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The Burke Litwin Model February 25, 2012

Filed under: Uncategorized — vanessabach @ 8:48 pm

OA Tool 6 : Burke Litwin Model described in the following webpage
The “Burke-Litwin model” has been developed to examine organisational change and
performance. It provides a link between an assessment of the wider institutional context
and the nature and process of change within an organisation. It makes the following key
• The external environment is the most powerful driver for organisational change
• Changes in the external environment lead to significant changes within an
organisation – its mission and strategy, its organisational culture and its leadership.
• Changes in these key factors lead to other changes within an organisation – changes
to structure, systems and management practices. These are more operational factors
and changes in them may or may not have an organisation-wide impact
• Together these changes affect motivation, which in turn impacts on individual and
organisational performance
• The model describes 12 organisational variables (incorporating the 7 variables of the
7-S model) and the relationships between them. Each of the variables interact and a
change in any one of them can eventually impact on the others. This is useful in
explaining not only how organisations perform, but also how they can be changed.
How do I use it?
• Gather data on relevant boxes based on desk research and interviews with key
stakeholders throughout the organisation
• Summarise findings in a report for senior staff. This report can then be used as a
basis for identifying which boxes relate to which executives and managers, and can
be useful in helping them understand the complex performance and change issues
they are trying to manage
• Key questions to include are summarised in the table below.
Dimensions of Model Key Questions
1. External Environment

What are the key external drivers? How are these likely to
impact on the organisation? Does the organisation recognise
2. Mission and Strategy

What do top management see as the organisation’s mission
and strategy? Is there a clear vision and mission statement?
What are employees’ perceptions of these?
3. Leadership

Who provides overall direction for the organisation? Who are
the role models? What is the style of leadership? What are
the perspectives of employees?
4. Organisational Culture

What are the overt and covert rules, values, customs and
principles that guide organisational behaviour?
5. Structure

How are functions and people arranged in specific areas and
levels of responsibility? What are the key decision-making,
communication and control relationships?
6. Systems

What are the organisation’s policies and procedures,
including systems for reward and performance appraisal,
management information, HR and resource planning, etc?

7. Management Practices

How do managers use human and material resources to
carry out the organisation’s strategy? What is their style of
management and how do they relate to subordinates?
8. Work Unit Climate What are the collective impressions, expectations and
feelings of staff? What is the nature of relationship with
work unit colleagues and those in other work units?
9. Task and Individual Skills
What are the task requirements and individual
skills/abilities/knowledge needed for task effectiveness? How
appropriate is the organisation’s “job-person” match?
10. Individual Needs and Values
What do staff value in their work? What are the
psychological factors that would enrich their jobs and
increase job satisfaction?
11. Motivation

Do staff feel motivated to take the action necessary to
achieve the organisation’s strategy? Of factors 1-10, which
seem to be impacting most on motivation?
12. Individual and  Organisational Performance
What is the level of performance in terms of productivity,
customer satisfaction, quality, etc? Which factors are critical
for motivation and therefore performance?


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