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By Suhel Khan

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

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  1. UUM COB A Causal Model of Organizational Performance & Change (Burke & Litwin Model) By Suhel Khan

  2. 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)

  3. Introduction…con • 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)

  4. The model revolves around 12 organizational dimensions • 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)

  5. (Burke & Litwin,1992)

  6. 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)

  7. Organizational Variables in the Burke-Litwin Model (Burke & Litwin,1992)

  8. Organizational Variables in the Burke-Litwin Model…con (Burke & Litwin,1992)

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