Submitted to: Proff.

Arvind Rajashekar Submitted by: Chintan Shah Batch: SS/10-12/ISBE-A (SB3) Submitted on: Friday, May 13, 2011

Tools and Methods for Diagnosis of Organisation
Like any living organism has several body parts an organisation also have different structures and several subsystem. The effective functioning of human system depends on the effective functioning of all its parts and when the human system is in trouble the reason could be the ineffective functioning of a specific part or due to problems that affect the entire system. Such a human system needs a doctor to diagnose the problems on the basis of some analysis of the system using some tests. Similarly an organisation facing problems could be diagnosed by an organisational specialist on the basis of visible symptoms and using different diagnostic methods that will bring out the main cause. An organisation has several departments which are headed by independent minds which also signifies that they are not always working or agreeing unitedly, so even when the top management thinks that there is a problem the other departments may not think same or vice versa. The complexity is added in organisation because of there are

subsystems and processes in order to identify the strengths and weaknesses of its different working components and processes and use it as a base for developing plans to improve and/or maximize the dynamism and effectiveness of the organisation.e. It could be done as a periodic routine exercise. Hence we can say that organisational diagnosis is an exercise attempted to have an analysis of the organisation. professional perspective is vast and covers the entire management field . But majority of problems of can or be its solved and the is organisational quality work effectiveness improved if the diagnosis is done well by the specialized and very matured people who can think of various situation because of their valuable experience that they themselves have gained from their experiences. its structure. Sociological Since the Psychological management perspectives. and the Professional and Management Social and the Organisational Development that encompass the Economic.. management science also has gaps and quite a few problems of organisation are very hard to diagnose or cure. Like medical science.several minds working in a single organisation. Methods of Organisational Analysis There are basically two perspective for the organisational analysis Political i.

circulars. The following are the most frequently used methods: - Questionnaires: A very common method that is generally information being used purposefully or indirectly to gain from the the directly correspondents. Such kind of data is made and is a result of the work or diagnosis done before in an organisation. It can give very perfect and accurate results if they are designed and analysed very carefully by experienced people. - Analysis of records. - Observation: a very time consuming method of we only present the details relating to the organisation development. It can become . It requires an expert observer with a psychological view point who should be very much expert in reading faces and body languages. - Interviews: They are conducted when the diagnosis is conducted for an organisation having less number of people working in it and is possible to have one-to-one interaction. There are many ways of analyzing and diagnosing organisations and their phenomena. whether small or large maintains a specific data that they use as their future referrals. appraisal reports and other organisational literature: Each and every organisation.

. events: This is the best way of diagnosis because when a person is asked about the feedback it might be taken as biased but if there is any recording. preferably video recording then the feedback becomes very easy and also if such recordings are done of any event or any incidents then the diagnisis becomes very easy and handy. - Task forces and task groups: There are teams formed for the finding and evaluating of any problems if seen in the organisation. the problems are identified and an opinion is taken to solve that diagnosed problem.a base for those who are engaged in new diagnostic activities. discussions. cases and role plays. - Problem identification/problem solving workshops: A kind of informal workshop is being arranged and the employees are being part of it. The team includes experts of the field and have a substantial experience to diagnose the real cause of the problem. etc. - Recording and examining critical incidents. These methods of diagnosis in any organisation or one or more of its subsystems that could points be out made the for scope for improvements achieving organisational effectiveness. Here with the help of various games.

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