UNIT –V

Presented By Senthil kumar.N

Today's Discussion

Review of last classOrganizational development & organizational effectiveness

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ORGANIZATIONAL DEVELOPMENT

According to George R. Terry, “ organizational development includes efforts to improve results by getting the best from employees, individually and as members of working groups”

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ORGANIZATIONAL DEVELOPMENT DEFINITION

According to R. Beckhard, “ OD is an effort:1). Planned2). Organization wide3). Managed from the top4). To increase organization effectiveness and health5). Through planned interventions in the organization’s

processes, using behavioral science knowledge”

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CHARACTERISTIC OF OD

OD is a planned strategy to bring about organizational change

OD always involves a collaborative approach to changeOD programs include an emphasis on ways to improve and

enhance performanceOD relies on a set of humanistic values about people and

organizationsOD represents a systematic approachOD is based upon scientific approaches to increase

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OBJECTIVE OF OD

To increase openness of communication among peopleTo increase commitment, self direction and self controlTo encourage the people who are at the helm of affairs or

close to the point of actual action to make the decisions regarding their issues through collaborative effort

To involve the members in the process of analysis and implementation

To encourage the confrontation regarding organizational problems with a view to arriving at effective decisions

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To enhance the personal enthusiasm and satisfaction levels

To increase the level of trust and support among employees

To develop strategic solutions to problems with higher frequency

To increase the level of individual and group responsibility in planning and execution

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ORGANIZATIONAL EFFECTIVENESS

According to Amitai Etizioni, “ Effectiveness is the degree to which with organization realizes its goal”

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IMPORTANCE OF ORGANIZATIONAL EFFECTIVENESS

It enhances the potential for job success, promotional opportunities, and longevity with the employer

It provides a structure for organizing one’s workIt increases understanding of the way big organizations

operateIt challenges the way organizations operate

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LEVELS OF ORGANIZATIONAL EFFECTIVENESS

Individual level effectivenessGroup level effectivenessOrganizational effectiveness

Achievement of organizational effectiveness is the outcome of organizational effectiveness . But it depends on the contribution of the individual employee s, groups and the total organization

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THREE LEVELS OF EFFECTIVENESS

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1).Individual level effectiveness depends upon the employee positive attitude, commitment to and involvement in organizational activities. Individuals contributions to organizational effectiveness depend on individuals skills, abilities, aptitude, emotions, knowledge, attitude motivation and stress

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2). Employee today prefer work along with others in order to satisfy their individual needs and achieve organizational goals through the impact of synergy. Consequently, groups and employees in a group contribute much the organizational success. Group contributions to organizational effectiveness depends upon group cohesiveness, leadership, group structure, status, roles and norms.

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3). Effective contributions of individual employees and group groups result in organizational effectiveness. Organizational effectiveness depends upon individual contribution, group contribution in addition to environment, technology strategic choice, organizational structure, process and organizational culture

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CRITERIA FOR ORGANIZATIONAL EFFECTIVENESS

DirectionDelegationAccountabilityControlEfficiencyCoordinationAdaptionSocial system and personal effectiveness

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1) DirectionI) setting objectiveII) long and short term planningIII) entrepreneurship and sound investmentIV) devising appropriate organizational structureV) maintain a factorable image of the enterprise

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2). Delegation: Motivation by encouraging well judged decisions close to point of selection

3). Accountability: Clear understanding of who is accountable for what (without any gaps)

4). Control: it deals with monitoring performance against objectives and standards

5). Efficiency: optimum use of resources and the achievement of planned levels of output with minimum costs; input output ratio.

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6). Coordination: it is related to integrate the activities and contribution of different parts of the enterprise

7).Adaptation: to measure effectiveness of an enterprise8). Social system and personal effectiveness: maintenance

of social systems and terms and conditions of employment in order to enlist people’s commitment.

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APPROACHES OF ORGANIZATIONAL EFFECTIVENESS

Goal attainment approachSystems approachStrategic constituencies approachCompeting values approach

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APPROACHES TO MEASURING ORGANIZATIONAL EFFECTIVENESS

Goal Approach: Effectiveness is the ability to excel at one or more output goals.

Internal Process Approach: Effectiveness is the ability to excel at internal efficiency, coordination, motivation, and employee satisfaction.

System Resource Approach: Effectiveness is the ability to acquire scarce and valued resources from the environment.

APPROACHES TO MEASURING ORG. EFFECTIVENESS, CONTINUED

Constituency Approach: Effectiveness is the ability to satisfy multiple strategic constituencies both within and outside the organization.

Domain Approach: Effectiveness is the ability to excel in one or more among several domains as selected by senior managers.

Competing - values Approach :It presents an integrative framework for estimating organizational effectiveness. The entire concept is based on a fundamental fact, which is clear from its title, that different people comprising the organization such as stockholders, creditors, workers, thinkers, area specialists will evaluate effectiveness of an organization from their own point of view.

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Flow Charts of Approaches to Organizational Effectiveness –

Goal Approach

TRANSFORMATIONINPUTS OUTPUTS

GOAL APPROACH

Flow Charts of Approaches to Organizational Effectiveness –

Internal Process Approach

TRANSFORMATIONINPUTS OUTPUTS

INTERNAL PROCESS APPROACH

TRANSFORMATIONINPUTS OUTPUTS

SYSTEM RESOURCE APPROACH

Flow Charts of Approaches to Organizational Effectiveness –

Constituency Approach

TRANSFORMATIONINPUTS OUTPUTS

STRATEGIC CONSTITUENCIES APPROACH

THANK YOU,,,,,

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