This essay presents three different diagnostic models that serve as a change management guidance for organizations by helping them in considering what factors are important for this change and how these factors are interrelated together (Nadler and Tushman 1980). The main purpose of these models is to help in reducing the complexity of the change situation by identifying what change variables require attention by the organization, what sequence of activities to adopt in dealing with the change situation, and how the various organizational properties are interconnected (Ian Palmer 2009). The essay compares and contrasts Burke-Litwin, Six-Box Weisbord, and Congruence models, pinpoints their strengths and weaknesses, and then applies one of these models to the case study “Jamie’s Food Revolution”.
Posts Tagged ‘7S’
April 14th, 2012 No comments
Categories: Change Management
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