designing organizational effectiveness model with emphasis on organizational culture criteria

in spite of pivotal position of effectiveness construct in organizational theory this concept has been appropriately developed yet and there is less consensus on the criteria for its definition in organization. the varieties of effectivenss models and approaches to its utilization are many. discussion on preferring one model of effectiveness to another is a continuous process. for instance advocates of objective model claim that effectiveness should be measured in terms of objectives, while the advocates of systems resource model claim that the ability for attaining benefit is the best criteria for success. all the variables of effectivenes titled organizational effectiveness criteria have been gathered by kempel and his colleagues as a comperhensive table of context.by using this comprehensive table of content queen and roorbuf seduced and condensed all of these criteria to the status of organizational analysis (oa) so that could not be parallel and oriented toward the performance of organization. queen and roobuf by connecting the models of effectivenss (four original model of organizational effectiveness) with the value dimensions designated of organizational effectiveness. multiple value framework which results into human relation models, open system, rational objective and internal procedurs. the multiple value model does not imply any organization culture criteria correlated to organizational effectiveness. in this article designing an effectiveness model with emphasis on organizational culture has been researched.