Discussion 1

Organizational diagnosis is an effective method of experimenting while looking for gaps that can be filled to achieve a desirable performance from the current (Morrison, 2011). The results from the Questionnaire are indeed stating clearly that my organization stands off on the positive side of the scale. The scores are ranging from 1 through 3. While the organization performing with optimum functioning in the division of leadership scoring 1, is a clear positive sign to say that management is in the hands of the pedants of growth and improvement. This can be explained by the way employees in our organization are encouraged by leaders and promoting clear objectives to employees to lead the race with competitors in the market.

On the other hand, my organization scored 2 in the areas of helpful mechanisms, purposes, rewards, structure, relations, and family-oriented and 3 in attitudes for change. Helpful mechanisms including endurance in the technology used, information Technology (IT) project methodologies used to implement are not constant as they change from day to day and my organization has been improving since the beginning and easily adapting to change based on challenging requirements. Unless the purposes of organizational and personnel are met, the purpose of the organization is not reached. Our organization makes it clear on motivating to improve our consumer’s commodity while making their lives better and happier, which serves as a motivating purpose for an employee. Rewards make a performing impact while encouraging an individual to get the best out of them for any organization. Our organization rewards employees working in the field based on their performance as they get timely incentives which is an encouraging factor while lifting the whole burden while being the building blocks being in the front line of the service.

While the leadership is best at service, the structure takes the next place while maintaining the formality in work allocation and team categorization (Hamid, Ali, Reza, Arash, Ali & Azizollah, 2011). We have enough teams structured while making it easy to share work and make it affordable on sharing everyone’s knowledge and investing the experience in return while covering the part of building a formal relationship between teams and individuals (Hamid, Ali, Reza, Arash, Ali & Azizollah, 2011). I have enjoyed the part of the family-oriented area as enough balance is driven between work and family time. While there is always a chance to make things better, I would like to sum up my discussion that an organizations attitude towards change is all that matters in taking it to the next level and I have experienced the optimistic moves while working with my company in welcoming changes like automating reports, decision making by data and keeping the inspiration to research in areas of improvement.

References

Hamid, R., Ali, S. S., Reza, H., Arash, S., Ali, N. H., & Azizollah, A. (2011). The Analysis of Organizational Diagnosis on Based Six Box Model in Universities. Higher Education Studies, 1(1). doi: 10.5539/hes.v1n1p84.

Morrison, M. (2011, April 13). Organizational Diagnosis and Development. Retrieved from https://rapidbi.com/organizationaldiagnosisanddevelopment/.

Weisbord’s Six-Box Model. (2017, February 9). Retrieved from http://www.free-management-ebooks.com/news/weisbor…

Discussion 2

An organization should institute helpful mechanisms that lead to organization excellence such as providing information that employees need to do their jobs and adequate mechanisms to bind itself together. Such mechanisms create equality and encourage employees to attain personal excellence that translates to the organization. According to Martinez & Hurtado (2018), happy employees result in high productivity which is a factor for organizational excellence. Due to the constant change brought by globalization, organizations must rise to apply methods that create a sense of stability and certainty among its employees. It, therefore, calls for a need to restructure itself so that the leadership empowers a sense of growth and constant improvement. Leaders need to be supportive of employees’ efforts and the organization needs to institute leadership norms that help in its progress. Leadership is essential in steering growth and organization excellence by influencing a sense of unity among employees and inculcating in them a culture of continuous growth. Productivity and profitability are key performance indicators that organizations can attain when they have innovative leadership that also motivate employees to use their full potentials. For instance, at my organization, leaders guide employees in their work efforts and thus the leadership efforts cause the organization to fulfill its purposes. As a result, the organization is not resistant to change and it introduces policies and procedures that are acceptable to its employees hence organizational excellence. (Yan, 2018).

References

Martinez, L. A. M., & Hurtado, S. R. F. (2018). Internal Communication Issues in the Firms: Does It Affect the Productivity. Review of European Studies, 10(2), 1-13.

Yan, B. (2018). Modeling the effects of innovative leadership on productivity and profitability.