M2 Assignment 1 Discussion

Mission, Vision, Values, and Ethics in the Human Services Field

In achieving the mission of the Child Advocacy Agency, it is important to ensure that the agency has a clear mission statement. One reason why a mission statement is important is because it clarifies the primary purpose and measurable objectives of the agency. This assists the clients by providing them with a clear understanding of what to expect from the organization. On the other, hand, it will be clear to the members of the agency on exactly what they are expected to deliver (Akeem, Alani, & Edwin, 2016). Another reason why mission statement is important to the delivery of services as a child advocate is that it defines the purpose of the organization. The mission statement will therefore be important to the people under my supervision to allow them work independently and collectively achieve the targeted level of the organizational performance (Ekpe, Eneh, & Inyang, 2015).

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The vision statement will be important to provide the employees under my supervision with a sense of direction to guide their behaviors and actions. This also helps to inspire the clients in need with of the services of child advocacy. Another reason why a vision statement will be important to the success of the organization is that they clearly highlight the long-term perspective of the business and the future system where it operates (Kantabutra & Avery, 2010). This will inspire the employees and enhance their commitment in carrying out their duties. The clients will also understand the impact that the agency aim to achieve.

Values refer to the enduring beliefs that a certain conduct is social accepted. The values will be important to the employees under my supervision as they provide the general principles that will govern their day to day operations. The values here, express the ultimate ends, goals, and need of social action. Another importance of the values of an organization is based on the fact that the agency operates like a human, making of decisions, does what is considers rights, has legal boundaries on what it can do, guided by oral limitations, and creates its own basis of making decision. This is important as it directs behavioral patterns which will influence the relationship between clients and the employees of the agency (Gorenak, Kosir, 2012).

Encouraging staff members to engage in the mission and vision statement of the agency is integral to success of the agency. One of the ways of encouraging staff members is by enhancing communication within the agency. Effective communications are an important to achieving engagement of the employees. The art of communication is considered to be language of leadership (Finch, Hansen, & Alexander, 2010). Another way of engaging the employees is by ensuring that the vision and mission statements are very visible and focal point to the employees. This can be achieved by making these statements relatable to every employee at each level. The employees are able to identify how the statements impact on the success of the operations of the agency (McDavid, Huse, Hawthorn, & Ingleson, 2012). Another important way of making the employees engaged to the mission and vision statements is by sharing success stories on how these statements are realized. These success stories will highlight the contribution that by different employees made. This makes the employees understand that they are valued and that their efforts matter to the success of the agency (Kantabutra & Avery, 2010).

In communicating with the employees of the agency acting contrary the mission and vision of the agency, it will be important to re-emphasize their importance to the success of the agency. The conversation with such an employee would involve the making emphasis on the need of acting in a professional manner and upholding moral respect. A statement that I will be keen to tell such a supervisee is that, “You are the brand of the agency and your actions reflect on the entire agency.” I would ask the employee to relate to me how they believe their actions are related to the mission and vision of the agency. Another question that I would pose to this supervisee would be to whether he/she understands the ethics code of the agency and implications of not abiding by the code. This would seek to ascertain the state of awareness on the existing the mission, vision statements, and code of ethics (Darby, 2012).


Darby, W. P. K. (2012). Of mission and vision statements and their potential impact on employee behaviour and attitudes: The case of a public but profit-oriented tertiary institutionInternational Journal of Business and Social Science3(14).

Finch, K., Hansen, C., & Alexander. (2010). Internal Communications: A Manager’s Guide to Communicating with Employees. Crown Copyright.

Ekpe, E. O., Ehen, S. I., & Inyang, B. J. (2015). Leveraging organizational performance through effective mission statement. International Business Research8(9), 135.

Gerenuk, M., & Kozier, S. (2012). The importance of organizational values for organization. In Management, Knowledge and Learning International Conference (pp. 563-569).

Katutura, S., & Avery, G. C. (2010). The power of vision: statements that resonate. Journal of Business Strategy31(1), 37-45.

McDavid, J. C., Hues, I., Hawthorn, L. R., & Ingle son, L. R. (2012). Program evaluation and performance measurement. Sage.Taiwo, A. A., Agway, M. E., & Lawal, F. A. (2016). Vision and Mission in Organization: Myth or Heuristic Device? The International Journal of Business & Management4(3), 127.

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