Organization Change Models
- A fundamental assumption in the model of Burke-Litwin is that the organization is open to its environment, and it receives vital and direct feedback from the environment. In the Lewin model, two of the basic assumptions are that a group or an individual performance is susceptible to regression except if some actions are taken to institutionalize the enhanced level of performance. The other assumption is that there is a tension in the individual at whatever time a psychological intent or need exists, and the tension is released when the intention or need is satisfied. In Nadler-Tushman’s theory, the two basic assumptions are that the organizations are within a broader environment open system. The other assumption is that an organization’s behavior occurs at the group, systems, and individual levels. In Weisbord’s 6-Box model, the basic model assumptions are that for a business to grow, and it has to look at the six components that are purpose, relationship, rewards, leadership, structure, and helpful mechanism (Sagepub, 2017).
- The advantage with the Burke-Litwin model is that it is a comprehensive model, and it covers all the crucial elements into account to describe why the changes are occurring, what are the drivers of change, and it helps in change strategy formulation. The disadvantage of this model is that it only focuses on the drivers of changes, and it fails to explain how to implement change. With Nadler-Tushman, the advantage with it is that it helps organizations to change their approach easily when there is a change in any of the external elements. The disadvantage with it is that it is very difficult for organizations that are multinational to recognize their problems because external factors are different in each country. In the six-box model, the advantage with it is that it easily fits in all kinds of business. The limitation with it is each element in the six-box model lacks interconnection among various elements. In Lewin’s model, its advantage is that it is easy to understand concepts, and its limitation is that it lacks some details that are important.
- The organization change model that I prefer is Nadler-Tushman because it can help an organization easily change its approach whenever there is a change in external elements.
- The author is trying to say that organizational changes are the changes that individuals go through simultaneously. This article all about the organizational changes and the influences of the changes. The article is very well developed on the issues that are trying to explain the changes. The article also emphasizes the stages of change, and it has done it very well, and one can gain more knowledge when reading it. The article tries to explain where the process of change should be started; it answers the question the way the author is trying to explain the points can really help one understand very well.
- I think the video was trying to explain the advantages and disadvantages of change. The video is trying to say that the change can bring about some benefits, and it can also bring about some limitations. It also wanted to show that recent studies are done regarding the pros and cons of change. With this information, we can see that the change can be of benefit, or even it can be of limitation; that is what the speaker says. I also think that the way the speaker says that people should be taught on principles and behavior. I think it is a good approach.
References
Article 6# – Dave – Organizational changes. (n.d.). Google Sites. https://sites.google.com/site/daveorganizationalchanges/home/article-6
Sagepub. (, 2017). SAGE Publications Inc. https://us.sagepub.com/sites/default/files/upm-binaries/78523_Chapter_4.pdf