“Organizational Diagnosis is an effective way of bridging the gap between the current performance and desired performance of an organization.”

Organizations do not exist by themselves in a vacuum; they are a part of an interactive and dynamic environment (Hassin, 2010).

Modern organizations are faced with declining budgets, growing competition, change of laws, globalization and changing organizational alliances and missions with considerable pressure to meet or exceed stakeholder satisfaction. No organization is in a particularly stable environment; even traditionally stable organizations have witnessed and will continue to experience turbulent change. The dynamic and changing environments that organizations face today require adaptation, calling for deep and rapid responses (Robins and Judge, 2009).

To respond effectively and avoid wasting resources, decision makers need to diagnose organizational conditions, plan changes carefully, and apply appropriate technologies and management techniques. By effectively doing this, organizations will gain the ability to compete on several dimensions in order to meet stakeholder satisfaction. The purpose of organizational diagnosis is to establish the widely shared understanding of a system and, based on that understanding, determine whether change is desirable.

What is Diagnostic?

Organization diagnosis applies behavioral science knowledge and practices to help organizations change to achieve greater organizational effectiveness. It seeks to improve how organization’ effectiveness through a structured diagnosis process. In the process of diagnosing an organization for its effectiveness, it is critical that the Organizational Development (OD) practitioner/consultant seek to discover the underlying values and ethical beliefs. In this process it is essential to gain the confidence and trust of management before he can provide interventions that will help the organization.

Through Organization diagnostic study, organizations aim to capture and examine employee’s perception on various organization drivers and its effectives; identify impediments to organization’s effectiveness and develop and prioritize Action Areas for corrections / focus based on their criticality and importance to organizational effectiveness.

Organization diagnostic study could focus on various aspects like Organization Effectiveness, Employee Engagement, Employee Satisfaction, Culture or Climate of organizations, etc.

Organizational Diagnosis

Diagnostic studies are used to identify organizational deficiencies, performance gaps, and their root causes for the purpose of developing and implementing the most appropriate solutions or “interventions”. Organizational Diagnosis helps organizations develop workable proposals for organizational change and improvement.

Types of Diagnostics Studies



Why Naman?


Our Approach

  • Stage 1: Explore

    Understand organizational goals & objectives through interaction with key stakeholders.

  • Stage 2: Qualitative data & tool development

    Conduct interviews and FGD’S with stakeholders

    Collate & Analyse qualitative data

    Develop relevant tools

  • Stage 3: Tool administration

    Administer tools online (www.nimsplsurvey.com) or paper pencil

  • Stage 4: Analysis & report

    Collate & analyse quantitative data

    Prepare & submit reports.



Organizational Retention Drives