Custom essays on Organizational Diagnosis Report

Identification and description of human implications, potential resistant factors and drivers of the change
Human implications can influence the company’s productivity and performance. It is found that many employees are not ready to implement new technologies. They are not adapted to changes. That is why it is necessary to pay attention to motivation and training of the employees. The following factors can cause resistance to the changes within organization:
• Increasing workload. It means that in the process of organizational changes, some employees will be loaded with additional activities. This fact can be a resistant factor.
• The employees’ skepticism connected with the need of changes can lead to low readiness to change.
• Threat to interpersonal relations. It is known that changes can be a threat to the employees’ strong social and interpersonal relationships. This fact can resist changes within organization.
• The employees’ fear of unknown can be a potential resistant factor as many employees are afraid of uncertainty of the process of the organization’s transformation.
• The employees’ mistrust to the initiators of change can lead to the appearing resistance to changes.
The drivers of the change include the following ones:
• Implementation of new technologies will help to make changes within organization in a proper way.
• Certain changes in strategic goals of the company can be the drivers of the change.
• The employees’ motivation and job satisfaction can be a driver of the change.
• The need for alignment of the organization’s structure and strategy can be the drive of the change. (Palmer et al., 2008, p.71)
Recommendations
• It is recommended to maintain effective sales. That is why it is necessary to find appropriate information concerning the customers’ needs;
• It is recommended to pay special attention to the staff. The employees’ motivation should be improved.
• It is recommended to use new technologies which will give the opportunity to the company to take the leading position in the market.

 
References
Palmer, I., Dunford, R., Akin, G. (2008) Managing Organizational Change. A Multiple Perspective Approach. McGraw / Hill – Irwin Press.
Weisbord, M.R. (1989) Organizational Diagnosis: Workbook of Theory and Practice. Basic Books.