ORGANIZATION’S
VISION, MISSION
AND GOALS
Embodying what we are and what we do
Reported by: Darlen Joy Galvez, Jessa Efondo, Fernando Dela Cuesta III,
Romelyn Silva and Risa Efundo
GROUP 2
Fernando Dela
Darlen Joy Galvez Jessa Efondo Risa Efundo Romelyn Silva
Cuesta III
1. VISION
• The Process of Visioning
Visionary Leadership
2. MISSION
• Mission Statement
3.Organizational Goals/
Objective
Introduction
Organization
Most of us have worked in an organization of people — even a family is a type of
organization. The word is so widely used that its meaning can sometimes be lost. The word
means a collection of resources that are working together somehow to achieve a common
purpose. When we talk about an organization, we are usually referring to a group of
people.
Organizations of people come in many forms. They might be a random group of people
who spontaneously came together to address a short-term need, such as collecting litter
along a certain stretch of road. Or, it might be a carefully collected, aligned, and integrated
group of people who came together for the long term to address a long-term need, such as
stopping poverty in a certain country.
An overall organization can have a variety of small organizations within it, for example,
various departments and teams of people. The way that people work together in an
organization depends on a variety of factors, including the values in their culture, the
nature of their leadership, and the types of current needs they are working to address.
Carter McNamara, MBA, PhD, Authenticity Consulting, LLC.
Vision Mission Goals
it describes what the organization it outlines the fundamental reason specific objectives or targets that it
aims to achieve or become in the for the organization’s existence, its aims to achieve within a defined
future, often guiding its strategic primary objectives, and the means timeframe.
decisions and actions. by which it intends to achieve them.
The Process of Visioning
Visionary Leadership
THE IMPORTANCE OF VISION
“Good business leaders create a vision, articulate the vision, passionately own the vision,
and relentlessly drive it to completion.”
–Jack Welch, former CEO of General Electric
As the quote from Jack Welch suggests, a vision is one key tool available to executives to inspire
the people in an organization (Table 2.1 “The Big Picture: Organizational Vision”).
An organization’s vision describes what the organization hopes to
become in the future. Visions highlight the values and aspirations
that lay at the heart of the organization. Although visions
statements have the potential to inspire employees, customers,
and other stakeholders, vision statements are relatively rare and
good visions are even rarer.
SOME OF THE VISIONS BEING PURSUED BY BUSINESSES TODAY ARE OFFERED BELOW.
(TABLE 2.1 “THE BIG PICTURE: ORGANIZATIONAL VISION”).
Company Vision
To be the best company in the world–in the eyes of our
Alcoa
customers, shareholders, communities and people.
To be the company that best understands and satisfies the
Avon
product, service and self-fulfillment needs women–globally.
To be the global energy company most admired for its people,
Chevron
partnership and performance.
Google To develop a perfect search engine.
Kraft Foods Helping people around the world eat and live better.
Be, and be recognized as, the best consumer products and
Proctor and Gamble services company in the world.
Visionary Leadership is a leadership style that
inspires a team, company, or industry to move
ahead into the future.
Being a visionary leader can take on many forms when it
comes to setting up for business success, but the bottom
line is, there’s no better way to motivate and inspire than
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being a leader with a future-proofed plan. Having something
to work towards, aspire to achieve and commit
wholeheartedly to is how people turn ideas into reality and
make things happen. In this article, we explore the basics,
as well as the intricacies, of visionary leadership, the
different types of visionary leadership and a list of practical
steps to becoming a leader with a vision that you can start
putting into action with your company or organization.
DEFINITION OF VISIONARY
LEADERSHIP
When we set ourselves goals as individuals, we develop a vision of
where we want to be in the next amount of weeks or months, or years,
and in order to get there, we rely solely on ourselves to take those
steps towards achieving that success. When we talk about good
leadership, the cliche that “there’s no ‘I’ in team” couldn’t be more
accurate, albeit a little overdone. It’s really about encouraging and
empowering a team to come along for the journey and to all want to
do their bit to accomplish a common goal for the good of everyone
involved. That’s the difference between a boss vs. leader – a leader
listens.
ADVANTAGES OF VISIONARY
LEADERSHIP
No matter what type of leadership position you’re
in, rather than drawing a hard line, it’s about
fostering collective creativity in order to get your
business or organization to where it needs to be.
