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The Criteria of Organisational Performance

  • Allan Warmington
  • Tom Lupton
  • Cecily Gribbin

Abstract

If one looks through the literature on planned organisational change, one finds surprisingly little attention being paid to a precise definition of the aims of a change programme. Most writers seem to assume that there is a specific objective which the client organisation wishes to attain—frequently the smooth introduction of some technical or structural innovation—and that the function of the behavioural scientist–consultant is to enable that particular objective to be achieved with the fewest possible adverse complications.1 Or it is assumed that change is inevitable in present-day society and the function of the consultant is to help the organisation to become more responsive to economic, technical and social changes which it is inevitably meeting.2

Keywords

Primary Task Organisational Performance Organisational Effectiveness Focal Activity Focal Task 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

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Copyright information

© Allan Warmington, Tom Lupton and Cecily Gribbin 1977

Authors and Affiliations

  • Allan Warmington
  • Tom Lupton
  • Cecily Gribbin

There are no affiliations available

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