weisbords six box thoery

The six-box model is a framework developed by the American analyst Weisbord to assess the functioning of organizations. It is a generic framework and is intended for use across a wide variety of organizations. It is based mainly on the techniques and assumptions of the field of organizational development. The model represents a particular way of looking at organizational structure and design. It gives attention to issues such as planning, incentives and rewards, the role of support functions such as personnel, internal competitions among organizational units, standards for remuneration, partnerships, hierarchies and the delegation of authority, organizational control, accountability and performance assessment. The model also follows the basic 'systems ' approach to organizational functioning including the well-known inputs and 'outputs ' categories”. Weisbord (1976) proposes six broad categories in his model of organizational life, including purposes, structures, relationships, leadership, rewards, and helpful mechanisms.
THE SIX-BOX MODEL: Weisbord’s six-box model contains six elements to focus the organizational diagnosis: the organization’s strategy, structure, rewards, internal relationships, helpful mechanisms, and leadership. Surrounding the six box model is the environment, although it is not included in the model. For each dimension, the model includes specific questions. Weisbord’s six-box diagnostic model centers the analysis on areas of dissatisfaction as the starting point, identifying organizational outputs with which both external customers and internal producers are dissatisfied. Then, participants find the causes of dissatisfaction in the six elements of the model. Internal producers are the key decision makers to solve those areas of dissatisfaction. Weisbord poses diagnostic questions for each box of his model. For example, he suggests that OD consultants determine whether organizational members agree with and support the organization’s