This document analyzes discrepancies in organizational development. It begins by defining discrepancy analysis as comparing an individual's task performance to a non-disabled person to identify differences and areas for improvement. An example is given of a needs assessment questionnaire that compares current and desired knowledge levels. The document then discusses how discrepancy analysis is a useful model for diagnosis and intervention in organizational development by examining gaps between the current and desired states. Managers' primary tasks are said to involve studying problems, opportunities, and discrepancies to determine where changes are needed.