The work has not been graded but I like the output that was submitted to me. Is it possible for the same prof to do the next assignment I will be submitting? If possible, I will greatly appreciate it.
Elements of Effective Organizations
There are very many ways of running an organization as well as various models used.
However, for a great organization, clarity leads to excellent results. In as much as many
aspects are pointing to a great organization, there have to be clear lines as well as boundaries
put to know bounds that the organization can take and those which are not allowed (Ellena,
What is known as the ‘secret formulas’ are just areas where more consideration is put.
Instead of the CEO listening to everyone’s opinion on the brand and the company, the whole
flow of information and communication would be chaotic and most probably will not lead to
any results. A board is selected and put in place for this reason. This specific group of people
is allowed to speak on behalf of all the members of the organization and give them results
after discussions. They are also responsible for directing the organization in alignment to its
mission and vision. Direction also means the way the organization performs and in planning
for its future. The organization compares their results to the intended outputs, or objective.
In many cases, the performance of an organization involves the operational, finance,
strategic planners and the legal departments. Another ingredient is making sure the
organization is protected, and things done in an orderly manner with the interest of the
owners in mind. Another reason for the protection of the organization is making sure things
are done properly, and a system of checks and balance put in place.
The reason for this boundary is to provide guidance and clear parameters. The board
is in charge of the strategic planning concerning the organization (McLaughlin & Jordan,
2010). There is a particular person through whom all information goes through regarding the
organization’s operations. It is their job to explain and provide an understanding of the
various issues facing the organization. With clear communication, people are less confused.
But this mediator needs some help. When the staffs receive insight regarding the company,
many may be at a loss. The CEO then stands in on behalf of the people, as well as the board.
This chain needs to and usually is improved because of the customers.
In the end, organizational effectiveness is a vital part of the business’s efficiency.
Also, the quality of service has to be considered as the professional must emphasis on
evaluating customer needs. Otherwise, they will look for other alternatives.
An efficient and competent organizational structure can make the organization grow,
in a way that management becomes more natural. An effective structure makes
communication consistent in the organization, which encourages company cohesiveness and
employee morale boosted as well. But for this to become possible, there some elements that
have to be considered for an effective structure in an organization.
First, those in a particular organization are there for a specific role, and they have
activities they ought to carry out within the organization. Job design is an essential aspect as
an organization cannot operates without the element of the job or work it does. Included in
the job design are the activities to be undertaken, clearly defined and elaborated. The content
of the position needs to be outlined as well as the expected results (Ellena, 1964).
Secondly, when established leadership and organizational roles are identified, the
structure needs to be developed to know who reports to whom, and who is under who. What
is taken into consideration is an employee’s skills as well as their qualifications. After this, it
becomes less confusing to the staff themselves as well as the customers. An example is the
HR director reporting to the CEO (Richard, 2009). It could be logical suppose they said to the
legal counsel but only if the committee is qualified to manage and handle related strategies
The third is work specialization, which plays a vital role in an effective organization’s
structure. Work specialization refers to the dividing of jobs into subtasks, in an organization.
One employee who is skilled in the essential role performs each category. Doing these
individual tasks, an employee gains specific knowledge within a particular field. As an
employee becomes an expert and quick at the subtask, they tend to be more effective and
productive, thus speeding up the work process. An employee will make fewer mistakes or
none as they become better at their role (Richard, 2009).
Work specialization also saves on time and is cost effective. Training employees on a
specific task is relatively cheap. When compared to multi-teaching when it comes to a
specific group of employees, it is better and less on costs to just teach and train a handful of
employees on a particular task. But this does not only mean an employee should be trained on
a specific job. Instead, an employee can get educated on what they do best. An organization
can allocate tasks to a person based on their abilities. Such an approach will save time and
money, enhance employee efficiency and productivity. Time is saved when an employee does
their best in an activity they like and can handle, unlike when an employer gives the
employee multiple tasks in which he is not sure what the employee will manage best or which
one he won’t handle (Robert & David, 2008).
