This document presents information on organizational effectiveness from a presentation given by Anindita Das. It defines an organization as a social group that distributes tasks for a collective goal. Effectiveness refers to achieving intended outcomes and solving problems. There are four approaches to assessing effectiveness: goal attainment based on objectives; systems approach treating an organization as an open system; internal process focusing on internal health; and strategic constituencies fulfilling demands of supporting groups. Factors like leadership, culture, and resources affect effectiveness. Strategies to improve effectiveness include role clarity, accountability, development, and feedback.

1. “ORGANIZATIONAL EFFECTIVENESS”
PRESENTED BY:
ANINDITA DAS
M.PHIL SCHOLAR
DEPT.OF BUSINESS ADMINISTRATION
SAMBALPUR UNIVERSITY
A
PRESENTATION
ON

3. WHAT IS ORGANISATION?
 THE WORD ORGANISATION IS DERIVED
FROM THE GREEK WORD “ORGANON”
 AS WE KNOW ‘ORGAN’ MEANS A
COMPARTMENT FOR A PARTICULAR JOB.
 SO AN ORGANIZATION IS A SOCIAL GROUP
WHICH DISTRIBUTES TASKS FOR A
COLLECTIVE GOAL.
 DIVISION OF WORK

4. EFFECTIVENESS
 THE DEGREE TO WHICH OBJECTIVES AND GOALS
ARE ACHIEVED AND THE EXTENT TO WHICH THE
PROBLEMS ARE SOLVED.
 ORGANIZATIONAL EFFECTIVENESS IS THE CONCEPT
OF HOW EFFECTIVE AN ORGANIZATION IS IN
ACHIEVING THE OUTCOMES THE ORGANIZATION
INTENDS TO PRODUCE.ORGANIZATIONAL
EFFECTIVENESS GROUPS IN ORGANIZATIONS
DIRECTLY CONCERN THEMSELVES WITH SEVERAL
KEY AREAS.
 THEY ARE TALENT MANAGEMENT, LEADERSHIP
DEVELOPMENT, ORGANIZATION DESIGN AND
STRUCTURE, DESIGN OF MEASUREMENTS AND
IMPLEMENTATION OF CHANGE AND
TRANSFORMATION,

5. HISTORICAL OPINIONS ABOUT
ORGANIZATIONAL EFFECTIVENESS
 EFFECTIVENESS WAS DETERMINED BY FACTORS
SUCH AS-
 PRODUCTION MAXIMIZATION
 COST MINIMIZATION
 TECHNOLOGICAL EXCELLENCE
F.W.TAYLOR

6.  EFFECTIVENESS IS A FUNCTION OF
 CLEAR AUTHORITY
 DISCIPLINE WITHIN AN ORGANIZATION
• HENRY FAYOL

7.  EFFECTIVENESS IS A FUNCTION OF
 PRODUCTIVITY
 EMPLOYEE SATISFACTION
• ELTON MAYO

8. CHARACTERISTICS OF AN
EFFECTIVE ORGANIZATION
 PURPOSE AND DIRECTION
 PERFORMANCE STANDARDS
 REWARD AND RECOGNITION
 PARTICIPATION AND TEAMWORK
 COORDINATION AND COOPERATION
 FORMAL SUPPORT SYSTEMS
 HUMAN RESOURCES DEVELOPMENT
 RELATIONSHIP TO THE EXTERNAL

9. APPROACHES TO
ORGANIZATIONAL EFFECTIVENESS
 THERE ARE FOUR APPROACHES IN
ORGANIZATIONAL EFFECTIVENESS,SUCH AS
 GOAL ATTAINMENT APPROACH
 SYSTEM APPROACH
 INTERNAL PROCESS APPROACH
 STRATEGIC CONSTITUENCIES APPROACH

10. GOAL ATTAINMENT APPROACH
 THE GOAL ATTAINMENT APPROACH STATES
THAT AN ORGANIZATION’S EFFECTIVENESS
MUST BE ACHIEVED IN TERMS OF THE
ACCOMPLISHMENT OF THE OBJECTIVES.
 BASED ON THE IDENTIFICATION OF THE
GOALS AND THE ACHIEVEMENT OF THOSE
GOALS,GOALS MUST BE-
 CLEARLY IDENTIFIABLE
 MEASURABLE
 TIME BOUND

11.  ITS FOCUS IS ON THE OUTPUT TO FIGURE
OUT THE ESSENTIAL OPERATING
OBJECTIVES LIKE PROFIT,INNOVATION AND
FINALLY PRODUCT QUALITY.
 BUT THE PEOPLE INVOLVED SHOULD BE
COMMITTED TO FULFILLING GOALS.

