ORGANIZATIONAL EFFECTIVENESS:ITS DEMISE AND RE-EMERGENCE THROUGH POSITIVE ORGANIZATIONAL SCHOLARSHIP.pptx

Organizational Effectiveness theory description and example

1. ORGANIZATIONAL EFFECTIVENESS: ITS DEMISE AND RE-EMERGENCE THROUGH POSITIVE ORGANIZATIONAL SCHOLARSHIP Sharfuddin Chowdhury MBBS, FCS(SA), FACS, MMed , PhD, DSc (2 nd yr) October 6, 2025

2. BACKGROUND Organizational effectiveness: Central concept in management theory Traditionally measured by efficiency, productivity, and profitability Yet the concept became marginalized in the late 20th century Positive Organizational Scholarship (POS) reframes and revitalizes it

3. Historical Context 1950s–1970s: Effectiveness central to organizational theory Explosion of models (goal, system, resource-based, competing values) No consensus → conceptual fragmentation 1980s–1990s: Decline in attention

4. Why the Demise? Failed to capture the complexity of organizations Lack of agreed criteria for “effectiveness” Shift in research focus: strategy, culture, and leadership Practical concerns took precedence over theoretical clarity

5. The Competing Values Framework Cameron & Quinn’s framework: multiple dimensions of effectiveness Tension between: Flexibility vs. Control Internal vs. External focus No “one best” model → effectiveness is multidimensional

6. The Re-emergen ce Cameron (2005): Organizational effectiveness redefined through Positive Organizational Scholarship (POS) POS: Systematic study of positive psychology within organizations Positive psychology concentrates on what occurs when people ‘flourish” KIM CAMERON

7. KEY DIMENSIONS OF EFFECTIVENESS IN POS POS reintroduces effectiveness via: Strength (Talent = Strength+Skill) Virtuous practices (compassion, forgiveness, integrity) Positive deviance (thriving beyond the norm) Affirmative Bias Positive Energy Network Links individual thriving to organizational performance

8. Reframing Effectiveness From “what works” → “what elevates” Not just survival/efficiency, but excellence and flourishing Effectiveness as positive outcomes at multiple levels

9. General Utility for healthcare leaders Traditional focus: patient volume, cost reduction, staff productivity POS perspective: Staff engagement and resilience improve care A positive culture lowers burnout Empowered teams foster innovation in care delivery Patients benefit from incentive-based systems

10. Example in Healthcare Hospital Leadership during COVID-19 Recognition programs, emotional support, and flexible scheduling Result: maintained morale, reduced turnover, and better outcomes Demonstrates how POS explains organizational effectiveness during a crisis

11. Conclusion Organizational effectiveness: from central → neglect → revival Critiques: ‘too soft’ or idealistic, or not practical, measurement difficulties POS provides a fresh lens: thriving, resilience, and virtuousness Invitation: R ethink what “effective” truly means in organizations

12. Thank You