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If you want to get more done in the same amount of time you have to add resources. Every leader there ever was has faced the immutable law that scope is a function of resources and time. To get more done, you must add tools to make yourself and others more productive and add appropriate people in different roles to increase capacity.
The role to fill next is the one that provides the most important and most urgent leverage – likely contributors, managers, coordinators, deputies, and then chiefs of staff in that order.
At a high level: Leaders inspire and enable others to do their absolute best, together to realize a meaningful and rewarding shared purpose….Continue reading…
By: George Bradt
Source: How To Decide Which Role To Fill Next To Increase Your Organization’s Effectiveness
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Organizational effectiveness is how far an organization’s current ability to meet its own goals. Organizational effectiveness is often defined financially through profits, efficiency, or growth. However, effectiveness can also be about staff retention, job experience, community impact, or market share. One of the most useful indicators of organizational effectiveness is how well an organization meets its goals.
Measuring organizational performance can be accomplished by: Comparing actual achievements against set goals. Comparing the projected aims, such as profit and innovation, against actual results. Organizational effectiveness is important in helping companies flourish long term. It allows organizations to operate more smoothly by keeping them focused on their goals.
Benefits of an effective organization include: Increased productivity: Setting clear goals and monitoring progress may increase output. There are 7 common organizational effectiveness models – goal model, internal process model, resource-based model, strategic constituency model, stakeholder model, competing values model, and abundance model.
Therefore, we can say that organizational effectiveness encompasses various factors such as clear vision and goals, strong leadership, strategic planning, efficient resource management, effective communication, talent management, performance measurement, adaptability, and stakeholder engagement.
In this approach, an organization’s objectives define its existence. As a result, achieving objectives is how an organization’s effectiveness is determined. The goal approach states that an organization must determine what are realistic goals and assess how to get there.Providing clarity about how information passes to the right people and how the various people involved should relate to each other is one of the biggest ways organizations avoid the muck and mire of mixed expectations, missed information, and misplaced frustration.
In management, effectiveness relates to getting the right things done. Peter Drucker reminds his readers that “effectiveness can and must be learned”. The term “institutional effectiveness” has been widely adopted within higher education settings to assess “how well an institution is achieving its mission and goals”.
For example, Utica University in New York State holds that “an effective institution is characterized by a clearly defined mission that articulates who it serves, what it aspires to be, and what it values. Likewise, an effective institution has clear goals that are broadly communicated to its stakeholders“.
Pope Francis adopts the same term in a critique of governmental effectiveness when he refers to “a number of countries a relatively low level of institutional effectiveness”, which leads to “greater problems for their people while benefiting those who profit from this situation”. He refers, for example, to countries whose laws are “well written” but not effectively enforced.
In human–computer interaction, effectiveness is defined as “the accuracy and completeness of users’ tasks while using a system”. In military science, effectiveness is a criterion used to assess changes determined in the target system, in its behavior, capability, or assets, tied to the attainment of an end state, achievement of an objective, or creation of an effect.
Combat effectiveness measures the ability of a military force to accomplish its objective and is one component of overall military effectiveness.” It is the capability of producing a desired result or the ability to produce desired output. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression.
Effectivity is in some cases, be interchangeable with the term effectiveness. The word effective is sometimes used in a quantitative way, “being very effective or not very effective”. However, neither “effectiveness”, nor “effectively”, inform about the direction (positive or negative) or gives a comparison to a standard of the given effect.
Efficacy, on the other hand, is the extent to which a desired effect is achieved; the ability to produce a desired amount of the desired effect, or the success in achieving a given goal. Contrary to the term efficiency, the focus of efficacy is the achievement as such, not the resources spent in achieving the desired effect.
Therefore, what is effective is not necessarily efficacious, and what is efficacious is not necessarily efficient. Other synonyms for effectiveness include: clout, capability, success, weight, performance. Antonyms for effectiveness include: uselessness, ineffectiveness.
Simply stated, effective means achieving an effect, and efficient means getting a task or job done it with little waste. To illustrate: suppose, you build 10 houses, very fast and cheap (efficient), but no one buy them. In contrary to building 5 houses same budget and time as 10 houses but you get all 5 sold and the buyers are happy (effective). You get the desired result selling your houses and happy customers (effect).
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