Organizational effectiveness People subsystem From the above diagram, it is apparent that the people subsystem may be effective when the incentives are properly matched with the responsibilities assigned to an individual in an organization. As a result, there will be optimal performance within acceptable organization behavior that will make an employee responsive to team work and learning initiatives (Andreadis 2009). Generally, the people subsystem may be declared effective when there is a balance in each of the above elements in a learning organization environment. Factors affecting organizational effectiveness Organizations function best when the intra and inter communication systems are perfect. Therefore, successful organizations manage information continuously. The practice of information management involves the science of processing information to facilitate informed decision making among managers. However, the channels of this information should be protected to ensure protection of the organization’s private information that may lead to the unwanted third party interference. In information system implementation planning strategy, culture defines all aspects of a business, both internal and external relationships. In encoding and decoding information, it is critical to balance the wanted and unwanted grapevine. Thus, in reviewing performance based on feedback received, it is important to handle the voluntary information with care to boost trust and confidentiality which form the pinnacle of organizational behavior. Therefore, it is critical to balance the feedback with the goals of such an organization as a remedy towards inclusiveness and active participation which translates into desirable performance. Generally, a risk is regarded as a negative factor in the introduction of new technology in an organization because of its associated downside exposure to unrealized benefits, technical; performance shortfalls, time slippage, cost overruns, and withdrawal of the staff who may feel sidelined. It is imperative to have a good strategy to manage the risks associated with the adoption of new concepts such as technological efficiency. Estimation and evaluation of risk is an assumption that it is possible to draw logical conclusions regarding the chance of a risk occurring, as well as the possible effect of that risk. Risks can also be categorized as a short-term or a long term risk. Determination of short term risks assists in mitigating long term effects which may result from neglected short-term risks. Through training of the evaluation and performance reviewers, it is possible to boost morale and maintain desirable confidence levels within stakeholders and staff in any organization. The process should be inclusive of structured evaluation and progress reporting tools to make the organization effective (Andreadis 2009). Ethics can be applied in any organization. Basically, ethics denote sets of laws or moral systems that provide a basis for discerning whether an action is correct or erroneous. Therefore, members of an organization can come up with ethical principles that guide them when carrying out their duties. There should be laid down structures for