Great leaders are different, they empower. When
people feel like they’re being included in the
process and that their input and hard work are
valued, it helps to grow their passion and
commitment to what they’re a part of.
DISADVANTAGES OF
VISIONARY LEADERSHIP
The only risk that can potentially come
with visionary leadership is if a leader is
too focused on their perception of what
the future should look like, rather than
allowing their team to be innovative and
come along for the ride. True leaders,
the best leaders, bring everyone along
on the journey.
There are a few things that make visionary leaders capable of being successful leaders. Leadership
skills, from having respect for others to showcasing their full dedication, being able to build trust
with others, and communicating clearly – all of these qualities are part of their makeup. Let’s
explore this further.
1.Common Goal Setting
As we mentioned earlier, a good leader doesn’t have a chance of
being effective if the leader isn’t able to be inclusive and pull on their
team members for creativity and an unwavering commitment to the
cause. Fostering collaboration in the decision-making process and
establishing a clear objective is a must. Basically, everyone has to be
on the same page. When people feel heard, that’s when the magic
really starts to happen.
2. Thinking Outside The Box
When sticking with the status quo, leadership can tend to come off as incredibly stale. Regimented,
stuck-in-the-mud kind of thinking can hinder creativity, which is why thinking outside the box is
critical for a visionary leader. When you can see things from various perspectives, it not only produces
better outcomes, but when issues arise you’re able to adapt a lot easier and problem-solve quickly.
Plus, thinking strategically and long-term as well solidifies your leadership style as a force to be
reckoned with.
3.Openness To New Ideas And Strategies
One thing you definitely can’t be as a visionary leader is narrow-minded. Ideas and strategies simply can’t be
created in a vacuum, they’re most effective when they’re born out of discussion, debate, challenge and
compromise. Being flexible and nurturing an environment where people, other than just the leader, have the
space to contribute can turn a plan for the future from something mundane into something truly
groundbreaking. As a leader, allowing everyone to have a seat at the table and offering constructive criticism
goes a long way to making a vision come to life.
While visionary leadership may look and feel a certain way, it really is an umbrella term for a whole host of different styles
of leadership that are determined by your personality – as well as how those around you will react to that. The key
differences in visionary leadership and initiatives are outlined below.
1.Transformational Leadership Style
Transformational leadership is a management style that promotes change in order to maximize the
potential of an organization. Leaders will set goals and develop strategies to meet those objectives
and enable growth and success. This approach also embraces the dynamic and ever-evolving nature
of industries to create a sense of uniqueness and competitive edge.
2.Democratic Leader Style
In Democratic Leadership, decisions depend on the collective input of the entire group rather than just
one individual. All opinions and perspectives are taken into account in order to achieve the best possible
outcome. While this approach allows diverse views to be voiced, it can occasionally result in conflicting
positions.
3.Laissez-Faire Leadership Style
In a Laissez-Faire leadership model, the leader and team are assigned equal power, rather than a
leader micromanaging their staff. This differs from conventional models, allowing team members to
take on greater autonomy while the leader focuses on business operations. By giving each
individual sole control over their work, they become empowered with a sense of purpose.
4.Autocratic Leadership Style
This is when decisions are based purely upon the leader’s values and beliefs and do not factor in any
input from outside sources. This kind of leadership style will be driven by the leader’s own
proclamations and their position of authority, where what they say goes and there’s no room for
debate. Some would argue it is not an effective style because it does not leave any space for creative
freedom or teamwork.
Now you know what makes a visionary leader, let’s plan how you can start making leaps and bounds on
your journey to becoming one yourself and creating a healthy work environment. A boss controls while
a leader leads.
1.Understand Your Core Values And Beliefs
One of the first steps to becoming a visionary leader is sitting down and clarifying with yourself
before you do the same with others what your core values and beliefs actually are. Ask yourself
questions like, what foundations are my decisions based on? What matters to me? Taking part in
self-reflection, introspection and being willing to seek feedback from others is a great start. Having
strong communication skills to share this with others is key.
2.Set Long-Term Goals And Visions
The next is to set those long-term goals, rather than short-term ones, and plan how you’re going to
remain accountable and stick to them – identifying focus areas and setting timeframes and
deadlines is a must if you want to accomplish something and do it well.
