The Burke-Litwin Change Model
Unraveling the Dynamics of Organizational Change
Change is the only constant – or so the adage goes.
Change is often a complex and arduous process, and not something you want to attempt without a solid plan.
When organizations need to change, that planning process is often complicated by the need to change many elements in unison.
This interrelatedness of organizational parts can contribute to the failure of change programs. When one variable is missed, bypassed, or underestimated the whole system fails to change, leaving managers and employees with the unenviable task of putting things back to the status quo. The really brave will attempt the change process over again; others will accept defeat and resign themselves to doing what they’ve always done.