Organizational Effectiveness

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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 participation. On the other hand, factors that could negatively affect a corporation’s organizational effectiveness could fall into one of the following categories of: personal characteristics; leadership styles; organizational culture; working environment; model of organizational operation; flexibility; or organizational commitment .

In completing this paper, I decided to interpret and analyze the real-world theory of organizational effectiveness by further investigating the management issues surrounding this theory. Based on what I learned in class, I applied the following questions to help provide a detailed description of the topic: How do managers influence productivity? Why is control such an important managerial function? How can four techniques help establish standards and measure performance? How do successful companies implement controls? What are the financial tools I would need to know? How do top companies improve the quality of their products or services? What are the keys to successful control? What are the barriers to control success?

How managers influence productivity is important because it determines whether a company will make a profit and affects the organizational effectiveness. One way to influence productivity would be to ensure employees have acquired necessary education and training which would help them to perform well. These skills will enable a more efficient application of knowledge which will then allow the business to meet its strategic goals and competitive challenges. Another way to influence productivity would be to communicate effectively. In communicating effectively, problems can be solved and creative thinking can flow. The ability to achieve strategic project objectives frequently depends on the problem solving and creative thinking skills of a company’s workforce. For an employer to succeed, employees must be motivated which is why goals for managing personal and profession growth need to be developed. While encouraging...
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