for the students of dr hs gour university sagar for mba third semester with human resource specialisation

1. Organizational Effectiveness
Organizational effectiveness can be defined as the efficiency with which an
association is able to meet its objectives. This means an organization that produces
a desired effect or an organization that is productive without waste.
Organizational effectiveness is critical to success in any economy. In order to
achieve increased and sustainable business results, organizations need to execute
strategy and engage employees.
Organizational effectiveness is about each individual doing everything they know
how to do and doing it well; in other words organizational efficiency is the capacity
of an organization to produce the desired results with a minimum expenditure of
energy, time, money, and human and material resources.
The desired effect will depend on the goals of the organization, which could be,
for example, making a profit by producing and selling a product. An organization, if
it operates efficiently, will produce a product without waste.
If the organization has both organizational effectiveness and efficiency, it will
achieve its goal of making a profit by producing and selling a product without
waste. In economics and the business world, this may be referred to as maximizing
profits.

2. Organizational Effectiveness
 How do you increase organisational effectiveness and the productivity of your
workforce?
 To increase organisational effectiveness, winning companies create sustainable
competitive advantage by aligning their talent and business strategies.
 Mergers or acquisitions, restructurings or shifts in business strategy are
examples of fundamental organisational change that create strong demand for
processes and systems to bring focus and restore the organisation’s capability to
function effectively.
 Our organisational effectiveness capability brings value to our clients’
organisations by facilitating the integration and alignment of the business
strategy with a workable talent management strategy.
 At the heart of Right Management's organisational effectiveness capabilities, is
our holistic approach to helping companies build and align the capabilities,
processes, attitudes and talent needed to more effectively implement their
chosen strategy.

3. Organizational Effectiveness
Models of organizational effectiveness
 According to the rational goal model of effectiveness, an organization is
effective to the extent that it accomplishes its stated goals.
 With an open system model an organization is effective to the degree that it
acquires inputs from its environment and has outputs accepted by its
environment.
 The internal process model focuses on the effectiveness of the internal
transformation process.
The human relations model focuses on the development of the organization’s
personnel.
 The competing values model requires that an organization scrutinize the
balance among the above four effectiveness models. In this model there are
three sets of competing values. The first is the tension between internal versus
external focus. The more the organization focuses on one, the less it can
concentrate on the other.
 With the strategic constituencies model an organization would aim to at least
minimally satisfy the most important constituents (or stakeholders) in its
environment.

4. Organizational Effectiveness
 The organization adopting the fault-driven model of effectiveness seeks to
eliminate traces of ineffectiveness in its internal functioning. The National
Aeronautics and Space Administration (NASA) in the United States is a good
example. Its systems are designed with backups to be reliable even if some
components fail.

5. Organizational Effectiveness
Organizational Effectiveness Solutions
 Strategy-implementation:
Right Management’s Strategy Implementation consulting services improve an
organization’s ability to successfully execute strategy. This is achieved by
focusing on structure, people systems and processes, and to deliver great
customer experiences.
 Strategic Workforce Alignment
Strategic Workforce Alignment is a unique interactive process for executives to
quickly assess and prioritize various workforce strategies, employee needs and
investments. Based on proven Six-Sigma methodologies, individuals use a
specially designed diagnostic process called Right Navigator to prioritize (based
on importance and satisfaction) a comprehensive set of organizational
workforce strategies.
 Chang-Effectiveness
Right Management’s Change Effectiveness offerings are designed to support
change at all levels of the organization. Our change management programs
assist executives to drive organizational change, empower managers to lead
through change, and enable employees to navigate and respond to change
appropriately.