TRANSFORMATION

Transformation

Transformation

Introduction

Although the Burke-Litwin model looks somewhat overwhelming at first glance, but this model plays a great role of breaking down the organizational transformation into its individual parts and explaining each. Burke did a great job of distinguishing between several concepts that overlap and are often confused and/or mixed up. The main elements of the model are the delineation of culture and climate, management practices and leadership, and transactional and transformational leadership.

In this essay some of the variables of Burke-Litwin model will be done and they will be identified throughput variables in Walgreen's.

Discussion

As The Burke-Litwin is a complicated model and is, perhaps, too big for an analysis of this size. So the analysis of following transactional variables will be done. Those variables are(Cummings 2003):

Structure (Identify the structure by type: matrix, team based, functional or product departmentation, organic /mechanistic, etc.)

Tasks and Skills (Unique or core competencies)

Management practices (e.g. participative or centralized decision making)

Systems and Policies (information systems, financial, marketing, production, human resources, etc.)

Work unit climate

Motivation

Individual needs and goals

Structure

According to Burke-Litwin model the arrangement of functions and people into specific areas and levels of responsibility, decision-making authority, communication, and relationships helps to implement the organization's mission and strategy (Burke 1992).

Skills/Job Match

According to Burke-Litwin model the behavior required for task effectiveness, including specific skills and knowledge required to accomplish work.

Management Practices

Burke-Litwin model emphasizes that what managers do in the normal course of events with the human and material resources at their disposal to carry out the organization's transformation strategy(Burke 1992).

Systems

Burke-Litwin model emphasizes that Standardized policies and mechanisms that are designed to facilitate work and that primarily manifest themselves in the organization's reward and control systems (e.g., performance appraisal, management information systems, budget development, and human resource allocation).

Climate

Burke-Litwin model emphasizes the collective current impressions, expectations, and feelings of the members of local work units (Burke 1992), which in turn affect members' relations with supervisors, with one another, and with other units.

Motivation

Burke-Litwin model emphasizes Aroused behavioral tendencies to move toward goals, take needed action, and persist until satisfaction is attained (i.e., the energy generated by the combined desires for achievement, power, affection, discovery, and other important human values).

Individual Needs and Values

Burke-Litwin model emphasizes that the specific psychological factors that provide desire and worth for individual actions or thoughts (Burke 1992).

Analysis

It is evident that the B-L Model was conceptualized from theoretical and empirical literature on organizational behavior. While the studies are varied in terms of ...