The term ‘organisational diagnosis’ is commonly used to refer to
a process whereby an external consultant enters an organisation,
collects valid data about human experiences within the organisation,
and feeds that information back to the organisation to promote
increased understanding of the organisation by its
members (Alderfer, 1981). The purpose of organisational diagnosis
is to establish a widely shared understanding of an organisation,
and, based upon that understanding, to determine whether change
is desirable