Diagnosis

Diagnosis

1. Key Steps

   • 1. Selecting a conceptual model for diagnosis
     • 2. Clarifying information requirements
       • 3. Deciding on how best to gather data
         • 4. Gathering information
           • 5. Analysis
             • 6. Interpretation
               • 7. Feedback
                 • Full participation
                   • Stakeholders work with the data to solve problems or achieve vision locally
               • Mapping tools
             • Qualitative, Quantitative
           • Surveys, Interviews, Observation, Etc.
   • Collaborative process

2. Key Ideas

   • The key to effective diagnosis is to know what to look for at each org level and to recognise how levels affect one another
   • Purpose of diagnosis is to specify the exact nature of the problem, to identify the underlying causal forces, and to provide a basis for selecting effective interventions
   • Can be aimed at solving specific problems or at enabling the organisation for future development
   • Diagnosis is based on conceptual frameworks about how organisations function - serve as road maps

3. Org. Level Diagnosis

   • Open Systems Model
     • Org. serves to coordinate behaviours between departments and is open to exchanges with the larger environment, and is influenced by external forces
     • 6 Properties
       • Environments
       • Inputs, Transformation, Outputs
       • Boundaries
       • Feedback
       • Equifinality
         • Alignment
     • Orgs are hierarchically ordered
       • Groups
         • Individual Jobs
   • Environmental inputs
     • Design components
       • Outputs
         • Effectiveness
       • Tech, systems, strategy, etc.
   • Org is effective when there is alignment between 3

4. Dangers

   • Confidentiality
   • Overdiagnosis
   • Crisis Diagnosis
   • Favourite Diagnosis
   • Symptoms Diagnosis

5. Group Diagnosis

   • Derived from Open Systems Model
   • Input
     • Design Component (Transformation Process)
       • Output
   • Must...
     • Take into account org design as primary input
     • Examine goal clarity, task structure, group composition
     • List group performance and member quality of work life as outputs