[01] John Nkeobuna Nnah Ugoani, Department of Management Sciences, College of Management and Social Sciences, Rhema University, Aba, Nigeria.

In attempts to improve their bottom-line by increasing the productivity of the workforce, many organizations use the out-put control system to ensure that output meets quality and standards. Enhancing behavior and interpersonal relationships within the workforce does not only require removing motivation barriers to boost employees’ performance, but also requires appropriate organizational learning in terms of training and development to improve skills and knowledge necessary for organizational effectiveness. 102 respondents participated in the study conducted through the empirical research design and the result showed positive relationship between organizational control and organizational effectiveness. Business organizations are often surrounded by complex dynamic economic, technological, political, cultural and other environmental factors. Because of these factors, change is therefore, a permanent phenomenon in organizational management or control. These changes sometimes affect the products, services, or even organizational policies. Without a well, permanently institutionalized monitoring and evaluation device, such changes would not be identified until it starts having adverse effects on the profitability or effectiveness of the organization. This study faced challenges because of lack of current relevant literature, and further study could examine the relationship between target setting and management competence as a measure of improving productivity. Management should always encourage performance improvement activities, employees’ empowerment, rewards and discipline as credible measures of improving organizational performance.

Organizational Goals, Performance Improvement Activities, Employees Empowerment, Behaviour Control, Budget, Exception Reports, Global Business Environment, Qualitative Technique

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