1.1. What is a vision statement?

The vision statement for The Linda Dor Building a Culture of Customer Satisfaction is its strategic plan for the future – it defines what and where The Linda Dor Building a Culture of Customer Satisfaction Company wants to be in the future. The vision statement for The Linda Dor Building a Culture of Customer Satisfaction is a document identifying the goals of The Linda Dor Building a Culture of Customer Satisfaction to facilitate its strategic, managerial, as well as general decision making processes.

1.2. Components of the vision statement

1.2.1. Concise

The vision statement of The Linda Dor Building a Culture of Customer Satisfaction is brief and to the point. This means that the company has not used long dialects and dialogues to delivers its opinion ad stance to the public and relevant stakeholders. The vision statement should be brief and comprehensive – it should communicate the essence of the business, and its future plans to help the stakeholders understand its business philosophy and business strategy.

1.2.2. Encompassing description

The vision statement of The Linda Dor Building a Culture of Customer Satisfaction should be brief but should be holistic in nature. This means that the visions statement should be complete in its description and information of what the company desires, and how it plans to achieve its long term goals strategically. The vision statement should be a comprehensive statement identifying the company’s core strengths, which would enable it to achieve its futuristic goals.

1.3. How to develop a vision statement

The company should identify the following t be able to guide its business decisions towards future success and progress to be able to develop a successful vision statement:

1.3.1. Look at the organizational history

• When did The Linda Dor Building a Culture of Customer Satisfaction start the business?
• How many employees did the company have during the beginning?
• The significant milestones that The Linda Dor Building a Culture of Customer Satisfaction has achieved since being started, and when were these milestones achieved?
• Include all positive and negative milestones that The Linda Dor Building a Culture of Customer Satisfaction has faced, and how it overcame them?
• What does The Linda Dor Building a Culture of Customer Satisfaction enjoy the most about its business and why?

These questions will help the management and key decision makers at The Linda Dor Building a Culture of Customer Satisfaction to critically assess the history and the various decisions that were made for The Linda Dor Building a Culture of Customer Satisfaction and the business. These will be critically reviewed for the positive o the negative consequences they brought, and how that influenced the general business direction or The Linda Dor Building a Culture of Customer Satisfaction to have it stand in its present position.

1.3.2. Look at the present

• What is the business landscape for The Linda Dor Building a Culture of Customer Satisfaction currently?
• How many employees does the business have currently?
• What is the unique value proposition offered by The Linda Dor Building a Culture of Customer Satisfaction
• What are the strengths, weaknesses, opportunities and threats being faced by The Linda Dor Building a Culture of Customer Satisfaction in the present?
• What is the financial strength of the company in the present?

These questions will help strategic managers and decision-makers identify the need of the business to progress, as well as identify the resources needed for advancement. In addition, these questions will also help The Linda Dor Building a Culture of Customer Satisfaction in deciding the future direction it wants to take on, and how to achieve and realize that direction. Lastly, assessment of present standing for The Linda Dor Building a Culture of Customer Satisfaction will help the business identify how it can improve the business with potential changes.

1.3.3. Look at the future of the organization

• What are the long term goals for The Linda Dor Building a Culture of Customer Satisfaction?
• What are the short term goals for The Linda Dor Building a Culture of Customer Satisfaction?
• How can the company improve its offerings?
• Which processes and ideas can be implemented to help the business gain higher effectivity and efficiency?
• What is the potential for growth for The Linda Dor Building a Culture of Customer Satisfaction?
• What are the secondary goals of the business?

These questions will allow managers and decision makers for The Linda Dor Building a Culture of Customer Satisfaction to clearly think about where they want the business to be in the future, and how this future and its goals can be achieved and realized.