12. SYSTEMS APPROACH
 THIS APPROACH TREATS AN AS AN OPEN
SYSTEM.THIS ORGANIZATION OBTAINS
INPUTS,PARTICIPATES IN TRANSFORMATION
PROCESSES AND GENERATES OUTPUT.
 IT ASSUMES THAT THE ORGANIZATION
CONSISTS OF INTERRELATED
SUBSYSTEMS.IF THE SUBSYSTEM
FUNCTIONS EFFICIENTLY,IT IS GOING TO
INFLUENCE THE PERFORMANCE OF THE
WHOLE ORGANIZATIONAL SYSTEM

13. INTERNAL PROCESS APPROACH
 ORGANIZATIONAL EFFECTIVENESS IS
ASSESSED AS INTERNAL ORGANIZATIONAL
HEALTH AND EFFECTIVENESS.
 IT LOOKS AT THE INTERNAL
ACTIVITIES.ACCORDING TO INTERNAL
PROCESS APPROACH,EFFECTIVENESS IS
THE CAPABILITY TO GET BETTER AT
INTERNAL EFFICIENCY,CO-
ORDINATION,COMMITMENT AND EMPLOYEE
SATISFACTION

14.  BY EFFECTIVENESS,IT IS MEANT THAT THE
ORGANIZATION IS INTERNALLY HEALTY AND
EFFICIENT.
 THE MEMBERS ARE COMPLETELY PART OF
THE SYSTEM AND THE SYSTEM ITSELF
WORKS SMOOTHLY.
 THE RELATIONSHIP BETWEEN THE
MEMBERS IS BASED ON TRUST,HONESTY
AND GOODWILL.

15. STRATEGIC CONSTITUENCIES
APPROACH
 THIS APPROACH SUGGEST THAT AN EFFICIENT
ORGANIZATION IS ONE WHICH FULFILLS THE
DEMANDS OF THOSE CONSTITUENCIES IN ITS
ENVIRONMENT FROM WHOM IT NEEDS SUPPORT
FOR ITS SURVIVAL.
 IT DEALS WITH THE EFFECT OF AN ORGANIZATION
ON ITS STAKEHOLDERS AND THEIR INTERESTS.
 THIS APPROACH INVOLVES HOW DO ALL THE
PEOPLE CONNECTED WITH THE ORGANIZATION.
 THESE PEOPLE MAY HAVE DIFFERENT ROLES SUCH
AS USERS OF THE PRODUCTS AND SERVICES,THE
RESOURCE PROVIDER,THE FACILITATORS OF THE
ORGANIZATION’S OUTPUT,OTHER SUPPORTERS AND
THE DEPENDENTS OF THE ORGANIZATION.

16. FACTORS AFFECTING
ORGANIZATIONAL EFFECTIVENESS
 LIKERT HAS CLASSIFIED THE FACTORS
AFFECTING ORGANIZATIONAL
EFFECTIVENESS INTO FOLLOWING THREE
VARIABLES:
 CAUSAL
 INTERVENING
 END RESULT

17.  CAUSAL VARIABLES
CAUSAL VARIABLES ARE THOSE INDEPENDENT
VARIABLES THAT DETERMINE THE COURSE OF
DEVELOPMENTS WITHIN AN ORGANIZATION AND
THE OBJECTIVES ACHIEVED BY AN ORGANIZATION.
THESE CAUSAL VARIABLES INCLUDE ONLY THOSE
INDEPENDENT VARIABLES, WHICH CAN BE
ALTERED BY ORGANIZATION AND ITS
MANAGEMENT. CAUSAL VARIABLES INCLUDE
ORGANIZATION AND MANAGEMENT’S POLICIES,
DECISIONS, BUSINESS AND LEADERSHIP
STRATEGIES, SKILLS AND BEHAVIOR.

18.  INTERVENING VARIABLES
INTERVENING VARIABLES ACCORDING TO LIKERT
ARE THOSE VARIABLES THAT REFLECT THE
INTERNAL STATE AND HEALTH OF AN
ORGANIZATION. FOR EXAMPLE, EMPLOYEE
LOYALTIES, ATTITUDES, MOTIVATIONS,
PERFORMANCE GOALS AND PERCEPTIONS OF ALL
THE MEMBERS AND THEIR COLLECTIVE CAPACITY
FOR EFFECTIVE INTERACTION, COMMUNICATION
AND DECISION-MAKING.
 END-RESULT VARIABLES
END-RESULT VARIABLES ARE THE DEPENDENT
VARIABLES THAT REFLECT ACHIEVEMENTS OF AN
ORGANIZATION SUCH AS ITS PRODUCTIVITY,
COSTS, LOSS AND EARNINGS.

19. STRATEGIES TO IMPROVE
ORGANIZATIONAL EFFECTIVENESS
 HELP EMPLOYEES TO UNDERSTAND THEIR ROLES TO
ACHIEVE THE OBJECTIVES.
 ENSURE THAT THE ORGANIZATION HAS THE RIGHT
NUMBER OF LEVELS OF WORK.
 MAKE MANAGERS ACCOUNTABLE FOR THE RESULTS OF
THEIR SUBORDINATES.
 GIVE EMPLOYEES SUFFICIENT AUTHORITY TO
UNDERTAKE THEIR RESPONSIBILITIES.
 MAKE MANAGERS ACCOUNTABLE FOR COACHING THEIR
STAFF.
 DEVELOP THE EMPLOYEES AND CREATE A SUCCESSION
PLAN.
 SET UP OCCUPATIONAL HEALTH AND SOCIAL FACILITIES.
 CREATE OPPORTUNITIES FOR EMPLOYEE FEEDBACK
AND PARTICIPATION.

20. THANK YOU