The Metric Division is a division that is currently undergoing significant change within an organization. They have recently reorganized, and are now responsible for an entire product line. Top management has been in place for five months and is now seeking ways to improve the working relationships within the division. Don, the national sales manager, feels that it would be very informative if all the staff members were interviewed to determine what could be done to help them work more effectively. To gather this information they have hired an OD consultant (me) to conduct the research and help them develop solutions to any problems that the division might be facing. To go about obtaining the needed information to conduct an analysis on the division, an action research model was used. Don was the one who was the problem identifier, and felt that the division could work better together. I am the OD practitioner that will help the division obtain this information. I will do this by gathering data, from the interviews with staff members. After the data is gathered a feedback session will be held with everyone to talk about the results, here the group and I can develop a joint diagnosis of any problems that were found. From there we can go on to develop a joint plan of action to fix the problems and improve on the current divisions working relationships. Then the action to fix the problems is implemented into the division, which can be assessed at a future date to see if it is making a difference by interviewing the staff after the changes have been put in place. This is one of the many models that can be used to access companies and determine how leadership and follower relationships can be improved.
The process of diagnosis is being able to understand a system’s current way of functioning. (Cummings-Worley, 2006). To find out this information a good way is start out by asking how well the division is