Collecting and Analyzing Diagnostic Information: Prepared By: Ankit Vyas Binal Mehta Babita Agraval Ankit Jaisval

Collecting And Analyzing
Diagnostic Information
Prepared By :
ANKIT VYAS
BINAL MEHTA
BABITA AGRAVAL
ANKIT JAISVAL
Point To Be Discussed :
THE DIAGNOSTIC RELATIONSHIP
THE DATA-COLLECTION AND FEEDBACK CYCLE
METHOD FOR COLLECTING DATA
TECHNIQUES FOR ANALYZING DATA

The Diagnostic Relationship :
OD practitioners play an active role in gathering data
OD practitioner establish a relationship with those who

provide and subsequently use
Establish the diagnostic relationship between the

consultant and relevant organization member
The nature of the relationship affect the quality and

usefulness of the data collected
Feeding Back Data Through
Questions :
To establishing the diagnostic relationship
between the consultant and relevant organization
members , the feedback will necessary and it should
only be getting through questionnaire.
1) Who am I ?
This question generally asked by OD
practitioner to those member who do not know
consultant and still asked to provide diagnostic data.
2) Why am I here, and what am I doing ?
From this question one can get have better idea
about the goal of diagnosis and data-gathering
activities.
3) Who do I work for ?

From this question, organization will get the
information of the hired consultant, whether it be a
manager, a group of managers, or a group of employees
and managers.
4) What do I want from you, and why ?
This question consider, the specification made
by consultant about how much time and effort people
will need to give to provide valid data for solving
problems.
5) How will I protect your confidentiality?

It addresses member concerns about who
will see there responses & in what form?
OD practitioners can either ensure
confidentiality or state full participation in the change
process requires open information sharing.
6) Who will have access to the data?
 Needs to clarify access issues
Diagnosis should be collaborative in nature
7) What’s in it for you?

It provides clear description of the benefits.
To describe the feedback process is necessary
8) Can I be trusted?
An open & honest exchange of information depend upon
trust.
To build the trust it must be required to listen &discuss
questions raised by participants.
Methods of Collecting Data :
 Questionnaires
 Interviews
 Observation
 Unobtrusive Measures
Questionnaires :
It consists of no. of questions printed or typed in a
definite order or a form or set of forms.
Mostly it is used by private individuals, research

workers private & public organization & by
government.
Advantages of Questionnaires:
Responses can be qualified and easily summarized.
Easy to use with large samples.
Relatively inexpensive.
Can obtain large volume of data.
Disadvantages of Questionnaires:
Nonempathy
Predetermined question/missing issues
Over interpretation of data
Response bias
Interviews :
It involves presentation of oral- verbal- stimuli and
reply in terms of oral-verbal responses.
It can be individual (personal or telephonic) and

group interview.
Advantages of Interviews :
Adaptive_ allows data collection on a range of possible
subjects
Source of ‘‘rich’’ data
Empathic
Process of interviewing can build rapport
Disadvantages of Interviews :
Expense
Bias in interviewer responses
Coding and interpretation difficulties
Self –report bias
Observation Method :
To observe organizational behaviors in their
functional settings.
Observation can range from complete participant

observation in which OD practitioner becomes a
member of the group.
Advantages Of Observation:
Collects data on behavior, rather than reports of behavior.
The information obtained by method relates to current
situation, not based on past behavior or future intensions.
Independent of Respondents, willingness to respond
Adaptive
Disadvantages Of Observation :
Coding & interpretation difficulties.
Sampling inconsistencies
Observer bias and questionable reliability
Expense
Unobtrusive Measures :
It is collected directly from respondents but from
secondary sources like company records and
achieves
This data is available in organizations and
includes some records
It is helpful in diagnosing the organization, group
and individual outputs
It provides a relatively objective view of
organizational functioning
It includes sampling method
Techniques of analyzing Data :
Qualitative :-
1. Content Analysis
2. Force Field
Quantitative :-
1. Means
2. Standard deviation
3. Frequency distribution
4. Scatter grams & Correlation
coefficient
5. Different tests
1) Content Analysis :
Collective the assessing the qualitative data and
summarize the meaningful data
This data collective especially interview data

2) Force Field Analysis :
 Force Field Analysis is the second method of
qualitative tools for analyzing data, which derives from
Kurt Lewin’s three steps of plan changed model, which
includes mainly unphazing, change & rephazing.
 This technique describe organizational changes into

two major categories.
1. Forces for Change
2. Forces for maintaining Status –Quo
Steps Of Force Field Analysis :
 By using data collected through interviews,

observation, or unobtrusive measure, the first step in
conducting a force field analysis is to develop a list of
all forces for change.
 Then, based on input from several members of the
client organization, a determination is made of which
of the positive and which of the negative forces are
most powerful.
 And, finally rank will be given as per the strength of
the different forces.
In above diagram, the Arrow represents the
Forces, and the Length of the arrow represents the
STRENGTH of the forces.
Quantitative Tools :
Quantitative tools includes mainly
statistical method to describe the relationship among
measured variables. The most common quantitative
tools are means, standard deviations, frequency
distributions, scattergrams,correlation coefficients
and difference tests.
1) Means, Standard Deviations, and Frequency
Distributions :
 One of the most economical and crucial ways to
summarize quantitative data is to compute or to
calculate a mean and standard deviation for each
variable measured.
 Mean value describes only average value and thus
provides no information on the distribution of the
responses.
 Therefore, it is important to use the standard
deviation along with the frequency distribution to gain
a clearer understanding of the data.
 The Frequency Distribution is a graphical method for
displaying data that shows the number of times a
particular response was given.
 When the standard deviation for a set of data is high,

there is considerable disagreement over the issue
posed by the questions.
 If the standard deviation is small, the data are similar

on a particular measure.
2) Scattergrams & Correlation
coefficients :
Scattergrams & correlation coefficient are measures of
the strength of a relation between two variables
Scattergrams is a diagram display the relationship
between two variables are of three basic patterns :-
1.Positive relationship
2.Negative relationship
3. Shotgun
Correlation coefficient summarizes data in
scattergrams
It values range between +1.0 and -1.0
Conclusion :
This chapter described several different method for
collecting and analyzing diagnostic data.
Because diagnostic is an important step that
frequently in the planned changed process
Method of data collection include
questionnaires, interview, observation,
Method of analysis include qualitative & quantitative
tools.

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Collecting And Analyzing

THE DATA-COLLECTION AND FEEDBACK CYCLE

METHOD FOR COLLECTING DATA

TECHNIQUES FOR ANALYZING DATA

OD practitioner establish a relationship with those who

Establish the diagnostic relationship between the

The nature of the relationship affect the quality and

3) Who do I work for ?

5) How will I protect your confidentiality?

7) What’s in it for you?

Mostly it is used by private individuals, research

It can be individual (personal or telephonic) and

Observation can range from complete participant

This data collective especially interview data

 This technique describe organizational changes into

 By using data collected through interviews,

 When the standard deviation for a set of data is high,

 If the standard deviation is small, the data are similar

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