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Organizational Effectiveness

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Social Science
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Homework
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Part 1
Personally I agree with the belief that organizational effectiveness is measured by the degree to
which the organization achieves its goals. Because the main purpose of any organization is to
serve to a goal (profit, social impact, etc) (Angle & Perry, 2014) it seems reasonable to believe
that achieving the objectives that derive from the main goal of an organization is a good measure
of its effectiveness. While organizational effectiveness can be measured in more than one way,
effectiveness is probably the most important subcomponent of performance.
Because effectiveness means different things in different situations, it is important to notice that
within the organizational context effectiveness means doing things “right. In this context “right
normally means achieving a specific organizational goal while using the optimal quantity of
resources (Angle & Perry, 2014). From these observations, it seems obvious that effectiveness is
strictly linked to organizational success. For example, a successful organization that is
committed toward achieving high profit within the limit of regulations is one that is able to
achieve its objectives (e.g., producing goods that are sold) without using more resources than
necessary.
References
Angle, H. L., & Perry, J. L. (2014). An empirical assessment of organizational commitment and
organizational effectiveness. Administrative science quarterly, 1-14.
Part 2
Organizational effectiveness can be measured in more than one way and no single measure is
necessary better than the rest within all types of organizational contexts that exist. That being
said, some measuring methods seem to be more effective for most types of organizations. For
instance, the most important step in measuring effectiveness is by determining long-term and
short-term targets. Once these targets are established, there are two main indicators that can be
used, namely lagging indicators and leading indicators. Lagging indicators are used to confirm or
disconfirm performance and they measure past actions. Lagging indicators are preferred in
organizations that are focused on profit and measure effectiveness by the degree to how well
resources of the organizations have been allocated in the past. Leading indicators, on the other
hand, are used to predict performance; more specifically, actions that will affect the
organizational effectiveness in the future. Leading indicators are used for opening specific
metrics, including dollar value of proposed deals or appointment sets (Färe, Grosskopf & Lovell,
2013).
If my organization would not function effectively, I would determine structural deficiency by
assessing the areas in which deficiency might be present. These areas include: lack of system
foresight, malfunction in information, malorganization, and overstaffing. Lack of system

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Part 1 Personally I agree with the belief that organizational effectiveness is measured by the degree to which the organization achieves its goals. Because the main purpose of any organization is to serve to a goal (profit, social impact, etc) (Angle & Perry, 2014) it seems reasonable to believe that achieving the objectives that derive from the main goal of an organization is a good measure of its effectiveness. While organizational effectiveness can be measured in more than one way, effectiveness is probably the most important subcomponent of performance. Because effectiveness means differen ...
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