Week 8 Final
Organization Development & Change 11 edition Thomas G. Cummings • Christopher G. Worley
CHAPTER
6
Collecting, Analyzing, and Feeding Back Diagnostic Information
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Learning Objectives
Understand the importance of the diagnostic relationship in the OD process.
Describe the methods for collecting diagnostic data.
Understand the primary techniques used to analyze diagnostic data.
Outline the process issues associated with data feedback.
Describe and evaluate the survey feedback intervention.
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The Diagnostic Relationship
Who is the OD Practitioner?
Why is the practitioner here?
Who does the practitioner work for?
What does the practitioner want and why?
How will the practitioner protect your confidentiality ?
Who will have access to the data?
What’s in it for you (the organization)?
Can the practitioner be trusted?
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Cycle of Data Collection and Feedback
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Collecting Data
Questionnaires
Interviews
Observations
Unobtrusive Measures
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Surveys and Questionnaires
Major Advantages
Responses can be quantified and summarized
Large samples and large quantities of data
Relatively inexpensive
Major Potential Problems
Little opportunity for empathy with subjects
Predetermined questions -- no chance to change
Over-interpretation of data possible
Response biases possible
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Interviews
Major Advantages
Adaptive -- allows customization
Source of “rich” data
Process builds rapport and empathy with subjects
Major Potential Problems
Relatively expensive
Bias in interviewer responses
Difficult to code and interpret
Self-report bias possible
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Observations
Major Advantages
Collects data on actual behavior, rather than reports of behavior
Real time, not retrospective
Adaptive and objective
Major Potential Problems
Difficult to coding and interpret
Sampling inconsistencies
Observer bias and reliability can be questioned
Can be expensive
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Unobtrusive Measures
Major Advantages
No response bias
High face validity
Easily quantified
Major Potential Problems
Privacy, access and retrieval difficulties
Validity concerns
Difficult to code and interpret
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Sampling
Sample Size
Population vs. Sample
Importance of Sample Size
Sample Selection
Random
Stratified
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Analyzing Techniques
Qualitative Tools
Content Analysis
Force-field Analysis
Quantitative Tools
Descriptive Statistics
Relations Between Measures (correlation)
Difference Tests
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Force-Field Analysis of Work-Group Performance
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Feeding Back Data
The success of data feedback depends largely on its ability to arouse organizational action and to direct energy toward problem solving.
Both the content and process of data feedback impact whether the organization will be energized to act.
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Content of Feedback
Relevant
Understandable
Descriptive
Verifiable
Timely
Limited
Significant
Comparative
Unfinalized
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Effects of Feedback
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Effective Feedback Meetings
People are motivated to work with the data
The meeting is appropriately structured
The right people are in attendance
Knowledge of issues
Ownership and interest
Power and Influence
The meeting is facilitated
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Steps in Survey Feedback
Members are involved in designing the survey
The survey is administered to all members of the organization or work group
The data is analyzed and summarized
The data is presented to the stakeholders (top-down or bottom-up)
The stakeholders work with the data to solve problems or develop action plans
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Feedback and Organizational Dependencies
Recognize relationships between participating organizational units
Greater dependency among organization units requires coordinated survey feedback taking into account relationships between groups.
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Limitations of Survey Feedback
Ambiguity of Purpose
Distrust
Unacceptable Topics
Organizational Disturbances
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