1.3.4. Identify loopholes

The process of critically assessing the past, present and future of The Linda Dor Building a Culture of Customer Satisfaction is important for vision building because:

• It allows identification of gaps and loopholes between the present an the future
• It directs The Linda Dor Building a Culture of Customer Satisfaction towards filling those loopholes through correct resource allocation
• It helps idea generation for enhancing business performance
• It allows strategic decision making for fueling business growth

1.4. How to implement a vision statement

1.4.1. Gathering for a meeting and idea generation

• The Linda Dor Building a Culture of Customer Satisfaction should gather all employees from different managerial levels in groups
• These groups should work towards generating ideas based on what the organization stands for, and what it offers
• The idea generation should be based on the employee's perception
• The ideas should also involve where the progression of the company should be focused on
• In addition, the employees should also focus their ideas on foreseeing a potential future for The Linda Dor Building a Culture of Customer Satisfaction

1.4.2. Grouping similar ideas and developing drafts

• Similar ideas should be grouped
• Senior level employees should develop and compare descriptions for grouped ideas
• The grouped ideas should be categorized according to themes
• The thematic groupings should be prioritized with the organizational offerings and values
• Draft vision statements should be created based on high priority groups of ideas and descriptions

1.4.3. Evaluating the vision statement

• Visions statements should be evaluated on their criteria of matching with the organizational offering and potential
• The vision stamen should also reflect the work environment and business potential of The Linda Dor Building a Culture of Customer Satisfaction
• The vision statement should be in line with the values of The Linda Dor Building a Culture of Customer Satisfaction

1.4.4. Communication of vision statement

• The visions statement should be communicated to all relevant stakeholders of The Linda Dor Building a Culture of Customer Satisfaction
• The visions statement should be incorporated in the annual statement
• The visions statement for The Linda Dor Building a Culture of Customer Satisfaction should also be updated, and transparently be drafted within the organization
• The visions statement should be sued to guide the drafting of the mission statement

2. The mission statement of The Linda Dor Building a Culture of Customer Satisfaction

2.1. What is a mission statement?

The mission statement for The Linda Dor Building a Culture of Customer Satisfaction is a public document that details the values and strategic aims of The Linda Dor Building a Culture of Customer Satisfaction. The mission statement of The Linda Dor Building a Culture of Customer Satisfaction also identifies the purpose of the organization existence, highlighting the services and the products it offers. Further, the mission statement also identifies the organization’s operational goals for The Linda Dor Building a Culture of Customer Satisfaction, the processes the company uses to achieve those, the target customer groups, and the region where the company operates.

2.2. Components of a mission statement

2.2.1. Customer satisfaction

The mission statement of The Linda Dor Building a Culture of Customer Satisfaction focuses on addressing issues of customer satisfaction. The mission statement of The Linda Dor Building a Culture of Customer Satisfaction has identified its target customer groups, and also identified their needs and demands. The mission statement reflects on how its products and services work towards increasing customer satisfaction for its target customers.

2.2.2. Based on core competencies

The mission statement of The Linda Dor Building a Culture of Customer Satisfaction is based on its integral strengths and competencies. This is important for The Linda Dor Building a Culture of Customer Satisfaction as the mission statement will highlight the different systems and processes as well as strategic tactics that the company uses to achieve its organizational and strategic goals. The achievement of the goals will depend on how well The Linda Dor Building a Culture of Customer Satisfaction makes use of its core competencies.

2.2.3. Realistic and clear

The mission statement for The Linda Dor Building a Culture of Customer Satisfaction is also realistic and clear. This means that The Linda Dor Building a Culture of Customer Satisfaction has used simple, string, and easily understood words and phrases in the drafting of its mission statement. Clarity is important so that the mission statement is understood by all relevant stakeholders of The Linda Dor Building a Culture of Customer Satisfaction Company. The Linda Dor Building a Culture of Customer Satisfaction’s mission statement is also realistic, which makes it able to achieve various set goals and targets.

2.2.4. Motivational and inspirational

The mission statement of The Linda Dor Building a Culture of Customer Satisfaction is motivational in that it works towards inspiring the employees and the workforce towards giving their optimal best performance towards the goal achievement of The Linda Dor Building a Culture of Customer Satisfaction. The mission statement of The Linda Dor Building a Culture of Customer Satisfaction is also inspirational in that it develops the need for growth and progress in individuals – for the betterment of not only the company but also for their own selves.

