Burke-Litwin Model LO26574

From: Sajeela M ramsey (sajeelacore@juno.com)
Date: 04/23/01

Replying to LO26544 --

Hi Roy,

I would simply say in resoponse to your e-mail that I don't see any
problem with a model that represents many dimensions or levels of a system
--- and actually no model that I can think comes with THE perfect set of
convinient "levers to pull for change".

I tend to use any number of models when I work with an organization --- to
organize my thinking about possible approaches for creating change---but I
never literally use any given model from start to finish without pulling
in any number of other models and or/methodologies that i over-lay or
synthesize to the unique needs of that particular organization and its
particular set of issues.

Example: During entry and contracting phases I might use the Litwin-Burke
model as aframework to help the client understand different levels of the
system and all of the variables to consider in an approach to change. Then
we can work together from that same framework to identify possible target
areas to leverage for change, but these are only considered in relation to
what the current picture of the org is and where those I am contracting
with think it should go.

Once we identify those areas that we suppose need working on, I may move
forward with a larger data gathering phase. Out of that process who knows
what will come into play or evolve....because the whole change effort is
really shaped by everyone's input as the process unfolds. I may use many
many models along the way for perspective on a given approach for that
particular phase of the process.

But it is not a done deal ever really. Just different models for different
parts of the entire change process. Ultimately, in any intervention, the
process itself always leads me and the models or methodologies I use are
simply frameworks along the way.

Does this make sense to you?

Small birds pecking at the window feeder,

On Thu, 19 Apr 2001 22:15:43 +0100 "Roy Benford"
<roy@benford.demon.co.uk> writes:

> Personally, I have some reservations because the first bit of the
> model
> (environment, mission, strategy, management practices etc. leading
> to
> organisational climate) is all organisational stuff and the second
> bit of
> the model (work unit climate, individual needs & values, jobs-skills
> match, etc ) is all individual stuff. And, I am not sure about the
> validity of combining systems at different levels into one model.

Sajeela Moskowitz Ramsey: President, Core Consulting
Center for Organizational Renewal and Effectiveness
Senior OD Consultant/Culture Generalist
2432 Villanova Drive/Vienna, VA. 22180
703 573 7050/ SajeelaCore @Juno.com


Sajeela M ramsey <sajeelacore@juno.com>

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