Dunn's Deli Mission Statement

Vision & Mission Statement When creating the vision for the company Dunn has asked himself this question: “Where do we aim to be?” (Diffen, 2013). One simple question that can make all the difference from his mission statement. One that describes what you want to become and lists future goals and objectives. The vision statement for Dunn's Deli is as follows:

“At Dunn's Deli we will work diligently and respectfully to reach the goals of the company and maintain a high quality ran business.”

In creating the Deli's and Emporium's vision he has made it aware for staff to work for something and treat the customers how they should be treated. Dunn will respect his employees so that they show him respect back and are willing to accomplish the
company goals. The mission statement of the company will relate directly to the company's purpose and be in written form for customers and employees to overlook and review (Saylor, 2014).
The mission statement has been written as follows:

“At Dunn's Deli, our family oriented atmosphere, we've created the community a spectacular eatery that includes friendly and diverse staff, a clean establishment, great food and even better prices. We provide families to good eats while we build excellent customer service and loyal relationships to our customers. We will strive to be the best in our area and keep you coming back for more.”

With a mission and vision statement, the company must further get to know their new business and create an organized establishment. The mission statement makes customers aware of the type of staff they are going to deal with and the food they came for. To keep away any potential threats of the company, the vision and mission statements should be reviewed on a daily basis by employees. He can use these statements for empowering and motivating his employees.

Empowerment &
Motivation Dunn as a leader is to develop the future of his organization. He must make decisions that are best for the company and maintain peace within staff members. Although his employees are working for money, that is not always the key for successful leadership and motivating the employees (Musselwhite, 2007). A powerful leader will use rewards and achievements to motivate his employees, and when motivating employees successfully, then you become a more efficient and hardworking organization (Musselwhite, 2007). When empowering employees you are allowing them to make decisions, and in return this makes them feel better and want to be apart of the action.
Those with big decisions in the workplace become motivated for work, they like their job and they want to be there (Babich, 2013). Dunn should think about ways that he can empower his employees. Often times when acknowledging staff of their recent achievements and accomplishments, they can become motivated in wanting to do more for the company (Musselwhite, 2007). If Joseph chooses to share with employees some of the other employees achievements over the month, then maybe he will see growth in other employees that don't typically stand out. Some employees like Esteban may want to do trainings or language courses to help him grow within the company. Creating an empowering plan will also allow Joseph to get to know his employees better and build relationships with
them. One way that Dunn can learn to empower his employees is to take a look at Kanter's Structural Empowerment Theory. Kanter's theory suggests that certain situations and the way a leader handles it can either constrain or encourage performance of an organization (Orgambídez-Ramos, 2014). Kanter states that to mobilize resources means to get things done (Kanter, 1993). For Joseph, his resources can be those employees that are under them. To use his employees successfully they can gain new ideas and interests and find out new ways to handle situations. When leaders have access to resources, information, and support they are able to learn and grow, when these sources are unavailable then effective work is impossible (Orgambídez-Ramos, 2014). If Joseph can positively use structural empowerment he create a bigger name for his business, and good relationships to his employees. Joseph can use trainings and staff meetings to inform his employees of happenings in the building. If those trainings and staff meetings aren't available for the staff, then a lack of communication can occur for employees which can set off bad relationships for Joseph and his staff.