3.Identify Obstacles And Create Solutions
It’s almost entirely unavoidable that you will come up against obstacles along the
way when trying to establish effective leadership. Knowing how to identify them is
number one, and then coming up with ways to solve these problems when they arise
as well as put things in place to prevent them from happening will be a real
advantage.
4.Establish A Company Culture That Supports Your Vision
We can’t emphasize enough how important it is to have your team backing you
when it comes to displaying visionary leadership. In order for others to want to jump
on board, growing a company culture where everyone feels as though they have a
role to play in achieving a common goal is vital. When people get together and share
their thoughts, ideas, and opinions, beautiful things come out of that process – so
don’t dim others’ lights. Supporting team members and giving them credit where it’s
due can set off a domino effect like no other.
Author
Aish Hinton
Becoming a visionary leader involves more than just having a great vision—it requires actively developing
the skills that bring that vision to reality. Understanding the journey of transformational leaders like Elon
Musk or Sam Walton can teach us valuable lessons on crafting a visionary path. These industry giants
exhibited qualities of foresight, resilience, and the ability to innovate—all essential to visionary leadership.
1.Embracing Continuous Learning
-Continuous learning stands at the core of visionary leadership. Leaders like Sam Walton have revolutionized
industries by staying ahead of the curve with innovative logistics and a deep understanding of consumers'
needs. By being open-minded and courageous in the face of changing business trends, they shape the future.
Embrace varied sources of learning: subscribe to pertinent podcasts, attend leadership workshops, and digest
literature on strategic management. By remaining a perpetual student, you ready yourself to not only foresee
but also master the unforeseen.
2.Building Collaborative Networks
-No leader achieves greatness in a vacuum. By building synergistic networks, you set the stage for
collaborative innovation. Connecting with others within and beyond your industry allows for the
cross-pollination of ideas. Effective collaborative networks can echo the diversity of thought seen in
teams led by visionary leaders such as Henry Ford. Engage in think tanks, professional groups, and
social platforms like LinkedIn where you can contribute to and learn from the collective intelligence.
https://www.reallygoodinnovation.com
3. Exhibiting Persistence and Courage
Persistence and courage are the bedrock on which visionary leadership stands. Shaping
your path with tenacity means viewing setbacks not as failures but as opportunities to
refine your strategy. Take inspiration from the resilience of leaders like Mark Zuckerberg,
who weathered many storms to refine and perfect the Facebook platform. Encourage
yourself and your team to challenge the status quo and take calculated risks, turning
potential hurdles into steppingstones.
4. Employing Strategic Thinking
To actualize a vision, a leader must craft a detailed blueprint for success. This comes with the
territory of mastering strategic thinking—envisioning that desired future and plotting a meticulous
roadmap. By anticipating shifts, a leader like Elon Musk is reshaping the future of multiple industries,
including automotive and aerospace. Regular strategy sessions, SWOT analyses, and future-
scenario planning are just a few tools that can sharpen your strategic acumen. Moreover, applying
trend analysis to detect early signals of change helps to stay ahead in a competitive landscape.
https://www.reallygoodinnovation.com
Galvanizing with Purpose and Vision
A visionary leader doesn’t only lead; they galvanize their team with a purpose that
aligns with the overarching vision of the organization. Providing clear goals and
communicating how each team member’s work contributes to the bigger picture
breeds motivation. This echoes the inspiring leadership of people like Steve Jobs,
who mobilized entire industries toward his vision of user-friendly technology.
Celebrate milestones, connect everyday work to end goals, and consistently
reaffirm the values that drive the collective effort.
Incorporating these strategies into your leadership practice can transform your
capability to lead with vision. By continuously learning, networking collaboratively,
persisting in the face of adversity, thinking strategically, and inspiring with clear
purpose, you are well on your way to becoming the visionary leader your team
needs to achieve greatness.
https://www.reallygoodinnovation.com
MISSION
STATEMENT
TOPIC NO. 2
Written by Anna Talerico
Organizations need support from their key stakeholders, such as
employees, owners, suppliers, and customers, if they are to prosper.
A mission statement should explain to stakeholders why they
should support the organization by making clear what important role
or purpose the organization plays in society. Google’s mission, for
example, is “to organize the world’s information and make it
universally accessible and useful.” Google pursued this mission in its
early days by developing a very popular Internet search engine. The
firm continues to serve its mission through various strategic actions,
including offering its Internet browser Google Chrome to the online
community, providing free e-mail via its Gmail service, and making
books available online for browsing.
