Effective Diagnostic Model

2.3 Think about a service user you support… describe the range of communication methods and styles you use to meet their individual needs?

6. Although you are basically satisfied with the analysis thus far, you are concerned about the

Review the Communication Competence summary on pages 22–23. Complete the checklist and write a response in three parts that addresses the following using clear headings:

1. Review the current communication policy and look for areas to increase the efficiency of communication.

HRM 587 Discussions 1 Week 5 Organizational Development Theory and Practices-All Students Posts 20 Pages Managing Organization Change

a) Decide on a program/initiative that you think would be worthy of the team creating. Describe the program/initiative.

IV. Identify problems and solutions with your plan (develop it) and also your aims and objectives:

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

One of the models that address organizational change and diagnosis is Weisbord's Six Box Model, which identifies six factors that need to be considered when diagnosing an organization. These six factors include the purpose, structure, relations, leadership in the organization, auxiliary and rewards to maintain a balance between the elements of the organization, both formal and informal. Purpose deals with the business that the organization deals with, structure deals with the division of labor, relations deals with how conflicts are managed in the workplace, auxiliary deals with the technologies available in the organization and how they are coordinated and lastly rewards deal with how the organization compensates those who complete their tasks. In this way, people and processes are in sync and a narrow scope isn't just taken into account. (Janicijevic, 2010)

The proper method of communication would have to be chosen here in order to get the plan to execute smoothly

c. How should your recommendation be implemented? What implementation challenges do you foresee? How would you address those challenges?

Communication – Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews

a. Your approach to addressing the problem at hand (for example, specify the systems development life cycle or whatever approach you plan on taking).

Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.

This is a strategy implemented by organizations to increase its effectiveness. This involves assessing an organization’s existing levels of performance, to design a suitable change that will achieve the expected performance. In organizational diagnosis, diagnostic activities should centre its focus on 2 main areas: