A Review to Diagnostic model
An organization is an open system that is in constant interaction with its environment, taking in raw materials, people, information, and energy, converting these into products or services, and exporting the latter back into the environment but these organization need to regularly undergo the diagnosis of the current performance of the organization so that interventionists should be able to know whether the organization is performing well or not and what changes has to be incorporated so that the main focus of organization to do excellence fulfilled. But it should be planned, systematic and explicit. Well-done assessments or diagnosis is done on the basis of diagnostic models depending upon which model a company adopts to diagnose.
This article revolves around 11 diagnostic models that had been constructed keeping in mind the strategies for organization’s development but these models have limitations too. Models are:
Force Field Analysis (1951)
Leavitt’s Model (1965)
Likert System Analysis (1967)
Open Systems Theory (1966)
Weisbord’s Six-Box Model (1976)
Congruence Model for Organization Analysis (1977)
McKinsey 7S Framework (1981-82)
Tichy’s Technical Political Cultural (TPC) Framework (1983)
High-Performance Programming (1984)
Diagnosing Individual and Group Behavior (1987)
The Burke-Litwin Model of Organizational Performance & Change
Each model is unique in itself but there are issues with these models too i.e. there is more or less variables are missing from every model but B-L model of organization performance & change has been conceived on the basis of theoretical and empirical literature on organizational behavior. Moreover this model also covered the variables which other model didn’t cover that means it is self sufficient model for diagnosis purpose.
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