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ORGANIZATIONAL DIAGNOSIS, SLP: TIME WARP!!

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Running Head: ORGANIZATIONAL DIAGNOSIS 1
Organizational Diagnosis
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Table of contents
Introduction
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3
McKinsey 7 framework
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3
Open System Theory
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3
Leavitt’s Model
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4
Likert System Analysis
............................................................................................................................................................
4

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2
ORGANIZATIONAL DIAGNOSIS
Forced Field Analysis
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4
Congruence Model
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5
Burke-Litwin Model
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5
Case Study Analysis for Whole Foods Market
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6
Conclusion
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7
Reference
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9
Introduction
Corporation structure is a key variable that leads an organization to be effective or an
ineffectual one. Higher administration in any organization should assign skilled workers in the
ideal place, distinguishing job descriptions, power, and objectives for every position in the
structure and guarantee that organizational conduct match with organization values to have an
effective and prosperous association. When a firm carries out a structural diagnosis, its objective
is to recognize fortes and shortcomings in its frameworks in this manner creating measures to
enhance the association’s execution.

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3
ORGANIZATIONAL DIAGNOSIS
Mckinsey 7s Framework
Variables in this model incorporate style, frameworks, abilities, procedure, structure, and
imparted principles. The model is useful in an association to research whether organization's
inputs, for example, aptitudes, technique, and structure adjust to organization goals. A change in
any of the variable will in the end cause change in different variables (Leadersphere, 2008). The
model has forte in that it evaluates vital variables that influence organizational execution and it is
easy to utilize. However, the model does not consider ecological influence on an organization's
efficiency and operations.
Open Systems Theory
Open frameworks hypothesis regards an association as a social framework that impact the
environment in which it manages. The model is valuable in an association when examining
organizational culture and influence of external environment to the association. The model's forte
is that it does not exaggerate on internal variables and delivers feedback from the environment.
Leavitt’s Model
The model has job variables, innovative variables, structure variables and human
variables. The model might be utilized to assess how a change in one of the variables will
influence other variables.it is useful in investigation concerning managerial structure and human
assets. The forte in utilizing this model is that it is easy to utilize (Leadersphere, 2008). However,
it is a shortcoming because the model cannot give immediate causal articulations linking the
variables.
Likert System Analysis
The model looks at issues identifying with inspiration, correspondence, collaboration,
objective setting, choice making, control, and execution (Leadersphere, 2008). This model is
particularly paramount in examining frameworks in an association and its consequences on
execution. The model assesses worker opinions and they influence individual and team
execution. The model has potency in that it utilizes regulated scales, which make appraisal less

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