Version 1
: Received: 11 May 2023 / Approved: 12 May 2023 / Online: 12 May 2023 (10:28:18 CEST)
How to cite:
Khan, S.; Hassan, M.U.U.; Parveen, I.; Mutalib, R.A.; Khan, M.A. An Organizational Diagnosis for Change Readiness: A Case of the Department of Special Education Government of Punjab. Preprints2023, 2023050926. https://doi.org/10.20944/preprints202305.0926.v1
Khan, S.; Hassan, M.U.U.; Parveen, I.; Mutalib, R.A.; Khan, M.A. An Organizational Diagnosis for Change Readiness: A Case of the Department of Special Education Government of Punjab. Preprints 2023, 2023050926. https://doi.org/10.20944/preprints202305.0926.v1
Khan, S.; Hassan, M.U.U.; Parveen, I.; Mutalib, R.A.; Khan, M.A. An Organizational Diagnosis for Change Readiness: A Case of the Department of Special Education Government of Punjab. Preprints2023, 2023050926. https://doi.org/10.20944/preprints202305.0926.v1
APA Style
Khan, S., Hassan, M.U.U., Parveen, I., Mutalib, R.A., & Khan, M.A. (2023). An Organizational Diagnosis for Change Readiness: A Case of the Department of Special Education Government of Punjab. Preprints. https://doi.org/10.20944/preprints202305.0926.v1
Chicago/Turabian Style
Khan, S., Rozita Abdul Mutalib and Masood Ahmad Khan. 2023 "An Organizational Diagnosis for Change Readiness: A Case of the Department of Special Education Government of Punjab" Preprints. https://doi.org/10.20944/preprints202305.0926.v1
Abstract
Organizational diagnosis (OD) is a comprehensive review of an organization's objectives, re-source allocation, and utilization to achieve those objectives. This study employed OD to en-hance the effectiveness of the Department of Special Education within the Government of Punjab. A questionnaire based on Weisbord's six-box organizational model called the Organ-izational Diagnostic Questionnaire (ODQ), was administered to N=1200 participants, consist-ing of heads of top, middle, and bottom tiers at district and tehsil levels of special education schools, centers, and the main office. Out of these, 506 participants voluntarily completed the ODQ survey. The study findings indicated that the employees of the department possess a good understanding of the organization's objectives. However, there is a lack of opportunities for employee participation in departmental discussions, centralized decision-making, irra-tional task distribution, and unsupportive allocation of human resources. Additionally, there is poor communication, unsatisfactory promotions, incentives, and a lack of knowledge shar-ing among employees, as well as poor inter-relationships, conflicts, and ineffective help-seeking mechanisms. The study also revealed low readiness for change in the organization. Respondents' opinions differed significantly based on their qualifications, job experience, years served, and gender. To improve the department's capacity to absorb change, the study recommends enhancing collaboration and inter-departmental communication, soliciting comprehensive input from all tiers, and promoting employee participation, supportive supervision, and communication. The study contributes to the body of knowledge on OD and highlights the need for improved communication, collaboration, and employee participation, as well as a supportive and supervisory support system to enhance the effectiveness of organizations.
Keywords
Organizational Diagnosis; Special Education; Readiness for change; Weisbord’s model
Subject
Business, Economics and Management, Human Resources and Organizations
Copyright:
This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
