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Promoting organizational effectiveness

For centuries, philosophers, military and government leaders, and managers have attempted to capture the true essence of organizational effectiveness.  Adam Smith discussed in The Wealth of Nations that high degree of specialization is the surest way to achieve operational effectiveness.   Although this concept was introduced over two centuries ago, it’s still very relevant today.  As the responsible agents for individuals, groups, and entire organizations, managers often must consider the possibility that effective organizational functioning can be improved by making significant changes in the total organization.  Promoting organizational effectiveness represents specific planned attempts to improve overall individual, group, and organizational performance.

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Many executives might well have been spared the disappointment they experience in mergers, acquisitions, and other major reorganization projects had an organizational development effort uncovered and corrected issues such as the inconsistent communication and unresolved employee relations issues that brought about unhappiness in the workplace.

Behaviors – Management must play an active role in exemplifying desired behavior. Commit to the success of those supporting the vision.

Empowerment – Management must actively push the decision making, trust, and responsibility of their employees. Starting with those closest to their products and customers

Recognition – Preferably publicly for individuals and teams contributing to the organization’s vision and success. Not enough of it can be rendered.

Well concerted efforts to improve organizational effectiveness have great potential for success. Change and innovation typically disrupt normal routines and pattern of behavior. When such routines are disrupted, there are many possible reactions ranging from enthusiastic acceptance (in a perfect world) to covert sabotage.  As the most vital to organization’s success, managers must be prepared to respond to such changes.  Long before adopting flatter hierarchies, and cultural diversity, every organizational decision should be grounded in its strategic vision.  Such principles will help the organization emphasize what it inspires to be in terms of effectiveness.

By Sophia Sanchez, PhD(c), SPHR

Founder and Principal Consultant
Develop For Results International
Author of  “The Development Alternative: Powerful Strategies for unparalleled Business Results”
DevelopForResults.com
SophiaSanchezBlog.com

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