What is the difference between organizational effectiveness and human performance technology (HPT)?
All organizations want to be effective. How they define effectiveness varies, especially over time. Going back to the early part of the 20th century, management pioneers such as Frederick Taylor defined effectiveness as being the result of production maximization, cost minimization and technical excellence. Henri Fayol viewed effectiveness as the outcome of clear authority and discipline within an organization. Elton Mayo humanized the concept of organizational effectiveness. He defined it as productivity resulting from employee satisfaction. Today, we tend to view organizational effectiveness as the ability of the organization to be effective in accomplishing its purposes, efficient in the acquisition and use of scarce resources, and a source of satisfaction to its owners, employees, customers and society. Organizational effectiveness is also concerned with the organization’s ability to be adaptive to new opportunities and obstacles and capable of developing the ability of its members
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- What is the difference between Human Performance Technology (HPT) and Human Performance Improvement (HPI)?
- What is the difference between organizational effectiveness and human performance technology (HPT)?