Organizational Mission Statements Research Articles

Organizational mission statement components: a comparative study between Indian and Singaporean mission statements in the healthcare sector via Python analysis

PurposeThis paper aims to compare the mission statements of Indian and Singaporean firms in the healthcare sector, and define the main components of Indian and Singaporean mission statements.Design/methodology/approachThe study was based on a network analytic approach and content analysis. The research was performed on 200 companies (100 Indian companies and 100 Singaporean companies). For each company, we searched for a mission statement published in the company website. Nonnegative Matrix Factorization (NMF) in Python programming language was utilized to obtain the differences in the components of mission statements between Indian and Singaporean firms.FindingsThe study results indicate a similarity and variation between Indian and Singaporean mission statements. Both countries are more concerned about patients, service, community, quality, and healthcare in their mission statements, but Indian mission statements emphasize quality, affordable price, and technology more than Singaporean firms. In contrast, Singaporean mission statements tend to highlight innovation and company value. This research will assist strategic managers in identifying the mission statement components and choosing the right strategy for the organization.Originality/valueThis study contributes to the literature and ethos theory by identifying and distinguishing the paramount differences between the Indian and Singaporean mission statement components in the healthcare sector.

The Case to Discard Hospital Mission Statements and Replace It with A Statement of Goals

Background: Hospitals and healthcare institutions spend a considerable amount of time and capital on constructing an appropriate mission statement for themselves. Methods: A review of the purpose of mission statements and the statements made by different healthcare organizations was undertaken. For institutions in the USA, their mission statements were examined in the context of their national ratings. Results: The mission statements of healthcare organizations are often too abstract, using similar phraseology about caring for patients. Concern for the community that the hospital serves is stated by both a hospital listed as one of the best US hospitals and an institution that was considered to be in the lowest tier in the same country. Similarly, the recognition of ‘research’ or ‘innovation and discovery’ was stated by respectively both a top institution in the USA and one in the bottom tier. Conclusions: Healthcare institutions should replace their mission statements with clear and attainable statements of concrete goals, and indicate how successful the institution is at attaining those goals and improving the experience of its patients and staff.

Effects of socialization mechanisms on managers’ desire to have a significant impact through work: evidence from the banking sector

Purpose This study aims to analyze the effects of socialization mechanisms (belief system and peer mentoring) on managers’ job engagement and their desire to have a significant impact through work, that is, the desire to substantially improve or facilitate the lives of others by performing their work. The study also examines the moderating role of organizational identification. Design/methodology/approach A survey was conducted with middle and lower-level managers at one of the largest banks in Brazil, the BankCo. The authors obtained a sample of 201 respondents and tested the research hypotheses with structural equation modeling. The authors also performed a complementary data analysis with fuzzy-set qualitative comparative analysis. Findings The results suggest that belief systems and peer mentoring directly promote job engagement and indirectly promote desire to have a significant impact to a better world through work (through full mediation of job engagement). The effects of job engagement on desire to have a significant impact through work are even greater when managers have high organizational identification. Finally, several causal combinations are sufficient for high levels of desire to have a significant impact through work. Social implications Beyond studies that examine how organizational mechanisms influence employee outcomes (e.g. performance), this study explores how socialization mechanisms can promote desire to have a significant impact through work. Thus, the authors demonstrate how organizational core values, mission statement and peer mentoring collaborate for managers to develop altruistic behavior, that is, directly related to other human values, such as empathy and ethics, being able to contribute to a world better. Originality/value This study developed and empirically tested a model that connects socialization mechanisms, job engagement, organizational identification and managers’ desire to have a significant impact through their work. Therefore, the paper provides insights into the relevance of socialization mechanisms for orchestrating managers’ proactive and altruistic behaviors.

Implementation of an Enculturation Toolkit for New Nurses During Unit Onboarding.

This quality improvement project targeted an enculturation gap among new nurses by assembling and piloting an Enculturation Toolkit. Enculturation of new nurses contributes to engagement, performance, sense of belonging, and retention. During the COVID-19 pandemic, orientation was shortened, virtual, and asynchronous, creating a gap in enculturation. New nurses and their preceptors were surveyed at baseline, 2 to 3 months, and 4 to 5 months to measure engagement and enculturation using the Meaning and Joy in Work Questionnaire (MJWQ) and questions about the history and values of the organization. Initial MJWQ responses were high and sustained throughout the study period. Participants demonstrated increased knowledge of the organization's mission statement and logo. New nurses rated the toolkit activities favorably, with an average score of 4.6 out of 5. An Enculturation Toolkit was effective in improving knowledge about the organization and sustaining engagement and belonging.

