Measuring knowledge worker productivity and in turn finding out how it contributes to an organization’s overall effectiveness is a difficult proposition, though it is not impossible. The rewards of doing so are twofold. Measurement allows the executive management to help an organization to guide and direct its valuable human capital towards the goals that have been identified and set. In turn, the ability to better manage knowledge workers opens the door to new and innovative ways to foster their loyalty, creativity, and productivity.

So, What is Organization Effectiveness?

This isn’t limited to just productivity, though it certainly encompasses it. Productivity is defined narrowly as the amount of physical output for each unit of productive input, which has been a human concern for centuries. The problem comes in defining output for non-manufacturing, service activities commonly termed as ‘knowledge work’, these include IT services and products, transportation, retail and Logistics, and finance and Insurance related services rendered to individuals and businesses.

Who Contributes to Organization
Effectiveness?

Each and every employee contributes to organization effectiveness. Taking into account the skills, experience, and rank some play a bigger role than others. Establishing a successful and sustainable organization takes more than management expertise. It requires genuine leadership – the ability to guide individuals and teams to their highest level of collaboration, innovation, and effectiveness. Today’s leaders play many roles: visionary, role model, architect, defender of values, team builder, coach, change agent, strategist, economist, and advocate for excellence. While productivity and economics are always an issue, today’s leaders also understand the importance of creating a values-driven vision that becomes the benchmark for individual and organizational decision making. Leaders seek best practices that produce integrity, adaptability, sustainability, and execution.