Definition of Terms

Organizat= ional Health is an organization’s ability to function effectively, to cope adequately, to change appropriately, and to grow within. This health can va= ry from a maximal to a minimal degree.

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1. = Goal Focus: Goal Focus is the a= bility of persons, groups, or organizations to have clarity, acceptance, support a= nd advocacy of goals and objectives.

2. = Communication Adequacy: Communication Adequacy exists when information is relatively distort= ion free and travels both vertically and horizontally across the boundaries of = an organization.

3. = Optimal Power Equalization: Optimal Power Equalization is the ability to maintain a relatively equitable distribution of influence between leader and team members.

4. = Resource Utilization: Resource Utilization is the ability to coordinate and maintain input= s, particularly personnel, effectively with a minimal sense of strain.

5. = Cohesiveness: Cohesiveness is the= state when persons, groups, or organizations have a clear sense of identity. Memb= ers feel attracted to membership in an organization. They want to stay with it,= be influenced by it, and exert their own influence within it.

6. = Morale: Morale is that state in which a pe= rson, group, or organization has feelings of well-being, satisfaction, and pleasu= re.

7. = Innovativeness: Innovativeness is t= hat ability to be and allow others to be inventive, diverse, creative, and risk taking.

8. = Autonomy: Autonomy is that st= ate in which a person, group, or organization can maintain ideals and goals as wel= l as meet needs while managing demands from outside.

9. = Adaptation: Adaptation is that ability to tolerate stress and maintain stability while coping with demands= of the environment.

10. Problem-solving Ade= quacy: Problem-solving Adequacy is an

organ= ization’s ability to perceive problems and solve them with minimal energy. The problems stay solved and the problem-solving mechanism of the organization is maintained and/or strengthened.

For additional information, visit our web-site www.organizationalhealth.com=

**LEADERSHIP BELIEF STATEMENTS*<= /b>**

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1.&n= bsp;    We believe all decisions should be consistent with our mission and goals, should be data based, should be anchored in sou= nd theory and practice, and should be focused on what is best for the short and long term interests of all students.

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2.&n= bsp;    We believe all decisions should be made at t= he most appropriate level in the organization and should be as close to the po= int of implementation as possible. The competency and commitment levels of those involved will help determine the appropriate level.

3.   &n= bsp; We believe our beh= avior should promote and encourage empowerment throughout our organization. Empowerment should be highly individualized and be a function of their development on the dependent-independent-interdependent continuum <= /span>within the context of belief statement # 1.

4.    We believe we have an obligation to establish and mainta= in cohesive interdependent teams that have a high commitment to the organization’s mission and goals.&nbs= p;



5.    We believe our behavior should promote and encourage professional autonomy and growth from independence to interdependence for individuals and teams throughout the organization.

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6.   &n= bsp; We believe that we= have an obligation to build in quality control and quality assurance strategies throughout the organization. Building feedback loops into the system will assist leaders in align= ing mission, strategies, structures, and systems to ensure quality control and assurance throughout the organization.

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*Supported by rese= arch and theory presented in:

Fairman and McLean, Enhancing Leadership Effectiveness,

Joshua Publishing, Lenexa, KS 2003
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