CHANGE MANAGEMENT AND ORGANIZATION DEVELOPMENT

Presentation on

DIAGNOSIS PROCESS
Prepared by: Khushbu A. Bavishi (097440592009) Guided by: Nandita Mam

Learning Objectives
1) Diagnosing problem areas
2) Meaning of diagnosis 3) The data collection process 4) Evaluating effectiveness of data collection 5) Daignostic models 6) Red flag in diagnosis

DIAGNOSING PROBLEM AREAS

The identification of areas for improvment and problems is an important element. Developing a vision and improving corporate culture. To make organization change effective.

Important to have valid information about the situation.

MEANING OF DIAGNOSIS

Diagnosis is the process of making an assessment of the organization to discover the sources of problems and areas for improvement.

IMPORTANCE OF DIAGNOSIS
Enhances an Organizations ability and capacity to change
Provides insights beyond perceptions about patterns of behavior and dysfunctions within the organization Helps support continuous improvement

THE DIAGNOSIS PROCESS

Preliminary Problem Define Final Problem Statement

Data Collection Take Action Now?

YES NO

Hold

Data Analysis & Review

NO

Sufficient Data?

YES

Results Monitored

THE DATA COLLECTION PROCESS

Data Collection Methods
Secondary Sources of Data Employee Surveys & Questionnaires Direct Observation Interviews Other Techniques

EVALUATING EFFECTIVENESS OF DATA COLLECTION

Validity of the data

Time to collect data

Cost of data collection

Organizational culture and norms

DAIGNOSTIC MODELS
Weisbords Six-Box Organizational Model Purpose:
What business are we in?

Relationships:
How do we manage conflict among people? With technologies?

Structure: Leadership:
Does someone keep the boxes in balance? How do we divide up the work?

Helpful Mechanisms:
Have we adequate coordinating technologies?

Rewards:
Do all needed tasks have incentives?

Environment

Burke

DIAGNOSTIC MODELS
The 7-S Framework Strategy Hard Ss

Systems

Structure

Style

Staffing Shared values Skills

Soft Ss

HBR 9-497-045

DIAGNOSTIC MODEL
Force-Field Analysis
KURT LEWIN

Organization behavior static pattern But Organization behavior = dynamic balance of forces working in opposite direction In any organization there are two types of forces. 1) driving force 2) restraining force
Restraining force

Quasi Stationary equilibrium

Driving force

DIAGNOSTIC MODEL
- ERIC TRIST

DIAGNOSTIC MODEL
Management practitioner model
Developed by Terry Armstrong and Walter Wheatley.

It analyzes six basic factor like Basic planning General business practices Finance

Advertising & promotion

Market research Personnel

DIAGNOSTIC MODEL
Emergent Group Behavior Model
Helps in understanding how team operates. The following characteristics are developed from set of behavior and relationship required to perform work of group Activities Interactions Sentiments Norms

RED FLAG IN DIAGNOSIS

Diagnosis is one of the important stage in OD process thus the practioner should be aware of the following warning signals
Confidentiality Over diagnosis Crisis diagnosis Threatening and overwhelming diagnosis