Organisational Effectiveness for Productivity and Performance

Question: Discuss about theOrganisational Effectiveness for Productivity and Performance. Answer: Organisational effectiveness has focused on the concept about how well organizations can compete among themselves and how quickly they can bring different types of important products to the market. It also covers how different organisations meet their status in the community and provide strategies to meet their profitability and increase attractiveness to potential employees (Bolino, Long and Turnley 2016) In simple terms, organizational effectiveness considers how well an organization performs its business. In the present generation, the business environment is changing at a very fast rate as it is driven by different digital transformation and greater competition (Mitchell 2013). This often leads to a need for continuous Innovation and therefore managers should take the initiative to introduce implement and evaluate different strategies which would help in making the organisational effectiveness. The following essay will be mainly focusing on the different perspectives that manager s should develop to evaluate organizational effectiveness. Every manager should try to evaluate the organizational effectiveness by understanding the employee's concept of their organizational goals. The manager should try to evaluate whether the employees have a clear vision and have a proper idea about their role clarity. They should keep in mind that time, energy and stress often gets wasted if the employees feel that the rules are vague or that their work overlaps with the work being done by others. The manager should also evaluate that whether the organization is having the correct number of levels of work (Yen and Teng 2013). This is because too few levels can cause problems during the time of communications and make great gaps in the workflow. High number of layers can create unnecessary bureaucracy. They may also result in the employee's feeling suppressed in their decision making in a system of group work. The manager should also evaluate whether the employees are having sufficient authority to undertake any of their responsibilitie s. The manager should also make sure that their autonomy is not misused by the employees (Branch, Ramsay and Barker 2013). He should evaluate that there are proper boundary within which the people should make decisions that would be based on the skills as well as knowledge and the different experiences. The manager should also make sure that he does not become a rigid leader but allow the employees to take decision within the scope of their own capability so that they can feel valued and respect it. This in turn increases organizational effectiveness by increasing the productivity as well as the efficiency of the workers. Another very important perspective that the managers should utilize by evaluating organizational effectiveness is that whether he is able to create a culture of fairness, transparency and honesty in the workplace (Kaplan et al. 2014). The employee need to feel that the organizational culture provide honesty and at the same time encouragement to the workers to maint ain fairness in their work. Therefore the managers should be transparent during recruitment, salary negotiation as well as training. Researchers say that employees even get ready to accept a popular decision if they feel that their organizations treat them fairly and provides openness in their decision. Managers need to demonstrate courage as well as personal integrity which are some of the main factors for maintaining organizational effectiveness. The manager can also evaluate the organizational effectiveness by closely monitoring the performance of the employees and thereby allocating them to particular training session so that the employees can also get the scope of development of the skills as well as knowledge (Sikora and Ferris 2014). Proper evaluation of the organizational effectiveness by spending more time with the employee, setting specific goals for them, giving them particular feedback according to their skills and experiences and thereby supporting and creating opportun ities for them to learn on job are important for maintaining productivity of the organization. There are many managers who feels threatened from the idea of helping their successes to develop their skills for their roles which may threaten their own position. However this should not be the scenario as it affects organizational effectiveness. Helping the employees and creating a succession plan for them help the employee to understand their long-term potential in the organization helps them to improve employee motivation and engagement in the organization (Laschinger et al. 2014). The evaluation of the successful plan implemented for the employees would help them to understand how they are performing in their specific roles and showing dedication for the company which would in turn help him to understand their dedication for organizational effectiveness. Another important perspective that should be in the mind of the managers is to make sure that each of the employees are having occu pational health and social security in the organization like having a new water cooler or having extensive program of facilities like in house occupational counselors, and other social facilities (Anitha 2014). In order to understand the requirements of the employee the manager can conduct service through which the different important facilities required by the employees would come into view (Cameron and Green 2015). Another important criteria that the managers should cover in order to establish proper organizational effectiveness and evaluate the same that the managers should create opportunities to give feedback from the employee regarding different issues in the organization and also ensure that they are participating each and every activities of the organization. From this attitude of the workers, the managers can evaluate that whether they are happy with the workplace or strategies are required to make them more enthusiastic and motivated in the workplace so that they can servi ce the organizational goals and objectives (Certo 20150. From the entire discussion it becomes evident that correct perspective need to be harbored by the managers so that they can contribute to the increase of organizational effectiveness. Some of the important strategies that they should take is to evaluate that whether the team is having a clear idea about the organizational goals and knows how to achieve them and also evaluate that whether the organization is having the Correct levels of work. They also should look over that whether they are providing the right amount of authority, creating a proper culture of honesty and fairness, also designing proper coaching classes is this employees are not being able to match up to the standards of the organization. Also setting up occupational health and social facilities and development of a proper succession plan are also important for increasing organizational effectiveness.. The manager who can effectively introduce such strategies during evaluation of the organizational effectiveness can he lp the organization to reach its objectives faster. References: Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Bolino, M., Long, D. and Turnley, W., 2016. Impression management in organizations: Critical questions, answers, and areas for future research.Annual Review of Organizational Psychology and Organizational Behavior,3, pp.377-40 Branch, S., Ramsay, S. and Barker, M., 2013. Workplace bullying, mobbing and general harassment: A review.International Journal of Management Reviews,15(3), pp.280-299. Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Certo, S., 2015.Supervision: Concepts and skill-building. McGraw-Hill Higher Education. 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