The Mission of any organization is fundamental to all policy development and managerial activities. This section of the module will lay the foundation for enabling leaders to commit to the Mission of the YWCA by:

• stating key actions of the YWCA through the years
• identifying the values within the Mission of the YWCA
• distinguishing the difference between mission and vision

In building a strong association, leaders must be aware of the many components of the YWCA including our Mission, scope of work, values and beliefs, policy setting, goals and objectives, as well as our history and evolution.

An organization's reason for being in terms of the nature and scope of its work.

Scope includes membership or clientele parameters, the geographic areas in which the organization functions, and its local, regional, national and international linkages and operations.

Underlying the Mission statement and the organization's basic policies is an identifiable set of beliefs and values, which determines who it serves and how it serves them.

A definite course of action selected from among alternatives and in light of given conditions to guide and determine present and future decisions.

Broad long-range statements for the future reflect the Mission of the organization and set the direction for establishment of priorities, objectives and program activities.

• specific statements of what must be done to work toward a given goal; they are quantifiable proposals that move the organization toward achieving a goal within a limited period of time (a year, a month, or a triennium).
• action commitments capable of being converted into specific targets, activities and assignments.

A review of how, why and by whom the organization was established provides insight into the founders' intent and focus. Major changes, such as movement from a single to multiple-function agency or changes from a local basis to national and international affiliations, are significant events which may have an impact on the Mission.

The formal administrative structure specifies who carries authority and accountability in the association. The organizational chart illustrates how entities such as the Board of Directors, Trustees, Executive Director, and administrative staff relate to each other. In many instances the association's environment is also influenced by membership in a larger organization.

An association assures consistency and coherence in its decisions and actions by operating within certain standards established by Convention, some of which are self-determined and others imposed by legal and other requirements. These may be expressed in the constitution and bylaws or in the policies and procedures manual. There should be consistency between the standards, goals and Mission of the association.

Since the Mission of the YWCA of the U.S.A. is the Mission of member associations, one way that an association may be distinguished from another is by a vision statement. It lets staff, volunteers, members, funding agencies, and the community/campus see that the association has the intent and capability to get where it's going. Without vision, that is, if you don't know where you're going, any road will get you there. Associations with a vision have a focus and can see how they are going to fulfill the Mission.

• Mission - the organizational reason for being
• Mission of the YWCA of the U,S.A. - part of every association's constitution and bylaws
• Vision - statement of what an organization wants to be, where it is going

An organization's culture is made up of those aspects of the organization that give it a particular climate or feel. Corporate culture is the distinctive constellation of beliefs, values, work styles, and relationships that distinguish one organization from another. (Roger Harrison, and Herb Stokes; Diagnosing Organizational Culture)

The Mission of a specific organization is understood by analyzing its purpose, goals and objectives, scope, beliefs and values, and history and evolution. (YWCA Executive Management Training for Women: A Trainer's Guide)

The sum total of ways of living, including values, beliefs, aesthetic standards, linguistic expressions, patterns of thinking, behavioral norms, and style of communication which a group of people develops to ensure its survival in a particular environment.

Differences in race, ethnicity, language, nationality, religion, sexual orientation, level of physical/mental ability, etc., among various groups within a community, organization or nation.

A distinction in favor of or against a person or thing on the basis of prejudice. (Random House Dictionary, 1987)

Belonging to a common group - often linked by race, nationality and language - with a common cultural heritage and/or derivation.

A belief in the inherent superiority of one's own group and culture accompanied by a feeling of contempt for other groups and cultures. (Random House Dictionary, 1967)

A system of oppression and a system of advantage based on sexual orientation.

Institutional arrangements of a society used to benefit a particular race at the expense of other races. Institutional racism can be intentional or unintentional. When one race dominates the major institutions of a society, that race has the power to impose its prejudice to the detriment of other races. Because U. S. institutions have always been controlled by whites, racism (in the United States) is white racism. People of color, in the United States, have no control over institutions. Therefore, there is no such thing as "Black racism" or "reverse racism" in the U.S. Of course, people of color can be prejudiced, just as white people, but without control of institutional power to subordinate white people, they cannot be racists. (YWCA U.S.A., Action Audit for Change, Addendum 10)

An unfavorable opinion or feeling formed beforehand without knowledge, thought or reason. (Random House Dictionary, 1978). Prejudice can be prejudgment for or against any person, group, sex or object. Race prejudice involves positive attitudes toward one's own race and negative attitudes towards other races. People belonging to any race or ethnic group can be prejudiced. (YWCA Action Audit for Change, Addendum 10)

Any attitude, action or institutional structure which subordinates a person or group because of their color. (U.S. Commission on Civil Rights, 1970). Race prejudice plus the back-up of institutional power, used to the advantage of one race and the disadvantage of other races. The critical concept differentiating racism from prejudice is "the back-up of institutional power." A useful formula is: Prejudice + Power = Racism. (Developing New Perspectives on Race, Pat A. Bidol)

Racism in the U.S. can only be "white racism," as other groups do not have institutional power. The term "reverse racism" is in fact a misnomer.

Discrimination on the basis of gender. As with racism, it may be overt or covert, and it is pervasive in our society, especially discrimination against women. Attitudes or conditions that promote stereotyping of social roles based on gender. (American Heritage Dictionary, 2nd edition)

The essence of a company's philosophy for achieving success. They are the bedrock of corporate culture. Values provide employees with a sense of common direction and guidelines for day-to-day behavior.

A journey from the known to the unknown, which helps create the future from a montage of facts, homes, dreams, dangers and opportunities. (Scott, Cynthia D. MPH., Ph. D.; Jaffe, Dennis T., Ph. D.; Tobe, Glenn R., M.A.; Organizational Vision, Values and Mission, Building the Organization of Tomorrow.)