Difference between revisions of "Burke-Litwin Model of Organizational Performance and Change"
(Created page with "'''Content Coming Soon'''") |
|||
| Line 1: | Line 1: | ||
| − | ''' | + | Burke-Litwin is a system science model that describes the linkages among the key factors that affect [[Organizational Performance|performance]], and determine how [[Organizational Change|change occurs in an organization]]. Through the use of this model system, engineers obtain [[Data|data]] on what organizational factors to change and why. Higher level factors (blue boxes) have greater weight in effecting [[Organizational Change|organizational change]]; a change in any variable will ultimately affect every other variable. The Figure below, '''Burke-Litwin Model of Organizational Performance and Change''', depicts the system science approach: |
| + | |||
| + | |||
| + | [[File:Burke-Litwin Model.jpg|400px|Burke-Litwin Model of Organizational Performance and Change]]<br /> | ||
| + | source: Mitre.Org | ||
Revision as of 16:28, 29 October 2021
Burke-Litwin is a system science model that describes the linkages among the key factors that affect performance, and determine how change occurs in an organization. Through the use of this model system, engineers obtain data on what organizational factors to change and why. Higher level factors (blue boxes) have greater weight in effecting organizational change; a change in any variable will ultimately affect every other variable. The Figure below, Burke-Litwin Model of Organizational Performance and Change, depicts the system science approach:
source: Mitre.Org