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Le diagnostic organisationnel de la qualité

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Le diagnostic organisationnel de la qualité

  1. 1. Qui sommes-nousAP synergie est une entreprise de consultation endéveloppement organisationnel qui propose uneapproche diagnostique visant à renforcer la prise de LE DIAGNOSTICdécision éclairée en matière de changementorganisationnel et d’amélioration de la qualité.Consultants ORGANISATIONNEL DE LA QUALITÉAndré Paccioni, Ph.D.Diagnostic organisationnelTél. 514 576-0246andrepaccioni@apsynergie.comSébastien Paccioni, BA.Communication organisationnelleTél. 514 803-5934 Les choix stratégiques de l’organisation sont étroitement liés àspaccioni@apsynergie.com sa culture car les systèmes de croyance déterminent en partie la stratégie et la direction du changement organisationnel. Dans cette optique, notre approche diagnostique vous aidera à définir la meilleure stratégie de changement. apsynergie.com
  2. 2. Pourquoi un diagnostic Modélisation du diagnosticorganisationnel de la qualité? organisationnel de la qualitéAfin de brosser un portrait de la culture organisationnelle perçue parvos employés en matière d’ouverture au changement, de leadership,de pratiques de gestion de la qualité, et de communication organisa- FLEXIBILITÉtionnelle.Qu’est-ce que la cultureorganisationnelle?La culture réfère aux valeurs partagées et aux croyances relatives aux Collaborer Créernormes de comportement appropriées dans une organisation. INDIVIDU ORGANISATIONQu’est-ce que la gestion Contrôler Produirede la qualité?La gestion de la qualité totale est une manière d’améliorer continu-ellement la performance à chaque niveau d’opération, dans chaquesecteur fonctionnel d’une organisation, en utilisant toutes les res-sources humaines et matérielles disponibles. CONTRÔLECulture organisationnelle et gestion de la qualitéLa gestion de la qualité totale fait appel à un changement de culture Les trois étapes du diagnostic organisationnel deorganisationnelle afin que le changement de comportement s’appuie la qualitésur l’intégration de la qualité et des valeurs auprès de l’ensemble desemployés. 1.Portrait de la culture organisationnelle et des pratiques de gestion de la qualité (sondage, entrevues individuellesLes fondements conceptuels du diagnostic et de groupe, rapport d’évaluation)organisationnel de la qualitéSelon le modèle des valeurs concurrentielles1 validé par de nom- 2.Planification stratégique du changement et transfertbreuses recherches internationales, les dimensions de la culture or- des connaissances, sélection et suivi des indicateurs deganisationnelle se déclinent en : performance Culture de collaboration, associée à l’affiliation humaine 3.Bilan des stratégies de changement Culture de création, associée au changement Le diagnostic organisationnel de la qualité repose sur des Culture de production, associée à l’atteinte des résultats bases théoriques solides et permet d’optimiser la mise en œuvre Culture de contrôle, associée à la stabilité de programmes qualité, la démarche d’agrément ou accréditation, l’amélioration de la performance organisationnelle.1 Quinn, R., E., Rohrbaugh, J. “A Spatial Model of Effectiveness Criteria : Towards a CompetingValues Approach to Organizational Analysis,” Management Science, 1983 (29) p. 363-377.

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