Another aspect of an effective organizational structure is departmentalization. Just
because an organization has its various departments and the roles delegated in these
departments does not mean that the staff are collaborated or coordinated. The type of the
organization and the degree of departmental communication engagement, structures this
aspect of the organizational structure. It should be clear who in the department plays what
role and what their job is (McLaughlin & Jordan, 2010). It becomes evident that one from
financing should not be given work from a department as operations. Similar jobs and related
activities should all be placed under one umbrella in a department.
Finally, there is authority delegation. It does not make sense when people have similar
authoritative roles or when they have different ones. When there are many people, checks and
balances have to be put in place so that the Directing Manager does not have similar tasks as
the CEO. Roles should be shared but in a manner that shows hierarchy. The CEO will have
his positions, though the subordinates come in to help him get the work done once he shares
his authority to those below him.
Business globalization can change, improve or make extinct a business or an
organization. Advances in technology have made the growth of communication and transport
very easy. Transfer of goods and information has taken place in a less complicated way and
very quickly. An example is when a country, let’s call it Country A, produces TV’s and have
a competitor, Company B, who also sell TVs. Company C, because of globalization, will
have different means by which they produce their products and will look for a way to sell
these TV sets to Company B, but at a lower price. Company A will have either to stand and
react to the competition or face extinction.
Business globalization will influence a company’s production, development,
purchasing of goods and services, marketing its products, the Human Resource department as
well as finance. More products become available as well as knowledge and cultures are
transferred from one place to another. They are closely linked and when combined are of
benefit to the organization (Robert & David, 2008).
Communication is used to communicate strategy and helps reach project goals and
objectives. Content needs to be clear and simple and the right ways of communicating used.
Communication is two-way, and feedback will impact the effectiveness of the strategy. The
burden of effective communication lies on the person giving the information instead of the
Content must be suitable for those involved and should be delivered in the right
format, though communication channels will be different as according to stakeholder
requirement. They include email, newsletters, social media or videos, which are all useful in
conveying a message. It is just about choosing which one is the right one. Feedback is a vital
part in communication and will come in various forms as group discussions, quizzes or an
individual wanting to. Input is maximized from feedback gotten and through the
The communication team will examine the input and change content as per context, if
necessary. Implementation and delivery are usually time-bound and done by a dedicated
team. They make sure the stakeholder well receives the content. Short-term plans, as well as
long term, should be communicated and celebrated while still having the focus on the
employee or shareholder interest in consideration. The results of effective communication
and the strategy used include better outcomes and strategy execution, which will eventually
lead to success.
People in the workplace need to be managed effectively just like in a school.
Specialization is an example. The employees specialize in the task they can do best. In most
cases, they become experts. Division of labor needs to be efficient. With time, it becomes of
better quality as it becomes more natural for them to undertake this task. It has a disadvantage
to it in that with time repetition makes the job boring and demotivating. This strategy makes
it easier to manage and control people. Using the various departments, analysis of the
different critical organizational processes and that in charge of the activities becomes more
comfortable to handle (McLaughlin & Jordan, 2010).
Unity of direction means that all staff follows the same plan and has the same goals.
The reason why this needs to be established is to avoid conflicting goal as well as to make
sure employee interests and visions are aligned. The organization has got a mission, meaning
that all employees have the same goals. Unity of command is essential in managing people as
they take command from only one person. This principle makes it clear as to who should
report to whom, to avoid opposing authorities.
A manager needs to be surrounded by high-quality employees as they play a
significant role in determining the success of the organization. The added ‘burden’ here will
be to train them to get them up to speed as quickly as possible.
Communication is another crucial factor. It involves communicating the desired results.
Listening to employees is part of the discussion process. By having an ‘open door’ policy,
employees can help uncover problems faster as well as come up with intended suggestions
that could make the business or organization more effective. Another level of communication
is praising the employee.