Singing Social Change: An Investigation of Two U.S. Children's Choruses

Abstract The purpose of this study was to consider how, if at all, social change was enacted on an everyday level in two U.S. children's choruses through their artistic and educational work. We employed a collective case study alongside grounded theory analytical techniques to examine individual and collective actions as well as social processes related to social change. We interviewed key personnel, observed rehearsals and performances, and reviewed material culture including organization mission statements, publicly available concert programs, website information, and planning documents provided by participants. Findings suggest that social change was understood as a series of everyday occurrences linked to relationships and community. We provide a preliminary conceptual framework for everyday social change, suggesting that such a framework may exemplify how youth arts organizations pursue social change in their social and educational work. This framework has two main tenets: (a) a focus on reflexive practice and pedagogy and (b) a commitment to localized movements and actions.

Digital transformation of organizations and their organizational cultures. A case study in a national defense industry

Digital transformation has become vital for organizations in order for them to differentiate from competitors providing a competitive advantage in the fast-changing environment they operate. Digital transformation is considered as a radical transformation affecting organization’s products, services, people and processes while improving performance. It is a risky and tremendous challenge for most organizations. Based on a dissertation with the current paper an approach on digital transformation, in a national defense company is attempted. Products and services provided are characterized through high quality standards and a strong culture. Those characteristics are considered a fruitable ground for providing a framework to transform an organization into a digital one. Taking into consideration the above, literature research on digital transformation of organizations and their benefits are provided. The digitalization process is analyzed in order to show the building blocks of transforming the organization into a digital one. However, in order to start such a process, the organization has to have an adaptive high performance organization culture. This is considered as the base to start the digitalization process. In order for the organization to have such a culture, current situation has to be assessed and certain actions to be taken. An assessment of above-mentioned company is presented and actions proposed. It is obvious that organizational digital transformation is inextricably linked with an organizational culture change. The benefits and barriers from such a transformation are shown and finally proposals presented regarding a digital strategy implementation as well as a vision and mission statement for the company.
 EL Classifications: M14.
 Key words: Digital transformation, digitalization process, digital strategy, organizational culture change, vision and mission statement

Expanding current definitions of environmental stewardship through organizational mission statement analysis.

In recent years, environmental stewardship has been emphasized as one solution to social-ecological sustainability concerns, especially at the local scale. The Stewardship Mapping and Assessment Project (STEW-MAP) is a national research program developed by the USDA Forest Service that has been implemented at numerous locations in the United States and internationally. This study compared the mission statements of environmental stewardship groups in the Los Angeles River Watershed to previously proposed definitions and frameworks of organizational environmental stewardship to see how well they were reflected. A thematic analysis of the mission statements was also carried out to identify locally important themes and priorities. Results show that, although often consistent, the mission statements do not always reflect existing concepts around environmental stewardship. Additionally, environmental stewardship is not always explicit in the mission statements of organizations that are known to conduct these activities. We suggest that non-traditional groups that engage in stewardship work (i.e., research institutions) as well as groups focused on social issues are overlooked actors in sustainable city goals. A more comprehensive definition of environmental stewardship may be needed to bridge the gap between research and practice.

Characteristics of Large Environmental Nonprofits That Identify Climate Change and Social Justice as Focal Concerns

This article examines the uptake of social justice and climate change as focal issues among the largest U.S. environmental nonprofits. We use 2016 Internal Revenue Service (IRS) filings to identify 5,413 large environmental nonprofits of which 8% attend to issues of climate and 10% to issues of social justice. Larger organizations are more likely to attend to issues of climate change and social justice, as are groups founded more recently. Latent Dirichlet allocation (LDA) topic modeling of organizational mission statements and descriptions of major activities is used to assign groups to six distinct issue categories. Results highlight the divide between wildlife groups that are decidedly unlikely to attend to issues of either climate or justice, and the rest of the national environmental movement. Energy and natural resource groups, while strongly vested in climate issues, rarely attend to social justice. These findings have clear implications for climate and justice advocates seeking change in the environmental advocacy sector.

