Weisbord Model for Organisational Diagnosis

Weisbord Model for Organisational Diagnosis

1. Overview

   • Data Collection
     • Observation, Reading, Interviews, Surveys, Discrepancy Analysis
   • Must observe relationships
   • Systemic Focus
   • Failure
     • Trouble Sources
       • Normative Diagnosing
       • Informed Guessing
     • Inappropriate intervention
     • Dealing with wrong blip
     • Solves issue, but heightens other issues
   • Internal & External Satisfaction
   • Fit b/t org and environment
   • Fit b/t individuals and org.

2. Purposes

   • What business are we in?
   • Goal Fit
   • Goal clarity
   • Goal Agreement
   • Want to do vs. Have to do

3. Structure

   • How do we divide work?
   • Form follows function
   • 3 ways to organise
     • By Function
     • Project or Product
     • Mixture

4. Rewards

   • Incentives, Motivation
   • Value, Equity
   • Fit
     • Need to do?
   • Formal System
     • Pays off for...
   • Informal System
     • People feel rewarded for...

5. Helpful Mechanisms

   • Facilitate concerted efforts
   • Lack of rational planning
   • Controls but no relevant goals
   • Does the org fit its environment?
   • is the org structured to carry out its purposes?
   • Are the org's norms out of phase with its intent?

6. Relationships

   • How do we manage conflict?
     • Forcing
     • Smoothing
     • Avoiding
     • Bargaining
     • Confronting
   • Between people
   • Between units
   • Between people and technology
   • Need to work together and don't do it well
   • Don't need to work together and force collaboration
   • 1st - Required interdependence
     • 2nd - Quality of relations
       • 3rd - Modes of conflict management

7. Leadership

   • How does someone keep the boxes in balance?
   • Defining purposes
   • Embodying purposes in programs
   • Defending institutional integrity
   • Ordering internal conflict
   • Understanding of the environment

8. Issues show up as blocked work

   • Freed by understanding & intervening