WHY IS A MISSION STATEMENT
IMPORTANT?
The combination of a mission, vision, and values helps provide context
about business and defines things that matter to the company. These
serve a business in two important ways:
1.Guiding the management team in defining & implementing strategies that
reinforce the company’s identity and achieve its goals.
2.Helping key stakeholders such as customers, investors, media, and
employees to understand what the business does, what it is striving to
achieve, why it exists, and the manner in which the company works.
Written by Anna Talerico
How to Write a Mission Statement
You understand the importance of a well-crafted mission statement that effectively summarizes
a company’s purpose, but how do you write one? Let’s look at the steps to write a good mission
statement, and then we’ll dive into mission statement examples to inspire your creativity.
1.Explain your company’s product or service offering.
2.Identify the company’s core values.
3.Connect how your company’s offering aligns with your values.
4.Condense these statements into one.
5.Refine your mission statement.
Your mission statement should clearly outline the purpose of your company offering, capture
the company spirit, and show the common goals the company is working to achieve.
Microsoft’s mission statement
Microsoft is an American multinational company that develops, manufactures,
licenses, and sells technology products, including computer software,
electronics, and personal computers. It is also one of the largest corporations in
the world, alongside companies such as Apple, Inc. and Amazon.com, Inc.
Microsoft’s current mission in 2023 is:
“To empower every person and every organization on the planet to achieve
more.”
The statement above is an example of a mission statement that provides a
broad enough scale of scope to explain what the company does, and it is also
inspirational and aspirational. It also defines Microsoft’s strategy, which is
reaching out to the world and empowering all individuals and organizations.
Written by Anna Talerico
The following examples illustrate the connections between organizations and the needs of
their key stakeholders.
Company Mission Statement
We ride with our customers and apply this deep connection in every
Harley Davidson market we serve to create superior value for all of our stakeholders.
Provide America’s taxpayers top-quality service by helping them understand
Internal Revenue Service and meet their tax responsibilities and enforce the law with integrity and
fairness to all.
To inspire and nurture the human spirit – one person, one cup and one
Starbucks neighborhood at a time.
Bringing the best to everyone we touch and being the best in everything
The Estée Lauder Company we do.
Limited Brands is committed to building a family of the world’s best fashion
Limited Brands brands offering captivating customer experiences that drive long-term loyalty
and deliver sustained growth for our shareholders.
We will exceed the expectations of music enthusiasts worldwide and
Fender Musical Instruments create a community for individual expression by focusing on our people,
products, and business excellence.
A vision statement describes an ideal, aspirational future state
that a company wants to achieve, whereas a mission statement
describes an organization’s purpose and what it does today. While
there is a difference, as you look at examples, you will notice that
many “vision statements” sound like “mission statements,” and the
terms are sometimes even used interchangeably.
A simple way to define the difference is that a mission statement
describes what a company does, and a vision statement describes
the company’s highest long-term aspirational goal.
Written by Anna Talerico
One of Abraham Lincoln’s best-known statements is that “a house
divided against itself cannot stand.” This provides a helpful way of
thinking about the relationship between vision and mission.
Executives ask for trouble if their organization’s vision and mission
are divided by emphasizing different domains. Some universities
have fallen into this trap. Many large public universities were
established in the late 1800s with missions that centered on
educating citizens. As the twentieth century unfolded, however,
creating scientific knowledge through research became
increasingly important to these universities. Many university
presidents responded by creating visions centered on building the
scientific prestige of their schools. This created a dilemma for
professors: Should they devote most of their time and energy to
teaching students (as the mission required) or on their research
studies (as ambitious presidents demanded via their visions)?
Some universities continue to struggle with this trade-off today
and remain houses divided against themselves. In sum, an
organization is more effective to the extent that its vision and its
mission target employees’ effort in the same direction.
ORGANIZATIONAL
GOALS/ Objective
What Are Organizational Goals?
Organizational goals are specific, measurable
targets a company aims to achieve within a defined
timeframe. These goals can encompass various
aspects of a business, such as financial growth,
customer satisfaction, employee retention,
operational efficiency, and more. By setting clear
goals, organizations can align their efforts and focus
on what matters most for their success.
Before delving into specific examples, let’s clarify the difference between goals and objectives.
