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Organizations have to be flexible, innovative, and competitive in order to stay in business. In practice, different kinds of methods, techniques, rules, and heuristics, combined with theories and theoretical concepts are available for the recognition, diagnosis, and solution of problems in various organizational contexts.

Organizational diagnosis is a process based upon behavioural science theory for publicly entering a human system, collecting valid data about human experiences with that system, and feeding that information back to the system to promote increased understanding of the system by its members (Alderfer, 1981).

Diagnosis is the identification of the nature of anything, either by process of elimination or other analytical methods. Diagnosis is used in many different disciplines, with slightly different implementations on the application of logic and experience to determine the cause and effect relationships. Diagnosis is used in many other trades and professions to determine the causes of symptoms, mitigations for problems, or solutions to issues.

Importance of organizational diagnosis:

1. To determine organizational strength;
2. To determine potential obstacles for organizational improvement;
3. To create an environment for change;
4. To obtain objective views on current problems;
5. To identify development needs;
6. To pinpoint areas need attention;
7. To develop comprehensive competency development plan;
8. To determine organization readiness for change;
9. To align organization and it’s strategic objectives; and
10. To establish current culture vs what needed to improve.

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