The Organizational Clinic Support

Frequently Asked Questions (FAQs)

1. What is the Organizational Diagnostic Scale (ODS)?
The ODS is a series of 6 scales (research instruments) that are designed to assess critical functions in an organization: Financial Management, Operations Management, Sales Management, Marketing Management, Human Resource Management, and Strategic Management.
2. What types of organizations may be assessed by the ODS?
The scales are designed to assess small and medium-sized enterprises (SMEs). SMEs are organizations that are composed of 1–999 employees. However, the scales may be administered in any organization, including; governmental, non-profit, service, manufacturing, wholesale, retail or large. But, before using the scale to assess an organization that is not a small or medium sized enterprise, the user should review the properties of the scale to ensure relevance.
3. Are the results really useful?
Yes. The ODS generates data that impacts the well-being of an organization. For example - the FQ score is an indication of overall performance and is used to compare the performance of a target organization to the performance of competitors.
4. Is it hard to use and read the scales?
No. If you could send and read an email – you could use the ODS. In addition, we offer a short tutorial that explains exactly how to use the scales. However, the most challenging part of the process is determining effective recommendations for a target organization. Therefore, consultants that are interested in using the ODS to conduct a performance assessment are required to meet a minimum qualification criteria.
5. Are the scales reliable?
Yes. The scales underwent multiple tests for reliability and validity, and the tests determined that the scales are highly reliable and valid.
6. What is the process of becoming and working as a contractor?

The following represents the typical process of becoming and working as a contractor:

Step 1 – Register to be a contractor
Step 2 – Market the academic resources, services and contractor options
Step 3 – Order services (contractors are not expected to make purchases)
Step 4 – Appropriate fees are collected
Step 5 – Product key is issued – if necessary
Step 6 – Services are rendered, as ordered
Step 7 – Report, or documentation, is prepared and issued to relevant recipient(s)
Step 8 – The Organizational Clinic remunerates the contractor, per the Reimbursement Schedule
7. Why should a consultant consider using the ODS?
The ODS is like an x-ray – it shows the areas that are broken and the areas that are healthy. If a consultant is seeking to identify and fix broken areas in an organization – the ODS is the best model to use.
8. Why should leaders be interested in fixing their organizations?
Most organizations that used and implemented the recommendations of the ODS experienced a significant increase in sales, productivity and profits within a 12-month period.
9. Why should I consider becoming a contractor?
Contractors are compensated attractively, and are also entitled to other benefits - including residual income and a posthumous guarantee that ensures the beneficiaries of a contractor receive a series of entitled payments after the death of a contractor.
10. Who are contractors?
Contractors are independent professionals that are authorized to provide certain services on behalf of the Organizational Clinic. Refer to the Contractors page for more information.
11. Who supervises the contractors?
Whereas contractors do not have a supervisor, as they are independent professionals, the services they provide are monitored by our quality assurance team to ensure it meets our standards of excellence.
12. Who developed the ODS?
The ODS was developed by Dr. Benton St Cyr - an expert in Psychology and Organizational Leadership.
13. How long do contractors wait to get paid for their services?
a. Primary remunerations (paid to contractors that were the primary agent for a transaction) are typically issued on the 15th day of the calendar month for transactions that occurred in the previous month

b. Secondary remunerations (paid to contractors that were the secondary agent for a transaction) are typically issued on the 30th day of the calendar month for transactions that occurred in the previous month

c. Consultation fees (paid to Performance-Improvement Consultants that used the ODS to assess an organization) are typically issued on the 15th and 30th days of the calendar month, based on job completion date.
14. May I access the scales on my phone or tablet?
Yes. Whereas a desktop computer is the recommended device - you may use a phone, tablet, or other device to access the scales. However, some electronic devices may adjust the display content of the scales, due to screen-size and other limitations. Be sure that the device being used displays the content satisfactorily, before use - particularly if using the scale for face-to-face administration.
15. May I use the scales outside the US?
Absolutely. Users may be located outside the US and may also use the scales to assess organizations that are located outside the US.
16. How does the ODS generate data about an organization?
The ODS collects data from focus groups - comprised of constituents of a target organization, including; employees, managers and board members.
17. How does the ODS help a consultant?
The ODS simplifies the consultation process and highlights every factor that may significantly impact organizational performance.
18. How long is the data-collection process?
If using the face-to-face option, the data-collection process may take 90-180 minutes - depending on the engagement style of the facilitator. However, if using the electronic option, the data-collection process may take 60-100 minutes per participant.
19. How long is the entire consultation period?
Typically, a performance assessment consultation could take 3-4 weeks. However, most of the consultation time is spent on finding suitable recommendations and preparing a report.
20. How should an organization use the performance assessment report?
Typically, the report is used by the policy-makers of an organization, as the authoritative basis for its policy decisions. It may also be used as part of an application to source funding for an organization. However, ultimately, the report should be used to improve organizational performance.