While these terms are often used interchangeably, they have distinct meanings:
IMPORTANCE OF ORGANIZATIONAL GOALS
Setting and pursuing organizational goals offer several benefits that contribute
to the overall success of a business. Here are some key reasons why
organizational goals are important:
1.Focus and Clarity: Organizational goals provide a clear
focus and direction for the entire company. They help
employees understand the purpose and priorities of the
organization, enabling them to align their efforts accordingly.
2.Motivation and Engagement: Well-defined goals motivate
employees by giving them a sense of purpose and direction.
When employees understand how their work contributes to
the larger objectives of the organization, they are more
engaged and committed to achieving success.
3.Measurement and Evaluation: Organizational goals serve as
benchmarks for measuring and evaluating performance. They provide a
basis for tracking progress, identifying areas of improvement, and making
informed decisions to drive the business forward.
4.Alignment and Collaboration: Setting organizational goals fosters
alignment and collaboration among different teams and departments
within the company. When everyone is working towards a common set of
goals, it promotes synergy and enhances overall productivity.
5.Adaptability and Agility: Organizational goals enable businesses to
adapt to changing market conditions and seize new opportunities. By
regularly reviewing and adjusting goals, companies can stay agile and
responsive in a dynamic business environment.
EXAMPLES OF ORGANIZATIONAL GOALS
To inspire your goal-setting journey, here are some examples of organizational goals across different categories:
Financial Goals
Objective: Strengthen the Financial Health and Sustainability of the Company
1: Increase annual revenue by 15% through targeted marketing campaigns.
2: Reduce operational costs by 10% by optimizing supply chain processes.
3: Achieve a 20% increase in profit margin by implementing cost-saving measures.
4: Secure $1 million in funding for research and development projects.
5: Improve cash flow by reducing the accounts receivable collection period by 20%.
Objective: Customer Service Goals
1: Decrease average response time to customer inquiries from 24 hours to 4 hours.
2: Increase customer satisfaction ratings by 15% through personalized support.
3: Achieve a customer retention rate of 90% by implementing loyalty programs.
4: Improve online review ratings by 1 star on popular review platforms.
5: Implement a customer feedback system to capture and address customer concerns effectively.
Objective: Employee Retention Goals
1: Reduce employee turnover rate by 20% through improved retention strategies.
2: Develop a comprehensive training program to enhance employee skills and knowledge.
3: Implement flexible work arrangements to improve work-life balance for employees.
4: Conduct regular performance evaluations and provide constructive feedback.
5: Increase employee engagement scores by 10% through initiatives promoting a positive work culture.
Objective: Operational Efficiency Goals
1: Decrease production cycle time by 15% through process optimization.
2: Reduce inventory holding costs by 20% through effective supply chain management.
3: Implement a digital workflow system to streamline document management.
4: Improve on-time delivery performance to customers by 10%.
5: Reduce energy consumption by 15% through sustainable practices and technology upgrades.
Objective: Business Growth Goals
1: Expand into three new international markets within the next two years.
2: Increase market share by 10% through targeted marketing and sales initiatives.
3: Launch a new product line and achieve $1 million in sales within the first year.
4: Establish strategic partnerships with key industry players to drive growth.
5: Acquire a competitor to expand market reach and consolidate industry presence.
STRATEGIES FOR SETTING AND ACHIEVING ORGANIZATIONAL
GOALS
Now that we have explored various examples of organizational goals, it’s essential to implement effective strategies to ensure their
successful attainment. Here are some strategies to consider when setting and achieving your organizational goals:
1.Break Goals into SMART Objectives: Utilize the SMART framework
(Specific, Measurable, Achievable, Relevant, Time-bound) to define clear
and actionable objectives for each goal. SMART objectives provide a roadmap
for success, ensuring that goals are attainable and measurable.
2.Cascade Goals and Foster Alignment: Cascade goals throughout the
organization, ensuring that individual, team, and departmental objectives align
with the broader organizational goals. This fosters a sense of unity and shared
purpose, driving collaboration and maximizing overall performance.
3.Develop Action Plans: Translate goals and objectives into actionable steps by
developing comprehensive action plans. Break down goals into smaller tasks,
assign responsibilities, and establish timelines. Regularly review and update
action plans to adapt to changing circumstances and priorities.
