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Submitted By:-
Mehul Chandana(141231)
Monil Shah(141232)
Parag Chaubey(141233)
Introduction
Four Effectiveness Approaches
 Goal Approach
 Resource-Based Approach
 Internal Process Approach
 Strateg...
Four Approaches
Que. 1
 What are the advantages and disadvantages of the
resource-based approach versus the goal approach for
measuring o...
Answer 1
 Goal Approach (approach associated with OUTPUT)
This approach emphasizes the ability of organization
to achieve...
Answer 1
Pros:
 Straightforward approach, especially when goals are
measurable.
 Often appropriate for for-profit organi...
System Resource Approach
System Resource Approach (Approach associated
with INPUT)
 It Emphasizes the ability of the orga...
System Resource Approach
Pros:
 It is mostly useful when other indicators of
performance are unavailable.
 EX: quality o...
System Resource Approach
Cons:
 It vaguely consider the organization’s link to the needs
of the customers
 In it the ass...
Question 2
 What are the similarities and differences between
assessing effectiveness on the basis of competing
values ve...
Answer 2
Strategic Constituents Approach
 This approach measures effectiveness by focusing on
the satisfaction of key sta...
Answer 2
Competing Values Model
 This approach to effectiveness acknowledges that
organisations do many things and have m...
Answer 2
 Similarity
The similarity between assessing effectiveness on basis
of Strategic constituents approach and Compe...
Answer 2
 Differences
The major difference between these two models is of
the indicators of effectiveness. Strategic cons...
Organisational Effectiveness Theroies
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Organisational Effectiveness Theroies

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Organisational Effectiveness Theroies

  1. 1. Submitted By:- Mehul Chandana(141231) Monil Shah(141232) Parag Chaubey(141233)
  2. 2. Introduction Four Effectiveness Approaches  Goal Approach  Resource-Based Approach  Internal Process Approach  Strategic Constituent Approach
  3. 3. Four Approaches
  4. 4. Que. 1  What are the advantages and disadvantages of the resource-based approach versus the goal approach for measuring organizational effectiveness?
  5. 5. Answer 1  Goal Approach (approach associated with OUTPUT) This approach emphasizes the ability of organization to achieve its operating goals.  Examples,  Market share  Profit increase  Sales target etc
  6. 6. Answer 1 Pros:  Straightforward approach, especially when goals are measurable.  Often appropriate for for-profit organizations (profitability, market share,...) Cons:  goals are often multiple & conflicting  goals are not always easy to identify & to measure, especially for non-profit organizations (EX: "public safety" as a police department goal)
  7. 7. System Resource Approach System Resource Approach (Approach associated with INPUT)  It Emphasizes the ability of the organization to acquire scarce and valued recourses.  Example,  Donations received by NGO
  8. 8. System Resource Approach Pros:  It is mostly useful when other indicators of performance are unavailable.  EX: quality of a university measured as amount of research grants, acquisition of top faculty, average SAT score of entering students
  9. 9. System Resource Approach Cons:  It vaguely consider the organization’s link to the needs of the customers  In it the assessment of effectiveness is indirect (EX: police department has acquired 3 new cruisers; but did the crime rate go down?)  The approach assumes stability in the market place and fails to adequately consider the changing value of various resources as competitive environment and customer
  10. 10. Question 2  What are the similarities and differences between assessing effectiveness on the basis of competing values versus the strategic constituents approach? Explain.
  11. 11. Answer 2 Strategic Constituents Approach  This approach measures effectiveness by focusing on the satisfaction of key stakeholders.  Stakeholders are divided into different constituent groups such as owners, employees, customers, creditors, community etc  Each of these constituents have different criterion of effectiveness
  12. 12. Answer 2 Competing Values Model  This approach to effectiveness acknowledges that organisations do many things and have many outcomes  It combines several indicators of effectiveness into a single framework. The model was originally developed by Robert Quinn and John Rohrbaugh.  Their analysis found underlying dimensions of effectiveness criteria that represented competing management values in organisations.
  13. 13. Answer 2  Similarity The similarity between assessing effectiveness on basis of Strategic constituents approach and Competing values model is that both of these models take into consideration that effectiveness has no single measure and there can be different indicators of effectiveness in an organisation.
  14. 14. Answer 2  Differences The major difference between these two models is of the indicators of effectiveness. Strategic constituents approach measures effectiveness through the different effectiveness criteria od the strategic constituents and competing values model measures effectiveness through the management values of the organisation

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