Organizational Diagnosis Process
Organizational Diagnosis
Organizational diagnosis is the process of analyzing a company, recognizing what problems the company may have, what strengths the company exhibits, the employees receptiveness to change and how to restructure and implement change to correct any problems. This is done to keep the company from losing money, possibly going under and also to keep the company competitive in a highly competitive marketplace. The process of an organizational diagnosis is generally performed in a few stages. First, the parent company employees a group of external consultants and researchers to visit the company. The researchers will usually begin their work with a reconnaissance stage. The consultants will spend some time at …show more content…
A few sources will change the names of the stages, but in effect, they are the exact same processes. Organizational diagnosis is a lot like troubleshooting a problem with any mechanical system. One must recognize the problem, find the source/s of the problem and develop a plan to correct or repair the problem. Unfortunately, when you are dealing with people, instead of mechanical objects, there are a lot more variables as well as unforeseeable pitfalls.
In order to combat the instability of a dynamic corporation, executives, managers and even hourly employees must remain dynamic and receptive to a continually changing atmosphere. A company that tends to stay closed-minded and unreceptive to improvement is generally a short-lived company that will quickly be outdone by a continually changing marketplace. The global marketplace is a highly dynamic and competitive arena. In order for one to stay on top, you must be willing to continually one-up your …show more content…
Organizational diagnosis - a management tool for change. (2009). Retrieved from http://www.rtsa.ro/en/files/TRAS-25E-2009-3Baba-Chereches-Ticlau-Mora.pdf
- This article has some real world case studies that may be useful in the process of writing my research paper.
Kotter, J. (2012, 9 27). The key to changing organizational culture. Retrieved from http://www.forbes.com/sites/johnkotter/2012/09/27/the-key-to-changing-organizational-culture/
- This article discusses some of the differences between generation X and Y and how they apply to organizational culture.
Strategic leadership and decision making. (n.d.). Retrieved from http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-dm/pt4ch16.html
- This is an article that is written by the United State Air Force. It is a pretty well written breakdown of corporate culture.
Coleman, J. (2013, 5 6). Six components of a great corporate culture. Retrieved from http://blogs.hbr.org/2013/05/six-components-of-culture/
This is a pretty short article with six components of a successful culture. This has a few good things I will probably
Organizational diagnosis is the process of analyzing a company, recognizing what problems the company may have, what strengths the company exhibits, the employees receptiveness to change and how to restructure and implement change to correct any problems. This is done to keep the company from losing money, possibly going under and also to keep the company competitive in a highly competitive marketplace. The process of an organizational diagnosis is generally performed in a few stages. First, the parent company employees a group of external consultants and researchers to visit the company. The researchers will usually begin their work with a reconnaissance stage. The consultants will spend some time at …show more content…
A few sources will change the names of the stages, but in effect, they are the exact same processes. Organizational diagnosis is a lot like troubleshooting a problem with any mechanical system. One must recognize the problem, find the source/s of the problem and develop a plan to correct or repair the problem. Unfortunately, when you are dealing with people, instead of mechanical objects, there are a lot more variables as well as unforeseeable pitfalls.
In order to combat the instability of a dynamic corporation, executives, managers and even hourly employees must remain dynamic and receptive to a continually changing atmosphere. A company that tends to stay closed-minded and unreceptive to improvement is generally a short-lived company that will quickly be outdone by a continually changing marketplace. The global marketplace is a highly dynamic and competitive arena. In order for one to stay on top, you must be willing to continually one-up your …show more content…
Organizational diagnosis - a management tool for change. (2009). Retrieved from http://www.rtsa.ro/en/files/TRAS-25E-2009-3Baba-Chereches-Ticlau-Mora.pdf
- This article has some real world case studies that may be useful in the process of writing my research paper.
Kotter, J. (2012, 9 27). The key to changing organizational culture. Retrieved from http://www.forbes.com/sites/johnkotter/2012/09/27/the-key-to-changing-organizational-culture/
- This article discusses some of the differences between generation X and Y and how they apply to organizational culture.
Strategic leadership and decision making. (n.d.). Retrieved from http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-dm/pt4ch16.html
- This is an article that is written by the United State Air Force. It is a pretty well written breakdown of corporate culture.
Coleman, J. (2013, 5 6). Six components of a great corporate culture. Retrieved from http://blogs.hbr.org/2013/05/six-components-of-culture/
This is a pretty short article with six components of a successful culture. This has a few good things I will probably