조직유효성과 조직개발 = Organizational Effectiveness and Development

다국어 초록 (Multilingual Abstract)

This paper has examined two of most complex and controversial topics in-organizational theory: organizational effectiveness and development.
Both of these problems relate to the performance of the organizational system. Early organizational theorists defined effectiveness as the meeting or surpassing of organizational goals. Barnard, for example, viewed effectiveness in terms of goal attainment.
When a specific desired end is attained we shall say that the action is effective. This perspective has been labeled the goal model approach to the study of organizational effectiveness, since it is a view of organizations as principally concerned with the attainment of certain end products or goals.
More recently, however, a second view of organizational effectiveness has emerged. This is an approach to organizations as social systems operating in. environments of scarce resources.
Incorporating an open-systems view point, the so-called resource system model approach defines effectiveness as the degree to which an organization is successful in acquiring and utilizing scarce and valued resources.
As indicated above the purpose of this paper is to explore the nature and measurement of organizational effectiveness and is to examine relationship between organizational effectiveness and development.
Organizational development efforts are generally directed toward two ends: (1) improvement in an organization's effectiveness and (2) improvement in the satisfaction of its members. A major value issue underlying these objectives is that they can best be attained by humanizing organizations and encouraging the personal growth of people.
In doing so, it beeames obivous that organizational effectiveness and development are not a simple issue because evaluating the performance of an organization is one of the greatest challenges in organization theory.

목차 (Table of Contents)

• Ⅰ. 머리말
• Ⅱ. 바아나드의 조직 유효성론
• 1. 유효성과 능률
• 2. 조직 균형
• 3. 바아나드 유효성론의 문제점
• Ⅲ. 조직 유효성 모델
• 1. 조직유효성의 목표모델
• (1) 목표모델
• (2) 목표모델의 한계
• 2. 조직 유효성의 자원 시스템 모델
• (1) 자원시스템 모델
• (2) 자원시스템 모델의 한계
• 3. 목표모델과 자원시스템 모델의 조정
• Ⅲ. 조직 유효성의 측정
• 1. 단일변수 측정모델
• 2. 다변수 측정모델
• 3. 측정기준의 문제점
• (1) 조직 구성상의 문제
• (2) 분석 수준의 문제
• (3) 기준의 타당성 문제
• Ⅴ. 조직 유효성과 조직개발
• 1. 조직개발의 의의
• 2. 조직 유효성과 조직개발과의 관계
• Ⅵ. 맺는 말