Organizational Effectiveness

An organization’s effectiveness is dependent on its communicative competence and ethics. The term “Organizational Effectiveness” can be used interchangeably with the concept of “Organizational Development”, especially when used as the name of a department or part of an organization’s Human Resources. Organizational development is an ongoing, systematic process to implement effective change in an organization and is known as a field of applied behavioral science focused on understanding and managing organizational change, as well as, a field of scientific study and inquiry . While organizational development is considered to be interdisciplinary in nature because it draws on sociology, psychology, and theories of motivation, learning, and personality, organizational effectiveness enables people to use their creativity, energy, and resources for the issues that really matter to a corporation. Organizational effectiveness surrounds the concept of how effective an organization is in achieving the outcomes it intends to produce . Due to the fact that ethics is a foundation within organizational effectiveness, a company must be a place of respect, honesty, integrity and equity to allow communicative competence within its employees. Along with ethics and communicative competence, employees can achieve their intended goals.

I view organizational effectiveness as “the ability of an organization to fulfill its mission through a balance of sound management, strong governance, and a persistent rededication to achieving results” . This topic is relevant to me because, while maintaining a set of management practices, the organization I would like to have a long-term career with should be able to ensure its employees the overall health and longevity of the business. Some characteristics of an organization’s continued existence include: quality of staffing; productivity; adaptability; acquisition of resources; staff morale; succession planning; and volunteer

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