps bureaus to work effectively. Good leadership ensures that there are no corruption cases in many bureaus (Gormley 2008). Bad leadership results in the misappropriation of funds and corruption in the bureaus. Good leadership is a motivator to the junior staffs who look up to the leaders and follow the examples set up by the leaders. This enables the employees in the bureau to perform excellently in all sectors. Good governance and leadership by the officials enable the organization to get funding from the government that helps it in carrying outs its tasks.

Yes, here are some essay topics that present opposing viewpoints on the relationship between transformational and transactional leadership styles and job satisfaction:

1. "Transformational leadership is more effective in enhancing job satisfaction than transactional leadership." Discuss this statement, providing evidence and examples to support your argument.

2. "Transactional leadership is a more reliable and consistent approach to improving job satisfaction compared to transformational leadership." Evaluate this claim, analyzing the strengths and weaknesses of both leadership styles in relation to job satisfaction.

3. "The effectiveness of leadership styles in enhancing job satisfaction depends on the specific context and industry." Argue for or against this....