Levels of Organisation Diagnostic Models

Diagnosing Change Levels
PETER SIBANDA, HR Consultant, Zimbabwe
There are no hard and fast rules. It all depends on the nature of the change in the organisation in terms of size, type or magnitude etc.
For example, some changes may be of a smaller magnitude like within one function of the value chain without necessarily affecting the corporate level of the organisation. Other changes may require us to revisit our value systems as an organisation (cultures), or even our structure. So to a change agent, the unit of analysis is determined by the type of change.

Individual, Group or Organizational Level Diagnosis?
Dr. Alan Williams, Professor, Thailand
It could also depend on the reason of the diagnosis (the subject area). Some examples could be:
- The size of the power gap
- Differences in working climate at different level
- Levels of commitment
- Level of employee satisfaction
- Levels of clarity of vision/mission/big picture goals and strategies
- Manymore.

Levels of Conducting Organizational Diagnosis
Dabire, Project Manager, Burkina
I agree that conducting an organizational diagnosis depends on the kind of change AND on the reason of the occurrence of the diagnosis.
In all cases it should lead to improvement actions, both individually and at the organizational level. This may target its its structure, its vision, and even its capabilities.