mgt8033: twba . session 4 - diagnosis
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MGT8033: Twba . Session 4 - Diagnosis. Data collection, Information gathering, Processing and Feedback. Learning Objectives. Explain the importance of diagnosis in the overall organisational change process Understand the basic principles of data collection and analysis - PowerPoint PPT PresentationTRANSCRIPT
MGT8033: Twba. Session 4 - Diagnosis
Data collection, Information gathering, Processing and
Feedback
Learning Objectives
Explain the importance of diagnosis in the overall organisational change process
Understand the basic principles of data collection and analysis
To (identify and) understand methods for collecting and analysing diagnostic information
To learn how to feed back diagnostic information
Collecting and Analysing Diagnostic Information
Major methods for collecting data
1. Questionnaires2. Interviews3. Observations4. Unobtrusive methods
1. Questionnaires
Considered one of the most efficient ways to collect data
Contain fixed-response questions Administered to large numbers of people
simultaneously Can be analysed quickly Permit quantitative analysis Data can easily be fed back to employees
1. Questionnaires
AdvantagesDraw from large samples/groups of respondentsAttract and accommodate large quantities of dataRelatively inexpensiveThe activity isn’t time-bound
DisadvantagesPreset questions may not target the real issuesData can be misinterpreted or overinterpretedRespondets can misinterpret questionsSubject to response bias (including deliberate misinformation)
2. Interviews
Most frequently used methodology in ODEspecially useful where there is trust between
managers and employeesCan be oriented to the individual or the groupInterviews may be highly structured
resembling questionnaires
may be unstructured starting with general questions that allow the
respondent to lead the way
2. Interviews
Advantages Flexibility – allows discretion re pursuing themes and further
clarification Primary and rich data Can build rapport with subjects, in which case more honest
and frank disclosure is possible May be individual or group-oriented Focus groups popular: can uncover info. on specific matters
and in great depth. In this form, the process can be quite economical
2. Interviews
Disadvantages Substantial time to plan, conduct and
analyse, with potential complications in interpretation of outcomes
Comparative silence - ‘sleepers’ in group interviews (focus groups) means some views may not be aired. The prevailing views then may not reflect accurately the group view
Bias on the part of interviewer or respondent(s)
3. Observations
A direct way of collecting data Feature organisational behaviours in their usual functional
settings Observer can be group member or completely detached from
the group or situation If carried out ‘properly’ need not impinge on or influence
normal operations This data collection method requires care/skill
3. Observations
Advantages Yields data on actual
behaviour Free of bias associated
with self-reporting Focus on the present
whereas other methods tend to be retrospective
Observer can readily change point of focus
Disadvantages Meaning behind observed
behaviours can be difficult to determine
Observer bias possible Sampling issues (see
Waddell et al 2011, p. 148)
Can be expensive
4. Unobtrusive measures
Data collected from secondary sources Records are typically readily accessible
absenteeism, tardiness, grievances, quantity and quality of production or service, financial performance, correspondence with key stakeholders
Helpful in diagnosing group and individual outputs These data are recorded at various intervals
anyway, therefore trends can be identified
4. Unobtrusive measures
Advantages Non-reactive, no
response bias High face validity: can
be used to cross-check
Easily quantified and reflect ‘legitimacy’
Access and retrieval difficulties (data in a form that’s useful to the company but not the consultant
recording procedures are subject to change, which can make validity of data questionable
Coding and interpretation difficulties
Disadvantages
Sampling-type concerns
Questions re how to go about data collection arise, e.g. How many interviews? Who to interview? Which data are pertinent? Which events should be noted? How often?
Can be circumvented when all org. members are caught in the sample … but this is rare.
In most data collection for diagnosis, selections are made. Sampling is more expedient and less a resourcing drain on the enterprise.
Selections/samples typically need to reflect the characteristics of the population.
Sampling-type concerns
Importance of sample size (how many events, records, people are required?) No definitive answer Sample size decisions are informed by the size of
the population, (The larger or more complex the pop., the more rigorous the data should be), the required confidence in the accuracy and relevance of the data (in which case the larger the proportion of sample to pop. the better), and resources made available for data collection (because resource limitations restrict sample size.
Sampling-type concerns
Importance of sample selection Simple random sampling is often used (every
person, behaviour event or record has equal chance of being included)
For complex populations or many different types or groups must be represented in your sample, a stratified sample may be used. Here, for example, the different member types are allocated into mutually exclusive sets, and a random sample is then taken from each.
Some Techniques for analysing data
Qualitative tools Content analysis Force-field analysis
Quantitative tools Means, standard deviations and frequency
distributions Scattergrams and correlation coefficients Difference tests
Feeding Back Diagnostic Information
Characteristics of effective feedback
Relevant (meaningful to org. members) Understandable (readily interpreted) Descriptive (reflect org. behaviours) Verifiable (valid & accurate) Timely (fed back as soon as practicable) Comparative (benchmarking assists here) Unfinalised (feedback is a spur for further action &
investigation) Significant (limited to issues the members can reasonably
do something about)
Characteristics of the feedback process
Motivation to work with the data May involve some empowering. Members will use the
data insofar as they feel some sense of ownership Structure for the meeting
An agenda or direction required. Complicated when the data reflect negatively
Appropriate membership Suggests that those who are likely to be affected by the
impending change, must be included in the feedback meeting
Characteristics of the feedback process
Appropriate power Members need to be clear on which decisions are
already made, where they have some discretion or input, and to what extent?
Little real power to influence changes means little ownership of the data (or the problem)
Process help Equates to active assistance from the consultant to
work through the issues collectively
Survey feedback steps
Involve organisation in preliminary planning
Administer survey instrument Analyse the survey data, tabulate results
and give suggestions for diagnosis Feedback usually begins at the top of the
organisation and trickles down.
Limitations of survey feedback
Ambiguity of purpose Difficulty reaching consensus
Distrust High levels of distrust in the organisation can
render the survey feedback ineffective
Unacceptable topicsOrganisational disturbance
Summary
Data Gathering questionnaires, interviews, observation, unobtrusive measures Sampling concernsData Analysis Qualitative methods Quantitative methods
Characteristics of effective feedbackCharacteristics of the feedback processSurvey feedback (steps & limitations)