Course Project
Week 4-Part three of Course Project
Robert Offner
1. Review of Diagnostic model
The Diagnostic Model that I have chosen is the Burke-Litwin Model. It was hard to choose to be honest; it actually came down to the The Burke-Litwin Model and The Six-Box Organization Model. The reason I almost went that direction of the Six Box Organization Model was because of the way
Weisbord referred to it. He compares it to a radar screen “Just as air controllers use radar to chart the course of aircraft, those seeking to improve an organization must observe the relationships among the boxes and not focus on a particular blip. I think both DeVry and the University of Phoenix were guilty of that when it came to facing the changes in compensation and the gainful employment rules. However I decided on the Burke –Litwin Model. This model talks about different causes of change or what drives change and ranks them from a high level to a low level. The higher the level the more importance is given, but making a change has an effect on the entire organization. They believed that external change is the most important factor for a company , and internal changes are made based on external changes according to the text.
As you can see at the top of the model , it consist of the External Factor,and then Mission and strategy,
Leadership, and Oranizational Structure.They are intentional at the top becaue again the premiss that palnned change should flow from the top.
2. Rationale for choosing model. A review of internal and external pressures.
Before I discuss the rationale rational behind choosing the Burke-Litwin Model, I would like to review the internal and external pressures that have affected these companies. As we know when a inside the company and outside the company for change. This situation was no different. One thing that
I would like to preface though is at the time that these new rules and regulations came into effect
Robert Offner
1. Review of Diagnostic model
The Diagnostic Model that I have chosen is the Burke-Litwin Model. It was hard to choose to be honest; it actually came down to the The Burke-Litwin Model and The Six-Box Organization Model. The reason I almost went that direction of the Six Box Organization Model was because of the way
Weisbord referred to it. He compares it to a radar screen “Just as air controllers use radar to chart the course of aircraft, those seeking to improve an organization must observe the relationships among the boxes and not focus on a particular blip. I think both DeVry and the University of Phoenix were guilty of that when it came to facing the changes in compensation and the gainful employment rules. However I decided on the Burke –Litwin Model. This model talks about different causes of change or what drives change and ranks them from a high level to a low level. The higher the level the more importance is given, but making a change has an effect on the entire organization. They believed that external change is the most important factor for a company , and internal changes are made based on external changes according to the text.
As you can see at the top of the model , it consist of the External Factor,and then Mission and strategy,
Leadership, and Oranizational Structure.They are intentional at the top becaue again the premiss that palnned change should flow from the top.
2. Rationale for choosing model. A review of internal and external pressures.
Before I discuss the rationale rational behind choosing the Burke-Litwin Model, I would like to review the internal and external pressures that have affected these companies. As we know when a inside the company and outside the company for change. This situation was no different. One thing that
I would like to preface though is at the time that these new rules and regulations came into effect
References: Palmer, Ian. Dunford, Richard. Akin, Gib. January 2008. Managing Organizational Change Chapman, Allen . Swot Analysis. www.businessballs.com Galbraith, Jay. 1973 Designing Complex Organizations. Addison Weekly Kessler, Gregory. Kates, Amy. 2010 Leading Organization Design: How to Make Organization Design Decisions to Drive the Results You Want. Huhman, Heather. June 26, 2012. Getting all Generations on Board: The Five Star Model.