Diagnosing Organizational Effectiveness

A Roadmap toward Corporate Sustainability

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 Comprehensive Model for Diagnosing Organization
A. ORGANIZATIONAL LEVEL
Inputs Design Components Outputs
Strategy
- General
Structure Culture Organization
Environment
Effectiveness
- Industry
Structure Human Technology
Resources

B. GROUP LEVEL
Inputs Design Components Outputs
Goal Clarity
Team
Task Group
- Organization Structure Effectiveness
Functioning
Design e.g., quality of
Group Group work life,
Composition Norms performance

C. INDIVIDUAL LEVEL
Inputs Design Components Outputs
Skill Variety Individual
- Organization Effectiveness
Design Task Identity Autonomy
e.g., job
- Group Design
- Personal satisfaction,
Characteristics Task Feedback personal
Significance about Results development
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 Organizational-Level Diagnosis

Inputs Design Components Outputs

Strategy

General
Environment Structure Culture Organization
Effectiveness
Industry
Structure

Human Technology
Resources
Systems

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 Elements of Corporate Culture Formation

Organization Top Industry

System and Management Characteristics
Policy View

Profile of Organization
Employees Structure

Corporate Culture

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 Human Resources Systems

Recruitment &
Selection

Training & Performance

Business Development Management Business
Strategy Result

HR
Systems

Reward Career
Management Management

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 Organizational-Level Diagnosis

• What is the company’s general environment?

• What is the company’s industry structure?

• What is the company’s strategy?

• What is the company’s culture?
• What are the company’s structure, human
resources systems, and technology?

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 Individual-Level Diagnosis

Inputs Design Components Outputs

Organization Skill
Variety
Design

Group Design Task Task Individual

Identity Significance
Effectiveness
Personal
Characteristics
(skill, knowledge Autonomy Feedback
attitude)

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 Individual Jobs Dimensions
Skill Variety
The degree to which the job
requires a variety of different
activities

Task Identity Autonomy

The degree to which the job The degree to which a job
requires completion of a provides freedom and discretion
whole and identifiable piece in scheduling the work and
of work determining work methods.

Task Significance Feedback About Results

The degree to which a job has a The degree to which a job provides
significant impact on other employee with direct and clear
people’s lives information about the effectiveness of
task performance
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 Job Characteristics Model - Hackman/Oldham

Core Job Psychological Personal and

Dimension States Work Outcomes

Skill Variety Experienced

Task Identity meaningfulness of
Task Significance the wok • High internal
work motivation
Experienced • High-quality
Autonomy responsibility for work
outcomes of the performance
work • High
satisfaction with
Knowledge of the the work
Feedback actual results of • Low turnover
the work activities

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hr-strategy-presentation/

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