<Table> <Tr> <Td> </Td> <Td> This article's tone or style may not reflect the encyclopedic tone used on Wikipedia . See Wikipedia's guide to writing better articles for suggestions . (May 2016) (Learn how and when to remove this template message) </Td> </Tr> </Table> <Tr> <Td> </Td> <Td> This article's tone or style may not reflect the encyclopedic tone used on Wikipedia . See Wikipedia's guide to writing better articles for suggestions . (May 2016) (Learn how and when to remove this template message) </Td> </Tr> <P> Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes the organization intends to produce . Organizational Effectiveness groups in organizations directly concern themselves with several key areas . They are talent management, leadership development, organization design and structure, design of measurements and scorecards, implementation of change and transformation, deploying smart processes and smart technology to manage the firms' human capital and the formulation of the broader Human Resources agenda . If an organization has practices and programs in the areas above, the OE group does many or all of the following roles </P> <Ul> <Li> Examines alignment between the areas and improves them </Li> <Li> Improves trade - offs between reliability, speed and quality in the above areas </Li> <Li> Strategizes for higher adoption rates in these areas </Li> <Li> Facilitates / initiates / catalyses capability building: structure, process and people </Li> </Ul>

The three categories of factors that determine organizational effectiveness are
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