Od of Whole Food Market
Introduction Organizational behavior and structure are key factors in leading a company to be efficient and successful. Organizational diagnosis models have been created to allow companies to audit themselves to be sure that they are utilizing these key factors correctly. When a firm conducts an organizational diagnosis it is performed to identify strengths and weaknesses in its systems thus developing measures to improve the organizations performance. Knowing which model to use is crucial because misusing models could lead to inaccurate findings. In the following pages I will discuss and compare numerous models to include the 7S Model, the Congruence Model, and the Burke-Litwin Model. After discussing a few issues that Whole Foods Market (WFM) is facing I will recommend which model is best suited for them and explain why.
Force Field Analysis This model uses an organizational diagnosis to identify driving forces affecting a company (Falletta, 2005). Force Field analysis enables a company to identify what causes change and what hinders change within a certain organization. This will allow an organization to develop measures that will allow the organizations driving forces to be maximized while the restraining forces are at the same time limited to allow the organization to be more efficient. The drawback to this model is that it is extremely simple and is not the best model for defining specific problems it more or less will allow a company to reach a desired state of affairs and nothing else.
Leavitt's Model This model has task variables, technological variables, structure variables and human variables. The model can be used to evaluate how to change in one of the variables will affect the others, and is best applied in analysis concerning organizational structure and human resources. The strength in this model lays in its simplicity but this can also be viewed as a weakness because the output from the model cannot provide direct causal
Force Field Analysis This model uses an organizational diagnosis to identify driving forces affecting a company (Falletta, 2005). Force Field analysis enables a company to identify what causes change and what hinders change within a certain organization. This will allow an organization to develop measures that will allow the organizations driving forces to be maximized while the restraining forces are at the same time limited to allow the organization to be more efficient. The drawback to this model is that it is extremely simple and is not the best model for defining specific problems it more or less will allow a company to reach a desired state of affairs and nothing else.
Leavitt's Model This model has task variables, technological variables, structure variables and human variables. The model can be used to evaluate how to change in one of the variables will affect the others, and is best applied in analysis concerning organizational structure and human resources. The strength in this model lays in its simplicity but this can also be viewed as a weakness because the output from the model cannot provide direct causal
References: Falletta, S. V. (2005) Organizational Diagnostic Models: A Review and Synthesis. Retrieved from http://www.leadersphere.com/img/OrgmodelsR2009.pdf. Martins, N., & Coetzee, M. (2009). Applying the Burke-Litwin Model as a Diagnostic Framework for Assessing Organizational Effectiveness. South African Journal of Human Resource Management, 7(1), 144-156. Nadler, D. A. & Tushman, M. L. (1980). A Model for Diagnosing Organizational Behavior. Organizational Dynamics, 9 (2), 35-51. Retrieved from EBSCO.