2.2.5. Specific and sharp

The mission statement of The Linda Dor Building a Culture of Customer Satisfaction is precise and to the point. It is easy to understand and delivers what the audience must know about The Linda Dor Building a Culture of Customer Satisfaction’s offerings and operations. It is important to keep the missions statement short, sharp and precise to be able to successfully communicate the company’s standing to stakeholders, instead of dragging it on into long pages with repetition and non-important aspects.

2.2.6. Reflects the company’s offerings

The mission statement of a company should be based on what the company has to offer in terms of products and services. This means that the mission statement for The Linda Dor Building a Culture of Customer Satisfaction highlights its offerings, but ensures that this offering is in line with the values that the company stands for. The mission statement for The Linda Dor Building a Culture of Customer Satisfaction, therefore, identifies the ethical grounds through which the company systematically works to deliver its offering.

2.3. How to develop a mission statement

It is important to follow the following steps and answer the following questions to be able to develop successful mission statements:

2.3.1. What does The Linda Dor Building a Culture of Customer Satisfaction do?

• Define the purpose of The Linda Dor Building a Culture of Customer Satisfaction
• Define its brief history
• Define the need for existence for The Linda Dor Building a Culture of Customer Satisfaction

2.3.2. How does The Linda Dor Building a Culture of Customer Satisfaction manage to achieve its promised offering?

• Explain the systems and operations employed at The Linda Dor Building a Culture of Customer Satisfaction
• Identify relevant ethical policies in place at The Linda Dor Building a Culture of Customer Satisfaction
• Highlight the use of transparency at The Linda Dor Building a Culture of Customer Satisfaction in all matters
• Define the processes that The Linda Dor Building a Culture of Customer Satisfaction uses to deliver its promised offering to target customer groups

2.3.3. For whom does The Linda Dor Building a Culture of Customer Satisfaction produce offerings?

• Define target market customers for The Linda Dor Building a Culture of Customer Satisfaction
• Target market customers from different regions can also be defined
• The Linda Dor Building a Culture of Customer Satisfaction can also explore secondary target market groups, and define them in the mission statement

2.3.4. What value is The Linda Dor Building a Culture of Customer Satisfaction adding on?

• Define the value additions being brought forward by The Linda Dor Building a Culture of Customer Satisfaction in the customer’s life
• Define the purpose of the offerings being delivered by The Linda Dor Building a Culture of Customer Satisfaction
• Highlight the importance of The Linda Dor Building a Culture of Customer Satisfaction in the lives of its customers

2.4. How to implement the mission statement

2.4.1. Communication

• The Linda Dor Building a Culture of Customer Satisfaction should communicate the mission statement to all stakeholders – employees, customers, shareholders, public, government etc.
• The Linda Dor Building a Culture of Customer Satisfaction should also keep the mission statement transparent and accessible at all times

2.4.2. Training

• The Linda Dor Building a Culture of Customer Satisfaction should encourage its employee force to undergo training if need be to meet the requirements of the mission statement
• The Linda Dor Building a Culture of Customer Satisfaction should regularly hold workshops to refine the values being defined in the mission statement and build them in its employee force

2.4.3. Goal setting

• The Linda Dor Building a Culture of Customer Satisfaction should develop SMART goals to meet the strategic targets identified in the mission statement
• The Linda Dor Building a Culture of Customer Satisfaction should also develop ethical grounds to remain in line with the mission statement
• The Linda Dor Building a Culture of Customer Satisfaction should keep goals flexible, but the means to achieve the goals should be stringent and should reflect the values drafted in the mission statement

3. Goals of The Linda Dor Building a Culture of Customer Satisfaction

3.1. What are organizational goals

Organizational goals are those business and strategic objectives that define the purpose of The Linda Dor Building a Culture of Customer Satisfaction. Organizational goals are strategic targets that The Linda Dor Building a Culture of Customer Satisfaction wants to achieve over a period of time. This time period is generally long term. The goals of The Linda Dor Building a Culture of Customer Satisfaction help direct its employee behaviour, as well as help in directing the operations of the business in the short term.

