Why it is important to diagnose in organizational psychology

In the organizational world, the trend in recent years has been to sell and implement solutions to improve work processes without having diagnosed what the real problem the business is facing is.

This is a serious error, because it will at most offer, in certain cases, a transitory improvement, by not having intervened on the root of the dysfunction. It is very important make a diagnosis that sheds light on what is not working in the company.

This simple idea is something that does not penetrate many business or team leaders and even intervention professionals in organizations, who see in organizational psychology a set of tools that can be applied without more. on businesses to improve their operation, just like a glass of water. always calms thirst in the same way. Nothing could be further from the truth.

    The importance of diagnosis in organizational psychology

    Today there are solutions to improve the gaps that may present the organization, using for this programs to improve communication skills, initiatives to strengthen transformative capacity, agility and other challenges that can occur. These solutions are valid in themselves, the problem is that they are proposed and even implemented without knowing if this is the real need of the organization.

    And it is that the same symptom can be due to several causes so the optimization of the results in the medium and long term will only be possible by first identifying what is missing or what can be reinforced.

    And this is precisely one of the functions of the organizational psychologist, a type of professional profile that goes far beyond the selection of personnel and work begins long before the necessary measures are put in place to improve organizational dynamics.

    For if it is true that in psychology there are certain basic principles and general and well-studied patterns of behavior, it is nonetheless true that you always have to see step by step what is wrong before proposing a support process that allows it to be resolved.

    What do organizational psychologists do?

    The organizational psychologist is the professional expert in human behavior in the workplace. He has the knowledge and tools to observe, assess, diagnose and act in every situation in the workplace, and the group dynamics that occur in this process.

    The functions of the psychologist within the framework of organizational psychology are:

    1. Common well-being

    Evaluate and increase the satisfaction of people in their work environment, understand occupational health as a fundamental part of a person’s well-being.

      2. Optimize performance

      Strategies must be implemented to strengthen teamwork, create effective teams in which personal satisfaction is linked to group satisfaction. Improve performance by considering the diversity and heterogeneity of the group as a key success factor.

      3. Analyze the person / context relationship

      This function is to increase the functionality of behavior not only at the individual level but in the context of the social relationship.

      4. Improve the selection, training, promotion and retention of talent

      Knowing how to detect the necessary profiles that correspond to the needs of the teams that make up the organization, on the one hand, and have the ability to do that workers feel comfortable and develop their potential, On the other hand, this is fundamental.

      5. Encourage talent

      Stimulate and encourage increased productivity through the appropriate person-task-organization relationship.

      6. Motivate towards collective goals

      Getting people to do their jobs for their own benefit and that of the organization, Not just for personal purposes

      Through the analysis of internal and external factors, psychology plots the situational map in which the person and the organization find themselves, as well as the needs of both. This is how psychology must strike a balance between personal and organizational goals.

      Understand what is wrong with the business in order to improve it

      Psychology, also in the organization, does not offer a solution without having diagnosed what the problem is. Once the diagnosis is made, he has a wide range of techniques to deal with this particular situation. Thus psychology achieves its goal, which is none other than to ensure the health of people, take care of their cognitions, attitudes, skills and behaviors, Alignment with the environment and culture of the organization.

      To obtain an objective diagnosis of the initial situation which makes it possible to define the objective situation to be achieved, psychology uses assessment, interview and observation. Once the problem has been defined and its nature analyzed, it is at this point that the most appropriate techniques are chosen to achieve the objective.

      The techniques available to psychology are of a different nature, and the choice of these will obey the goal to be solved.

      • Objective techniques
      • Subjective techniques
      • projective techniques
      • Self-assessment techniques
      • Observation techniques

      The aim of the technique is offer a starting point for solving the problem to be solved. To solve – it must first be diagnosed – because it is necessary to go to the root of what hinders the functioning of the organization or what causes unrest among workers.

      We will not have medium / long term results if we use techniques to improve social skills if no deficit has been diagnosed. We will not improve performance if we use motivation techniques without knowing whether motivation is the real problem.


      Organizational psychology solves because it assesses, diagnoses and applies the ideal technique to intervene in behavioral functions that negatively affect the organization. It makes no sense to assume that there are magic recipes that simply need to be applied to businesses to improve their productivity and well-being.

      Each company is a world, it operates according to different logics and processesAnd it is these logics and processes that can leave certain aspects of the work and the organizational climate exposed and vulnerable.

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