Level Of Organizational Effectiveness Research Articles

Impact of Factors of Impairment at Work on Achieving Organizational Effectiveness at the Palestine Technical College in Deir Al-Balah

The aim of the research was to identify the effect of the factors of impairment at work on achieving organizational effectiveness in the Palestine Technical College in Deir Al-Balah, and to determine the extent of differences in the respondents' perspectives regarding the impact attributable to personal variables (gender, academic qualification, years of service, job title). The sample, which was selected by the simple random method, consisted of (80) male and female employees. A questionnaire and an interview were designed to collect data. The electronic version of the questionnaire was published on the websites of the college and of each department. Major findings indicated that the factors of job impairment (e.g. religious and moral inhibition, organizational culture, conditions and work environment) were widely available, while the two factors (job satisfaction and work pressure) were available in a moderate degree, and the (reward- punishment) factor was available to a low degree. The level of organizational effectiveness was of a high degree. It was also found that there was an effect of the availability of impairment factors in the Palestine Technical College on achieving organizational effectiveness. The results also showed that there were statistically significant differences in the responses of the sample regarding their views on the impact of the availability of impairment factors on achieving organizational effectiveness due to personal variables. It was recommended that a safe and healthy environment should be provided, paying attention to the application of reward and punishment principle that motivates workers to exert greater effort, as well as providing all material and moral work requirements and granting them their rights in order to create a level of job satisfaction.
 Keywords: impairment, organizational effectiveness, organizational culture, religious and moral inhibition, reward and punishment, work pressures.
 The aim of the research was to identify the effect of the factors of impairment at work on achieving organizational effectiveness in the Palestine Technical College in Deir Al-Balah, and to determine the extent of differences in the respondents' perspectives regarding the impact attributable to personal variables (gender, academic qualification, years of service, job title). The sample, which was selected by the simple random method, consisted of (80) male and female employees. A questionnaire and an interview were designed to collect data. The electronic version of the questionnaire was published on the websites of the college and of each department. Major findings indicated that the factors of job impairment (e.g. religious and moral inhibition, organizational culture, conditions and work environment) were widely available, while the two factors (job satisfaction and work pressure) were available in a moderate degree, and the (reward- punishment) factor was available to a low degree. The level of organizational effectiveness was of a high degree. It was also found that there was an effect of the availability of impairment factors in the Palestine Technical College on achieving organizational effectiveness. The results also showed that there were statistically significant differences in the responses of the sample regarding their views on the impact of the availability of impairment factors on achieving organizational effectiveness due to personal variables. It was recommended that a safe and healthy environment should be provided, paying attention to the application of reward and punishment principle that motivates workers to exert greater effort, as well as providing all material and moral work requirements and granting them their rights in order to create a level of job satisfaction.
 Keywords: impairment, organizational effectiveness, organizational culture, religious and moral inhibition, reward and punishment, work pressures.

Modern Innovative HRM Practices and Organizational Effectiveness: the Mediating Role of Innovative Culture in Nigerian Healthcare Sector

The modern innovative practices have transformed the ways organizations conduct businesses; as organizations faced competition from all front. The study examines modern innovative HRM practices and organizational effectiveness (OE) in the healthcare sector of Nigeria. The study identified five objectives and five hypotheses were formulated. A sample size of 350 employees comprised of employees of eleven pharmaceutical companies in Nigeria. To achieve the study objectives, a structured questionnaire was developed and administered in a survey to respondents. The descriptive statistics of simple frequency count, percentage, mean and standard deviation were used for descriptive statistics of respondents. To test the hypotheses formulated, hypotheses 1-4 were tested using multiple regression, while hypothesis 5 was tested using the structural equation model (SEM). The findings highlights that all modern innovative HRM practices has strong and significant positive effect on OE with effective hiring process (? = 5.33 g p-value = 0.000) and human resource technology (? = 5.48 g p-value = 0.000) being highly influenced by organizational effectiveness. The study concludes that modern innovative practices provide a higher level of organizational effectiveness.

The impact of strategic agility dimensions in achieving organizational effectiveness in Egyptian hotels

The present study aims to identify the impact of strategic agility in its various dimensions (planning, organization, individuals, technology) in achieving organizational effectiveness in hotels (Study sample). To achieve this goal, a survey form was designed and distributed to a random sample of managers and their deputies, heads of departments and supervisors of some five-star hotels In Sharm El-Sheikh, to learn about their views on the dimensions of strategic agility in achieving organizational effectiveness. The results of the study concluded that the hotels of the study sample apply the dimensions of strategic agility (planning, organization, people and technology) with a high degree and an arithmetic average of 3.8. And They found a statistically significant correlation between the combined dimensions of strategic agility and organizational effectiveness, and the level of organizational effectiveness in hotels. The study sample was high, with an arithmetic average (3.5).

The Impact of Environmental Sensing Strategies on the Organizational Effectiveness: Evidence from Jordan

The purpose of study is to identifying the impact of environmental sensing strategies on the organizational effectiveness among Jordanian commercial banks. In order to achieve the study objective, a questionnaire was designed and distributed to 175-members study community from the managerial level (director, deputy director and head of department). The appropriate statistical methods were used to analyze the data.    
 
 The result of the study reveals that, the level of applying environmental sensing strategies in Jordanian commercial banks has reached a high level. The level of organizational effectiveness in Jordanian commercial banks, has also reached a high level. There is a statistically significant impact of environmental sensing strategies (flexibility strategy, containment strategy, and forecasting strategy) on the organizational effectiveness as a whole and on its dimensions, individually, (availability of information, stability).   
 
