Diagnostic Tools Commonly Used In Organ

Topics: Organizational studies, Organization, Organizational studies and human resource management Pages: 67 (12231 words) Published: December 11, 2014


Assessment Techniques in HR
Diagnostic Tools Commonly used in Business Organizations

Pooja Lalwani (HR001)
Anusha Srivastava (HR004)
Sravanthi Karoor (HR007)
Aashka Humble (HR010)

Executive Summary
This report examines the different kinds of diagnostic tools used by the organizations to identify discrepancies in their performance and help them move towards organizational efficiency. The report evaluates five diagnostic tools which are: 1. Organizational Health Index

2. Organizational Cultural Inventory
3. Organizational Effectiveness Inventory
4. Organizational DNA Profiler Survey
5. Integral Organization Survey

The report also provides information about the organizations that have been using these tools to carry out diagnosis, the technique that they are using and the samples that were collected as a result of primary and secondary research.

Contents
Executive Summary2
Introduction4
Objective and Purpose6
Organizational Health Index7
Organizational Cultural Inventory………………...……………………………………………..15 Organizational Effectiveness Inventory………………………………………………………….24 Organizational DNA Profiler Survey40
Integral Organization Survey50
Companies using Diagnostic Tools...............................................................................................56 Appendix I: Organizational DNA Profiler Questionnaire.............................................................67 References70

Introduction
In today’s competitive world, organizations are fighting to survive in a rapidly changing and a highly competitive environment. They are frequently confronted with uncertainties and challenges in their actions and need to develop a capability of adapting to unstable environments and situations. Organizational change is not only necessary but inevitable. The way the change processes are planned and implemented is extremely critical to the development of an organization. Organizational Diagnosis has become the first step in a broad organizational change attempt. Organizational Diagnosis has become a part of a bigger process of change or a part of an Organizational development process. OD actions are an excellent source of information. Information that can be a basis for informed or competent decision making and organizational development and change; or a feedback mechanism to organizational members about employee’s attitudes, organizational situations, motivation levels, training needs etc. Organisational diagnosis could be done as a periodic routine exercise like the case of periodic medical check-up of an individual or may be undertaken whenever there is a cognizable problem that is affecting the functioning of an organisation. Since the infancy of organizational development as a profession, diagnosis has moved from the purely behavioural towards a strategic and holistic approach. Several tools and models have been developed to aid comprehensive diagnosis. Among the ones most relevant tools include: Organizational Health Index: McKinsey & Company, Inc.

Organization Self-Assessment tool: Michael VanBruaene
Organizational Effectiveness Inventory: Human Synergistics International Organizational Cultural Inventory: Human Synergistics International Org DNA Profiler Survey: Strategy& (Booz Allen Hamilton)

Denison Organizational Culture Survey: Denison Consulting
Building a winning culture: Bain and Company
Integral Organization Survey: Ken Wilber
It is the diagnostic phase which provides the platform from which the organization is able to highlight what cultural, economic and capability shifts the organizational is able to make and how those shifts can be made and embedded for sustainable organizational performance. Hence, the selection of diagnostic tool is of utmost importance for an organization.

Literature Review
Organizational culture is considered to be one of the most significant factors in bringing about organizational change implementation and...

References: Beckhard, R. (1969). Organization development: Strategies and models. Reading, MA: Addison-Wesley.
Bolton, M. and Heap, J. 2002, The Myth of Continuous Improvement. Work Study, Vol. 51 (6), pp. 309-313.
Brown, D.R. and Harvey, D. 2006, An Experiential Approach to Organizational Development, 7e.
Burke, W. W. (2008). A contemporary view of organization development. In T. G. Cummings (Ed.), Handbook of organization development (pp. 13–38). Thousand Oaks, CA: Sage.
Hassin, A. 2010. Effective Diagnosis in Organisation Change Management. Journal of Business Systems, Governance and Ethics. Vol. 5 (2), pp. 23.
Lok, P. and Crawford, J. 2000, The Application of a Diagnostic Model and Surveys in Organizational Development. Journal of Managerial Psychology, Vol. 15 (2), pp. 108-125.
Loretta R. Flanders and Dennis Utterback, The Management Excellence Inventory: A Tool for Management Development, Public Administration Review, Vol. 45, No. 3 (May - Jun., 1985), pp. 403-410
Waddell, D.M., Cummings, T.G. and Worley C.G. 2004, Organization Development and Change, 2e.
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