Organizational Effectiveness For Implementing Change And Management

Organizational Effectiveness: Definition

Discuss about the Organizational Effectiveness for Implementing Change and Management. 

The term ‘Organizational Effectiveness’ is indicative of the concept of how an organization is effective to achieve the results a corporation needs to produce. Organizational effectiveness determines the performance of an organization and traces the reason of the corporation’s progress accounting in changes and time (Daft 2012). Organizational effectiveness is important for a company for the concept enhances the capability building, involves strategies for higher adoption of the workplace environment.  

Therefore, Organizational effectiveness analyses the intensity of organizational learning and further encourages the progress of the organizational culture. Groups of organizational effectiveness concern themselves with the ideas of talent management, the working structure and design of the organization, implementing change and management, and the development of leadership skills (Cummings and Worley 2014). Organizational Effectiveness however remains an important key factor when it comes to the discussion of team effectiveness. Teamwork has always been an important factor in establishing productivity and progress of an organization. Moreover, it is an important duty of a manager to identify and choose the blend and skill of an employee. In the long-run a performing team incorporated with employees with the right blend of qualities proves to be fruitful for an organization in terms of growth and productivity.

The following essay, in a systematic manner analyses the key concepts of organizational effectiveness attempts to trace the importance of effectiveness of teamwork in deciding the organizational effectiveness for the organization and thus traces the answer of the question is establishing teamwork difficult for the organization.

Organizational Effectiveness, as Kim Cameron mentions is more of a construct than a theory, ‘grounded in the values and of the evaluators’ (Fullan 2014). Scholars have often been in separate opinions when asked to define Organizational Effectiveness. Major opinion however, goes with the ‘outcome of accountability’ though there have been conflicts (Harper 2015). Therefore, no concrete definition of Organizational Effectiveness can be generated. To create an idea of what organizational effectiveness is, it is as Francis, Holbeche and Reddington mentions, “Organizational Effectiveness takes as its desired end point sustainable, self-renewing outcomes.  This… requires a shift in mindset and practice with respect to organizational change, towards one based on… authentic mutuality” (Miner 2015). However, Organizational effectiveness has been split in several models; different models indicate to the conceptualization of different organizations, as they have worked on the organizational effectiveness.  However, organizational effectiveness is judged by different key factors in several organizations like customer service and performance results, management of human resources, a well-structured leadership quality of the organization and most importantly effective team management (Cummings and Worley 2014). However, it is the human resources and the management of effective teamwork qualities and team managing skill that benchmarks the Effectiveness for an organization.

Importance Themes Deciding the Organizational Effectiveness

Effectiveness of teamwork influences greatly the effectiveness of an organization. However, the organizational effectiveness gets analyzed and judged by several other deciding factors that influences the effectiveness of teamwork as well as the organization. The followings are some of the important themes in deciding the effectiveness of teamwork, therefore, an organization:

The importance of customer service and performance of the teams varies in several organizations leading to varying results. However, organizational effectiveness gets greatly influenced in an organizations ability t successfully and skillfully interacting with and dealing with the customer. Such positive interactions with the customers not only help retaining the customer base but also increase the positive impression of the organization leading to an increasing organizational effectiveness. However, it is important on the part of an organization to keep experienced and skillful teams to attain the customers but at the same time, the organization needs to keep up a good working experience with the employees. From this perspective customer service acts as an important agent in escalating the organizational effectiveness. 

For example, Kenya power, a state corporation organization of power supply enjoys a huge customer network, for their attaining of the customer base and a good performance in distribution of the power. As a result, many customers are connecting with the organization everyday leading to a rapid growth of the organization (Organizational Effectiveness) over the years and thus able to meet the expectation of the increasing customer base (Emis.com 2016). However, it was important on the part of Kenya power as well to involve the employees with the correct managerial skill and correct mix of the qualities, knowledge and skills.

Organizational Structure is an important theme in dictating and leading the effectiveness of an organization. A company can follow several organizational structures and depending on the structures the effectiveness are subjected to change. Companies my increase their effectiveness by using more than one organizational structure or they might movie from one structure to another to calculate the maximum effectiveness of a particular structure.  However, thus the effectiveness of a large, medium and small company differs from watch other in organizational effectiveness for the size of the organization can determine the organizational effectiveness. Nevertheless, the fact is not always true. A large company might follow a complex organizational structure with multiple managerial levels therefore decision-making is delayed. Such delay decreases effectiveness. A small company on the other hand follows a simple organizational structure. Therefore, the flat structure often proves to be effective in tasks and projects or increasing effectiveness of the organization (Pinder 2014).

