Organizational Diagnosis

1736 WordsMar 28, 20117 Pages
Organizational Diagnosis Organizational Diagnosis is an effective ways of looking at an organization to determine gaps between current and desired performance and how it can achieve its goals. In recent years organizational diagnosis has evolved from a technique used as part of the organizational development process to a major technique in its own right. Effective diagnosis should be an organic process in that as you start to look at an organization and its structures and what it does and does not do, change starts, as change progress so does the ‘now’ performance and as such the diagnosis process also needs to re-start. Organizational Development is a process for diagnosing organizational problems. Organizational Diagnosis can be…show more content…
➢ Insecurity: Safety and security are high priority for every individual. One of the major reasons for resistance to change is uncertainty about the impact of change, especially on the job security. When employees feel that the security of the job is threatened by change, they resist it. The fear unknown always has a major impact on the decision of the individual. ➢ Extent of Change: If there is a minor change and the change involves only the routine operations the resistance will be minimum or no resistance. But incase of major changes like reshuffling of staff will lead to major visible resistance. Similarly the process of change is slow, the resistance will be less as compared to rapid or sudden change. ➢ Social Factors. Every individual have social needs like friends, belongingness, etc. In organization, while working employee develop social relationship with the other employees. They become members of certain informal group. The change will bring a fear in mind of people because generally people dislike with for new adjustment, breaking present social relationship reduce social relationship, feeling of outside interference in the form change agent etc. ➢ Threat to Power. Top management generally considers change as a threat to their power and influence in the organization due to which the change will be resisted by them.
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