Organizational Diagnosis
Individual assignment: Activity 5-2: Organizational Diagnosis
Indiana Wesleyan University
BSM619-MGT-441: Philosophy of Corporate Culture
July 2, 2013
Workshop 5
I have read and understand the plagiarism policy as outlined in the IWU Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.
ACTIVITY 5-2: ORGANIZATIONAL DIAGNOSIS
Organizational diagnosis on an entity as large as a State government is difficult at best. I have chosen to use to Weisbord’s Six Box organizational model best categorize and explain some of the challenges and opportunities that exist. Weisbord’s method divides organizational culture into 6 categories: Purpose, Structure, Relationships, Rewards, Leadership and Helpful Mechanisms (Weisbord, 2013). By looking at each of these categories, I hope to provide a better understanding of the internal effects of a politically ran organization.
This writer has conducted an organizational diagnosis of the functions of Indiana state government service culture. This diagnosis should identify the dysfunctional behavioral norms within the different agencies and assist the state of Indiana in providing better service to citizens in need (Organization Development, 2013). By understanding how cultures are first formed and persist, perhaps you can prevent the organization from becoming dysfunctional.
One of the most effective ways State agencies diagnose problems within their departments is by asking their employees to discuss openly if they see or notice problem areas that can or need
Indiana Wesleyan University
BSM619-MGT-441: Philosophy of Corporate Culture
July 2, 2013
Workshop 5
I have read and understand the plagiarism policy as outlined in the IWU Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.
ACTIVITY 5-2: ORGANIZATIONAL DIAGNOSIS
Organizational diagnosis on an entity as large as a State government is difficult at best. I have chosen to use to Weisbord’s Six Box organizational model best categorize and explain some of the challenges and opportunities that exist. Weisbord’s method divides organizational culture into 6 categories: Purpose, Structure, Relationships, Rewards, Leadership and Helpful Mechanisms (Weisbord, 2013). By looking at each of these categories, I hope to provide a better understanding of the internal effects of a politically ran organization.
This writer has conducted an organizational diagnosis of the functions of Indiana state government service culture. This diagnosis should identify the dysfunctional behavioral norms within the different agencies and assist the state of Indiana in providing better service to citizens in need (Organization Development, 2013). By understanding how cultures are first formed and persist, perhaps you can prevent the organization from becoming dysfunctional.
One of the most effective ways State agencies diagnose problems within their departments is by asking their employees to discuss openly if they see or notice problem areas that can or need