K .K PAREKH INSTITUTE OF MANAGEMENT STUDIES.Mehul RasadiyaPresented by :-

1.FREDERICK TAYLOR

2.HENRI FAYOL3.ELTON MAYO

Mehul Rasadiya

EFFECTIVENESS WAS DETERMINED BY FACTORS SUCH AS PRODUCTION

MAXIMIZATION, COSTMINIMALIZATION, TECHNOLOGICAL

EXCELLENCE, Etc.

Mehul Rasadiya

EFFECTIVENESS IS A FUNCTION OF CLEARAUTHORITY AND DISCIPLINE WITHIN AN

ORGANIZATION

Mehul Rasadiya

EFFECTIVENESS IS A FUNCTION OF PRODUCTIVITY RESULTING FROM

EMPLOYEE SATISFACTION

Mehul Rasadiya

INTRODUCTION OF ORGANISATION CULTURE EFFECTIVENESS In today’s business world, most of the

organizations are facing a dynamic & changing environment effectiveness. They

should either change or die, there is no third alternative.

Organizations that learn & cope with change will florish & others who fail to do so will be wiped out.

Mehul Rasadiya

MEETING ORGANIZATIONAL OBJECTIVES ANDPRVAILING SOCIETAL EXPECTATIONS IN THENEAR FUTURE, ADAPTING AND DEVELOPING INTHE INTERMEDIATE FUTURE, AND SURVIVINGIN THE DISTANT FUTURE.

Mehul Rasadiya

APPROACHES TO MEASURING ORGANIZATIONAL CULTURE EFFECTIVENESS

System Resource Approach:Internal Process Approach:Goal Approach:Constituency Approach:Domain Approach:

Mehul Rasadiya

Flow Charts of Approaches to Organizational Culture

Effectiveness

TRANSFORMATIONINPUTS OUTPUTS

GOAL APPROACH

INTERNAL PROCESS APPROACH

SYSTEM RESOURCE APPROACH

Mehul Rasadiya

Organizational Culture effectiveness

Substantive modification in some part of the organization;

It may include any aspect in the organization:- Work schedules;- Bases for departmentalization;- Span of management;- Organizational design;- Staff.

Mehul Rasadiya

FEATURES OF ORGANISATION CULTURE CHANGE effectiveness

Changes results from the pressure of both internal & external forces in the organization.

Change in any part of the organizationChange may affect people , structure ,

technology. Change may be reactive or proactive.

Mehul Rasadiya

Types of organizational CULTURW change

There are two main types of a change:- Planned change. It is designed and

implemented in an orderly and timely fashion in anticipation of future events;

- Reactive change. It is a respond to circumstances as they develop.

- Technological changes;- Behavioral changes;- Innovations.

Mehul Rasadiya

organizational change process

According to Kurt Lewin, there are three stages in change process:

- Unfreezing;- Implementing;- Refreezing.

Mehul Rasadiya

DesiredConditions

CurrentConditions

BeforeChange

AfterChange

DrivingForces

UNFREEZING

DuringChange

DrivingForces

DrivingForces

IMPLEMENTING

REFREEZING

Mehul Rasadiya

Stages in ORGANIZATIONAL change process

Unfreezing means that people who will be affected by change should understand why change is necessary;

Implementation is next stage.Refreezing involves reinforcing and

supporting the change.

Mehul Rasadiya

Steps in change processRecognition the need for change;Establishment of goals for change;Diagnosis of relevant variables;Selection of appropriate change

techniques;Planning for implementation of the

change;Actual implementation;Evaluation

Mehul Rasadiya

Mehul Rasadiya

Conclusion AT LAST THE CONCLUSION IS TO

MADE AS CHANGE CAN FORCED ON AN ORGANISATION MAY CHANGE IN RESPONSE TO THE ENVIRONMENT.

“AS WE ADAPT WEATHER CHANGES TO SURVIVE IN THE SAME WAY ORGANISATION ADAPT CHANGES TO SURVIVE”.

Mehul Rasadiya

Mehul Rasadiya