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Od Presentation Transcript

  • 1. ORGANIZATIONAL DIAGNOSIS
  • 2. Misconceptions of OD
    • A technique to study symptom patterns and prescription to the organization.
    • A technique to determine the causes or agents of the symptoms and prescription to control the functions of agents.
    • A technique to determine the environment from where agents are coming and prescription to control the environment
  • 3. What is OD ?
    • OD is not the mere fact finding or the prescription system. Rather it is a process based upon behavioral science theory for publicly entering a human system, collecting valid data about human experiences with that system, and feeding that information back to the system to promote increased understanding of the system by its members. Its purpose is to establish a widely shared understanding of a system and based upon that understanding to determine whether change is desirable.
  • 4. MODELS OF OD
    • Symptom specific model
    • system model
    • Statistical model
  • 5. Symptom-specific model
    • Study the pattern of symptoms and prescribe
    • Limitation: No importance on reasons
  • 6. System Model
    • Consider organization as host. Symptoms of host are due to the changes in environment. So study the agent, host and environment and then prescribe.
    • Limitations:
    • A) It is qualitative and based on conceptual framework.
    • B) Difficult to determine extent of relationship between the changes in agent and the changes in symptom pattern of the host.
  • 7. Statistical model
    • Identify possible antecedents through formal or informal communications, observations, and formulate hypotheses, test your hypotheses collecting data from specific sample using suitable statistical tools and present the data to the people in the organization. Let them understand the findings and think of the action plan
  • 8. Who will diagnose ?
    • People cannot be diagnosticians in systems in which they are full-fledged members due to overt or covert vested interests. Diagnosticians must maintain role of researcher (systematic, objective and result-oriented investigation) and must establish some type of liaison system between the researcher and the elements of the systems. The liaison may be an individual or a group.
    • Internal researchers can work in parts of a larger system in which they have not been or currently are not members. But they cannot study their own groups and they generally have a great deal of difficulty with parts of the system in which they have recently been members.
  • 9. Phases of OD
    • Entry
    • Collection of data
    • Formulation of hypotheses
    • Analysis of data
    • Feedback the result
  • 10. ENTRY
    • Primary objectives of entry are to determine which units of the system (individual, group and organization) will participate in the diagnosis and to determine whether the researcher and respondent can reach agreement about their respective roles during data collection and feedback. Researchers may experience anxiety related to potential acceptance or rejection by the respondent system. The more self-awareness and experience the researchers have, the less these feelings will interfere with their effectiveness during entry.
  • 11. Data collection
    • In unstructured observation, researchers will be concerned with the relevant documents offered by the respondent, newsletters, chairman reports, roaming around relevant selected places, interviewing individuals or group. He must decide how much emphasis to give to theoretical concepts for understanding the observational data. Researcher besides observation and theoretical concepts should pay attention to respondent’s own explanation of the data. Repeated unstructured observation, explanation of respondents and use of theory lead the researcher to develop hypothesis about the causal relationship of the specific events, relationships among the independent, dependent and moderating variables.
    • It is better to take a case history of the organization before observational data collection. The case history should cover the followings:
  • 12. Identification data
    • It includes organization name, location, type of organization, organization affiliation, size (financial condition, stockholders, employees).
  • 13. Historical data :
    • Chief complaints, duration and possible determinants, short-range and long-range problems, major crisis of the organization (natural catastrophy, loss of key personnel, labour problems, financial emergencies, technological changes), product service history (change and development of organizational goals, sequence of development in product or service), organizational folklore.
  • 14. Structural data
    • Organizational chart, formal job description, ecology of the organization (spatial distribution of individuals, activities), financial structure, personnel (size, various educational levels, average tenure, range or skills, absentee rate, turnover rate, accident rate), structure for handling personnel (recruitment, orientation, training, growth of the job, promotion, compensation, performance analysis), rules and regulations (medical, safety, retirement, recreation, other fringe benefits).
  • 15. Organizational health
    • Physical Health
    • Mental Health
    • Social health
    • Spiritual health
  • 16. Physical health
    • Illumination, Noise, passageways, cleanliness, dust, safety equipment, closures, conditions of machines etc.
  • 17. Mental health
    • Organizational awareness
    • Autonomy
    • Creativity
    • Trust
    • Organizational evaluation
    • Organizational Satisfaction
    • Organizational involvement
  • 18. Social health
    • Awareness of task environments
    • Task environment satisfaction
  • 19. Spiritual health
    • Honesty
    • Work as worship
    • Meditation
  • 20. Analysis of data
    • Develop conceptual model about the pattern of relationship between antecedents and the criteria. Consider intervening or moderator variables in your model
    • Define variables
    • Develop hypotheses to test your models.
    • Sampling : Random or incidental
    • Methods : Development of tailored instrument or use of standard instruments to measure the variables.
  • 21. Use of statistical tools
    • Descriptive statistics
    • Inferential statistics
  • 22. Feed back the data
    • Use bar diagram, pie chart for presentation of descriptive results
    • Use path model to present the results of relationship and regression
  • 23. Alertness in feedback
    • Primary objective of feedback is to promote increased understanding of the client system by its members. Effective feedback design relates the content of the feedback to the process by which the analysis is delivered to the system. The process of feedback is the composition of feedback meetings (i.e., who is present with whom), the ordering of the meetings (i.e., which groups receive information first, which is second, etc.), the behavior of the system during feedback and the behavior of the researchers within and between feedback meetings. feedback is probably the period of maximum anxiety during the entire diagnosis. If the system could tolerate the anxiety, system could learn its self.
  • 24. Conclusion
    • In sum, the methodology of organizational diagnosis calls for the researcher to be competent in the conventional use of social science tools ( observation, interviews, questionnaires and archives) and to possess a sophisticated theory and the related behavioural skills to enter, collect and feedback information to complex multigroup systems.
  • 25. Thank You
  • 26.  
  • 27.  
  • 28. Formulating hypotheses
    • Null hypotheses
    • Alternative hypotheses
  • 29. Attitudes and relationship
    • Attitudes towards the task agents, relations to things and ideas, attitudes about self, inter-organizational relationships.
  • 30. Analysis and conclusions
    • Appraisal of the effect of the environment on the organization, appraisal of the effect of the organization on the environment, reactions, appraisal of the organization, impairments and level of integration.
  • 31. Statistical model