This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
Explore the Burke-Litwin Model, crafted by ex-McKinsey & Big 4 consultants, to analyze and manage organizational change effectively. Causal Model of Organizational Performance and Change is a 17-slide PPT PowerPoint presentation slide deck (PPT) available for immediate download upon purchase.
The Causal Model of Organizational Performance and Change, otherwise known as the Burke-Litwin Model (after its authors), is a framework for understanding organizational change. This model identifies 12 factors of change and argues that there are certain consistent causal linkages among classes of events. It is more robust than the McKinsey 7-S organizational design model, which only captures 7 factors.
This model can be leveraged for the following purposes:
• Analyze Organizational Change
• Understand Organizational Change
• Manage Organizational Change
• Predict Organizational Change
The Causal Model of Organizational Performance and Change is based on Open Systems Theory.
The Causal Model of Organizational Performance and Change delves into the intricacies of organizational dynamics by breaking down change into input, throughput, and output elements. The model emphasizes the importance of external influences on organizational change, making it a comprehensive tool for leaders aiming to navigate complex environments. By understanding the distinct elements of input, throughput, and output, executives can better predict and manage the ripple effects of change within their organizations.
This PPT also highlights the transformational and transactional factors that drive organizational performance. Transformational factors such as leadership, mission and strategy, and organizational culture are explored in depth, providing insights into how these elements shape long-term success. Transactional factors, including management practices, systems, and work unit climate, are also examined, offering a balanced view of both high-level strategic and day-to-day operational influences on performance.
The model's visual representation aids in grasping the hierarchical structure and logical flow of influence among various factors. This clarity allows executives to pinpoint areas requiring intervention and to understand the interconnected nature of organizational elements. The document serves as a practical guide for those seeking to implement structured change initiatives, ensuring that all critical aspects are considered and addressed.
This PPT slide outlines a model emphasizing 2 organizational factors: the external environment and individual and organizational performance. The external environment includes forces like customer satisfaction, marketplace dynamics, regulatory changes, and economic conditions that impact organizational performance. Individual and organizational performance metrics, such as productivity, quality, profit, and customer satisfaction, are essential for evaluating effectiveness. The right side of the slide connects these elements, illustrating that they represent the input and output components of open systems theory. External factors instigate changes within the organization, while throughput processes yield performance outcomes. This dynamic interplay highlights the necessity for organizations to adjust strategies and operations in response to changes in external conditions.
This PPT slide outlines 3 critical transformational factors for organizational effectiveness: Leadership, Mission & Strategy, and Organizational Culture. Leadership emphasizes influence and service over traditional command-and-control, allowing leadership to emerge from any level within the organization, fostering an engaged workforce. Mission defines the organization's core purpose, while strategy outlines methods to achieve that purpose, distinguishing between immediate mission and long-term vision. Organizational Culture consists of the norms and values shaping employee behavior, including explicit policies and unwritten rules. Understanding these factors is essential for effective change management and organizational growth.
This PPT slide outlines key transactional factors influencing organizational performance, categorized into 4 elements: Management Practices, Structure, Systems, and Work Unit Climate. Management Practices involve daily managerial behaviors that impact strategy execution, particularly in fostering creativity and goal-setting, which affect employee engagement and productivity. Structure pertains to the organization’s departmental divisions and the importance of defined responsibilities for operational efficiency, enhancing communication and collaboration. Systems include policies and procedures, such as technology and performance management, essential for providing employees with necessary resources. Work Unit Climate reflects team perceptions of the working environment, including management style and performance management, which can enhance engagement and communication, critical for achieving organizational goals.
This PPT slide outlines the concept of "Throughput" in organizations, categorized into transformational and transactional elements. Transformational elements require significant changes in strategy or operations, indicating that organizations must be prepared for substantial shifts. In contrast, transactional elements are operational and routine, shaped by transformational factors while influencing them. This dynamic relationship highlights that operational aspects can be affected by strategic changes, yet they maintain stability within the organization. The visual representation emphasizes the interconnectedness of these elements, essential for effective throughput. Balancing revolutionary changes with ongoing operational realities is crucial for managing organizational change.
This PPT slide presents a causal model illustrating interconnected factors influencing organizational performance and change. The model emphasizes a hierarchical structure where the external environment is the primary driver, prompting leadership to adapt management practices. This adaptation affects work unit climate, which shapes employee motivation and performance outcomes. Leadership and organizational culture mediate external influences and internal practices, while management practices, policies, and procedures are essential mechanisms for leadership decisions. Individual factors, including task requirements, skills, and personal values, directly impact motivation, highlighting the critical role of individual experience in driving performance. Feedback loops indicate dynamic relationships, where changes in performance lead to adjustments in leadership and management practices, fostering continuous improvement.
Source: Best Practices in Change Management, Organizational Design, Causal Model of Organizational Performance and Change PowerPoint Slides: Causal Model of Organizational Performance and Change PowerPoint (PPT) Presentation Slide Deck, PPT Lab
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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