Burke-Litwin Change Model-The 12-Key Dimensions
The Burke-Litwin change model revolves around defining 12-key dimensions in organizational change. The purpose of the model is to attempt to identify and analyze key factors that affect change and how to resolve or accommodate them in the organization.
The Burke-Litwin change model begins with establishing a framework and then creating a link to internal and external change factors. The changes in the organization bring about a change in the employees, culture, mission leadership and operating structure that all affect the economic survival of the company.
Burke-Litwin Change Model-The 12-Key Dimensions
- External Environment-The key external factors that have an impact on the organization must be identified and their direct and indirect impact on the organization should be clearly established.
- Mission and Strategy-While this is usually determined by top leadership in an organization, it should be examined to ensure that the employee’s point-of-view has been considered.
- Leadership- A study of the organizational structure should be carried out which clearly identifies the roles of leaders in the organization.
- Organizational Culture- A study should be done that seeks information on the implicit as well as explicit rules, regulations, customs, principals and values that influence the organizational behavior.
- Structure-The study of structure should be based on responsibility, authority, communication, decision making, and organizational structures that exist between the people in the organization.
- Systems- Systems include all types of policies and procedures with regards to the people and organization.
- Management Practices- A study of how well the manager’s conform to the organization’s mission and strategy when dealing with employees should be done.
- Work Unit Climate- A collective study of how employees think, feel and what they expect in the work environment should be completed. It should reflect the kind of relationships that they share with their team members and other employees is also important.
- Tasks and Skills-Understanding what a specific job position demands and the kind of skills and knowledge that the employee needs to fulfill the job position.
- Individual Values and Needs- The employer’s opinion about their work. This helps to identify that quality factors that will result in job achievement and better job satisfaction.
- Motivation Level- Identification of these levels makes it easier to determine how willingly employees would embrace change in their organization.
- Individual and Overall Performance-This study take into account the level of employee performance in an organization such as; productivity, quality, efficiency, budget and customer satisfaction.
The overall most import element to institute change is the ability of management and top level leadership to be able to interact and relate to employees within the institution.
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