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Organizational effectiveness is a concept organizations use to gauge how effective they are at reaching intended outcomes.[1]
Organizational effectiveness is both a powerful and problematic term. It may be used to critically evaluate and improve organizational activities; this is one of its strengths. However, the term has been noted as problematic as it means various things to different individuals. Furthermore, there are alternative methods for measuring organizational performance.[2]
Organizational effectiveness embodies the degree to which firms achieve the goals they have decided upon, a question that draws on several different factors.[3] Among those are talent management, leadership development, organization design and structure, design of measurements and scorecards, implementation of change and transformation, deploying smart processes and smart technology to manage the firm's human capital and the formulation of the broader Human Resources agenda.
^Etzioni, Amitia. (1964). Modern Organizations. Englewood Cliffs, NJ: Prentice-Hall.
^Forbes, Daniel P. (June 1998). "Measuring the Unmeasurable: Empirical Studies of Nonprofit Organization Effectiveness from 1977 to 1997". Nonprofit and Voluntary Sector Quarterly. 27 (2): 183–202. doi:10.1177/0899764098272005. S2CID 145657794.
^"A Practitioner's Guide to Organizational Effectiveness". AIHR. 2020-12-07. Retrieved 2022-03-27.
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