The outcome that can be used to measure Organizational Performance

The outcome that can be used to measure Organizational Performance

The outcome that can be used to measure Organizational Performance

Organizational performance means the accumulated result of the whole organization of the performance of all employees depends on internal and innovative factors. It means the actual output or results of an organization measured against its intended outputs. It is an analysis of a company’s performance as compared to goals and objectives.

Outcomes: Outcomes represent tour measures of the minimum that are useful in evaluating the success of an organization. These are as follows –

Effectiveness: Effectiveness; Perhaps the most important outcome can be defined as the extent to which organizational goals are achieved.

Efficiency: Efficiency involves weighing the desired outcome against the resources used to achieve that outcome. It is the ratio of outputs or benefits to costs. An organization can be effective in meeting major goals and, at the same time, terribly inefficient (that is, very wasteful). Or an organization can be efficient in doing something other than achieving its goals, in which case it is ineffective.

Development: Development is the extent to which individual employees, groups or workers, and the total origination are developing in their capacity to meet future opportunities and challenges.

Participant satisfaction: Participate satisfaction refers to employees’ positive emotional responses to their work and jobs. The satisfaction of individuals is important, but so is the collective satisfaction of individuals in groups and in the organization as a whole.

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