Organizational Effectiveness Paper

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University of Phoenix *

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474

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Management

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Apr 3, 2024

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docx

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Uploaded by danielleptorbich

Organizational Effectiveness Paper 1 Organizational Effectiveness Paper CJA/474 June 26, 2017 The University of Phoenix Define organizational effectiveness

Organizational Effectiveness Paper 2 Organizations are social units that have been deliberately constructed to seek specific goals. Examples of organizations include: business corporations, military units, schools, churches and police departments. There are different types of organizations: traditional bureaucratic, hierarchical and empowered or agile organization. Organizational effectiveness is the efficiency with which an organization can meet its objectives. Organizations are complex systems that depend on several factors to operate. They also closely associate themselves with both external and internal environments. They get inputs from the external environment, process the inputs and produce outputs that are desired to perform or meet some goals affecting the external environment. Such contributions include raw materials, equipment’s, financials resources and human resources. These contributions work together in a coherent manner to produce organization outputs that could include products,services, profits, losses or employee behaviors. It is the efficiency of the organization that meets its objectives that determine its effectiveness. Also, the need to know that such efficiency associated with strategic planning. Every organization has to have a document that guides its operations. Strategic planning requires organization leaders to consider the implications certain business factors will have on their organization's effectiveness, and ultimately, the organization's sustainability. Thus, the measure of organizational effectiveness is based on the organizational strategic planning and is based on how well the organization meets its set objectives. Hence, an effective organization can adapt to changing conditions and transform its inputs into outputs in the most efficient and effective way possible.(Whiseand, P., & McCain, 2014) Apply theories of organizational effectiveness to the management of criminal justice personnel. There are different theories of organizational effectiveness. Out of these different theories some apply to the management of criminal justices personnel. These theories of organizational theories include: MBO, Bureaucratic principles and agile organization principles. MBO is a system that was created to make an agile organization and make employees work

Organizational Effectiveness Paper 3 effectively and successfully. MBO is a system in which the overall goal of the organization is clearly stated to all employees. Supervisors are responsible for ensuring that all employees are aware of the overall objective and what the organization expects of the employees. All employees must agree upon and acknowledge the goals of the organization. This system allows police employees to have flexibility in their work. Police employees can work towards these goals in a way they feel is best to accomplish these goals. In this system police employees have the freedom to choose how they will accomplish these goals. This system relies deeply on self control. Police employees must keep themselves on track, figure out the best way to accomplish these goals and ensure that themselves stay on task and accomplish the goals that the are required to accomplish. MBO has nine steps which are: preplanning, mission statement, departmental goals, division objectives, unit action plan, implementation, project evaluation, feedback and final assessment. pre planning, assessment, and communication are key for MBO to be successful. The mission statement informs all employees of what the organization expects. Overall goals are listed in the mission statement. Departmental goals are essential for MBO to work. It informs all employees on what the goals are for each department that needs to be met. The division objectives gives employees information on what results employers are looking for in a specific time period. The unit action plan lists all projects and activities needed to ensure all departmental objectives are met. Implementation is the process of taking the action plan from a document to a program. Project evaluation is when leaders and staff determine to what extent objectives were reached. Feedback is when leaders give feedback to staff, It is the second leading motivator to employees. Final assessment is the reflection reassessment and re arrangement of the plan.Most police organizations are bureaucratic. There are four principles are division of labor, hierarchy of authority, structure and span of control. The principle division of labor is the most important principle. All other principles depend on the principle division of labor. The second principle is the hierarchy of authority. The hierarchy of authority is a network of gaining compliance. It has a chain of command. It is sharing of responsibility and authority. It

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Organizational Effectiveness Paper 4 has an obligation to report. The third principle is structure. Structure is logical relationship of positions to function in an organization arranged to accomplish the objectives of an organization. Conventional organization work with two basic positions the line and staff. These positions can be arranged in four ways: the purpose process, people and places where services are rendered. The span of control is the fourth principle of bureaucracy. Span of control is the amount of subordinates a boss can effectively supervisor. All principles of bureaucracy is important to any organization. There are 10 key features of an agile organization which are values, vision, size, speed, boundarylessness, stretch, simplification, rethinking, continuous improvement, and team leadership. Values are enduring qualities that an organization stands for. Vision is the awareness of incoming demands for policy and operational changes. Size is exceeding the amount of staff in a police department. This may seem like a small thing but can lead to major issues. Speed states the faster decisions are made and implemented the better. Boundarylessness is the endless amount of resources and information that is available. Stretch is a natural outgrowth. Simplification is simplifying everything you do. Rethinking is rethinking decisions that have been made to ensure the best decision was made. Continuous improvement is conducting ongoing evaluations of everything that is done. Team leadership is a swarm of leaders acting as one.(Whiseand, P., & McCain, 2014) Describe methods for exerting control in an organizational setting. Control is an important part of organizational effectiveness. There are two types of control systems that are used in organization effectiveness. The two types are top down control and bottom up empowerment. Although they both have six major components they are very different. Top down control looks like a pyramid. It has many layer with managers at the top. Managers have the prestigious titles. Top down control thrives on written policies and rules. Managers are the ultimate bosses. Top management decide on authority services that are best for the community. The six components are: service, community, power, commitment, purpose, and achievements/ advancements. Service is the top managers. Community is considered to

Organizational Effectiveness Paper 5 treat the community as a chore. Power is having clearly defined boundaries. Commitment is the commitment between the employees and the bosses. Purpose is defined exclusively by management. Achievements/ advancements are the rewards issued by management. Bottom down Empowerment looks like a fluid frisbee. It thrives on flexibility, action, simplicity and empowerment. The leaders recognize that authority is bottom up starting with the community. The six major components are service, community, power, commitment, purpose, and achievements/ advancements. Service is when leaders depend on the community to determine what services are required. Community is treated as partners. Power is infinite and dispersed throughout the agency. Commitment is equal from departments to employees. Purpose is determined by employees. Advancements/ achievements are unlimited and not tied to management decisions. (Whiseand, P., & McCain, 2014) References Whiseand, P., & McCain, J. (2014). Managing Police Organizations (8th ed.). Retrieved from The University of Phoenix ebook Collection.

Organizational Effectiveness Paper

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