Customer Service and Performance

Google itself is a great example of the importance of organizational structure in the example of effectiveness of the organization. Google accepts a flexible work culture and organizational structure and emphasizes social link within the organization. True to the theory of the relation between the organizational structure and organizational effectiveness, Google in present time continues to progress. Despite being, a large company the simple (flat) organizational structure helps Google to make a strong alignment between the firm’s organizational structure and effectiveness (Smithson 2015).

Leadership or the managerial quality of an organization plays huge role in expanding the organization’s effectiveness. To comment on the theme of the essay, it is indeed important to choose for a company the right employees for the proper segment. The employees need to be the perfect blend of know, edge and skill which qualities they will use handling the problems which might come to them in the course of time. However, leadership skill is important in organizational effectiveness  from the perspective that it is the manager /leader who chooses the employees and allocate them to the proper segments of work. The leadership quality in an organization is such a quality that organizes, leads and monitors the employees to the productive direction which if improper may adverse impact on the effectiveness of the organization.

The Southwest Airlines makes a good example of the leadership quality in handling the 9/11 terrorist attack. The attack forced the airways to suspend their journey midway for 2 days while the nation recovers from the attacks. The company, instead of sitting and waiting in a foreign country, encouraged the employees to take the passengers to the movies or entertainment programs to spend the time. Moreover, the CEO James Parker announced that they believe the company has been on sound principles for thirty years; they are therefore capable of handling crisis better than any other airways (buffaloNews.com 2016). 

Human resources are the most important part in the increasing of the effectiveness of an organization. The employees count to be the prized possession of an organization, in terms of intellect, support or physical labor. The greater a human resource of an organization, the more there are increasing chances of the effectiveness of an organization. However, it is important for the organization to retain the resource of its own at the same time value and use the resource to increase the effectiveness of the organization (Pindar 2014).                       

Organizational Structure

It is the manager however, on whom the main responsibility has been imposed to establish the effectiveness of the organization and at the same time manage the teams successfully. On the other hand, if a policy fails the responsibility is posed on the managers themselves. Therefore, a manager needs to be extensively analyzing and minute in identifying the right blend of knowledge and skill in an employee to put them in the work. However, it is the responsibility o the manager himself to establish and guide the employees for a successful teamwork through the five stages of team development; forming, storming, norming, performing and adjourning.  The stages in a systematic way help the managers to establish an effective teamwork leading to increase an effectiveness of the organization.

A manager needs to create a purpose for the teams and lead the members towards the goal at the same time retaining team membership (forming), he needs to manage the employees and the expectation of the organization towards the teams and their roles in fulfilling the tasks (storming). A manager needs to manage a friendly relation between the members of the team and re-establish the work culture of the team so that the performance does not reach stagnation (Norming), he needs to keep an attentive eye on the performance of e every team member and the effectiveness and predictability of the company (performing). Most importantly manages the uncertainty and confusion of the employees to ensure a productive atmosphere of the workplace which in the long run will increase an effectiveness of productivity of the organization (West 2012).

Establishing teamwork in the framework of an organization is not only difficult but also crucial in the effectiveness of the organization. Since organizational effectiveness does not contain a strict definition, it encompasses every aspect of an organization in it; from organizational culture to organizational success, everything deals with and influences the effectiveness of the organization. Therefore, to keep up with the increasing of the company, the organization needs to appoint the right employees to the right segments. The abilities of an employee results in the productivity of a company but the employees must be the right employees for the right work. Thus it becomes important on the manager’s part to be careful as well as attentive while deciding the employees.

An employee must possess the quality of knowledge and skill, it is difficult to identify the right employee for a work for the manager must identify the right blend in the interviewed through his experience. As it is the skillful expertise of the employees that determined the extent and duration of the effectiveness of the organization, while choosing the employees the company needs to be very attentive. To create an effective teamwork, an organization must identify a few distinct characteristics within the teams. An effective team needs to work together taking a unanimous responsibility to complete assigned tasks teamwork can be various: problem-solving teamwork, customer handling teamwork virtual teamwork etc. what is the key difficult point for the company in creating an effective teamwork is to identify the people to put in a team with. cross cultural difference, ethical and demographical difference hinders in the way of creating an effective team. However, it is more effective for an organization to identify the capabilities of the employees and rope them in their organizational behavior through the organizational culture.

Conclusion:

However to conclude it must be said that on the progress of an organization, organizational effectiveness plays an important role. Organizational effective in the course of the progress is dealt with and judged by several issues and factors of which teamwork plays the lad role. However, it is important on the part of the managers to bring out the effectiveness of the teams by appointing the right employees to the right team. This acts as an important factor in deciding the effectiveness for an organization. For the employees are counted to be the prized possession of an organization. Therefore, to judge the effectiveness of an organization it is important to analyze the effectiveness of the team first in the workplace.

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