Organizations are continually searching for innovative ways of enhancing competitiveness. This is brought about by evolving external factors such as changing demographics, globalization, and technology. Because of changing dynamics, it has required managers to rapidly rethink and retool their organizational management strategies.
Coming up with the appropriate strategies calls for increasing need for organizational diagnosis in developing and maintaining a Competitive Advantage. Researchers believe that in conducting organizational diagnosis, organizational effectiveness must be viewed from a systems perspective using a multidimensional approach in assessing the factors affecting an organization's performance and overall effectiveness.
The Burke-Litwin Change Model is seen as a conceptual framework that can best describe the relationships between different features of the organization, as well as its context and effectiveness. According to Burke and Litwin (1992), Change models are not meant to be prescriptive. They are meant to provide a means to diagnose, plan, and manage Change. Using the Burke-Litwin Change Model will provide organizations an effective diagnostic tool to improve overall organizational performance. In fact, the Burke-Litwin Change Model is the best known and most influential model for looking at the role of organizational climate in business performance.
This presentation provides a comprehensive discussion on the Burke-Litwin Change Model and the 12 critical drivers or dimensions of Change.
1. External Environment
2. Mission and Strategy
3. Leadership
4. Organizational Culture
5. Structure
6. Systems
7. Management Practices
8. Work Climate
9. Task and Individual Skills
10. Individual Needs and Values
11. Motivation
12. Individual and Organizational Performance
The Burke-Litwin Change Model plays a significant role in thinking about planned Change. Having a good understanding of the Change Model will enhance the efficacy of an organizational diagnosis needed to achieve Change.
This deck also includes slide templates for you to use in your own business presentations.
The Burke-Litwin Change Model is a powerful tool for understanding the cause-and-effect relationships within an organization. It provides a structured approach to diagnose and predict the impact of Change across various organizational dimensions.
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Source: Best Practices in Change Management, Performance Management PowerPoint Slides: Burke-Litwin Change Model PowerPoint (PPT) Presentation Slide Deck, LearnPPT Consulting
This PPT slide outlines the second step in the Burke-Litwin Change Model, focusing on assessing the current situation within an organization. This step is crucial for understanding the key drivers behind the need for change. The guiding principles listed serve as a framework for this assessment, emphasizing various critical areas.
First, the external environment is highlighted, prompting an evaluation of external factors driving change and their potential impact on the organization. This sets the stage for understanding the broader context in which the organization operates.
Next, the mission and strategy are examined. It’s important to discern whether there’s a clear mission that aligns with the formal strategy. Discrepancies between perceived and actual missions can lead to misalignment among employees, affecting engagement and performance.
Leadership is another focal point. The slide encourages an exploration of who the actual leaders are within the organization, their leadership styles, and the effectiveness of these styles in driving change. Understanding leadership dynamics is essential for fostering a supportive environment for transformation.
Organizational culture is addressed, prompting inquiries into the unwritten rules that govern behavior. Conflicts between these cultural norms and the organization’s goals can hinder progress.
The structure of the organization is also analyzed, looking at how roles are defined and how decisions are made. This insight is vital for identifying potential bottlenecks in the change process.
Lastly, the systems in place are scrutinized. This includes policies and procedures that dictate how work is done and how employees are motivated and rewarded. A thorough understanding of these systems is necessary to ensure they support the desired changes.
Overall, this slide emphasizes a comprehensive approach to assessing the current situation, which is foundational for effective change management.
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