Strategies to Evaluate Organizational Effectiveness

July 7, 2010 at 5:17 am 1 comment

An organization’s effectiveness is in major part a measure of the effectiveness of its master strategy. Selection of the appropriate basis for assessing organizational effectiveness presents a challenging problem for managers and researchers. There are no generally accepted conceptualizations prescribing the best criteria. Different organizational situations – pertaining to the performance of the organization’s structure, the performance of the organization’s human resources, and the impact of the organization’s activities -require different criteria.

J. Barton Cunningham, after reviewing the relevant literature, concluded that seven major ways of evaluating organizational effectiveness existed: rational goal model, systems resource model, managerial process model, organizational development model, the bargaining model, the structural functional model, and the functional model.

Read more about Cunningham’s ideas.


Entry filed under: Organizational Development, Organizational Effectiveness. Tags: , , .

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1 Comment Add your own

  • 1. Zara F. Larsen  |  July 8, 2010 at 1:03 am

    Well if that isn’t an academic view of the world, I don’t know what is! And being both an academic and corporate practitioner (having had the title of Director of Enterprise Effectiveness, no less, and charged with bringing speed and discipline predictably within a rather unwieldy portfolio of large programs and functions) what is missing in most models is pragmatic clarification of performance metrics related to the CUSTOMER VIEW of the world. Expectations on cost containment, quality, and meeting commitments to a well understood value proposition. Never should it be process for the sake of process or data for sake of pumping up list upon list of metrics (in absence of knowledge from which to take action for clear line-of-site business results.) Easy to say, not so to winnow to the critical few and hit the mark.


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