Organizational Effectiveness
CJA/474
February 25, 2014
M. Honroe
Organizational Effectiveness
To start an organization goals are design to lead an organization in the direction of success. Goals, communication, authority, power, a set of rules and norms, and the presence of one or more authority centers that control the efforts of the organization and direct them toward its goals characterize an organization (Whisenand, 2009). Upper management sets goals, as policy and procedures are written so employees should get the proper training for an effective organization. There are elements to understand the effectiveness of the organization. Organizational effectiveness creates business leaders must focus on aligning and engaging his or her employees with the upper management systems strategy. In the criminal justice, system managers should essentially apply various organizational effectiveness theories appropriately to measure the effectiveness of the department. Management essential exert control to achieve maximum effectiveness. Once managers have measure and achieve organizational effectiveness, success of the organization it is practically the organization will work.
Define Organizational Effectiveness.
Organizational effectiveness is define as a concept to fulfills its objectives and how effective an organization is in achieving the outcomes for an organization means to produce. Different corporations define organizational effectiveness as productivity of an organization, and it affects to increase external and internal variables towards the organizational means. For example, if an organization's goal is to increase productivity, the organization could use various marketing tools to increase his or her clientele by educating the use of the product. The company goal and effectiveness have encountered when customers get educated on a product and its main purpose to anticipate the customer purchase the product.

Management of Criminal Justice Personnel its Theories of Organizational Effectiveness
There are many theories that managers can apply to organizational effectiveness to his or her organization. Motivation is challenging with employees, because employee satisfaction to get the employees motivates to do his or her job effectively, efficiently, and goal setting. To conquer employee satisfaction is to learn if the employee is happy, contented, and the desire fulfillment needs of his or her work. Management should train his or her employees to understand the mission, vision, empowerment, communication, and teammate’s interaction within the organization. Maslow had developed motivations theories to allow organizations to understand the concept of human behavior. The most common theories are used by management is “content and process theory.” Content theory is the concept that begins, stimulate, or nature of behavior and how can management team get an employee needs to find what motivates him or her in a job. Process theory is how to deal with people that are motivated and the outcome of the situation. Content and Process theory are two different perspective because the content is what motivates to achieve a goal and the process is how motivation works. Content theory is good to use in the criminal justice system, because, management can inquire what motivates law enforcement officers to excel at his or her job. Law enforcement administrative and officers want to grow within the department as well as having benefits and reasonable compensation. Therefore, Clayton Alderfer’s “E.R.G.” (existence/relatedness/growth) theory has become one of the better-known content theories by using the Maslow’s hierarchical model.(Harry W. More, 2012). There is no hierarchical progression component in E.R.G. There is no hypothesis that lower-level human needs must be satisfied before higher-level needs can be activated (Harry W. More, 2012). It takes more needs to motivate people, as people are more dominant