E-Learning for Continuing Professional Development of University Librarians: A Systematic Review

Evidence from well-established theories of various disciplines manifests that, in the current technology-led world, continued professional development (CPD) of information professionals plays a paramount role in the uplift of institutions. CPD of university library professionals via e-learning programs leads to the implementation of user-centric-services through the initiation of emerging technological tools and the latest methods of service-delivery. The focus of this study is to shed light on the factors influencing e-learning for CPD of working librarians, challenges being encountered for e-learning adoption, and to propose the best practices for designing an efficient e-learning portfolio. For meeting the focused study-objectives, the authors applied PRISMA guidelines and procedures. An extensive search was conducted utilizing the world’s 16 leading e-databases and digital tools containing the most relevant core studies. Consequently, 30 impact factor research papers published in renowned databases were included through the identification, screening, eligibility, and inclusion process. Findings revealed that different factors—including organizational survival, continuous changes, adoption of emerging technologies, and professional growth—encouraged e-learning for CPD of information professionals. The study results showed that four main challenges—technical difficulties, lack of funds, reliance upon conventional models, and overwhelming work-load—were encountered for e-learning adoption. The authors proposed a framework for the development of an effective and efficient e-learning portfolio for building professional expertise among university librarians to support the organizational vision and mission statement. The recommended framework is based upon emergent categories and sub-categories extracted via thematic analysis of the existing empirical studies. This study has theoretical insights for the researchers through valuable addition in the body of literature and practical considerations for policy implementers to construct sustainable policies for devising e-learning programs to develop professional expertise in the university library workforce for attainment of value-added outcomes.

Influence of Mission and Vision on Financial Sustainability of NGOs in Kenya

Purpose: The organization's vision and mission are the first step of any strategic planning process. They are used as a context for development and evaluation of planned and emergent strategies. Vision statements have been tremendously accepted as a crucial part of the strategic management process for organizations of all types for profit, a multinational or a small and medium scale enterprise. The purpose of this study is to evaluate the influence of mission and vision of financial sustainability of NGOs in Kenya.
 Methodology: A desktop literature review was used for this purpose. Relevant seminal references and journal articles for the study were identified using Google Scholar. The inclusion criteria entailed papers that were not over 10 years old.
 Findings: Mission statements are good in capturing corporate level strategy in terms of scope, boundaries and value creation. They are a broad overarching statements around which other strategic principles like vision, strategic capabilities, strategic intent, objectives and goals, core values, standards of behavior as well as business models evolve. A good vision facilitates growth in an organization will make sense to the organization’s citizens and expand their minds in terms of possibilities while at the same time remaining feasible. An effective organizational vision and mission statement translates directly into an organization’s success which can be measured by continued competitive advantage, improved sales, solid leadership, greater employee commitment, increased shareholder value.
 Unique Contribution to Theory, Policy and Practices: The study recommended that NGOs should implement mission and vision as planning strategies. This is because vision and mission significantly influence organizational performance. Moreover, NGOs’ strategic leadership should ensure that the vision and mission of the organization are effectively communicated and adapted by all employees.

A review on strategic models of sports in India to become successful in International tournaments

It's no secret that the Olympics are very popular, as shown by the fact that 206 countries took part in the 2016 Rio Olympics. Except for cricket, India's performance in international sports events, including the Olympics, has remained low despite the country being one of them. Cricket, in fact, is India's most popular sport and one of the most successful national teams in the world. Sport is undergoing fast transformation both as a discipline and as a business. As a result, strategic management is becoming more important in adapting to these changes. A sports team's success is as much a function of sound strategic choices as it is of the players' individual abilities. It's up to you to handle the supply chain properly and choose reputable suppliers. It's also based on who you hire for administrative and support positions. The functions of sales and marketing must be able to traverse new marketing channels while maintaining appropriate branding. Strategy formulation, strategy execution, and strategy assessment are all parts of strategic management. It begins with the development of strong vision and mission statements. An organization's mission statement and core principles should be included in this document.

Leveraging the organizational mission statement to communicate identity, distinctiveness and purpose to primary and secondary stakeholders during COVID-19

PurposeThis study examines comprehensiveness and responsiveness of mission statements for the top 100 retailers on the 2020 National Retailers Federation list in order to (1) evaluate how effectively they communicate organizational identity, values and purpose, (2) underscore a distinctive commitment to stakeholders and (3) what extent these efforts are reflected in revised mission statements or addenda to meet global pandemic challenges.Design/methodology/approachThe study employs a 4-question metric to measure comprehensiveness and a two-pronged qualitative method of analysis consisting of keyword searches followed by content analysis.FindingsRetailer statements are considerably comprehensive in describing purpose and audience yet very few articulate stakeholder value, differentiate themselves as distinctive or substantively reaffirm their core mission and values. Retailers seem more invested in strategic communication around diversity, equity and inclusion, based on web content in their consumer, job seeker and investor touchpoints.Research limitations/implicationsCoding and interpreting language through content analysis methods may introduce some level of subjectivity, particularly when dealing with unstructured data. Implications for how organizations acclimated in order to survive and thrive, while maintaining focus on stakeholders and strategy. Examining organizational mission statements and their contexts yields perspective into how organizations define themselves and what they do during times of crisis.Originality/valueThis study provides insights into the content, structure and functions of the statements against a specific comprehensiveness metric and reveals patterns about the texts and their contexts during a pandemic and strong cultural and societal movements.

