MGM604-0802B-01 Organizational Behavior - Phase 3 Individual Project - Essay Example

Human Relationship Management (Armstrong, Michael 2006) is a strategic function of the management, and diagnosis reveals how and why people react under given circumstances and the ways and means of bringing about affinity in the workplace. Having decided to change to a new vision and mission statements, the organization faces the crucial stage of managing the change in terms of human resources. However, prior to taking any step in this direction, there is a need for organizational diagnosis, which has been described by Posma and Kok (1999) as being the research of the functioning of an organization.

This is relevant as it highlights the holistic nature of the current status and helps in developing a model for affecting the change required. During such diagnosis, many components such as organizational structure, leadership, and motivation are examined to determine the culture of the organization. It is argued that such a diagnosis should be done for the whole organization and not just the individual components, as otherwise the larger picture will remain incomplete (Nadler & Tushman 1980).

An organization can be examined from different perspectives. There are a number of diagnostic models that provide many different views, emphasizing a variety of aspects, but in the end a complete picture emerges. It is prudent to use more than one model in order that the culture and sub-culture of the organization are disclosed for the change managers to decide on which course of action should be taken to bring about the changes and to implement change plans. The most commonly used diagnostics are the PEST and SWOT analysis.

They examine how the internal and external environments affect the performance of an organization. There is also a third model called the Evolutionary Cycle of Competitive Behaviour evolved by Strebel (1966). PEST stands for Political, Economic, Socio-Cultural and Technological