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Running head: Diagnosing Organization system 1

Diagnosing Organization system 2

Diagnosing Organization system

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Diagnosing Organization system model (DOS) is a creative approach for understanding an organization at all ranks from the surface stage to the deepest concealed levels that are unseen. It focuses on uncovering the cause of particular problems by aiming to know efficient processes before evaluating the organization's overall function. The outcomes of the Diagnosis organization are essential for future development. According to Cummings and Worley ( 2014), a comprehensive Model for diagnosis organization systems can be established at levels: the Organization level, the group level, and the individual level. In implementing the model, the diagnosis should regard the three levels as outputs, design components, and inputs. By reviewing the DOS, organizations can swiftly and easily identify the particular problem.

My rating for the design component is 4 out of the possible 5. It explains the nature of individual performance in an organization. The first dimension mentioned under the individual component is skill variety. Every person has a skill, and the way the person uses it determines their performance in an organization. Task identity and task significance explain the level of skills that one possesses. If the entire organization can recognize one's performance as outstanding or satisfactory, then it means the person has identified his task well and worked on it significantly. In my current job, I have identified my range of skills and where I perform best. I have identified the tasks that I must work on every day, and I make sure I meet my personal objective daily. Due to my good performance, my supervisor has given me autonomy that I enjoy when on duty. He never comes to pressure me to accomplish certain tasks because I always meet the daily set targets. The feedback about results for me always comes as a form of rewards. So far, I have received several awards as the company's best performing employee, which proves that the management always has positive feedback about my performance.

The component that I would rate the lowest make recommendations for alteration is component two – task identity. Before someone goes out to look for a job, they must be familiar with it according to career qualification. That means that people apply for jobs they are familiar with, which means that task identity is not significant and should be replaced. Personally, I would replace it with learnability, which demonstrates the ability for a person to accomplish basic tasks the initial time they come across them. The way the person will accomplish the task the first time will not be the same way they will accomplish it after two months. The person will have developed through the process of learnability. As a result, it is significant to gauge the level of learnability of a person on duty.

References

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.