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UUM COB. A Causal Model of Organizational Performance & Change (Burke & Litwin Model). By Suhel Khan. Introduction. B-L model suggests linkages that hypothesize how performance is affected by internal and external factors .

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By suhel khan

UUM

COB

A Causal Model

of Organizational Performance & Change

(Burke & Litwin Model)

By

Suhel Khan


Introduction
Introduction

  • B-L model suggests linkages that hypothesize how performance is affected by internal and external factors.

  • It provides a framework to assess organizational & environmental dimensions that are keys to successful change and how these dimensions should be linked causally to achieve a change in performance.

  • The causal model links what could be understood from practice to what is known from research and theory.

  • Burke-Litwin believe environmental factors to be the most important driver for change. Indeed, most change can be traced back to external drivers for change.

(Burke & Litwin,1992)


By suhel khan

  • The model not only discusses how different dimensions link with each other but also discusses how external environment affects the different dimensions in organization.

  • The model focuses on providing a guide for both organizational diagnosis and planned, managed organization change, one that clearly shows cause-and-effect relationships

(Burke & Litwin,1992)


By suhel khan

  • External environment

  • Mission and strategy

  • Leadership

  • Organizational culture

  • Structure

  • Management practices

  • Systems

  • Work unit climate

  • Task and individual skills

  • Individual needs and values

  • Motivation

  • Individual and organizational performance

(Burke & Litwin,1992)



By suhel khan

  • Burke-Litwin: Understanding Drivers for Change

  • The Burke-Litwin model

  • shows the various drivers of change and ranks them in terms of importance.

  • The model is expressed diagrammatically, with the most important factors featuring at the top. The lower layers become gradually less important.

  • The model argues that all of the factors are integrated (to greater or lesser degrees). Therefore, a change in one will eventually affect all other factors.

  • The model also distinguishes between transformational and transactional organizational dynamics in organizations.

  • Transformational dynamics: the top half of the model with the performance variable.

  • Transactional dynamics: the bottom half of the model.

(Burke & Litwin,1992)


Organizational variables in the burke litwin model
Organizational Variables in the Burke-Litwin Model

(Burke & Litwin,1992)


Organizational variables in the burke litwin model con
Organizational Variables in the Burke-Litwin Model…con

(Burke & Litwin,1992)