{"id":710,"date":"2018-12-10T19:18:43","date_gmt":"2018-12-10T19:18:43","guid":{"rendered":"https:\/\/governancesolutions.wordpress.com\/?p=710"},"modified":"2022-04-05T16:35:49","modified_gmt":"2022-04-05T16:35:49","slug":"tls-83-leaders-and-vision-4-why-do-you-need-a-vision","status":"publish","type":"post","link":"https:\/\/sunesishq.com\/notes\/tls-83-leaders-and-vision-4-why-do-you-need-a-vision\/","title":{"rendered":"TLS 33 Leaders and Vision 4 – Why We Need Vision?"},"content":{"rendered":"

Welcome to another week of Transformation Leadership Series (TLS). Last week, we discussed vision and its etymology and the connection of the original word, that is, to seeing in the supernatural\u2014hence the interest of the corporate world in yogis, spirit guides, and other such gurus. <\/span><\/p>\n

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What is a Vision?<\/span><\/p>\n

As per an article in the Global Journal of Management and Business Research titled, The Role of Strategic Vision Process in Business Development in Nigeria<\/em> authored by Dr. Ilesanmi O. A., a vision is \u201ca shared mental framework that gives form to the future of an organization\u2026A vision is simply a picture of what the company would like to become. A vision is a mental picture of a now and better world that the manager wishes to create. A vision is a mental image, in that it is something that the manager carries around in the head to bring about the desired changes in the society. Vision specifies a destination and not a route. The vision of the organization refers to the broad category of long term intentions that the organization wishes to pursue. It is broad, all inclusive, and futuristic. Vision is a general statement of intended direction that evokes emotional feelings in venture member. Vision is clear perception especially of future developments.\u201d[1]<\/span><\/span><\/a>\u00a0 This is one of the most in-depth definitions of vision I have encountered in literature. In effect, without a long-term vision there cannot be a strategic intent or direction. Today let us consider 20 important reasons why each organization, family or individual needs a vision for every endeavor in life. <\/span><\/p>\n

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20 IMPORTANT REASONS WHY VISION IS NEEDED<\/span><\/p>\n

To explain the benefits of a corporate vision, we will make use of the human resource management sandwich below. The first thing to note from the sandwich is that vision is usually birthed at the strategic apex either from the founder or CEO. The vision birthed informs everything else that follows in the organization. Please note that even though the example used in the sandwich and ensuing explanations deal with the corporate world, they can be adapted to others organizations such as families, NGOs as well as whole nations. Arguably one of the challenges in the developing world is that there are many nations who do not have a national vision.<\/span><\/p>\n

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First benefit of a well-defined vision is it shapes the organization\u2019s strategic plan. <\/span><\/p>\n

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Secondly it also shapes the human resource plan. The vision determines the type of human resource, skills, knowledge and abilities requisite to fulfil specific tasks and duties which will result in the ultimate fulfilment of that vision. <\/span><\/p>\n

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Thirdly, the vision informs the job analysis. \u201cJob analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information of organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully.\u201d[2]<\/span><\/span><\/a> <\/span><\/p>\n

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Third, the vision informs the job design, that is, \u201c…specification of the contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder\u201d (Buchanan, 1979)\u201d[3]<\/span><\/span><\/a><\/span><\/p>\n

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The following are the four spans of job design:[4]<\/span><\/span><\/a><\/span><\/p>\n

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