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In the field Corporate diagnosis is a process that involves the three steps of publicly entering a human system, collecting valid data about experiences, and feeding back to the system toward promoting corporate performance (Zarei et al.(2014). The effective diagnosis of organizational culture, and structural and operational strengths and weaknesses are fundamental to any successful organizational development intervention. As Beckhard〔Organizational Development: strategies and models - Beckhard 1969〕 said in the preface to his seminal work
This was written in 1969 and while much has been learnt it is just as true today. Since the beginnings of organizational development as a profession, diagnosis has moved from the purely behavioral towards a strategic and holistic business diagnostic approach, and from looking at human interventions in isolation to exploring the interactions of people in the context in which they operate. As organizations are more collaborative in nature, the traditional silo approach to diagnostics is becoming increasingly rare. Organizational development and in particular the diagnostic phase of activities is spreading from the occupational psychologists towards mainstream business. This is important for OD practitioners as the role is increasingly holistic ==The organizational diagnosis models== Until now, the following models are introduced for organizational diagnosis: 1. Force Field Analysis (1951) 2. Leavitt’s model (1965) 3. Likert system analysis (1967) 4. Open system theory (1966) 5. Weisbord’s six-box model; (1976) defined by focusing on: One major output, exploring the extent in which consumers of the output are satisfied with it, and tracing the reasons for any dissatisfaction. 6. Congruence model for organization analysis (1977) 7. Mckinsey 7s framework (1981-1982) 8. Tichy’s technical political cultural (TPC) framework (1983) 9. High-performance programming (1984) 10. Diagnosing individual and group behavior (1987) 11. Burke–Litwin model of organizational performance and change (1992) 12. Falletta’s organizational intelligence model (2008) 13. Semantic Network Analysis (2014)(by Zarei, Chaghouee and Ghapanchi) 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Organizational diagnostics」の詳細全文を読む スポンサード リンク
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