ORGANIZATIONAL DIAGNOSIS MODELS

Organizational Diagnosis Models



Organizational Diagnosis Models

Organizational diagnostic model

It is one of the strategies of organization that they formulate to track any changes and problems that exist within the organization. This system works exactly according to the diagnosis system of medicine. Just like the way in which a medical practitioner or a doctor conducts the diagnosis procedure of a patient similarly, members of the organization diagnose the organization with any ongoing problem. Just like a doctor collects the whole information about the patient similarly, members and professionals collect each and every bit of information related to the problem that the organization suffering with. All the information that the professionals collect, they collect by considering the organization as a whole system. Moreover the information is being shared with everyone in the organization to make them aware of the ongoing problem.

11 diagnostic models

This diagnosis procedure can be done by using different types of models. Different models can be used for different types of organization and by keeping in mind the type and nature of existing problem. These models are as follows:



Force field analysis

This model was introduced in 1951. According to this model there are two major forces that can restrict an organization to bring about any change or alteration. These two forces are driving forces and restraining forces. Driving forces consider factors of external environment while driving forces consider factors that are present within the organization.

Under this system of diagnosis, factors of both the forces are analyzed and then they are assessed. This assessment of factors of both the forces determines which factors contribute positively to the organization and which factors contribute negatively to the organization. After this assessment, suitable actions of adding and deleting of factors can be taken. This addition and deletion of factors move the organization to the desired state of equilibrium. (Faletta, 2005)

Leavitt's model

This model takes into consideration four major structures of an organization instead of factors of driving forces. These structures include task variables, structure variables, technology variables and human variables. Task variable includes all the task and work processes that different members of the organization performs in order to provide organization's product or service, structure variable includes administration and flow of work, technology variables include tools, objects and machineries that are used to produce or deliver product or service of the organization and last but not the least human variable includes the workforce that perform different work to fulfill organization's goals. According to Leavitt any change that occurs in one variable leads to the change in other variable and hence all the variables are interdependent on each other.

Likert system analysis

Under this system Likert described four management systems. These four management systems are; participative group, consultative, benevolent-authoritative and exploitative authoritative. The process of diagnosing the organization with a problem starts by first analyzing the management system of the organization then it takes into account the positive and negative aspect of management system. To recognize management system of an organization Likert has proposed an instrument ...