Organizational Effectiveness and Efficiency Term Paper

Organizational behavior may be considered as the study and application of knowledge, which deals with the information on how people, different individuals, and groups act in organizations, how they behave themselves (Cunningham, J. B. & Eberle, T. 1990 p.57). Organizational behavior is aimed to structure the worker’s behavior in such a way that to make the relations of the employees on the work easier. Organizational behavior applied can be seen in the way people in the company interact with each other. For example, the way people tend to greet the more senior people when they arrive for work. It is through the competent study of an organization’s behavior that recommendations can be made to improve company morale.

Organizational Culture is the personality of the organization. Values, norms, and tangible signs of the members in the behavior make the basis for the organizational culture. The culture of an organization is difficult to quantify precisely, and yet anyone in an organization can easily identify that it exists. The culture of an organization may be seen through different signs that are the arrangement of furniture in the office, what they brag about, what the members of the company wear, etc. these very signs are taken while comprising a feeling about someone’s personality (Schein 1968 p.3). In other words, organizational culture may be identified by outward appearance.

An observable example is the tense life and death urgency felt by doctors who serve at the Emergency Room as opposed to the more relaxed atmosphere enjoyed by doctors at their clinic. In our company, there is an apparent culture of deference and respect for those who are in higher positions or who are more senior. There is a balanced atmosphere of dedication and hard work without unnecessarily stressing the people. Our culture is no different from other companies similarly situation competitive but within reason.

Efficiency may be measured by speed and cost. Efficiency means that if the definite person is required to be in the place indefinite moment, so the person must be there as being late or the other person’s appearance is ineffective. It is possible to identify effectiveness as a measure of quality (Effectiveness and Efficiency, para 1).

Our organization can be considered efficient because backlog rarely appears at work in spite of the fact that our people are not always the best for the job they are prompt and dedicated to their duties. In practice, the time is not wasted waiting for someone else to do something that we are capable of doing ourselves. Effectiveness appears to be the antithesis of efficiency based on the description. However, I would consider our people to be effective at their jobs as well.

Organizational learning may be defined as an organization-wide continuous process that enlarges its collective ability to accept, make sense of, and respond to internal and external changes (Revans, 1982). Organizational learning is very important in the sense that the world does not stay calm and the innovative achievements, which appear almost every day, must be aware. The whole progress of the company depends on worker’s knowledge and this knowledge should be fulfilled from time to time.

The only constant thing in life is change. In response to this, our company holds planning seminars and team building programs. We are up to date on the latest methods and technologies in our industry. I believe that our organization is ready to learn.

Communication is defined as a process by which we assign and convey meaning in an attempt to create shared understanding. The communication process, in order to be successful, requires a considerable repertoire of skills in intrapersonal and interpersonal processing, listening, observing, speaking, questioning, analyzing, and evaluating (OSPI state of Washington superintendent of public instruction). The utilization of such processes is considered to be developmental and is transitive with respect to all areas of life. For example, it permeates the community, work, and school life. It is by the use of communication that meaningful collaboration occurs.

We are of the opinion that our company espouses open communications. There is no pressing need for employees to censor what they have to say. After all, freedom of speech is a real right and not just a paper one. That being said our communications lines are open with the provision that subordinates and seniors all treat one another with respect.

The concept of diversity comprises acceptance and respect, the understanding of the unique nature of everybody, and the acceptance of individual different features of people (Definition of diversity, para 1). The example of people’s differences may be outward, as well as inner. The inner differences are people’s character, some mental and behavioral characteristics, sexual orientation, political and religious beliefs, which are not seen from first sight. The outward differences are racial and ethnic, according to gender and age.

The main feature of the concept of diversity is the tolerance which people should provide in order to understand the peculiarities of individuality. Our company prides on the fact that it does not discriminate against others so long as a person is qualified then he is accepted.

Reference List

1. Cunningham, J. B. & Eberle, T. (1990). A Guide to Job Enrichment and Redesign. Personnel. Feb.
2. Revans, R. W. (1982). The Origin and Growth of Action Learning. Hunt, England: Chatwell-Bratt, Bickley.
3. Schein, E. (1968). “Organizational Socialization and the Profession of Management,” Industrial Management in Organization Behavior: Human Behavior at Work by Newstrom, J. & Davis, K. (1993). New York: McGraw-Hill
4. Definition of diversity.
5. OSPI state of Washington superintendent of public instruction.
6. Effectiveness and Efficiency.