1.1. What is a vision statement?

The vision statement for A BRIEF HISTORY OF SAY ON PAY is its strategic plan for the future – it defines what and where A BRIEF HISTORY OF SAY ON PAY Company wants to be in the future. The vision statement for A BRIEF HISTORY OF SAY ON PAY is a document identifying the goals of A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY start the business?
• How many employees did the company have during the beginning?
• The significant milestones that A BRIEF HISTORY OF SAY ON PAY has achieved since being started, and when were these milestones achieved?
• Include all positive and negative milestones that A BRIEF HISTORY OF SAY ON PAY has faced, and how it overcame them?
• What does A BRIEF HISTORY OF SAY ON PAY enjoy the most about its business and why?

These questions will help the management and key decision makers at A BRIEF HISTORY OF SAY ON PAY to critically assess the history and the various decisions that were made for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY to have it stand in its present position.

1.3.2. Look at the present

• What is the business landscape for A BRIEF HISTORY OF SAY ON PAY currently?
• How many employees does the business have currently?
• What is the unique value proposition offered by A BRIEF HISTORY OF SAY ON PAY
• What are the strengths, weaknesses, opportunities and threats being faced by A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY in deciding the future direction it wants to take on, and how to achieve and realize that direction. Lastly, assessment of present standing for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY?
• What are the short term goals for A BRIEF HISTORY OF SAY ON PAY?
• 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 A BRIEF HISTORY OF SAY ON PAY?
• What are the secondary goals of the business?

These questions will allow managers and decision makers for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY is important for vision building because:

• It allows identification of gaps and loopholes between the present an the future
• It directs A BRIEF HISTORY OF SAY ON PAY 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

• A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY

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 A BRIEF HISTORY OF SAY ON PAY
• The vision statement should be in line with the values of A BRIEF HISTORY OF SAY ON PAY

1.4.4. Communication of vision statement

• The visions statement should be communicated to all relevant stakeholders of A BRIEF HISTORY OF SAY ON PAY
• The visions statement should be incorporated in the annual statement
• The visions statement for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY

2.1. What is a mission statement?

The mission statement for A BRIEF HISTORY OF SAY ON PAY is a public document that details the values and strategic aims of A BRIEF HISTORY OF SAY ON PAY. The mission statement of A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY, 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 A BRIEF HISTORY OF SAY ON PAY focuses on addressing issues of customer satisfaction. The mission statement of A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY is based on its integral strengths and competencies. This is important for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY makes use of its core competencies.

2.2.3. Realistic and clear

The mission statement for A BRIEF HISTORY OF SAY ON PAY is also realistic and clear. This means that A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY Company. A BRIEF HISTORY OF SAY ON PAY’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 A BRIEF HISTORY OF SAY ON PAY is motivational in that it works towards inspiring the employees and the workforce towards giving their optimal best performance towards the goal achievement of A BRIEF HISTORY OF SAY ON PAY. The mission statement of A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY is precise and to the point. It is easy to understand and delivers what the audience must know about A BRIEF HISTORY OF SAY ON PAY’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 A BRIEF HISTORY OF SAY ON PAY highlights its offerings, but ensures that this offering is in line with the values that the company stands for. The mission statement for A BRIEF HISTORY OF SAY ON PAY, 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 A BRIEF HISTORY OF SAY ON PAY do?

• Define the purpose of A BRIEF HISTORY OF SAY ON PAY
• Define its brief history
• Define the need for existence for A BRIEF HISTORY OF SAY ON PAY

2.3.2. How does A BRIEF HISTORY OF SAY ON PAY manage to achieve its promised offering?

• Explain the systems and operations employed at A BRIEF HISTORY OF SAY ON PAY
• Identify relevant ethical policies in place at A BRIEF HISTORY OF SAY ON PAY
• Highlight the use of transparency at A BRIEF HISTORY OF SAY ON PAY in all matters
• Define the processes that A BRIEF HISTORY OF SAY ON PAY uses to deliver its promised offering to target customer groups

2.3.3. For whom does A BRIEF HISTORY OF SAY ON PAY produce offerings?

• Define target market customers for A BRIEF HISTORY OF SAY ON PAY
• Target market customers from different regions can also be defined
• A BRIEF HISTORY OF SAY ON PAY can also explore secondary target market groups, and define them in the mission statement

2.3.4. What value is A BRIEF HISTORY OF SAY ON PAY adding on?

• Define the value additions being brought forward by A BRIEF HISTORY OF SAY ON PAY in the customer’s life
• Define the purpose of the offerings being delivered by A BRIEF HISTORY OF SAY ON PAY
• Highlight the importance of A BRIEF HISTORY OF SAY ON PAY in the lives of its customers

2.4. How to implement the mission statement

2.4.1. Communication

• A BRIEF HISTORY OF SAY ON PAY should communicate the mission statement to all stakeholders – employees, customers, shareholders, public, government etc.
• A BRIEF HISTORY OF SAY ON PAY should also keep the mission statement transparent and accessible at all times

2.4.2. Training

• A BRIEF HISTORY OF SAY ON PAY should encourage its employee force to undergo training if need be to meet the requirements of the mission statement
• A BRIEF HISTORY OF SAY ON PAY 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

• A BRIEF HISTORY OF SAY ON PAY should develop SMART goals to meet the strategic targets identified in the mission statement
• A BRIEF HISTORY OF SAY ON PAY should also develop ethical grounds to remain in line with the mission statement
• A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY

3.1. What are organizational goals

Organizational goals are those business and strategic objectives that define the purpose of A BRIEF HISTORY OF SAY ON PAY. Organizational goals are strategic targets that A BRIEF HISTORY OF SAY ON PAY wants to achieve over a period of time. This time period is generally long term. The goals of A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY should be achievable. This means that A BRIEF HISTORY OF SAY ON PAY should have the resources and the finances necessary for being able to realize the organizational goals over the long haul. A BRIEF HISTORY OF SAY ON PAY should also have the strategic leadership to be able to achieve these organizational goals.

3.2.2. Time-frame defined

All goals set by A BRIEF HISTORY OF SAY ON PAY- 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 A BRIEF HISTORY OF SAY ON PAY. 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY should also be realistic in nature. This means that all strategic goals defined by A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY. 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 A BRIEF HISTORY OF SAY ON PAY should be in the next five years

3.3.2. Brainstorming

• Brainstorm goals that will help A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY should be continual and should be consistent with the goals set

4. Objectives of A BRIEF HISTORY OF SAY ON PAY

4.1. What are organizational objectives

Organizational objectives for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY as well as in determining the policies, schedules and processes that are implemented in A BRIEF HISTORY OF SAY ON PAY.

4.2. Components of objectives

4.2.1. Specific

All objectives set by A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY are also measurable. This means that all objectives can be tracked for progress. This is important for A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY are attainable in that they push the employees out of their comfort zones but remain possible to achieve.

4.2.4. Realistic

Objectives at A BRIEF HISTORY OF SAY ON PAY are also attainable in that they are realistic. This means that A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY are also time-bound in that they have a specified start and finish date. The timeliness of the objective helps A BRIEF HISTORY OF SAY ON PAY 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, A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY should be set keeping in view the set organizational goals
• Objectives at A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY identify gaps that it needs to fill through training

4.4. How to implement objectives

4.4.1. Communication

• Objectives at A BRIEF HISTORY OF SAY ON PAY 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 A BRIEF HISTORY OF SAY ON PAY 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