This paper addresses a number of problems associated with the evaluation of organizational effectiveness. Questions are raised concerning whether there is such a thing as organizational effectiveness, how stable and accurate are the assessment criteria, how widely the criteria can be applied, how such criteria can be of help in understanding organizational dynamics, etc. The author then presents a process model for analyzing effectiveness. The process model proposed consists of three related components: (1) the notion of goal optimization, (2) a systems perspective, and (3) an emphasis on human behavior in organizational settings. The advantage of approaching organizational effectiveness as a continuous process is discussed in detail. (SJL)