Supporting "Bleeders" and "Billers": How Safety-Net Administrators Mitigate Provider Burnout During the COVID-19 Pandemic and Beyond.

Organizational factors impacting burnout have been underexplored among providers in low-income, minority-serving, safety-net settings. Our team interviewed 14 health care administrators, serving as key decision makers in Federally Qualified Health Center primary care clinics. Using a semistructured interview guide, we explored burnout mitigation strategies and elements of organizational culture and practice. Transcribed interviews were coded and analyzed using the Braun and Clark (2006) Thematic Analysis method. Mission-Driven Ethos to Mitigate Provider Burnout emerged as the primary theme with 2 categories: (1) Promoting the Mission: "Bleeders" and (2) Competing Priorities: "Billers." These categories represent various properties and reflect administrators' use of organizational mission statement as a driver of staff recruitment, training, retention, and stratification. Data collection occurred before and during the COVID-19 global pandemic, as such additional themes associated with administrative behaviors during a prolonged, clinical crisis provide insight into possible strategies that may mitigate burnout in this setting.

Familiarity with Mission and Vision: Impact on Organizational Commitment and Job Satisfaction

Abstract Background: The relationship between organizational mission and vision statements, organizational commitment, and job satisfaction has been discussed vastly in previous research, both in the domain of public sector organizations and in profit organizations. Objectives: The goal is to investigate if there are differences in organizational commitment and job satisfaction between employees who are familiar with the mission and vision of their organization, compared to those who are not familiar with them. Methods/Approach: A survey research has been conducted on a sample of 114 employees in private and public sector organizations in the Republic of Croatia. Data were analysed using a t-test to determine the differences between two groups of respondents, i.e. those who are familiar with the visions and mission of their organisation, and those who are not. Results: There are differences in job satisfaction levels between employees who are familiar with the mission and vision of the organization in which they are employed and those who are not. Furthermore, differences are particularly evident in the group of public sector employees. Conclusions: The presence of awareness of the organizational mission and vision among employees has a positive effect on their job satisfaction. This is possibly an indicator of the organization’s culture, which fosters positive values embedded in the organizational vision and mission.

Analysis of the level of disclosure of the mission statements of large Brazilian companies,

ABSTRACT The aim of this study was to verify the level of disclosure of the survival, growth, and profitability (SGP) construct in the mission statements of Brazilian companies and in the collective discourse of different economic sectors, classified according to the “Biggest & Best” Annual published by Exame Magazine. The research seeks to fill the gap in the field by studying the disclosure of the SGP construct in the mission statements of large Brazilian companies. Considering the mission statement as the genesis of strategic planning, an analysis of the disclosure of the SGP construct allows for a discussion of the relevance of the contribution of the mission statement to the elaboration, implementation, and monitoring of that planning. The benefit of a mission statement aligned with the strategic planning lies in adequate communication to the stakeholders regarding the long-term SGP goals, based on the assumption that comprehensive and objective communication minimizes the risks of failures during the management process. Collective subject discourse (CSD) was used to develop a qualification metric of the constitutive elements of the organizational mission statements, enabling it to be identified whether the Brazilian companies, grouped into different economic sectors, are smoothing, concealing, or omitting the construct formed by the SGP components in their mission statements. This study investigates the presence or not of the SGP components in the collective discourse of mission statements of 220 large Brazilian companies. Most of the companies analyzed in the sample do not include SGP in their mission statements and those that do discuss it with discursive vagueness, lacking clarity in their disclosure of the components. For the academia, this finding contributes to understanding the constituent components of the mission statements of large Brazilian companies. For organizations, the findings indicate the need to reflect on the content to be used in the formulation of their mission statements.

A systems approach to enable effective team science from the internal research program of the National Center for Advancing Translational Sciences.

The internal research program of the National Center for Advancing Translational Sciences (NCATS) at the National Institutes of Health aims to fundamentally transform the preclinical translational research process to get more treatments to more people more quickly. The program develops and implements innovative scientific and operational approaches that accelerate and enhance translation across many diverse projects. Cross-disciplinary team science is a defining feature of our organization, with scientists at all levels engaged in multiple research teams. Here, we share our systems approach to nurturing cross-disciplinary team science, which leverages organizational policies, structures, and processes. Policies including the organizational mission statement, principles for ethical conduct of research, performance review criteria, and training program objectives and approaches reinforce the value of team science to achieve the program's scientific goals. Structures including an organizational structure designed around solving translational problems, co-location of employees in a single state-of-the-art scientific facility, and shared-use laboratories, expertise and instrumentation facilitate collaboration. Processes including fluid team assembly, specialized project management, cross-agency partnerships, and decision making based on clear screening criteria and milestones enable effective team assembly and functioning. We share evidence of the impact of these approaches on the science and commercialization of findings and discuss pathways to broad adoption of similar approaches.

