Weisbord Model for Organisational Diagnosis

Overview
1. Data Collection
  1. Observation, Reading, Interviews, Surveys, Discrepancy Analysis
2. Must observe relationships
3. Systemic Focus
4. Failure
  1. Trouble Sources
    1. Normative Diagnosing
    2. Informed Guessing
  2. Inappropriate intervention
  3. Dealing with wrong blip
  4. Solves issue, but heightens other issues
5. Internal & External Satisfaction
6. Fit b/t org and environment
7. Fit b/t individuals and org.
Purposes
1. What business are we in?
2. Goal Fit
3. Goal clarity
4. Goal Agreement
5. Want to do vs. Have to do
Structure
1. How do we divide work?
2. Form follows function
3. 3 ways to organise
  1. By Function
  2. Project or Product
  3. Mixture
Rewards
1. Incentives, Motivation
2. Value, Equity
3. Fit
  1. Need to do?
4. Formal System
  1. Pays off for...
5. Informal System
  1. People feel rewarded for...
Helpful Mechanisms
1. Facilitate concerted efforts
2. Lack of rational planning
3. Controls but no relevant goals
4. Does the org fit its environment?
5. is the org structured to carry out its purposes?
6. Are the org's norms out of phase with its intent?
Relationships
1. How do we manage conflict?
  1. Forcing
  2. Smoothing
  3. Avoiding
  4. Bargaining
  5. Confronting
2. Between people
3. Between units
4. Between people and technology
5. Need to work together and don't do it well
6. Don't need to work together and force collaboration
7. 1st - Required interdependence
  1. 2nd - Quality of relations
    1. 3rd - Modes of conflict management
Leadership
1. How does someone keep the boxes in balance?
2. Defining purposes
3. Embodying purposes in programs
4. Defending institutional integrity
5. Ordering internal conflict
6. Understanding of the environment
Issues show up as blocked work
1. Freed by understanding & intervening

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Weisbord Model for Organisational Diagnosis

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