Organizational Change Models and Strategies
Organizational Change Models and Change Strategies
Martin H. Pham
Amberton University
To remain competitive in today’s economy companies must be ready to manage organizational change effectively and efficiently. With the pace of change continually increasing, everyone is affected by change. Organizational change models are used to assist in reorganizing and/or restricting a company. There are many change models that exist today which have different tools and benefits. By comparing and contrasting each model to determine which would best fit the specific situation, one could be successful in managing change (Benajmin, Naimi, & Lopez 2012).
Looking at the factors that were drivers for organizational change for Boeing, I have chosen one of the oldest diagnostic models called the Six-Box Organizational Model. Marvin Weisbord created it as a result of his effort to combine data, theories, research and ideas into an instrument for anyone to use. The two elements of organizational life that Weisbord focused on were the “task” and the “process”. This model is mainly used with cause analysis to help change managers see how organizations and society influence each other simultaneously. The six variables, which represent each box in the model, are: Purpose, Structure, Rewards, Helping Mechanisms, Relationships, and Leadership. First, the concept behind the purpose variable is identifying what business does the company operate in. Determining what business one is in calls for an organization to evaluate and express the reason for its existence. Second, the structure illustrates organizational form through which tasks and processes are organized. The major focus is on how work is completed or not completed. Thirdly, the rewards box asks if all the required tasks have incentives focusing on motivation and incentive issues. Understanding how the incentive issues are perceived will provide
Martin H. Pham
Amberton University
To remain competitive in today’s economy companies must be ready to manage organizational change effectively and efficiently. With the pace of change continually increasing, everyone is affected by change. Organizational change models are used to assist in reorganizing and/or restricting a company. There are many change models that exist today which have different tools and benefits. By comparing and contrasting each model to determine which would best fit the specific situation, one could be successful in managing change (Benajmin, Naimi, & Lopez 2012).
Looking at the factors that were drivers for organizational change for Boeing, I have chosen one of the oldest diagnostic models called the Six-Box Organizational Model. Marvin Weisbord created it as a result of his effort to combine data, theories, research and ideas into an instrument for anyone to use. The two elements of organizational life that Weisbord focused on were the “task” and the “process”. This model is mainly used with cause analysis to help change managers see how organizations and society influence each other simultaneously. The six variables, which represent each box in the model, are: Purpose, Structure, Rewards, Helping Mechanisms, Relationships, and Leadership. First, the concept behind the purpose variable is identifying what business does the company operate in. Determining what business one is in calls for an organization to evaluate and express the reason for its existence. Second, the structure illustrates organizational form through which tasks and processes are organized. The major focus is on how work is completed or not completed. Thirdly, the rewards box asks if all the required tasks have incentives focusing on motivation and incentive issues. Understanding how the incentive issues are perceived will provide