Two independent bodies of organizational theory and research are developing around separate concepts associated with organizational effectiveness: goal-based behavior (intention) and organizational climate (distinction). Although both variables have been found to influence organizational effectiveness, findings have been inconsistent. The term "intention" is associated with goal-based planning, such as goal-setting, management by objectives, strategic planning, and performance budgeting systems. Intention directs organizational activity toward desired goals and is solidly rooted in the positivist paradigm exemplified in the works of Taylor and Weber. The intellectual origins of distinction are more recent and arise from anthropology and the sociology of knowledge, which views all human collectives as voluntary associations influenced by cultural and other factors idiosyncratic to individual members of organizations. Employing a set of qualitative meta-analytical techniques, this paper examines the relationship among intention, distinction, and organizational effectiveness. Data sources include quantitative research, case studies, and theoretical literature. Results show little empirical evidence to support the efficacy of either intention- or distinction-based management strategies. A complementary relationship may exist between intention and distinction, but more research is needed. Also, it is unclear whether distinction can be managed. Recommendations are provided for managers and researchers frustrated by these results. Included is a bibliography of 71 references and 2 appendices. (MLH)