 The study reached a number of recommendations, the most important are: creating a system of incentives and rewards for the employees to motivate them to work and to demonstrate distinguished abilities to interpret and clarify the information in a way that serves the organization.

Is it worth having focused values?

PurposeThe purpose of this paper is to explore the impact of a specific category of organizational values on organizational effectiveness. Specifically, the aim of the paper is twofold: to propose a metric scale for assessing the organizational values, and to find the impact that different categories of values have on the overall effectiveness of the organization, as an overall measure of organizational success. Moreover, this second objective is expanded with the moderation between values and effectiveness when different balanced scorecard (BSC) perspectives are attended in a balanced way.Design/methodology/approachThe methodological approach is empirical, based on surveying employees – in total 813 valid responses were obtained, alongside with other information sources within 24 companies in the Republic of Croatia. A set of analyses using structural equation modelling were conducted in order to: define a scale to assess organizational values, assess the impact of different categories of values on organizational effectiveness, and assess the moderator role of the balancing attention to stakeholders.FindingsThe findings show that construct of organizational values is multifactorial, composed by business, relational, development, and contribution values. These values categories (except relational values) are significant antecedents of effectiveness. Moreover, the balancing of the attention paid to different BSC perspectives moderates the impact of the contribution values on effectiveness.Originality/valueThe present study sought to expand the understanding of organizational values and their impact on performance and to ask if focussing on a specific category of values can increase the overall level of organizational effectiveness.

The Relationships between Organizational Justice and Organizational Effectiveness of Subdistrict Good Schools in Eastern Region of Thailand

The objectives of the study is to relationships between Organizational justice and Organizational Effectiveness of Subdistrict Good Schools in Eastern Region of Thailand are to study the level of the Organizational Justice and the level of Organizational Effectiveness and compare the level of Organizational Justice and Organizational Effectiveness distinguish by genders, educational level and teacher’s numbers of year in teaching and including to find the relationships between Organizational Justice and Organizational Effectiveness of subdistrict good schools in the Eastern region of Thailand. Sampling groups are the total of 364 teachers from subdistrict good schools in Eastern region of Thailand. Tool used in research is questionnaire. Meanwhile, statistics used are means, t-test, Pearson’s Simple Correlation Moment Product. Thus, the study results found that both Organizational Justice and Organizational Effectiveness of teachers in subdistrict good schools are in high levels. And the comparison level of Organizational Justice that distinguish by genders and educational levels are different in the statistical significant level of .01. However, when distinguish by teacher’s numbers of year in teaching, it has no different. Thus, the comparison level of Organizational Effectiveness when distinguish by genders is different in the statistical significant level of .05, but when distinguish by educational levels and teacher’s numbers of year in teaching are different in the statistical significant levels of .01., and also found that Organizational Justice of the subdistrict good schools in Eastern region of Thailand, in overall view, has moderate level of relationships in the statistical significant level of .01 and with correlation coefficient values of .644.

A Comparative Study of Students’ Participation in the Management of Nigerian Universities

This study investigated students’ participation in the management of Nigerian Universities. The variables concerned were, level of students’ participation in the management of Nigerian Universities, level of organizational effectiveness in the system and the relationship between students’ participation in the management of Nigerian Universities and organizational effectiveness. A descriptive research of survey design was adopted for this study. The sample for the study was made up of 700 subjects, consisting 50 students’ union executive members, 200 students randomly selected, 50 top University administrators and 50 lecturers from the Ekiti State University, Ado-Ekiti, Adekunle Ajasin University, Akungba Akoko and Nasarawa State University, Keffi. The samples were selected through stratified and simple random techniques. Data were collected with an instrument titled “Questionnaire on Students’ Participation in the Management of Nigerian Universities (SPMNU).The instrument was validated with reliability co-efficient of 0.93 and subsequently administered on the subjects. Simple percentage was employed to answer the two research questions while the two hypotheses raised were tested using Pearson product moment correlation analysis. The results were held significant at 0.05 levels.

Evaluating Organizational Effectiveness of Construction Industry Using Artificial Neural Networks

In the construction industry we are struggling in selecting the best organization in the pretender stages. We select organization on the basis of lowest bid offered in a tender for particular contract having only the knowledge of reputation of work and the rate offered for the tender by the organization at the least we offer the contract to the organization. We do not pay much attention towards the methodologies adopted in solving the problems that arise the various sector in organization. So, there is an urge in finding out the functional efficiency of an organization. In the present scenario experts are trying out better solutions or enhancing organizational effectiveness. Concepts such as total quality management, reengineering, partnering, conformance to ISO standards, and other emerging management strategies are making headlines. However all of the techniques stress measurement and continuous assessments how the firm organized as important steps in improvement. Therefore it is clearly becoming essential for construction firms to develop valid methods of assessing and prediction their level of organizational effectiveness and hence achieve consistency in the projects performance. For that we need a novel approach for assessing the efficacy of the system used. In any organization the quality and the productivity depends upon the effectiveness of the systems implemented in the organization. So, it becomes necessary for evaluating the functional capability of the organization. We propose Artificial Neural Network (ANN) as decision aiding tool for evaluating the effectiveness and thereby reducing the flaws incorporated by the other techniques in use.

The organizational impact of expert systems

This paper examines the potential organizational impact of expert systems (ES's), in particular, the impact on decision making, organizational structure, degree of decentralization, level of organizational effectiveness, content of organizational roles, leadership and power, communications and information flow and the personnel requirements of the organization. Generally, the nature and magnitude of the impact can be described as a function of many factors, four of which are considered in this paper: the suitability of tasks to ES's, the purpose of use of the ES, the ES tools used and the ES computing environment.