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Organizational effectiveness is a concept organizations use to gauge how effective they are at reaching intended outcomes. [1] Organizational effectiveness is both powerful and problematic term. The strength of it is that it may be used to critically evaluate and improve organisational activities.
Team effectiveness (also referred to as group effectiveness) is the capacity a team has to accomplish the goals or objectives administered by an authorized personnel or the organization. [1]
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders.
A restructuring of an Organization may become necessary when either external or internal forces have created a problem or opportunity for improvement in efficiency and effectiveness. When performing an organizational analysis, many details emerge about the functions and capacity of the organization.
Effectiveness or effectivity [1] 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.
He helped to define organization development as: "an effort (1) planned, (2) organization-wide, (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization's 'processes', using behavioural-science knowledge". [3]
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The second project was related to the problem of implementation: organizational effectiveness. This project was headed by Cleveland-based James Bennet. [2] Peters states that directly after graduating with a PhD from Stanford and returning to McKinsey, Daniel handed him a "fascinating assignment."