Setting and meeting objectives is considered important for organizational effectiveness. However, how those objectives are set relates to what we mean by effectiveness. Is it better to set objectives that create visibility for the intended effects and continual reflection on the values of an organization, but may not be quantifiable (and thus, cannot be conventionally measured); OR to set objectives that are quantifiable and therefore can be designed to be accomplished as set, but may not actually achieve the desired or intended effects?
Hint: One way is consistent with the practices of UCaPP organizations, the other with BAH organizations.
[Technorati tags: organizational effectiveness | evaluation]