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ORGANIZATIONAL EFFECTIVENESS is the level to which an company attains its short-term (ends) and also long-term (means) goals, the selection of i m sorry reflect strategy constituencies in the organization environment, the self-interest the the evaluator and also the life stage of the organization.

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It is important to remember the a firm might be efficient yet not effective. However, the is difficult to discover a agency which is effective yet not efficient. Performance in source usage is no a substitute because that the broader measure of effectiveness.

There are various approaches come the study of business effectiveness, namely:

the goal-attainment approach,the solution approach,the strategic-constituencies approach, andthe balanced scorecard approach.

The GOAL-ATTAINMENT APPROACH claims that one organization’s effectiveness should be judged by whether it has completed what the sets out to accomplish (its business goals). Instances of organizational purposes are:

achieving specific quality outcomes,achieving details profit objectives,increasing sector share.

The goal-attainment strategy assumes that institutions are:

rational,deliberate,goal-seeking entities.

Consequently, successful goal accomplishment can be considered an suitable measure the effectiveness. However the usage of purposes implies extr assumptions that should be precious if score attainment is to be a viable measure up of effectiveness. These presumptions are:

organizations must have actually goals;the goals should be explicit, adequately clear, and widely known;there have to be a manageable variety of goals i m sorry reflect locations important come the organization (thus, organizations cannot collection to attain too numerous goals); andprogress towards goals need to be measurable and also there must be a time border attached come them.


Disadvantages of the goal-attainment method are:

Potential challenges with picking whose goals should be used – need to these it is in the purposes of shareholders, optimal management, or purposes of eco-friendly pressure groups?Organizations have tendency to have actually “official” and also “unofficial” set of goals. “Official” objectives are usually affected strongly by criter of social desirability (e.g. ‘to be a responsible member the the community’ – such goal sound desirable, but it does not really assist to know what the company is trying come achieve).

Many organizational goals are confidential in order no to come to be known to competitors. Consequently, it may be challenging to evaluate whether organizational purposes are achieved.

Organizations usually have actually both short- and long-term goals. Thus, the trouble is i beg your pardon goals need to be provided when using this approach?Essentially every companies have multiple goals. In order come assess performance management need to decide which goals are the most important and also rank them somehow. The trouble arises – exactly how to rank goals which often tend to be quite different? the is, the goals of a gaue won department are quite different to those the a research and also development, but which ones are more important for the organization?

In order to increase the validity the the identified goals managers should:

Make sure that intake is got from every those who have a significant influence on formulating and also implementing the official goals, even if they room not part of an elderly management;Recognize that organizations pursue both short- and also long-term goals;Reduce the degree of incompatibility between goals;Aim to set tangible, verifiable, and also measurable goals rather than rely on faint statements attempting to meet societal expectations;Be conscious that purposes usually adjust / evolve end time.


Some controversy that defining effectiveness just in regards to goal attainment results in a incomplete measure up of effectiveness. Thus, an company should additionally be judged on its ability to:

acquire inputs,process them efficiently,distribute the outputs, andmaintain stability and balance in between the miscellaneous subsystems the the organization.

This means that the organization can maintain itself v a repeated cycle of activities.


SYSTEMS APPROACH views finish goals as just one aspect in a more complicated set the criteria. Solution models stress extr criteria that will boost the permanent survival that the organization. These are:

the organization’s ability to acquire resources,maintain itself internally as a social organization, andinteract successfully through its outside environment.

In contrast to the goal-attainment approach, the systems method focuses on the way necessary to ensure the organization’s ongoing survival. Thus, it deserve to be stated that in the systems method the main focus is not on the goals but on the way in i beg your pardon those objectives are achieved.

One the the implications of the systems strategy to performance is that establishments are comprised of interrelated subparts and, consequently, if any kind of of these subparts performs poorly, it will certainly negatively impact the power of the whole system. Additionally, the device needs come acknowledge and interact with important eco-friendly constituencies. In order to survive, the system needs a stable replenishment of resources consumed in production.


However, management needs come remember the the sources of the system are not just physical heritage - they also include together intangibles together inventions and also patents, brand names, etc. Fail to replenish these together they decay will result in the organization decline.


The solution view look at at determinants such as:

the ability to ensure ongoing receipt that inputs right into the system and also the distribution of outputs,the effectiveness with which the organization transforms inputs come outputs,the clarity of interior communications,flexibility of an answer to environmental changes,the level that conflict amongst groups, andrates of innovation.

These measures might be benchmarked versus other organizations in the exact same industry. Table 3.2 on page 84 offers some instances of measure criteria that can be used.

Another systems application the organizational effectiveness is the concept of added value, developed by man Kay. The bike of absorbing inputs indigenous the environment, transforming them right into usable products and services and then marketing these must leave a excess of cash over and over that needed to preserve the device in its repetitive cycle. This surplus is called the value added, and Kay said that the larger it is the an ext successful the company will be. He likewise argued the a commercial company that walk not include value can not justify its visibility in the lengthy run.


