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Difference between revisions of "Leavitt's Alignment Model"

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== What is Leavitt's Alignment Model? ==
 
== What is Leavitt's Alignment Model? ==
  
== What is Leavitt's Diamond? ==
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== What is Leavitt's Diamond?<ref>https://edisciplinas.usp.br/pluginfile.php/1769799/mod_resource/content/3/texto%2001%20-%20Leavitts%20Diamond%20-%20An%20Integrated%20Approach%20to%20Change.pdf Mindtools]</ref> ==
 
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Leavitt's Diamond is based on the principle that an organization has four major components that
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are all interdependent:
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1. Tasks
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2. People
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3. Structure
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4. Technology
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Any type of change or redesign in one component will affect the other three. According to this approach, before you bring about change in any one of the four components, you should evaluate the impact on the other three components. To implement change successfully, you need to find the right balance between all of them. A classic example is introducing new technology. A change in technology means that people need to change too – they'll need training to use the new technology. This may affect the [[Organizational Structure|organizational structure]], because people might demand higher pay and better positions. The new technology may also change old tasks. For instance, if the change automates old processes, the work that people do will be different.
  
  

Revision as of 05:38, 6 November 2019

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What is Leavitt's Alignment Model?

What is Leavitt's Diamond?[1]

Leavitt's Diamond is based on the principle that an organization has four major components that are all interdependent: 1. Tasks 2. People 3. Structure 4. Technology Any type of change or redesign in one component will affect the other three. According to this approach, before you bring about change in any one of the four components, you should evaluate the impact on the other three components. To implement change successfully, you need to find the right balance between all of them. A classic example is introducing new technology. A change in technology means that people need to change too – they'll need training to use the new technology. This may affect the organizational structure, because people might demand higher pay and better positions. The new technology may also change old tasks. For instance, if the change automates old processes, the work that people do will be different.


See Also

  • https://edisciplinas.usp.br/pluginfile.php/1769799/mod_resource/content/3/texto%2001%20-%20Leavitts%20Diamond%20-%20An%20Integrated%20Approach%20to%20Change.pdf Mindtools]