Models of Organization Diagnosis
Introduction
The primary purpose of this essay is to understand various models of organization diagnosis and their differences also well as their similarities, and also evaluate their strength and weakness. In order to understand these OD models we will need to know what is organizational diagnosis.
What is Organizational Diagnosis?
This is a strategy implemented by organizations to increase its effectiveness. This involves assessing an organization’s existing levels of performance, to design a suitable change that will achieve the expected performance. In organizational diagnosis, diagnostic activities should centre its focus on 2 main areas:
- Subsystem areas (management, group, individual unit)
- Organization processes (decision-making process, communication model, relationships between groups and the setting of goals.
Organizational diagnostician carries out this process of diagnosis considering the whole organization as a total system. They use data form internal and external sources for this purpose. The organizational diagnosticians direct their focus on the activities they think are the vital for the existence of the organization. When performing the diagnosis whole organization is put into focus when drastic changes are needed (French & Bell, 1995).
Lastly in the organizational diagnosis process, all the data collected are communicated back to the organization’s management in order to begin the organizational change phase (Harrison 1987).
Uses of Organizational Diagnosis Models
Organizational diagnosis models help to clearly understand inefficiencies and diversions from organizational goals and targets. Organizational diagnosis models also provide a systematic way together, categorize and understand data. Models identify crucial organizational variables which are theorized to exist according to previous research. Models also reflect the nature of relationship between important variable. Without such models it would be hard to
The primary purpose of this essay is to understand various models of organization diagnosis and their differences also well as their similarities, and also evaluate their strength and weakness. In order to understand these OD models we will need to know what is organizational diagnosis.
What is Organizational Diagnosis?
This is a strategy implemented by organizations to increase its effectiveness. This involves assessing an organization’s existing levels of performance, to design a suitable change that will achieve the expected performance. In organizational diagnosis, diagnostic activities should centre its focus on 2 main areas:
- Subsystem areas (management, group, individual unit)
- Organization processes (decision-making process, communication model, relationships between groups and the setting of goals.
Organizational diagnostician carries out this process of diagnosis considering the whole organization as a total system. They use data form internal and external sources for this purpose. The organizational diagnosticians direct their focus on the activities they think are the vital for the existence of the organization. When performing the diagnosis whole organization is put into focus when drastic changes are needed (French & Bell, 1995).
Lastly in the organizational diagnosis process, all the data collected are communicated back to the organization’s management in order to begin the organizational change phase (Harrison 1987).
Uses of Organizational Diagnosis Models
Organizational diagnosis models help to clearly understand inefficiencies and diversions from organizational goals and targets. Organizational diagnosis models also provide a systematic way together, categorize and understand data. Models identify crucial organizational variables which are theorized to exist according to previous research. Models also reflect the nature of relationship between important variable. Without such models it would be hard to
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