Organizational context
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'''Organizational Effectiveness''' | '''Organizational Effectiveness''' | ||
| − | The survival of an organization depends on how effective the organization is in obtaining the scarce resources, from the environment of which it is in, and creating value. Thus, an effective organization is the one that can | + | The survival of an organization depends on how effective the organization is in obtaining the scarce resources, from the environment of which it is in, and creating value. Thus, an effective organization is the one that can implement one or more of the following approaches [1]: |
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| + | 1. external resource approach: to have control over its external environment and attract resources and customers | ||
| + | 2. internal systems approach: to innovate new skills and capability to adapt to the changing environment to improve the way they function | ||
| + | 3. technical approach: to develop new facilities through technological improvement which helps the organization deliver the value to the customers in a timely and cost-effective manner | ||
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| + | The mentioned three approaches build the way for the organization to achieve its goals. In turn, the organizational goals are then used to assess the effectiveness of the organization as are set to reflect the organization's vision and mission. | ||
[[File:Organization_effectiveness.png|200px|thumb|left|Approaches to Measuring Organizational Effectiveness]] | [[File:Organization_effectiveness.png|200px|thumb|left|Approaches to Measuring Organizational Effectiveness]] | ||
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'''Stakeholders''' | '''Stakeholders''' | ||
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As each stakeholder is motivated to put in contributions by their own set of self-interests and personal goals. The organization must be monitored by the management body to ensure that all the stakeholders are working in an effective and efficient way while not putting their personal agendas over the common goal. For example, an organization that operates in a very dynamic environment should continuously search for ways to coordinate their employees to keep their ability to create value for the organization at a desired level. As shareholders evaluate an organization by the return they receive on their investment [1], the top management body should motivate the stakeholders with new proposition of inducements that fit the changing situations as well. | As each stakeholder is motivated to put in contributions by their own set of self-interests and personal goals. The organization must be monitored by the management body to ensure that all the stakeholders are working in an effective and efficient way while not putting their personal agendas over the common goal. For example, an organization that operates in a very dynamic environment should continuously search for ways to coordinate their employees to keep their ability to create value for the organization at a desired level. As shareholders evaluate an organization by the return they receive on their investment [1], the top management body should motivate the stakeholders with new proposition of inducements that fit the changing situations as well. | ||
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Revision as of 20:51, 19 February 2022
Contents |
Abstract
As the business environment becomes more fluid and complex, many kinds of challenges arise for an organization to compete and survive in the market. Some organizations overcome these challenges by continuously optimizing and improving their standard operations whereas some other organization, executing projects to projects in order to serve the demands which are more tailored in details and contexts. Thus, to assess the performance and effectiveness of the organization, it is important to look into its organizational structure which gives the foundation of the organization's operational style.
This is because the shape of an organization determines how effectively the organization’s decision-making and communication systems work [1]. The organizational structure influences how people in the organization works together, for instance in a tall organization with many levels of managers, a manager may try to take credits from the hard work that his team puts in, and thus, resulting in lower-level employees being less motivated to work. The structure can also effects the quality of work that different department produces. This may due to miscommunicated goals between the managers and the employees as commonly, the more levels that the information is delivered, the more distorted the information becomes. Overall, by looking from different perspectives to the organizational structure, namely the organization's height and width, mechanistic and organic properties, integration level, one can potential recognize the success level of the organization.
In the light of project management aspect, the organizational structure plays a role in facilitating the projects and determining the success level. As all projects are in its nature unique, each project should be handled by appropriate group of people by which is under the influence of the organizational structure.
Big Idea
Organizational Theory
Organizational theory is the study of how organizations function and how they affect and are affected by the environment in which they operate [1]. Essentially, an organization groups resources in the environment to create values for the society. This value could be in the form of products or services. The process of value creation has three stages: input, conversion, and output (see Figure XXX). By going through the stages, the organizational values are created consecutively and how much value is created at each stage is determined by the chosen method of work. For example, the quality of raw materials will determine the base quality of the final product given the same amount of work done to in the conversion process. Moreover, the conversion stage also contributes to the amount of value created too as it determines how the final product will be made and delivered to the customers. The quality of the product will be subjected to the how skilled the organization is in process of value creation and also abilities to respond to the environmental changes. As the value proposition is delivered to the customers, the environment is affected by the value realized by the customers which induce the dynamics of forces in the environment. The organization receive capital resources, knowledge, and experience from their delivery by which these resources are circled back to the organizational input stage again to repeat the value creation process.
Organizational Effectiveness
The survival of an organization depends on how effective the organization is in obtaining the scarce resources, from the environment of which it is in, and creating value. Thus, an effective organization is the one that can implement one or more of the following approaches [1]:
1. external resource approach: to have control over its external environment and attract resources and customers 2. internal systems approach: to innovate new skills and capability to adapt to the changing environment to improve the way they function 3. technical approach: to develop new facilities through technological improvement which helps the organization deliver the value to the customers in a timely and cost-effective manner
The mentioned three approaches build the way for the organization to achieve its goals. In turn, the organizational goals are then used to assess the effectiveness of the organization as are set to reflect the organization's vision and mission.
Stakeholders
For an organization to be able to create value, it needs the resources and instructions in order to do so. Here, this is where stakeholders play an important role in driving the organization. Stakeholders are the people who have an interest, claim, or stake in an organization, in what it does, and in how well it performs [1]. They participate in the organization with the aim to gain inducements through making contributions to the organizational activities, based on their roles and abilities. There are many types of stakeholders, of which they contribute to the organization through different means with expectation for different inducements. Generally, the stakeholders of an organization can be distinguished into two main groups based on their involvement in the organizational value creation process: inside stakeholder and outside stakeholder. The inside stakeholders include shareholder, managers, and workforce who are directly involved in carrying out the value creation process. On the other hand, the outside stakeholders include all entities which are a part of the organizational environment and perceived to be affected by the organization's activity.
As each stakeholder is motivated to put in contributions by their own set of self-interests and personal goals. The organization must be monitored by the management body to ensure that all the stakeholders are working in an effective and efficient way while not putting their personal agendas over the common goal. For example, an organization that operates in a very dynamic environment should continuously search for ways to coordinate their employees to keep their ability to create value for the organization at a desired level. As shareholders evaluate an organization by the return they receive on their investment [1], the top management body should motivate the stakeholders with new proposition of inducements that fit the changing situations as well.
Organizational Design
Authority and Control
Specialization and Coordination
Organizational Change
Types and Forms of Organizational Change
Organizational Transformations
Relations to Project Management
Limitations
Annotated Bibliography
1. Jones, Gareth R. (2013): Organizational Theory, Design, and Change, 7nd edition, Pearson Prentice Hall
