Functionality of the social sciences department, Cebu Normal University: A micro organizational diagnosis

Abstract

Organizational health dictates the functionality of an organization. This stance enables the organizations to undertake evaluative procedures called organizational diagnosis. It is a form of collective introspection implemented as a preventive or interventional mechanism and a measure of affirmation. The study adopted Dr. Apla-on's (2012) Asian approach to organizational analysis and Weisbord's Six-Box Organizational Model (1976) as its theoretical roots. The study utilized quantitative and qualitative methods, employing an Organizational Diagnosis Questionnaire (ODQ) by Robert Preziosi (1980) to address the functioning level and an interview schedule to determine the strengths and weaknesses. The study revealed that the organization is well-functioning with strong and healthy domains that include relationships, leadership, purposes, and helpful mechanisms. The best domain is people, followed by task and structure. The weakest link is logistics and technology. The study showed that the academic personnel is the optimal domain and noted that the most severe issue is the crippling and disabling bureaucracy that stifles the proper functioning of the organization. It is recommended that organizational diagnosis be undertaken regularly for personal and collective reflection, thereby extracting the best lessons of the past, productively square with the present, and developmentally anticipating the future.

Institutional Development of the Local Water Company Tirta Lematang Lahat to Improve Service Quality through Diagnosis and Intervention: Weisbord's Six-Box Model Approach

“…This means that organizational diagnosis is an effort to detect symptoms of organizational disease as early as possible, through a method appropriate to the characteristics of the organization (Widyarini, 2001;Saleem & Ghani, 2013;Soetjitro, 2016;Hardiyansyah & Firmansyah, 2017;Ihsani, 2020;Adebayo et al, 2021). Organizational diagnosis is the process of determining how an organization performs its functions, by finding relevant information, analyzing it, and making conclusions and recommendations for organizational development (Weisbord, 1976;Ahn & Kwon, 2018;Thoha, 2020;Pederi & Benitez, 2022). Several organizational diagnostic models have been developed by experts, but the ones most often used are the Six-Box Weisbord model and the Nadler and Tushman model (Lok & Crawford, 2000;Shakya, 2010;Hamid et al, 2011;Rahimi et al, 2011;Kontić, 2012;Zhang et al, 2016;Thoha, 2020;Serrat & Serrat, 2021).…”