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A 3 page paper that describes and explains this change model. The writer comments on whether the model would be useful in change the Armed Forces policy regarding sexual-orientation. Bibliography lists 4 sources.
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3 pages (~225 words per page)
File: ME12_PGbrklw.rtf
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citation methods listed below. Citation styles constantly change, and these examples may not contain the most recent updates.?? BURKE-LITWIN CHANGE MODEL
, August 2010 properly! There are many different change models, Burke and Litwins model may
be the most complex of all. The model was developed during the process of dramatically changing British Airways, which was in disarray and nearly folded. As the new CEO figured
out things and hypothesized and developed theories and action steps, he was actually creating a model for change. This model, then, has credibility because it was really used to change
a major corporation. The model is based on drivers for change. Burke and Litwin believe that always external forces are the most important drivers for change. Further, it is the
leaders job to determine how external changes will impact the company (Burke and Litwin 523). They include 12 organizational dimensions in their change model, which are: the external environment, the
organizations mission and strategy; leadership; the culture of the organization, the organizations structure; management practices; systems; work unit climate; task and individual skills; individual needs and values; motivation; and individual
and organizational performance (Reflect & Learn). The model is most often discussed in the form of a graphic that includes many boxes and numerous arrows, all of which are
two-way arrows to reflect the back-and-forth relationship and the interactions of each of these dimensions. In other words, each dimension affects every other dimension. As stated at the beginning, this
model is complex. In fact, in their seminal paper on the model, Burke and Litwin wrote: "It is no doubt an understatement to say that the model is complex" (528)
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