Critical Review and Application in HP Company Essay

Critical Review and Application in HP Company - Essay Example In their efforts to diagnose an organisation, diagnosticians view an organization as an open system that comprises of input, outputs as well as throughputs. Argyris (1970) argues that key the importance of organizational model includes understanding of an organizational behavior, interpretation of the data that relate to an organisation, interpretation of the data and provision of understandable language. This paper seeks to analyze various diagnoses models and determine the most appropriate model that makes HP Company to have a competitive edge in the technology industry. Force Field Analysis Force Field Analysis was developed by Kurt Lewin with an aim of analyzing and managing problems that faces an organisation. According to this model, there exist forces that stimulate changes within a firm and restraining forces such as poor morale and limited resources that acts as obstacles to change. To understand the problems that face a company, the management must first identify and define the restricting and driving forces. This is followed by planning the goals that are effective in pushing the equilibrium of an organisation towards achieving the desired goals. According to Beer and Spector (1993), one of the major objectives of the Force Field Analysis is to achieve a state of equilibrium by eliminating the restraining forces as well as by adding the appropriate driving forces. Being based upon the change process, Force Field Analysis assumes that within a dynamic company the changes occur simultaneously. Leavitt’s Model Leavitt’s Model was developed in 1965 by Lewin. Being a simple model that is appropriate to deal with problems that face organisations, Leavitt’s Model specify various models that a firm can adopt rather than the driving forces that are adopted by the Force Field Analysis. Major variables emulated by Leavitt’s Model include human variables, task variables, technological variables and structure variables. Bollen and Long (1993) stipulates that key aspects that make up the structure variable include communication system, work flow within a firm as well as authority systems. According to this model, effective collaboration of all the systems within an organization is a vital aspect that ensures all the problems facing an organisation are effectively addressed. This model depicts that the major technological variables includes the machinery and equipments used by the task variable. On the other hand, task variables include all the activities and subtasks adopted during the provision of goods and services. Human variables encompass all the human resources that are involved during in undertaking various activities in order to achieve the organizational objectives (Emery and Trist, 1965). According to Leavitt’s Models, the interdependence of all the variables is imperative to achieve the desired change. This means that a change in one of the variables generate an impact on the entire model. For in stance, if a new technology is introduced in an organisation, the quality of the products and services that make up the task variables is improved. In the same way, human resources will be motivated due to the improved communication within and outside the organisation. Basically, any improvement in the technology will positively impact on the ent