Organizational Assessment Models For Enterprise Transformation

Chapter 1 defined the research problem, the purpose of the study, provided definitions, assumptions and limitations to the study, and presented four research questions for this feasibility study:

The assessment method should be relevant to the person being assessed and it is also essential that they understand the rationale and purpose of the process used. Hall & Trotter (2008)

Please note that this Assessment has 6 pages and is made up of 3 Sections.

Content Summary. This assessment tool consists of a list of best practices. These practices are divided into 13 categories: 1. Governance, 2. Legal, 3. Organizational Culture, 4. Human Resources, 5. Diversity, 6. Fiscal, 7. Information Technology, 8. Programs, 9. Consumer Awareness & Responsiveness, 10. Volunteer Management, 11. Planning, Evaluation & Continuous Agency Improvement, 12. Fundraising & Revenue Generation and 13. Marketing. Each category is then used to assess

Determining the role of the outcome in the evaluation will help in identifying the effectiveness and the efficiency of the program in the

Consultants usually have a high level of expertise on a topic and have a method that has been proven to create change, an “answer”. If I was a consultant, I would provide you the method and you would follow the steps on your own (Lowman, R. L.,2007). Sam is a CEO of a retailer that sells home goods. Sam has been in the position for 3 years and believes he’s still learning. His first year the company was growing and they had a high profitability. Currently they are not growing and profitability is at a low. The retailer has 20 locations across Arizona, which is a large presence. Sam has been attempting to find a solution to his issue for 2 years now and nothing has changed. Sam has been trying to find out what the cause is for the low profitability is and trying to come up with a resolution for it, but hasn’t had any luck. The best fit to help Sam is a consultant. Sam could find a consultant that has expertise in company growth and high profitability. They would go in and assess the situation and find the what and the how. What is causing the problem and how can we fix it. They would provide Sam with a guide and he would follow it.

In analyzing problem solving, thee skills and role of a consultant can take on a variety of factors such as understanding the nature of the problems, purpose and desired outcomes of consultation, skills of the consultant and skills of the consultee (Dougherty,2014). The skills used to analyze problems in an organization, consultants will use a systemic approach which involves a variety of stages and levels of phases to ensure proper analysis, intervention, and implementation of existing problems.

Though not exhaustive, to assist in assessment and knowledge in this field the following will be discussed as an initial guide

Assessment Description: Which form of assessment did you choose? What rubric categories did you use? Explain how this assessment reflects appropriate practices for ELLs?

Q2) Explain the appropriate criteria to use for judging the quality of the assessment process. 3.2

Ensuring the centre is using appropriate assessment methods and making appropriate assessment decisions according to Ascentis’ requirements

to find out there is a huge gap in research and the varying approaches taken by assessment to which assessmen

The dimensions of consultation allow professionals to better understand more about the specific roles, situations and methods consultants may be faced with once they are hired. Ridley (2013) explains that consultants may be faced with two different organizational views. First, where the organization will hire a consultant to provide tactics for preventive measures so that the company can function at a maximum level; this is referred to as Developmental Process. On the other hand the organization will chose to hire a consultant when the company is “pain”, in a crisis; this is referred to as Crisis Consultation.

Describe the main issues involved in assessing the fairness and suitability of an assessment instrument.

Organizational development can be defined as any situation in which two or more persons are involved in a common pursuit or objectives. (McLean, 2009) It is a process that applies a broad range of behavioral science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness, including increased financial performance, customer satisfaction, and organization member engagement.(Republic, 2012). Organizational development also can be defined as a systematic process of unleashing human expertise which must be supported by the top management. Organizational development is very important subject matter to the organization. It is a strategy to enhances the effectiveness and of