4.Implement Progress Tracking Systems: Implement progress tracking
systems to monitor performance and progress towards goals. Utilize
performance dashboards, key performance indicators (KPIs), and regular
reporting to keep teams accountable and identify areas for improvement.
5.Foster a Culture of Collaboration and Accountability: Create a culture that
promotes collaboration, accountability, and continuous improvement.
Encourage open communication, provide regular feedback, and recognize and
reward individuals and teams for their contributions towards goal attainment.
6.Regularly Review and Adjust Goals: Regularly review
and assess the relevance and progress of goals. Business
environments are dynamic, and goals may need to be
adjusted to align with changing market conditions,
emerging opportunities, or unforeseen challenges.
7.Celebrate Achievements and Learn from Setback:
Celebrate achievements and milestones along the way to
keep motivation high. Equally important, learn from
setbacks and setbacks, utilizing them as opportunities
for growth and improvement. Foster a culture of
resilience and adaptability.
PURSUING THE VISION AND MISSION THROUGH SMART GOALS
An organization’s vision and mission offer a broad, overall sense of the
organization’s direction. To work toward achieving these overall
aspirations, organizations also need to create goals—narrower aims that
should provide clear and tangible guidance to employees as they
perform their work on a daily basis. The most effective goals are those
that are specific, measurable, aggressive, realistic, and time-bound. An
easy way to remember these dimensions is to combine the first letter of
each into one word: SMART (Table 2.3 “Creating SMART Goals”).
Employees are put in a good position to succeed to the extent that an
organization’s goals are SMART.
TABLE 2.3 CREATING SMART GOALS
While missions and visions provide an overall sense of the organization’s direction, goals are narrower aims that should
provide clear and tangible guidance to employees. The most effective goals are those that are SMART (specific, measurable,
aggressive, realistic, and time-bound). SMART goals help provide clarity, transparency, and accountability. As detailed below,
one SMART goal is Coca-Cola’s aim to “by 2012, improve our water efficiency by 20%, compared with a 2004 baseline.”
Coca-Cola is seeking to improve its water efficiency by a specific amount–20%. In contrast,
Specific goals such as “do your best” are vague, making it difficult to decide if a goal is actually
reached.
Water efficiency can be calculated, so Coca-Cola is able to track its progress relative to its
Measurable 20% target. If progress is slow, more resources can be devoted to achieving the goal.
A series of research studies have established that performance is strongest when goals are
Aggressive challenging but attainable. Reaching a 20% improvement will requires aggressive work by Coke,
but the goal can be reached.
If Coca Cola’s water efficiency goal was 95% improvement, Coca Cola’s employees would probably
react with surprise. Reaching a goal must be feasible in order for employees to embrace it.
Realistic Unrealistic goals make most people give up. And basing goals on impossible clichés, such as “give
110%” creates confusion.
Coca Cola is seeking to achieve its 20% improvement by 2012. Some universities, such as
Texas Tech University, provide incentives, including preferred scheduling for students who sign
Time-bound contracts agreeing to graduate on a four-year schedule. Deadlines such as these are
motivating and they create accountability.
TABLE 2.4 BE SMART: VISION, MISSION, GOALS, AND YOU
Many of the principles for effective organizational vision, missions, and goals apply to individuals too. Here are some ideas that
might help you think differently about your own aspirations and how you are working to reach them.
Young children often have grandiose visions, such as “I want to be the president of the United States.” Now that you are in
Vision college, what do you aspire to become? Is your education setting the stage for you to reach this vision?
Is your mission in life simply to accumulate as much wealth as you can? Or do you also place value on your role in a family
Mission and as a member of society?
Do you create explicit rather than vague goals for yourself? This can help you to target your energy toward what is
Specific important.
Quantifying your goals allows you to track your accomplishments over time and can help reduce stress. For example, meeting a
Measurable goal of “write a page every day” might prevent panic the night before an important project is due.
Creating aggressive educational goals (e.g. maintain a 3.5 GPA) is likely to lead to higher performance than minimal goals
Aggressive (e.g., pass all my classes).
To better understand your prospects in the job market, consider researching what kinds of jobs are common for your
Realistic major and experience level.
Time management is a challenge in today’s world. If you tend to procrastinate, setting interim deadlines for yourself might
Time-Bound
help you to stay on schedule.
VISION
By 2040, GSU is a premier university on education, green
technology, innovations,and community transformation
excelling in the holistic development of globally
competitive, locally responsive and resilient human capital.
