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Burke Litwin Change Model Presentation

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Additional information

Aspect ratio

16:9

Support language

English

Versions

for Google Slides (PPTX), for Keynote (KEY), for PowerPoint (PPTX)

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Premium

The Litwin Change Model, developed by George H. Litwin and Robert A. Stringer, is a framework designed to understand organizational behavior and the factors that influence change within an organization. This model identifies several key variables, including individual needs and values, task requirements, and organizational structures, that can drive or impede organizational change. By analyzing and addressing these variables, leaders can more effectively implement and manage change initiatives.

Burke Litwin Change Model: A Comprehensive Guide

The Burke-Litwin Change Model stands out as a pivotal tool in the realm of organizational performance and change. Developed by two organisational change consultants, Warner Burke and George H. Litwin, this model serves as a systematic framework that delves deep into the nuances of change management.

The Burke-Litwin Model presents a causal model of organizational performance and change. Recognized as a foundational change management model, it meticulously separates transformational and transactional factors, allowing a clear understanding of how changes cascade within an organisation.

Key Features:

  • Transformational Factors: These are the deep-seated drivers of change, influencing the organizational culture and core of the organisation.
  • Transactional Factors: These elements are more routine and often relate to the day-to-day operations within the organization.

Understanding the Components

Transformational Factors:

  1. External Environment: External forces, trends, and influences that impact the organisation.
  2. Mission and Strategy: The core purpose and the tactical approach the organisation adopts.
  3. Organizational Culture: The norms, values, and basic assumptions shared within the organisation.
  4. Leadership: Responsible for developing a vision and motivating staff towards achieving its goals.

Transactional Factors:

  1. Management Practices: Activities of managers, including planning, organizing, and monitoring.
  2. Work Unit Climate: Refers to how employees perceive the quality of their work environment.
  3. Task and Individual Performance: Reflects the productivity, job description, and individual contribution to organizational goals.
  4. Motivation: Ties to employee satisfaction and the drive to perform.
  5. Work Group Dynamics: How teams operate and collaborate.
  6. Systems (Policies and Procedures): The structures in place to help and support employees.

Why Use the Burke-Litwin Model?

This model is an organizational change framework that offers a 360-degree view of change. According to the model:

  • It highlights 12 key organizational variables and showcases how they interconnect.
  • Helps in diagnosing the current situation and the collateral effects of change.
  • Offers insights into factors of change, making it a preferred change management tool for consultants.

Applications of the Burke-Litwin Model

  • Software Development Company: For example, when a software development company is implementing a new strategy, the model can guide the change process ensuring congruence with the rest of the organisation.
  • Diagnostic Tool: Applying the Burke-Litwin model as a diagnostic tool helps in understanding the current situation, leading to successful change management.
  • Assessing Impact: Evaluate the effects of change, such as turnover, customer satisfaction, and overall productivity.

The Burke-Litwin Change Model delves into levels of change throughout an organisation. By embracing this model, organizations are equipped with a detailed roadmap to navigate the intricate change landscape, ensuring lasting change and enhanced individual and organisational performance.

Remember, whether you’re using PowerPoint, Google Slides, or Keynote, ensure the aspect ratio is 16:9 and modify vector shapes as required. Embrace the insights provided by the Burke and Litwin model to champion change within your organization.

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