Hi, need to submit a 2250 words essay on the topic Diagnostic Model/Technique and The Organisational Development and Political Approaches to Organisational Change.Download file to see previous pages..

Hi, need to submit a 2250 words essay on the topic Diagnostic Model/Technique and The Organisational Development and Political Approaches to Organisational Change.

The notion of organization diagnosis can also be used in the comparable manner as medical model. For example, initially the physician performs tests, gathers fundamental information and assesses the information to recommend a path of treatment. Similarly, the organizational diagnostic models also follow the same procedure to collect the essential information about the organization, in order to analyze the data with the aim to provide a suitable organizational analysis (Tichy, Hornstein, &amp. Nisberg, 1977). As organizations are viewed as systems, the organizational diagnosticians utilize various models or techniques for analyzing the actions and the methods within the structure which are vital for organizational development. These include Weisbord’s Six-Box Model, group level diagnostic tools and data collectors’ methods (Leadersphere, 2008). In the year 1978, Marvin Weisbord, an American analyst, shaped a six boxes model as one of the diagnostic tools for assessing organizational efficiency. He recognized six vital areas through which 'things must go right' and become internally dependable for an organization to be successful. This includes purposes, structures, relationships, leadership, rewards, and helpful mechanisms. The purpose of an organization according to Weisbord is the enhancement of organization’s operations, culture and goals. Structure is described as the method in which the business is controlled by function, by product, by program, or by project. The practices in which populace and units interrelate can be termed as relationships. Moreover, in the relationship dimension, the ways in which employees interact with modern technology in order to simplify their work is also included. This may lead to rewards which comprise both intrinsic and extrinsic types. The leadership box deals with typical leadership tasks that create the balance among the other boxes. Finally, this leads to ‘helpful mechanisms’ dimension that encompasses planning, calculating, accounting, and information systems that help to meet the organizational goals. The external environment is also portrayed in the model, but is not represented inside the ‘box’ (Weisbord, 2011). (Weisbord, 1978). Weisbord’s Six-Box Model Source: (Leadersphere, 2008) Weisbord’s six box model recognizes inputs such as the money, the people, the ideas, and the machinery which are used to accomplish the organization’s mission whereas the outputs are the finished products and services. This model also highlights about the gap which is created due to the formal and the informal behaviors followed within the organization, which is ultimately responsible for the effectiveness of the organization. The other factor which is also focused in the model, deals with the coordination between the organization and the external environment. Thus, it can be stated that Weisbord’s six box model focuses primarily on the internal issues within an organization which are generally accountable for synchronization between “what is” and “what should be” (Leadersphere, 2008). (Reflect &amp. learn, n.d). The Weisbord’s six box model has certain strengths as well as weaknesses. The model is quite easy to understand.