Designing Organizational Effectiveness model with Emphasis on Organizational Culture Criteria

In spite of pivotal position of effectiveness
construct in organizational theory this concept
has been appropriately developed yet and
there is less consensus on the criteria for its
definition in organization.
The varieties of effectivenss models and
approaches to its utilization are many.
Discussion on preferring one model of
effectiveness to another is a continuous
process. For instance advocates of objective
model claim that effectiveness should be
measured in terms of objectives, while the
advocates of systems resource model claim
that the ability for attaining benefit is the best
criteria for success. All the variables of
effectivenes titled organizational effectiveness
criteria have been gathered by kempel and his
colleagues as a comperhensive table of
context.By using this comprehensive table of
content Queen and Roorbuf seduced and
condensed all of these criteria to the status of
organizational analysis (OA) so that could not
be parallel and oriented toward the
performance of organization. Queen and
Roobuf by connecting the models of
effectivenss (Four original model of
organizational effectiveness) with the value
dimensions designated of organizational
effectiveness.
Multiple value framework which results into
human relation models, open system, rational
objective and internal procedurs. The multiple
value model does not imply any organization
culture criteria correlated to organizational
effectiveness. In this article designing an
effectiveness model with emphasis on
organizational culture has been researched.