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Organizational performance comprises the actual output or results of an organization as measured against its intended outputs (or goals and objectives).

According to Richard et al. (2009) organizational performance encompasses three specific areas of firm outcomes: (a) financial performance (profits, return on assets, return on investment, etc.); (b) product market performance (sales, market share, etc.); and (c) shareholder return (total shareholder return, economic value added, etc.).[1] The term Organizational effectiveness is broader.

Specialists in many fields are concerned with organizational performance including strategic planners, operations, finance, legal, and organizational development.

In recent years, many organizations have attempted to manage organizational performance using the balanced scorecard methodology where performance is tracked and measured in multiple dimensions such as:

  • financial performance (e.g. shareholder return)
  • customer service
  • social responsibility (e.g. corporate citizenship, community outreach)
  • employee stewardship

See also[edit]

People involved in research[edit]

References[edit]

  1. ^ Richard et al. (2009): Measuring Organizational Performance: Towards Methodological Best Practice. Journal of Management.

Original courtesy of Wikipedia: http://en.wikipedia.org/wiki/Organizational_performance — Please support Wikipedia.
This page uses Creative Commons Licensed content from Wikipedia. A portion of the proceeds from advertising on Digplanet goes to supporting Wikipedia.

317 news items

 
Virtual-Strategy Magazine (press release)
Thu, 24 Jul 2014 00:07:30 -0700

Career Partners International enhances organizational performance and people's lives every day! As a global leader in talent management consulting since 1987, organizations of all sizes and industries trust Career Partners International for the very ...
 
PR.com (press release)
Thu, 17 Jul 2014 23:56:15 -0700

... essential to developing and executing workforce strategies and practices that deliver higher market performance. To learn about i4cp and i4cp's People-Profit Chain™, an empirical model to increase organizational performance up to 3x, go to i4cp ...
 
HydroWorld
Wed, 23 Jul 2014 11:56:15 -0700

McDonald has held a number of posts under various administrations in the BC government since 1991 and most recently served as an independent consultant specializing in management, organizational performance, and commercial mediation and ...

Financial Post

Financial Post
Wed, 23 Jul 2014 09:16:00 -0700

Stephen P. Robbins, author of The Truth about Managing People, argues the system ignores the problem of how rewards will flow from performance appraisals; the assumption that good individual performance will lead to good organizational performance; ...

Chief Learning Officer

Chief Learning Officer
Wed, 23 Jul 2014 07:37:30 -0700

Remember also that money and effort invested here not only improves organizational performance and engagement, but also it sets in place a foundation for these people to grow into HIPOs and emerging leaders in the coming years. Of course, no amount of ...
 
Virtual-Strategy Magazine (press release)
Tue, 22 Jul 2014 00:07:30 -0700

Focusing on different aspects of executive coaching, outplacement and other areas of talent management, the webinar series provided by Career Partners International enhances organizational performance for companies and drives innovation in the industry.
 
Motor E magazine
Wed, 23 Jul 2014 07:45:39 -0700

... the Re-Inventing Schools Coalition (RISC) program, which was developed at Alaska's Chugach School District and was one of the first school districts to win the Baldrige Award in 2001 – the nation's highest award for organizational performance ...
 
Canadian HR Reporter (blog)
Tue, 22 Jul 2014 06:41:15 -0700

“The most compelling reason for establishing a coaching culture is its positive correlation to organizational performance,” says i4cp. In addition, previous i4cp research found coaching and mentoring were the approaches most highly correlated with ...
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