ORGANIZATIONAL DIAGNOSIS

Organizational Diagnosis

Organizational Diagnosis

Introduction

The purpose of this paper is to analyze Organizational Diagnosis is defined as the process which is mostly oriented to troubleshooting. The analysis covers problems faced and several techniques related to the identification of concerns and consequences, priority setting, and transactions with aims and objectives. It also entails the creation of strategies and developing alternative plans for their implementation. Organizational diagnosis pays considerable attention to developing and testing new approaches to solve organizational problems and the preparation of change system.

Organizational diagnosis may have different origins, such as the process of growth of the organization, the process of deterioration of the organization, addressing the problem of productivity and quality, etc.

The increased complexity of the environment of the organization, demands a corresponding change in the inherent complexity of the organization. There are a very large number of techniques available for the implementation phase of the OD process has been come to develop a response for each common concern arises repeatedly in organizations. The inventory of these is wide and varied techniques. The action of intervention may be through sensitivity training or methods laboratory, including the formation of groups and intergroup, etc. Intervention is a process step of organizational diagnosis which can be defined as a planned action to be executed following the diagnostic phase. The fact of obtaining data or a way to diagnose "Intervene" in the system can cause a profound impact on organizational culture. (Bollen, 1989)

Organizational Diagnosis and Problems Faced by HP and Palm

Organizational Diagnosis is the key to identify how various aspects of HP and Palm are associated such as inputs and outputs, resource allocation, productivity, throughput effort, outputs, performance, strategy, etc. As mentioned in the assignment that HP and Palm want to know if there are any glaring issues at Palm and how these issues might affect its integration into HP.

the system of organizational diagnosis is defined as "the set of functions or activities within the organization that work together to find the objective of the organization " the impact of any factor in an organization such as structure, human processes (communication, decision making, conflict resolution, group cohesion and teamwork, strategy, verse rewards, relations between the subsystems and culture should not be isolated from other factors. The interdependence of these factors and the need diagnostic tools for evaluation have been extensively discussed

Models of organizational diagnosis have proved effective in supporting the Organizational Development programs. (Bernstein, 1989)

Organizational Diagnosis Models Analysis

Model Of Force Field Analysis Of Kurt LewinSubsystems includes the driving forces and forces restrictive. Description

In its application there are three phases, thawing, movement and refreezing. His procedure is based on determining the problem or problems, identify or describe the current situation, goals, and desired changes in concrete terms.

It listed the factors that can influence the situation. As a basic factor driving forces are identified and tight, and finally developing a strategy for change. It is established in the area of organizational development.

McKinsey 7S Framework

7S Consultants commonly used McKinsey 7S Framework, from the ...