Why do participants in voluntary organizations leave? Exploring the relationship between value congruence and length of stay

AbstractRecognizing the importance of values and the specific characteristics of participants and situations in voluntary organizations, we examine how value congruence—the fit or compatibility of values between participants and the organization, or among participants—interacts with personal and situational factors to predict participants' length of stay in their organizations. Introducing the case of a voluntary organization that offers shared housing, we measure value congruence through textual similarity in the self‐introduction documents of 49 participants and the organization's mission statement. This approach differs from the self‐reported measures based on participants' perceptions or recalled interactions used in previous studies. In line with expectation‐disconfirmation theory, participants with the strongest beliefs in organizational values had shorter lengths of stay. The amount of intraorganizational communication also moderated the relationship between value congruence and length of stay. This study provides theoretical and methodological implications for nonprofit management by considering personal and situational factors and evaluating value congruence by textual similarity.

Donating to the ‘right’ cause: Compatibility of personal values and mission statements of philanthropic organizations fosters prosocial behavior

According to the Schwartz value model, personal values relate to each other in a circumplex way, such that adjunctive values are compatible, while opposing values are conflicting. Thus, relations of values to other constructs should reveal a sinusoidal pattern. We examined how the complete value system relates to preferences for specific philanthropic foundations reflected in willingness to donate to philanthropic organizations that differed in value characteristics in their mission statements. Findings revealed a sinusoidal pattern in the relations of values to the amount donated to philanthropic organizations, indicating that values seem to foster donations to philanthropic organizations which promote compatible values. We conclude that prosocial behavior is not exclusively driven by prosocial values; rather, values like stimulation and achievement can be relevant as well and influence prosocial behavior (i.e., donating) if they are compatible with the values reflected in philanthropic organizations' mission statements.

Developing an Organizational Mission Statement in Youth Sport: Utilizing Mad Libs as a Novel, Shared Leadership Approach

Sport organizations often utilize mission statements as “road maps” to guide the design and delivery of sport to youth. In the present work, we utilized a novel technique and sought out the perspectives of multiple stakeholders to craft a mission statement for an elite youth volleyball club on the east coast of the United States. Prior to the competitive season, a subset of club administrators (n = 3) head coaches (n = 6), parents (n = 10), and athletes (n = 11) participated in Mad Libs, a phrasal word game in which individuals are asked to fill in missing words in a prescribed, written story template. Key mission-relevant words were left blank, and beneath each blank was a prompt such as “noun (what the club should provide)”, “verb (what the club should do)”, or “adjective (kind of partnerships the club should build).” Participants completed stories individually, and responses were synthesized using content analysis. We then crafted a three-sentence mission statement and shared it with club stakeholders at a preseason meeting. The mission statement was adopted by the club and guides the direction of the club and its members. Importantly, our work highlights a novel technique, informed by a range of stakeholder perceptions and experiences, that can be used to craft an organizational mission statement in elite youth sport.

Smart cities: Who cares?

The growing critical research agenda on smart cities and open data programs has largely overlooked the body-subjects that enable its (re)production. The “ideal” subject of the smart city is prefigured as tech-savvy, independent, and uber-modern, able to produce digital data and analyze it to hold city government “accountable.” In this subject production, however, we argue that smart cities continue to rely on forms of reproductive labor that are invisibilized in current research and public discourse: We focus here on unpaid domestic labor, low-paid caring and reproductive labor, and volunteer work. We introduce the term “digital care worker” to capture a new category of reproductive worker in the smart city—voluntary and low-paid data producers and analyzers such as those who undertake “hackathons,” usually expected to do so out of love for their cities and communities. Drawing on geographies of care and Eve Sedgwick’s notion of the “closet.” we argue that the invisibility of digital caring laborers exists in dialectic relation to the spectacularization of particular body-subjects charged with caring for the smart city. Drawing on a discourse analysis of promotional materials and mission statements of key open data advocacy organizations, we propose the idea of “marginalized coder incubators,” who deploy assimilationist rhetoric to spectacularize the voluntary labor of women, people of color, and LGBTQ communities that is ultimately performed for the benefit of elites in the neoliberalizing city.