The certain goal would fall under this broad term.

The definition is often vague and loosely explained that Organization effectiveness if mostly explained as a concept rather than with a usage of a definition. Although with the afore statement in mind, there have been definitions that are given such as “Organization Effectiveness is the efficiency of the organization, group, company to achieve or meet with certain goals” or “Effectiveness of business constitutes its ability to perform a function with optimal levels of input as output”. Therefore, even questions such as how, why and so forth to reach a certain goal would fall under this broad term. Organization employ a large variety and scope of methods when assessing and understanding their overall performance. The organizations use Organization Effectiveness to measure a lot many variables, varying from the relationship of an employee’s performance and the company’s profits to studying the correlation of manufacturing processes to their production values. It is often mistaken that Organizational Efficiency is the one and same of Organizational Effectiveness. Organizational Efficiency essentially speaks about the well – managed and profitable usage of money in that specific organization. Therefore, to describe the basic difference of the two, Organizational Effectiveness can essentially be used to quantify about every aspect of the organization while Organizational Efficiency is exclusively for the financial management of that organization. And further elaborate and explain the factors that are involved in Organizational Effectiveness, one can explain the following: Talent Management: By definition, Talent management is process of identifying and developing key individuals who are valuable to the organization, concentrating on their knowledge, skills and abilities. And focusing on why talent management should be maintained is that, they contribute the effective workforce of the organization. The second factor that is taken into consideration id Succession planning. This factor is in contrast to the previously mentioned factor which was individua oriented. Succession planning focuses in the larger group and the broader requirements for the organization. The process of succession planning is to identify and prepare a group of talented employees to take up key positions and leadership positions of that organization. Following succession planning, is about the work culture and its alignment to the organization.  Cultural changes of an organization include a broad spectrum of individuals, teams, and at the organizational level which are aimed to aligning the values and aims of the organization which would help the organization to better future and success. Next in line, is Performance management. It enlightens about the process of the creation of certain work environment were the employees would be able to perform their best and to the full ability. And finally, change management helps in the guidance, preparation and equip the employees in order drive the success and outcome of the organization.