In some organizations
However, their structure and function can be compared to the structure and
functioning of the human system. As an organization has multiple parts of an
organization is also structured in several subsystems. Effective functioning of
human subsystems depends on the proper operation of all components. When the
human system is in trouble it is due to a problem in a part that could be
located or because of the problems that affect the entire system , either . In
any case, when there are problems throughout the system is affected.
An organization
addressing the problems could be diagnosed by a specialist in the organization
on the basis of obvious symptoms (visible ) and the use of tests to carry out
what is not obvious. The only difference is that the human body normally
functions as a whole, as it has a single mind. An organization has several
parts , each with its own independent minds and can not always run in a
completely unified . So even when top management believes there is a problem
with other systems can not think well , or vice versa. The organization has
several minds that is what increases the complexity of the organization.
Therefore
organizational diagnosis is an exercise attempted to analyze the organization ,
its structure, subsystems and processes in order to identify the strengths and
weaknesses of their structural components and processes and use it as a basis
for the development of plans for improve and / or maximize the dynamism and
efficiency of the organization.
Organizational diagnosis
could be done as a regular routine exercise like the case of periodic health
check of a person or can be carried out whenever there is a knowable problem
that is affecting the functioning of an organization.
Importance of organizational diagnosis
Organizational
analysis can be done for different purposes. These include:
1) Improve the
general understanding of the functioning of organizations ( for example,
educational or research purposes . )
( The direct
beneficiary is the researcher or analyst rather than the organization). Such a
study can aspire to a better understanding of human behavior through a study of
it in the organization, or to improve understanding of society as reflected in
organizational life .
2) planning for
growth and diversification
A diagnostic analysis
or study may be necessary for planning growth, diversification , expansion,
etc. organizational analysis can reveal the strengths that could be used for
growth and diversification, the weaknesses that need to be removed in the new
plans , precautions to be taken , the structural dimensions to be taken into
account several points of view , etc. can be provided in the structure, people,
systems , styles , technology, etc. that have implications for growth.
3 ) Improving
Organizational Effectiveness Planning and General Improvements
Organizational
analysis can also be used to improve the overall efficiency of an organization.
On the basis of a diagnosis made by the steps of the action could be initiated
analysis of tone in terms of management, the introduction of new management
systems and processes , reducing waste , the introduction of time-savers ,
changing of personnel policies to improve employee motivation , restructuring
of some parts , training , removal of structures and unwanted teasers ,
improvements in the overall health of the organization, etc.
4) Organizational
Problem Solving
When some sub-
departments , units, etc. fall ill or start creating diagnostic problems can be
carried out in order to identify the source of the problem and take corrective
action. One unit sick, a bottleneck , a communication block , a department
underperforming frequently occurring conflicts between the two departments ,
repeated failure of a management system or a process of organization, a
violation of a standard common organizational , fall into the discipline , the
reduction in output absenteeism , increased conflict , and so may lead to the
need for an assessment of the organization of a part of the organization or the
entire organization.
ORGANIZATIONAL ANALYSIS METHODS
There are many ways
to analyze and diagnose organizations and their events . The following are the
most common methods :
1) Questionnaires
2 ) Interviews
3 ) Observation
4) Analysis of records
, newsletters, reports and other literature organizational assessment
5) Data analysis
organizations and drives various units
6) The working groups
and task forces
7) Problem
identification / problem solving workshops
8) seminars ,
symposia and training programs
9) Registration and
examination of critical incidents , events .
Questionnaire ,
interviews , workshops and action groups are the most commonly used diagnostic
methods of the organization in India. Used separately or in combinations. Of
the four most commonly used questionnaires , and that could be used easily and
people within the organization.
There are a number of
fairly standardized questionnaire for organizational diagnosis. It is also easy
to develop questionnaire to meet the needs of each organization.
The choice of a
questionnaire depends on the purposes of diagnosis and indications available
from a preliminary diagnosis of the dimensions that require in-depth study .
Typically, before the decision to use a questionnaire to the person or group
with the intention of using it should have identified the area of interest
through interviews , complaints , symptoms observed and general views expressed
by the high interest address, etc.
There are many
aspects to be studied through questionnaire. The following is a list of those
most frequently studied dimensions for diagnostic purposes .
The following are
some considerations that might be taken into account in preparing the
questionnaire.
Questionnaire for
organizational diagnosis usually measures perceptions of employees or
participants in an organization. It is the sum of these perceptions that
indicate organizational strengths and weaknesses .
• Employees /
stakeholders in an organization sometimes are in a good position to provide
dimensions / variables in the questionnaire that can be framed . For example ,
to diagnose the health of the organization of a college of agriculture to a
group of university scientists met and asked for comment on what he thinks is
good and bad in college. Were collected, edited and a form was made all his
statements . Subsequently administered to all scientists of the university. So
interviews / discussions / meetings / group workshops help in developing the questionnaire.
• Another way to
develop a questionnaire to test any standardized questionnaire to test a group
of respondents. Respondents may be asked to indicate the variables / items to
be used for diagnosis.
In preparing a
questionnaire , structured questionnaire is easier to analyze data and to
provide statistical information
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