Annotated Bibliography
Topic: Collection and analysis of diagnostic information
Dutta Roy, D. (March 20, 2001), lecture at department of Humanities and social Sciences at Indian Institute of Technology, Kanpur.
Dr. D. Dutta Roy is a Sr.Lecturer at Indian Statistical Institute, Calcutta. Here the author has focused on understanding organisational system and based upon it to make a decision whether the change is desirable or not. In a simple method topics like concept of system, focus of attention, who will diagnose, various phases of diagnosis from entry to collection of data and feedback. He has tried to explain it further with case studies. But the article is not sufficient enough to clear all the aspects of Change management and diagnosis of various models …show more content…
Harrison is a senior research scientist at Agency of Healthcare research & quality , Rockville and Associate professor at Bar-Ilan university, Israel. The author has in an excellent way explained how effectively to avoid waste of resources and diagnose organizational conditions, plan changes and apply technologies and management techniques. The author has shown models for framing diagnostic problems, identifying conditions, methods of gathering and analysing diagnostic data and processes for working on a diagnosis with clients. It enhances the knowledge of improving team performance and redesigning projects with change management politics, ethical issues and professional dilemmas. Harrison, M.I. and Shirom, A. ‘Organizational diagnosis and assessment: bridging theory and practice’ Sage, 1998
Here the authors show how applied researchers, consultants, managers can enhance their ability to diagnose organisational problems by examining organizations through divergent theoretical frames. They have discussed a new approach known as sharp image diagnosis. It focuses directly on the symptoms or organizational ineffectiveness. It helps organisations to cope with critical challenges. They have also used models and approaches that reflect changing nature of workplace. The discussion is focused on organizational decline, work force diversity, hierarchies, networks and reliance on information …show more content…
Robert C. Preziosi, D.P.A., is a professor of management education in the Wayne Huizenga School of Business and Entrepreneurship at Nova South-eastern University, Florida. The “Organizational Diagnosis Questionnaire”, is adapted to identify strengths and weaknesses in the functioning of an organization and/or its sub-parts. The questionnaire is based on M. R. Weisbord’s (1976) Six-Box organizational Model. This model establishes a systematic approach for analysing relationships among variables that influence how an organization is managed. It provides for assessment in six areas of formal and informal activity. The ODQ can be administrated to a work unit, an entire organization, or a random sample of each. It might also be used to analyse staff or line functions as well as to assess the thinking of different levels of management or
Dutta Roy, D. (March 20, 2001), lecture at department of Humanities and social Sciences at Indian Institute of Technology, Kanpur.
Dr. D. Dutta Roy is a Sr.Lecturer at Indian Statistical Institute, Calcutta. Here the author has focused on understanding organisational system and based upon it to make a decision whether the change is desirable or not. In a simple method topics like concept of system, focus of attention, who will diagnose, various phases of diagnosis from entry to collection of data and feedback. He has tried to explain it further with case studies. But the article is not sufficient enough to clear all the aspects of Change management and diagnosis of various models …show more content…
Harrison is a senior research scientist at Agency of Healthcare research & quality , Rockville and Associate professor at Bar-Ilan university, Israel. The author has in an excellent way explained how effectively to avoid waste of resources and diagnose organizational conditions, plan changes and apply technologies and management techniques. The author has shown models for framing diagnostic problems, identifying conditions, methods of gathering and analysing diagnostic data and processes for working on a diagnosis with clients. It enhances the knowledge of improving team performance and redesigning projects with change management politics, ethical issues and professional dilemmas. Harrison, M.I. and Shirom, A. ‘Organizational diagnosis and assessment: bridging theory and practice’ Sage, 1998
Here the authors show how applied researchers, consultants, managers can enhance their ability to diagnose organisational problems by examining organizations through divergent theoretical frames. They have discussed a new approach known as sharp image diagnosis. It focuses directly on the symptoms or organizational ineffectiveness. It helps organisations to cope with critical challenges. They have also used models and approaches that reflect changing nature of workplace. The discussion is focused on organizational decline, work force diversity, hierarchies, networks and reliance on information …show more content…
Robert C. Preziosi, D.P.A., is a professor of management education in the Wayne Huizenga School of Business and Entrepreneurship at Nova South-eastern University, Florida. The “Organizational Diagnosis Questionnaire”, is adapted to identify strengths and weaknesses in the functioning of an organization and/or its sub-parts. The questionnaire is based on M. R. Weisbord’s (1976) Six-Box organizational Model. This model establishes a systematic approach for analysing relationships among variables that influence how an organization is managed. It provides for assessment in six areas of formal and informal activity. The ODQ can be administrated to a work unit, an entire organization, or a random sample of each. It might also be used to analyse staff or line functions as well as to assess the thinking of different levels of management or