As the vision and mission statement of Global Homage is clearly stated, anybody who would aspire to become a member must have the innate desire to serve the people. he/she will then consider it as his/her own personal responsibility, as it is the organizational responsibility to uphold the vision and the mission of the organization.
Everyone is expected to act professionally in adhering with all of the above stated code of ethics of the organization.
Global Homage is an organization whose leaders and members are committed to changing and helping the people to live a cleaner and healthier way of life. This is an organization whose members are capable of dealing and interacting with people from varied facets of life - from the people of the government and private sectors to the people from poverty and/or underdeveloped areas. This is an organization whose members are invigorated with the idea that they can help and serve the people.
With all these in mind, Global Homage fosters a dynamic, modern and flexible organizational culture. It adapts with the ever-changing requirement of the society, the environment and of the people. Its members are from different localities and nations hence, it is multi-cultural in nature. Male or female, young or old are equal, as long as they can contribute themselves - their time and their efforts - for the organization, they are highly valued.
When pertaining to doing the tasks and responsibilities, Global homage uses the combination of "Participating/Supportive" and "Delegating/Trusting" form of leadership.
There are two situations that can be expected in the day-to-day running of the organization. The first situation can be:
The members are unwilling to do a certain task but the leaders know that these particulars members know that they are capable to do it. In this instance, leaders will have to use the "participating and supportive leadership." Leaders using this supportive style know the group has the ability to do the job. However, the group may be unwilling (apprehensive, bored, etc.) to start or complete the task. Therefore, the group members and leader participate in making decisions and carrying them out together. Here, the leader puts more emphasis on relationships and individuals' feelings within the group. Members feel important when the leader provides moral support and encouragement. The leader is then perceived as the resource person and helper in this role.
The second situation that can be expected is having members who are willing and able to do the task. For this specific instance, the Global Homage leader will then have to choose to be a delegator when the group members are both willing and able to take responsibility for directing their own behavior. The leader trusts the group to do their own thing and will just be observing them from a distance.
Meanwhile, when decision-making is concerned, Global homage uses the democratic style of leadership. In the democratic style, the leader involves the people in the decision-making, although the process for the final decision may vary from the leader having the final say to them facilitating consensus in the group (Anthony, 1989).
Democratic decision-making is usually appreciated by the people, especially if they have been used to autocratic decisions with which they disagreed. It can be problematic when there are a wide range of opinions and there is no clear way of reaching an equitable final decision (Anthony, 1989).
Global Homage's overall performance will be measured quarterly in terms of every output recorded. By output would mean the number of trainings, and educational forums that have been conducted by the members of the organization.
Annually, the Global homage will be setting specific numbers and areas that will be targeted as part of the information dissemination regarding health and sanitation. More so, the target cost consumption will be set. Both of these will be compared to with total number of forums and trainings conducted along with the costs incurred. Needless to say, the success and efficacy of the organization will be achieved if the number of forums conducted has met or exceeded the target while consuming a minimal amount.
Reports and necessary records should be distributed for the people and groups/organizations who have been contributing greatly for the organization.
Indeed, with careful and effective planning comes efficient and affective implementation. If everything is laid down, in 'black and white', from the very beginning, there will be no way that an organization will start at the wrong end. Lastly, with committed leaders and equally committed members, the organization will surely run smoothly and aligned with the values, vision and missions that the organization wishes to uphold.
Anthony, John H. 1989 "Therapeutic Leadership." Leadership Abstracts, Vol. 2, No. 13, August.
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Robson, Allan. 2005. Code of Ethics & Code of Conduct. Vice-Chancellor, University of Western Australia. http://22.214.171.124/search?q=cache:VoFMZJRAOEYJ:www.hr.uwa.edu.au/publications/code_of_ethics+Personal%2BCode%2Bof%2BEthics+Human+Resources&hl=en&gl=ph&ct=clnk&cd=2