Organization Diagnosis Models: Microsoft and Skype Case Study

An organizational model is an illustration of an organization that aides one to comprehend more evidently and swiftly what is being observed in the organizations (Falletta 2005). Models are able to assist in improving our comprehension of organizational behavior and

Organizations tend to adopt three major theoretical perspectives that form the basis of their systems. The three include the open, rational and the closed systems (Scott, 2003). There is the crucial need to ensure one can understand these perspectives to understand how the organizations operate. The three perspectives are a representation of the scientific development of the organizations.

“The employees were complaining for months and somehow the situation escalated to become hostile” Said the assistant Joe Haley. An organization as an entity, a whole, resembles a precise piece of machinery, because there are so many components need to function at the same time in order to make the machine work. As long as one part begins to malfunction, it will eventually influence other parts and create a vicious Domino effect, which damages the entire system quickly if not repaired

As the rapid development of modern economy and the increasingly fierce market competition, the demand of how to manage organization change is increasing. Especially for leaders in both large and small companies, the ability of dealing with change is so significant. In many case, the main reason for company bankruptcy is that leaders fail to cope with organization environment change properly. The demise of many fortune 500 companies in the 1980s and

This model was developed by Tom Peters and Robert Waterman (Mindtools 2012). Essentially, it aims to improve the overall performance and productivity of an organization while aligning all departments to suit the shared vision of the organization (Peters 2011). There are a number of benefits within its flexible nature and ability to look back and analyze the success of a previously implemented strategic change within the organization (Simister 2011). It is retroactive, yet it can be an important diagnostic tool in learning for future endeavors of change (Peters 2009).

The Lee & Alexander (1999) study in general showed that when change occurs organizational characteristics following it are

The diagnostic model I have chosen is the Congruence Model for both companies. The congruence model as defined by Anderson (n.d.) is a type of change management process which will examine the performance of a given company/organization as it operates as a system. This means that the company/organization will be broken down into separate elements and congruence will examine each of the elements to improve both the organization and its parts as cited by Anderson (n.d.). This model examines

According to Miles et al. (1978, p. 547), an organization is both its purpose and the mechanism constructed to achieve the purpose. It means that the concept of organization is embracing both goals and all the elements that represent unique combination. Miles et al. (1978, p. 553) draws the conclusion that structure and the processes taking place inside the organization are closely aligned; it is hard to speak about one without mentioning the other. It is important to understand the conclusion drawn by Miles et al. (1978). It illustrates how the

Van de Ven A, Sun K. Breakdowns in Implementing Models of Organization Change. Academy Of Management Perspectives [serial online]. August 2011;25(3):58-74. Available from: Business

Organizational behavior and structure are key factors in leading a company to be efficient and successful. Organizational diagnosis models have been created to allow companies to audit themselves to be sure that they are utilizing these key factors correctly. When a firm conducts an organizational diagnosis it is performed to identify strengths and weaknesses in its systems thus developing measures to improve the organizations performance. Knowing which model to use is crucial because misusing models could lead to inaccurate findings. In the following pages I will discuss and compare numerous models to include the 7S Model, the Congruence Model, and the Burke-Litwin Model. After discussing a few issues that Whole Foods

Change is going in the organization. With the help of theories I can easily visualize

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.

The acquisition of Skype has given Microsoft an interesting asset. Skype has a large user base and a great brand, but has struggled to earn profits and has lost its technological leadership. Microsoft also does not appear to have a coherent vision for how it will integrate Skype and derive value from the purchase. In order to do that more effectively, it is important for Microsoft to have an in-depth understanding of what Skype is, what works there and what does not work there. Falletta (2008) has compiled explanations of different organizational diagnostic models that can be used to help evaluate Skype. This paper will outline some of the more prominent organizational diagnostic tools and make a recommendation as to which one is the best one to use for the evaluation of Skype.

Diagnosing is the process by which the Organizational Development practitioner begins to understand how the organization is functioning. This information is required to design the change intervention. The diagnosis process will enable the Organizational Development practitioner and the members of the organization to jointly determine the issues to be addressed, the method by which the collection and analysis of the data will take place. An effective diagnosis will help to develop the relationship between all parties whereas together they can work toward the development of the necessary actions steps.

When it comes to organizations, change is constantly occuring. Managers are accountable for preparing the business, in addition to helping the employees cope with the change. The purpose of this paper is to highlight an organization and to diagnose the need for change and present a plan to transform the company, using Kotter 's 8-Step Approach. The following topics will be covered in this paper, company overview, diagnosis, Kotter 's 8-Step Approach, and Conclusion.