Organizational Effectiveness

Organizational Effectiveness
Name:
Institution
Organizational Effectiveness
Organizational effectiveness refers to the competence with which an organization can achieve its goals. Organizational effectiveness theories are applied to the control of criminal justice staff in various ways. This paper attempts to shade some light on the understanding of organizational effectiveness. It explores some of the theories involved in the subject, with particular reference to the management of criminal justice personnel.
Withstanding, scholars of this subject admit a number of multiple faucets. For instance, on one end they hold that the organizational effectiveness entails the structuring and restructuring the organization towards overhead minimization, such as reducing external support and fundraisers. Another perspective analyzes the concept based on outcome accountability, or the extent and pace with which an organization realizes its goals. Organizational effectiveness goes beyond the economic valuation of its clients to the most internal outcomes such as efficacy of operations and Excellency of service delivery, a term broadly known as organizational performance. Moreover, organizational effectiveness is also dependent on its ethics and communication performance (Cameron, 2009). Ethics is a necessity in any efficient organization, be it profit, or nonprofit, an illegal trade or a government. Ethics covers issues such as corruption, impact on the society and legality.
Then again, communication encompasses the methods with which information is passed and received within the organization as well as how the body communicates with the outside world. Communication necessitates the conveying of goals and expectations for all members, as well as a means for addressing all rising challenges. Most scholars and organizations agree that the organizational effectiveness, being quite an abstract concept, cannot be measured (Cameron, 2009). Thus, most organizations use proxies such as the number of clients and the demand of their products. In nonprofit organizations, it is measured using models such as how fundraisers directly impact the realization of the organization's goal.
The organizational theories are classified into three groups namely: classical, neoclassical, and modern organizational theories. The classical organization theories are classified into three categories which are Taylor’s scientific management approach, Webber’s bureaucratic approach, and Administrative theory. Each category is applied to serve a specific purpose (Cameron, 2009). For instance, Taylor’s scientific management approach is used in scheduling of work to attain effectiveness, standardization, specialty, and generalization. Webber’s bureaucratic approach is applied to achieve several goals. It is used to: structure the organization in a hierarchical manner, every level with a specific, developed amount of accountability and power; differentiate jobs on a functional foundation and then divide them depending on specialty, each having a different line of authority, and enable the organization run depending on a system of processes made up of official policies and regulations
Administrative theory is applied to raise output in both technological and executive job to; help an institutional member to achieve the organizational goals, establish the correct chain of command, and the team to work together towards similar objectives. Moreover, it helps employees prioritize between organization interests and personal interests, and to facilitate peaceful and healthy interaction between members of staff on same position of power.