Managing employees differently for managers is essential as different people learn in
different ways and at different paces and the reason is they have different capabilities and
Decisions are either programmed or non-programmed. Managers confront a
requirement in a problem or opportunity. The process of decision-making includes
recognizing the decision requirements and analysis of the causes, coming up with alternatives
and selecting one from the other options as well as evaluation and feedback is essential. A
problem, in this case, is when an organizational accomplishment is below what they had
established as a goal, meaning that some aspects of company performance are unsatisfactory
(Robert & David, 2008). Next step is diagnosis and analysis of the situation, which ought to
be refined. Managers find the underlying causal factor linked with the decision. The other
level is to come up with alternatives. The solutions should respond to the needs of the
situation and address the underlying cause. Options in decisions can be seen as tools for
reducing the variations between the current and the intended performance. After the
development of an alternative, the most suitable one has to be selected. Managers choose one
that seems promising and one that suits the organization’s overall goals while achieving the
desired results using the least amount of resources. The one with the least amount of risk is
also considered (McLaughlin & Jordan, 2010).
After selecting the alternative, it is implemented but for it to succeed it needs to be
translated into action. Sometimes other options fail to actualize the chosen opportunity. The
process requires some discussions, trust built and the people affected engaging in this
alternative implementation. Communication, motivation and leadership should be used to
make sure the execution is carried out. Follow up on decisions by managers concerning the
success of the application makes them more motivated and committed to positive outcomes.
The evaluation and feedback process is the lasts stage. Decision-makers get information that
tells how well the decision was implemented and whether it was effective in achieving its
As for problem solving, it is identifying the issue, which is the first step. In knowing
the interests of those involved, a boundary is established between an issue and a stake. The
best solution, however, is one that satisfies everybody’s interests. Listing possible solutions is
another step which requires brainstorming. This is followed by evaluating the options
provided (McLaughlin & Jordan, 2010). A manager will consider the pros and the cons to the
possibilities before deciding on one or more. Documenting the agreements will make
remembering the details and implications easier. But the problem-solving is not over until an
agreement has been made on the monitoring and evaluation of the options chosen.
Transformational leadership as an approach to organizational effectiveness has proved
successful in many ways. Transformation leadership is a leadership style where leaders and
subordinates work together to identify and bring about change in an organization. Together,
they create the vision that guides the difference, and execute the move as committed
members. When this interaction is seen from a superior, employee motivation and moral are
boosted, thus improving their performance. Through mechanisms as giving them a sense of
identity and to the collective identity of the organization, they get inspired and their interests
piqued in the organization. As they feel connected to a whole and their opinions heard, there
is greater ownership. Transformation leadership becomes evident when followers compete
healthily in advancing in levels of motivation and morality. Transformational leaders inspire
followers through the strengths of their vision and character. Other approaches do not have
the give-and-take aspect as this one has and especially not from the superiors.
Organizational leaders work towards the benefit of the team as well as the
organization or a community (McLaughlin & Jordan, 2010). These leaders gain trust and
respect from their subordinates. They offer more than just working to achieve for oneself, but
they provide their staff with an inspiring mission and objective while giving them an identity.
They encourage the team to come up with new and unique ways to challenge the ordinary and
to become successful.
Ellena, A. (1964). Modern Organizations. 20(2), 249-253.
McLaughlin, A., & Jordan, T. (2010). Using Logic Models. 12(3), 226 – 230
Mitchell, G. (2012). The Construct of Organizational Effectiveness: Perspectives from
Leaders of International Nonprofits in the United States. 19(6), 319-325
Richard, W. (2009). Measuring Organizational Performance: Towards Methodological Best
Practice. Journal of Management. 10(4), 24-29.
Robert, D., & David, Y. (2008). Advancing Nonprofit Organizational Effectiveness
Research and Theory. 18(4), 399-415.
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