3.2. Components of goal

3.2.1. Achievable

The goals set by The Linda Dor Building a Culture of Customer Satisfaction should be achievable. This means that The Linda Dor Building a Culture of Customer Satisfaction should have the resources and the finances necessary for being able to realize the organizational goals over the long haul. The Linda Dor Building a Culture of Customer Satisfaction should also have the strategic leadership to be able to achieve these organizational goals.

3.2.2. Time-frame defined

All goals set by The Linda Dor Building a Culture of Customer Satisfaction- even for the long term – have an attached time frame. This is important to ensure that the organization is effective and efficient in realizing its goals.an attached time frame for the goals set for the long term future also helps in establishing a related time frame for the more short term organizational objectives.

3.2.3. Easy to understand

The goals should be fairly simple and should be easily understood by all employees of The Linda Dor Building a Culture of Customer Satisfaction. This is important as only when employees are clear about what the goals are, their importance, and the urgency of achieving them will they be able to relate with them and work towards achieving them.

3.2.4. Easy to communicate

The goals set by The Linda Dor Building a Culture of Customer Satisfaction should also be easy to communicate. This means that the jargon used for goal setting and goal communication should be clear and precise. These goals should be communicated with all managerial levels, and all employees to allow them a directive path to help the organization achieve these goals.

3.2.5. Pragmatic

The goals set by The Linda Dor Building a Culture of Customer Satisfaction should also be realistic in nature. This means that all strategic goals defined by The Linda Dor Building a Culture of Customer Satisfaction should take into consideration not only its internal financial position and resources but also the skill set of its employees and the larger macro environment. This will enable the company to set goals that will sue the core competencies of The Linda Dor Building a Culture of Customer Satisfaction to help it achieve the strategic goals easily, and realistically.

3.2.6. Relation with job tasks

All goals should be relatable with the employees of The Linda Dor Building a Culture of Customer Satisfaction. This means that all goals should directly or indirectly be tied to the job tasks and job nature of employees. This is to ensure that employees don’t feel redundant and use their skills to help the organization progress.

3.3. How to develop goals

3.3.1. Strategic evaluation

• Assess and review the vision statement
• Based on the vision statement and company values, decide where The Linda Dor Building a Culture of Customer Satisfaction should be in the next five years

3.3.2. Brainstorming

• Brainstorm goals that will help The Linda Dor Building a Culture of Customer Satisfaction achieve its long term direction
• Group goals according to themes
• Cluster the goals, and briefly describe each group and cluster
• Set long term goals for the company according to different clusters and groups

3.3.3. Prioritization

• Prioritize different clusters and groups
• Set and define long term goals based on prioritization
• Prioritization should be based on how soon the different defined goal groups and clusters will help The Linda Dor Building a Culture of Customer Satisfaction progress and achieve its desired position in the next five years or so to develop a successful vision statement

3.4. How to implement goals

3.4.1. Communication

• Communicate the goals to all managerial levels
• Goals should also be communicated to all relevant stakeholders – including distributors, shareholders, third-party contractors etc.
• Goals may also be communicated to customers
• Communication of goals will help The Linda Dor Building a Culture of Customer Satisfaction achieve goals by defining roles and milestones needed for achievement

3.4.2. Periodic strategic evaluation

• Evaluate the progress of goal attainment periodically
• This evaluation is done at a strategic level and operational level
• Different goals should be set for different departments of The Linda Dor Building a Culture of Customer Satisfaction to help it achieve the broader long term goals
• These departmental goals help in directing operations towards the larger strategic goal attainment

3.4.3. Training

• Employee training to develop skills needed and necessary for goal attainment
• Training can be in-house or out-house for employees
• Training for The Linda Dor Building a Culture of Customer Satisfaction should be continual and should be consistent with the goals set

4. Objectives of The Linda Dor Building a Culture of Customer Satisfaction

4.1. What are organizational objectives

Organizational objectives for The Linda Dor Building a Culture of Customer Satisfaction are the short to medium term targets and goals that the organization sets to achieve the bigger strategic goals set for the long term. The organizational objectives are important in shaping resource allocation within The Linda Dor Building a Culture of Customer Satisfaction as well as in determining the policies, schedules and processes that are implemented in The Linda Dor Building a Culture of Customer Satisfaction.

