Operational Excellence
Organizational Diagnosis Questionnaire.doc
In discussing Organizational Excellence, let’s start with an analysis of your organization or one with which you are familiar. Take the Organizational Diagnosis Questionnaire that is found above.Provide a detailed analysis of what is working and what is not working.
Your response should be 250-300 words.
You will be writing three or more discussion posts per week. Your main post must be two to three substantive paragraphs (250+ total words) and include at least one APA-formatted external citation/reference.
Your posts should be substantive, demonstrate independent thought relevant to the topic, and encourage continued discussion. Please avoid simply repeating previous posts and agreeing. Provide supporting evidence for your ideas and opinions through the use of personal or work examples, relevant articles or websites, or concepts covered in the weeks readings.
Organizational Diagnosis Questionnaire
From time to time organizations consider it important to analyze themselves. It is necessary to find out from the people who workin the organization what they think. This questionnaire will help the organization that you work for analyze itself.
Directions: DO NOT put your name anywhere on this questionnaire.Please answer all forty questions. Be open and honest. For each ofthe forty statements, circle only one number to indicate your thinking.
Agree Strongly-1, Agree-2, Agree Slightly-3, Neutral-4,Disagree Slightly-5, Disagree-6, Disagree Strongly-7
1. The goals of this organization are clearly stated.
1 2 3 4 5 6 7
2. The division of labor of this organization is flexible.
1 2 3 4 5 6 7
3. My immediate supervisor is supportive of my efforts.
1 2 3 4 5 6 7
4. My relationship with my supervisor is a harmonious one.
1 2 3 4 5 6 7
5. My job offers me the opportunity to grow as a person.
1 2 3 4 5 6 7
6. This organization encourages family values.
1 2 3 4 5 6 7
7. My immediate supervisor has ideas that are helpful to my groupand me.
1 2 3 4 5 6 7
8. This organization is not resistant to change.
1 2 3 4 5 6 7
9. I am personally in agreement with the stated goals of my work unit.
1 2 3 4 5 6 7
10. The division of labor of this organization is conducive to reachingits goals.
1 2 3 4 5 6 7
11. The leadership norms of this organization help its progress.
1 2 3 4 5 6 7
12. This organization hosts a number of family events which spousesand children can attend.
1 2 3 4 5 6 7
13. I can always talk with someone at work if I have a work-related problem.
1 2 3 4 5 6 7
14. The pay scale and benefits of this organization treat each employee equitably.
1 2 3 4 5 6 7
15. I have the information that I need to do a good job.
1 2 3 4 5 6 7
16. This organization is not introducing enough new policies and procedures.
1 2 3 4 5 6 7
17. I understand the purpose/mission of this organization.
1 2 3 4 5 6 7
18. The benefits program provides for personal and maternity leave.
1 2 3 4 5 6 7
19. The manner in which work tasks are divided is a logical one.
1 2 3 4 5 6 7
20. This organizations leadership efforts result in the organizations fulfillment of its purposes.
1 2 3 4 5 6 7
21. My relationships with members of my work group are friendly aswell as professional.
1 2 3 4 5 6 7
22. The opportunity for promotion exists in this organization.
1 2 3 4 5 6 7
23. This organization has adequate mechanisms for binding itselftogether.
1 2 3 4 5 6 7
24. The organization provides for day-care.
1 2 3 4 5 6 7
25. This organization favors change.
1 2 3 4 5 6 7
26. The employees understand the priorities of this organization.
1 2 3 4 5 6 7
27. The structure of my work unit is well designed.
1 2 3 4 5 6 7
28. It is clear to me whenever my boss is attempting to guide my work efforts.
1 2 3 4 5 6 7
29. I have established the relationships that I need to do my job properly.
1 2 3 4 5 6 7
30. The salary that I receive is commensurate with the job/work thatI perform.
1 2 3 4 5 6 7
31. Occasionally I like to change things about my job.
1 2 3 4 5 6 7
32. I desire more input in deciding my work-unit goals.
1 2 3 4 5 6 7
33. The division of labor of this organization helps its efforts to reachits goals.
1 2 3 4 5 6 7
34. This organization is open to accommodating varying family situations by permitting flextime or leaves of absence.
1 2 3 4 5 6 7
35. I understand my bosss efforts to influence me and the other members of the work unit.
1 2 3 4 5 6 7
36. All tasks to be accomplished are associated with incentives.
1 2 3 4 5 6 7
37. There is no evidence of unresolved conflict in this organization.
1 2 3 4 5 6 7
38. This organizations planning and control efforts are helpful to its growth and development.
1 2 3 4 5 6 7
39. This organization has the ability to change.
1 2 3 4 5 6 7
40. Other work units are helpful to my work.
1 2 3 4 5 6 7
Organizational Diagnosis Scoring Sheet
Instructions: Transfer the numbers you circled on the questionnaire tothe blanks below, add each column, and divide each sum by five. Thiswill give you comparable scores for each of the eight areas.
Purposes Rewards Structure Helpful
Mechanisms
1 _____ 5 _____ 2 _____7 _____
9 _____ 14 _____ 10 _____15 _____
17 _____ 22 _____ 19 _____23 _____
26 _____ 30 _____ 27 _____38 _____
32 _____ 37 _____ 33 _____40 _____
______ ______ ____________
Total Total TotalTotal
_____ _____ _____ _____
Average Average Average Average
Leadership Family Oriented Relationships Attitudes
For Change
3 _____ 6 _____ 4 _____8 _____
11 _____ 12 _____ 13 _____16 _____
20 _____ 18 _____ 21 _____25 _____
28 _____ 24 _____ 29 _____31 _____
35 _____ 34 _____ 36 _____39 _____
______ ______ ____________
Total Total TotalTotal
_____ _____ __________
Average Average AverageAverage
Interpretation and Diagnosis:
A crucial consideration is the diagnosis based upon data interpretation.The simplest diagnosis would be to assess the amount of variance foreach of the seven variables. In relation to a score of 4, which is theneutral point, scores above 4 would indicate a problem with thefunctioning of the organization. The closer the score is to 7 the more severe the problem would be. Scores below 4 indicate the lack of a problem, with a score of 1 indicating optimum functioning.
Another diagnostic approach follows the same guidelines of assessment in relation to the neutral point or score of 4. The score of each of the forty items on the questionnaire can be reviewed to produce more exacting information on problematic areas. Thus, diagnosis would be more precise. For example, let us suppose that the average score on item number 9 is 6.4. This would indicate not only a problem in organizational purpose, but also a more specific problem in that there is a gap between organizational and individual goals. This more precise diagnostic effort is likely to lead to a more appropriate intervention in the organization than the generalized diagnostic approach described. Appropriate diagnosis must also address the relationships between the boxes to determine the interconnectedness of problems.
