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Processes.
List of Organizational Subsystems:
Various levels in organization
Geographic units
Functional Background based subsystem.
Experience and education based
subsystems
Division based subsystems
Personnel and HRD policies
Research and development
Stake holders and their contribution
Financial Management
Marketing Management
Organizational Analysis perspective
Organizations can be analyzed with
different perspectives in the mind.
The perspectives depend on
The purpose for which the analysis is
being done
And the profession background of the
people doing organizational analysis
Perspectives could used for
analyzing organizations:
Economics Perspective
Political Science Perspective
Sociology and social Psychology
Perspective
Applied behavioral Science or OD
perspective.
Economic Analysis of Organizations:
This primarily focuses on the use of
money, allocation of resources, distribution
and consumption patterns, pricing
decisions etc.
Sample questions asked for Economic
analysis of an Organization:
How are the resources allocated?
What is the market structure?
What is the organization’s market and its
characteristics?
Are the products and services in the industry
homogeneous or differentiated?
What is the nature of demand for organization’s
services?
What is the cost of making the product or
services?
Advantage:
Quantitative and
Questionnaires
Interviews
Observation
Analysis of records, circulars, appraisal
reports and other organizational literature
Analysis of hard data of organizations and
various units
task forces and task groups
problem identification/problem solving work
shops
Seminars, symposia and training program
recording and examining critical incidents,
events.
The purpose of analysis is
‘Organizational diagnosis”.
Observation and
Analysis of factual information
records
Observational Methods:
This method is most useful when an
outside consultant is used for
diagnosis.
Secondary data and Unobtrusive
Measures:
Records maintained by organizations
are more useful source.
Intervention in Organizational
change:
Six tactics suggested in dealing
with resistance to change:
Education and communication
resistance can be reduced through
communicating with employees to
help them.
Communication can be achieved
through one to one discussions,
memos, group presentations or
reports.
Participation:
It is difficult for individual to resist a change
decision in which they participated.
Prior making a change those opposed can
be brought into the decision process.
Assuming they will contribute and get
involved, which can reduce resistance.