Summary and Discussion
It should be noted that organizational effectiveness is one of the most important complex parameters of company performance. Efforts for improving efficiency are necessary for the company to survive in the market and maintain its competitive edge. Moreover, leaders who strive for enhancing organizational effectiveness can competently utilize the available resources and achieve a high-performance culture. The purpose of this paper is to summarize and discuss the article by Kataria, Rastogi, and Garg on the topic of organizational effectiveness.
Review
The research conducted by Kataria, Rastogi, and Garg (2013) was aimed at specifying the link between employee engagement and greater organizational effectiveness. Workers were asked about their perceptions of these two domains as applied to the companies in which they were working (Kataria et al., 2013). The research team came up with two hypotheses, which they tested during their study to either prove or invalidate their assumptions whether greater engagement resulted in better organizational outcomes. They applied structural equation modeling to measure the effect and confirm the hypotheses (Kataria et al., 2013).
The article reveals that there is a direct link between employee engagement and greater organizational efficiency, which means that the more employees commit themselves to their job, the higher organizational effectiveness is. It also implies that all workers should share the values of the company and consider corporate goals more important than their personal ones.
The research team has stressed the manager’s role “in understanding the psychological aspects of the workplace that may intrinsically motivate employees to invest their inclusive self in performing job duties” (Kataria et al., 2013, p. 66). It implies that, in the early stages of the hiring process, HR managers should employ the tools to identify those individuals who will potentially exhibit greater engagement levels at the workplace. This way, they will be able to select employees who initially share the corporate values of the company and will assist in achieving higher organizational effectiveness.
Organizational Effectiveness and Strategic Management
The insights gained from the article can aid the strategic management effort of an organization greatly. Organizational effectiveness implies making use of the existing company resources, while the human resource is one of the most important assets every company possesses (Taneja, Sewell, & Odom, 2015). Therefore, strategic management should strive not only to use the available talents but also to allow employees to evolve both personally and professionally (Kataria et al., 2013).
It is the task of management to reach efficiency through appropriate planning, role distribution, and task formulation while also ensuring two-way feedback and uninterrupted communication. This approach is rational since employees will commit themselves to the tasks, which will result in greater organizational effectiveness and higher job satisfaction among the workers (Albrecht, Bakker, Gruman, Macey, & Saks, 2015). Thus, organizational effectiveness should be regarded as a parameter, which indicates how well corporate aims are met and how engaged the employees across all company levels are.
Conclusion
It can be concluded that organizational effectiveness is a domain of paramount importance since it has an impact not only on the decisions made at the management level but also on the perceptions of employees. The degree of effectiveness is directly related to employee engagement and commitment. Therefore, strategic management should employ a tactical approach to achieve greater organizational effectiveness since engagement from the side of the workforce will be beneficial for both the company and its workforce.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Kataria, A., Rastogi, R., & Garg, P. (2013). Organizational effectiveness as a function of employee engagement. South Asian Journal of Management, 20(4), 56-73.
Taneja, S., Sewell, S. S., & Odom, R. Y. (2015). A culture of employee engagement: A strategic perspective for global managers. Journal of Business Strategy, 36(3), 46-56.