Diagnosis
-the process of assessing the functioning of the organization to know where the problems come from and what are the areas for improvement.
-the process of understanding how the organization functioning and know what is necessary to design change interventions.
The purpose of organizational diagnosis:
"Purpose of organizational diagnosis is to establish a widely shared understanding of a system and based upon that understanding to determine whether change is desirable." (Roy, D. , N.D.)
Open systems model
Organizations as open systems
- inputs
- transformations
- outputs
- environment
Diagnosis and Intervention
Data Collection and Feedback Cycle
- Planning to collect data
- Collecting data
- Analyzing data
- Feeding back data
- Following up
From what we have learned in data collection and analysis, I did some more research to know why do organizations have to do this. Then, I found out the following:
"Comparing the data you have collected with goals, norms, and standards helps you identify, describe, monitor, or evaluate health service problems. You will learn not only about output or coverage, but also about impact or satisfaction." (N.A., 1998)
The statement above means when we compare the data that we have collected with the goals, norms, etc. we can be able to figure out our the problems, we will not only know the result of what we have collected but we can know if it has been effective or not, and know the level of impact and satisfaction.
There are also some techniques that can be used for collecting data.
Data Collection techniques:
- Using available information
- Observing
- Interviewing (face-to-face)
- Administering written questionnaires
- Focus group discussions
- Projective techniques, mapping, scaling
Characteristics of communication assessment:
- Independence
- Professionalism
- Diagnostic thoroughness
- Mapping the terrain
- Skilled evaluation
- Tailored design
- Current time frame
Types of OD intervention and organizational issues
- strategic
- technological
- human resource
- human process
- it fits the needs of the organization
- knowledge of outcome
- competency-building
- organization's capacity to manage change
-contingencies related to change situation
Reflection:
Diagnosis is very important in an organization because it helps us first gather information to be able to know what changes needs to be done in the organization. Not knowing the current standing of the organization will just mislead you in knowing the real problem and solution.
Knowing the data collection and feedback cycle helps us know the step by step procedure in collecting data. But it can always be made better through some techniques. i have also learned that although we cannot control everything that is happening inside and outside of our organization, there are the techniques, ways and tips to help us deal with it.
Another thing is that, even though we already have the said steps and procedures, it doesn't necessarily mean that it works in every situation that an organization is facing or will face in the future. all this will just serve as a guide to us.
From time to time, we also need to assess the ways of communication in an organization. This is to determine whether the type of communication one is using is effective or not. We can never completely understand anything unless we try and take risk in using different ways and methods, especially new ways and methods. It is better to gather as much data as you can than to have less information than what you really needed.
References:
Cummings, Thomas and Christopher Worley. ORGANIZATION DEVELOPMENT & CHANGE. 8th edition
Roy, D. (N.D.). Organizational diagnosis. Internet. Retrieved July 12, 2010 from, http://www.isical.ac.in/~ddroy/odiag.html
N.A. (1998). Data collecting and analysis. Internet. Retrieved July 18, 2010 from, http://erc.msh.org/quality/dca.cfm
N.A. (N.D.). Module 10a: overview of data collection techniques. Internet. Retrieved July 18, 2010 from, http://www.idrc.ca/en/ev-56606-201-1-DO_TOPIC.html
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