4.2. Components of objectives

4.2.1. Specific

All objectives set by The Linda Dor Building a Culture of Customer Satisfaction are specific and clear. This helps employees, as well as managers, manage and maintain focus on the targets and the end results that need to be achieved. At the same time, specific objectives help managers determine skill development and training needs within their departments as well.

4.2.2. Measurable

Objectives at The Linda Dor Building a Culture of Customer Satisfaction are also measurable. This means that all objectives can be tracked for progress. This is important for The Linda Dor Building a Culture of Customer Satisfaction as it helps in meeting deadlines. The element of measurability is added in objectives by adding quantifiable criteria for determining progress and objective achievement.

4.2.3. Attainable

The goal should be attainable that even in stretching the abilities of the employees and challenging them, it should remain possible to achieve. The objectives at The Linda Dor Building a Culture of Customer Satisfaction are attainable in that they push the employees out of their comfort zones but remain possible to achieve.

4.2.4. Realistic

Objectives at The Linda Dor Building a Culture of Customer Satisfaction are also attainable in that they are realistic. This means that The Linda Dor Building a Culture of Customer Satisfaction sets objectives keeping in view the organizational resources and constraints to be able to achieve objectives effectively and within time.

4.2.5. Timely

Objectives at The Linda Dor Building a Culture of Customer Satisfaction are also time-bound in that they have a specified start and finish date. The timeliness of the objective helps The Linda Dor Building a Culture of Customer Satisfaction maintain a sense of urgency in employees, and keep them motivated towards achieving the objective.

4.3. How to develop objectives

4.3.1. Focus on overall strategy

• Objectives should focus on the broader organizational strategy
• This will facilitate the organization in keeping in view the broader purpose and at the same time work towards achieving quantifiable goals and objectives
• By keeping in view strategic focus, The Linda Dor Building a Culture of Customer Satisfaction also maintains proximity with the vision of the organization and works towards enhancing the performance of the organization

4.3.2. Focus on goal

• Objectives at The Linda Dor Building a Culture of Customer Satisfaction should be set keeping in view the set organizational goals
• Objectives at The Linda Dor Building a Culture of Customer Satisfaction should flow from the organizational goals, and work towards helping the company and its departments and operations achieving the set goals
• This is important as it keeps objectives strategically relevant to the organizational processes and systems

4.3.3. Focus on the time frame and skill sets available

• Objectives at The Linda Dor Building a Culture of Customer Satisfaction should focus on the time constraints present in terms of resource present, as well as the urgency of the organization and the industry
• Objectives at The Linda Dor Building a Culture of Customer Satisfaction should also focus on the skillset of employee and organizational resources available
• Focus on resources and skills is important to ensure that all objectives are attainable
• Focus and relevance with resources and skills will also help The Linda Dor Building a Culture of Customer Satisfaction identify gaps that it needs to fill through training

4.4. How to implement objectives

4.4.1. Communication

• Objectives at The Linda Dor Building a Culture of Customer Satisfaction should be discussed with employees mutually
• Purpose of the set objectives should be clearly discussed, and communicated with the employees
• This discussion should entail not only the objective, but also the time period within which it is expected to be completed, and the processes and means to achieve it
• Objectives should also include aspects of personal and individual growth and development of employees to make sure that employees remain motivated throughout

4.4.2. Performance appraisal

• The performance appraisal at The Linda Dor Building a Culture of Customer Satisfaction helps managers and supervisors keep track of objective achievement and employee performance
• The performance appraisal also helps keep the objectives time bound through regular reviews and discussions
• The performance appraisal also helps identify skills development aspects that employees need and helps the managers develop suitable and needful strategic training programs for skill development and skill improvement