Abstract
This paper explores the dimensions of Ideology, Purpose, Core values and Leadership in the context of creating a clear and compelling vision of an organization. It also explains how these factors influence the vision of an organization. It is argued that ideology defines the character of an organization. It inspires controls and guides the vision of an organization. The source of sound ideology is ethical Monotheism. Purpose is ideology driven and provides the basis for creation of vision. Working and practicing on core values in the organizational setting is of profound importance for creating and clarifying the vision. Leadership takes its power and moral authority from ideology, purpose and core values and influences the direction, spirit and discipline of an organization. Leadership transcends and transforms the vision of an organization through common understandings. It is suggested that for organizations to be effective and efficient, leadership must hire those people whose personal visions, purpose and values are aligned with organizational ones. Such employees will remain committed and loyal while such organizations are likely to be financially, socially and morally sustainable. A thematic analysis is used to identify the themes and their relationship with in these factors and with vision of an organization. A set of propositions are suggested to testify and validate these findings through research in future.
Highlights
Buildings get destroyed; procedures and systems become obsolete and are replaced
This paper explores the dimensions of Ideology, Purpose, Core values and Leadership in the context of creating a clear and compelling vision of an organization
Vision is the understanding of the system and the environment that an organization aspires to create in the future
Summary
Buildings get destroyed; procedures and systems become obsolete and are replaced. Principles are prescriptive, universal, overriding and they provide truth on which to base attitudes and actions. They compel for doing one thing rather than another and they cannot be abandoned because of competing analysis. Organizations are people not buildings and the development of organizations means the development of the people who run the organizations. People are developed if they clearly understand their reason of being of an organization –the shared vision, purpose, the organizational belief system and organizational, cultural, and ethical values. It is very important to find the reasons why an organization should exists at the first place; for what vision and destiny it should inspire its people to strive for; and what ultimate objective it wants to achieve. One of the critical areas of concern is, to explore the concept of vision, the factors that influence the vision, and the relationships of those factors in creating clear and compelling vision of an organization
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