Chapter 5: Diagnosis for Change
5.1: Modeling organisatons
o Diagnosti models th at ian be applied to th e funitoning of organisatons
Six-Box organisaton model
o Based on six variables:
o Purposes: wh at business are we in
o Struiture: h ow do we divide th e work
o Rewards: do all tasks h ave inientves
o Helpful meih anisms: h ave we adequate ioordinatng teih nologies
o Relatonsh ips: h ow do we manage ionfiit among people
o Leadersh ip: does someone keep th e boxes in plaie
o Th e systemati eeeit of any ih ange must be noted
The 7-S Framework
o Based on th e propositons th at organisatonal eeeitveness iomes from th e interaiton of
multple faitorsl and suiiessful ih ange requires atenton to th e inter ionneitedness of th e
variables
o Th ese faitors h ave 7 iategories
o Struiture: organisatonal design
o Strategy: ih osen route to iompettve suiiess
o Systems: various proiedures in areas of daily operatons
o Style: paterns in aitons of managers and oth ers
o Stae: proiesses for development of h uman resouries
o Skills: iruiial atributes in areas suih as iustomer serviie
o Super ordinate goals: organisatonns vision
o Emph asize interionneitedness
Star Model
o An organisaton is at its most eeeitve wh en 5 major iomponents are in alignment
o Strategy: th e iriteria on wh iih to base deiisions
o Struiture: formal auth ority relatonsh ips and grouping of aitvites
o Proiesses and lateral iapability: proiesses th at ioordinate aitvites
o Reward systems: align individual aitons to organisatonal objeitves
o People praities: iombined h uman resouries praities
Congruence model
o Based on th e propositon th at th e eeeitveness is determined by th e ionsisteniy between
elements th at iomprise th e organisaton
o Task: speiifi work aitvites to be iarried out
o Individuals: knowledgel skillsl needs and expeitatons of people
o Formal organisatonal arrangements: struiturel proiesses and meth ods
o Informal organisaton: impliiit beliefs and beh aviors
o Model is a transformaton proiess: frst th e iontext (environmentl resouries and h istory)l
strategy is formulatedl strategy atainment th rough th e 4 elementsl and th e outiome is th e
performanie
Burke-Litwin Model
5.1: Modeling organisatons
o Diagnosti models th at ian be applied to th e funitoning of organisatons
Six-Box organisaton model
o Based on six variables:
o Purposes: wh at business are we in
o Struiture: h ow do we divide th e work
o Rewards: do all tasks h ave inientves
o Helpful meih anisms: h ave we adequate ioordinatng teih nologies
o Relatonsh ips: h ow do we manage ionfiit among people
o Leadersh ip: does someone keep th e boxes in plaie
o Th e systemati eeeit of any ih ange must be noted
The 7-S Framework
o Based on th e propositons th at organisatonal eeeitveness iomes from th e interaiton of
multple faitorsl and suiiessful ih ange requires atenton to th e inter ionneitedness of th e
variables
o Th ese faitors h ave 7 iategories
o Struiture: organisatonal design
o Strategy: ih osen route to iompettve suiiess
o Systems: various proiedures in areas of daily operatons
o Style: paterns in aitons of managers and oth ers
o Stae: proiesses for development of h uman resouries
o Skills: iruiial atributes in areas suih as iustomer serviie
o Super ordinate goals: organisatonns vision
o Emph asize interionneitedness
Star Model
o An organisaton is at its most eeeitve wh en 5 major iomponents are in alignment
o Strategy: th e iriteria on wh iih to base deiisions
o Struiture: formal auth ority relatonsh ips and grouping of aitvites
o Proiesses and lateral iapability: proiesses th at ioordinate aitvites
o Reward systems: align individual aitons to organisatonal objeitves
o People praities: iombined h uman resouries praities
Congruence model
o Based on th e propositon th at th e eeeitveness is determined by th e ionsisteniy between
elements th at iomprise th e organisaton
o Task: speiifi work aitvites to be iarried out
o Individuals: knowledgel skillsl needs and expeitatons of people
o Formal organisatonal arrangements: struiturel proiesses and meth ods
o Informal organisaton: impliiit beliefs and beh aviors
o Model is a transformaton proiess: frst th e iontext (environmentl resouries and h istory)l
strategy is formulatedl strategy atainment th rough th e 4 elementsl and th e outiome is th e
performanie
Burke-Litwin Model
