One of the most complex and least tackled problems in the study of social organizations is that of organizational effectiveness. Many difficulties in this area arise with attempts to define the concept of effectiveness adequately. Same of these stem from the closeness with which this concept becomes associated with the question of values (e.g., "management" versus "labor" orientations). Other problems arise vihen researchers choose a priori criteria of effectiveness which seem intuitively right, without trying systematically to place them within a consistent and broader framework. In effect, specific criteria which might be proper in one case may be entirely inappropriate to other organizations. In this respect, the question arises as to whether it is possible to develop a definition of effectiveness and to derive criteria which are both applicable across organizations and can be meaningfully placed within a general conceptual framework. The present paper deals with one attempt in this direction. The Concept and Related Issues The concept of organizational effectiveness (sometimes called organizational "success" or organizational "worth") is ordinarily used to refer to goal-attainment-to "how well" an organization is doing, or to its relative "overall success" and to the adequacy with which it operates * The author wishes to thank Dr. Arnold S. Tannenbaum for his assistance and collaboration in parts of the present study.

No abstract

No abstract

No abstract