Disadvantages of the systems strategy are:

Some procedure variables space specified and easy to measure; however, other vital ratios may not be as basic to quantify (e.g. Price of innovation).Where settings change very quickly, a certain set of measures may easily come to be irrelevant, making particular measures much less important, while raising the prestige of what formerly was not thought about significant.The systems strategy seems to emphasis on the method necessary to attain effectiveness rather than organizational efficiency itself.


Advantages that the systems technique are:

Management using this method is much less likely to do decisions that profession off the organization’s permanent health and survival because that ones that will certainly make lock look an excellent in the near term.The approach increases the managers’ awareness the the interdependence of business activities.It is applicable where end goals one of two people are very vague or defy measurement.


The STRATEGIC-CONSTITUENCIES APPROACH proposes that an efficient organization is one the satisfies the requirements of those essential parts of the environment, the constituencies, from which it requires support for its ongoing existence. Thus, it looks for to satisfy only those in the atmosphere who can threaten the organization’s survive – that is, the strategic constituencies.

Under this approach, establishments are assumed to exist in ~ an atmosphere where needs are put on the company by various necessary groups, or constituencies.

In such a context, organizational efficiency becomes an assessment of just how successful the organization has remained in satisfying those strategic constituencies on i m sorry the survival of the organization depends. The ‘political arena’ metaphor highlights that the organization has actually a variety of important constituencies, each with different degrees of power and each trying to have actually its demands satisfied. Additionally, the strategic-constituencies technique assumes that managers pursue a number of goals and that those selected represent a response to those interest groups that regulate the resources vital for the company to survive.


The stakeholder approach recognizes not only the prestige of strategic constituencies but also of those who might not have the political strength to affect the presence of the organization or even its direction (e.g. Family members of workers, ecological activists). Together groups, also though they may not it is in formally arranged as a press group, are considered to be impacted by the organization and should because of this be considered when important decisions room made.


Disadvantages of the strategy constituencies strategy are:

It is not always easy to identify the strategy constituencies, particularly if the organization’s atmosphere is large.Because the environment changes rapidly, what is crucial to the organization today might not be so tomorrow. Today’s strategic constituencies might not be any threat to the company tomorrow, while overlooked groups may suddenly threat the organization existence.As through the purposes in the goal-attainment approach, managers must location the strategic constituencies somehow. That is often daunting to decision which strategy constituencies are much more important than the others.

The BALANCED SCORECARD, emerged by Kaplan and Norton, looks for to balance the assorted demands top top the organization with that capabilities. The key aim of this technique is to administer an integrated measure of business effectiveness. Kaplan and also Norton said that over there is no one measure up that have the right to assess one organization’s performance or that can emphasis attention on critical areas that the business; thus, the well balanced scorecard attempts to view performance in several locations simultaneously and identify not just results however how the results were achieved.

The various contents of the balanced scorecard are illustrated in figures 3.1a-b ~ above pages 92. The materials attempt to determine four an easy perspectives facing any kind of organization. This are:

Financial perspective – gaue won measures allow an company to identify how profitable it is and its price of return top top assets. Thus, the jae won measures suggest whether an organization’s strategy and also its execution are contributing to profitability, or extending costs.Customer perspective – goals and also measures under this heading frequently include assessment of time to delivery, product utility, sector share etc. Which, as soon as combined, present how the product or business contributes to producing value for customers.Internal perspective – these measures concentrate on what the firm must execute internally to satisfy the customers’ expectations.


This is a process-driven measure, instances of i m sorry may encompass quality attainment, prices of production, etc.


Innovation and learning perspective – this score is connected with the ability to develop and also introduce brand-new products of value to customers or clients. It also includes steps of constant improvement and also production efficiencies.


Kaplan and also Norton anxiety that that is possible to have actually too numerous measures of organizational performance. They imply that monitoring should identify just a couple of goals for each that the four perspectives. The measures arisen for each goal must be simple to understand and contribute to deciding whether the goal has actually been completed or not.

The defect of the well balanced scorecard method are:

The identification and ranking of purposes by importance is not an easy, subjective process; thus, over there is no certainty that liked goals and also measures are the most relevant ones.The energy of the well balanced scorecard might be restricted if what is preferred to be measured is no important.As detailed before, what is vital usually alters over time, therefore goals and also measures might need come be readjusted quite often.

The flaw of the well balanced scorecard strategy are:

It brings with each other in a solitary report many locations of importance to an organization’s competitiveness. These incorporate both short-term effectiveness issues and those relating to the long-term adaptability the the organization.As an elderly managers require to think about all vital operational concerns together, they have to evaluate whether innovation in one area may have been achieved at the price of producing problems in another.

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Table 3.4 on web page 97 summarizes each of the approaches disputed above.