MISSION
GSU is committed to produce globally-competitive,
technologically-equipped and research-oriented graduates of
quality and innovative advanced and higher education
programs in sustainable agriculture, fisheries, forestry and
tourism, entrepreneurship,liberal arts, education, healthcare,
sciences and good governance.
GOALS
1.Instruction
Provide quality education and produce globally competitive,
technologically equipped and research-oriented graduates in
advanced and higher education programs.
2.Research
Cultivate locally rooted, globally competitive and responsive research
culture among faculty, staff and students.
3.Extension
Engage the faculty, staff and students in sustainable extension
services to improve quality of life in the community.
4.Governance
Strengthen administrative operation, develop human capital and
intensify fiscal management for the efficient and effective delivery of
public service.
OBJECTIVES
1.Instruction
• Develop and offer programs responsive to the needs of the Nation and
industries.
• Secure certifications and recognition from credible bodies (Accrediting
Agency of Chartered Colleges and Universities in the Philippines
(AACCUP), Institutional Sustainability Assessment (ISA), Accreditation
Board for Engineering and Technology (ABET), Times Higher Education
(THE), Quacquarelli Symonds (QS), SUC Leveling).
• Achieve Licensure and first-generation graduate targets.
• Ensure career advancement and employability of graduates.
• Provide a vibrant and supportive environment for faculty professional
development.
• Promote initiatives and coordinate college/programs toward
student completion and learning outcomes in a holistic
environment.
• Maintain high quality flexible learning strategies to accommodate
wide-ranging students’ needs and experiences.
• Provide quality training for tertiary and advanced education and
advocate sustainable development through green technology
generation.
• Develop responsible, environment-friendly, productive, healthy and
sports -oriented citizens who can contribute to the attainment of
local and national goals.
• Foster planning for excellence in instruction, research and
community engagement.
• Create a vibrant ASEAN/Trans-international and Distance Education.
• Innovate research-based pedagogy to foster equitable and inclusive
education.
• Continue ISO Certification for the management of tertiary and
advanced education.
GOVERNANCE
• Conduct periodic review, evaluation, and re-engineering
of the processes, structures and system.
• Improve the delivery of services to
stakeholders/clients.
• Strengthen the implementation of the automation and
digitalization of the administrative and financial
management system for efficient and transparent
service.
• Enhance Human Resource Learning and Development
RESEARCH, EXTENSION, TRAINING, AND INNOVATIONS
• Conduct, manage, and supervise gender-responsive
Research and Extension activities in consonance with
the institutional, national, and international goals.
• Present quality research outputs and extension
projects in local, national, and international fora and
symposia.
• Publish research outputs and other scholarly works in
reputable publications with Scopus and/or International
Scientific Indexing for wide dissemination and
circulation.
• Establish and intensify the University’s collaboration with
public and private local and international organizations
towards sustainable development through sharing of
resources, skills, expertise, and knowledge.
• Extend mature technologies, programs, and innovations to
enhance skills, and competencies of stakeholders/clients.
• Utilize protected research outputs for technology transfer
and commercialization.
• Ensure continuous quality improvement in Research,
Extension, Training, and Innovations
https://www.gsu.edu.ph/vision-mission-goals-mandate/
Source: MEMORANDUM NO. 302 Series of
•
REFERENCES
• Amos, J. 2010, April 15. Obama sets Mars goal for
America. BBC News. Retrieved from
http://news.bbc.co.uk/2/hi/8623691.stm.
• National Aeronautics and Space Administration, Key
documents in the history of space policy: 1960s.
National Aeronautics and Space Administration.
Retrieved from
http://history.nasa.gov/spdocs.html#1960s.
• Quigley, J. V. 1994. Vision: How leaders develop it,
share it, and sustain it. Business Horizons, 37(5), 37–
41.
• Time, The Moon: Next, Mars and beyond. 1969, July 15.
Time. Retrieved from
http://www.time.com/time/magazine/article/0,9171,9
01107,00.html.
https://datalligence.ai/resources/
https://corporatefinanceinstitute.com/resources/management/mission-statement/
https://www.reallygoodinnovation.com/glossaries/visionary-leadership
https://www.gsu.edu.ph/vision-mission-goals-mandate/
THANK YOU
FOR LISTENING!
