The Burke-Litwin Casual model

bump off-Litwin Casual illustration is a flummox used by organizations to monitor organizational operations in terms of change and performance levels. The founders of the ensample were Litwin and some other people. In the mid-eighties dispatch made the model much refined than they did ( off & Litwin, 1992). Burke added some variables that dedicate the model different from other models that had been in use. Burke-Litwin casual model is the latest model, more than useful to organizations. The model has defined sundry(a) variables that organizations should use for assessing their performances and changes. AT & T Structure. check to Burke-Litwin model, firms should harbor sound infrastructure systems such as duties and responsibilities, reports and authorities, converse and socialization that ar geargond towards foregathering the organizations goals, strategies and missions. AT & T plenty is a fellowship that was established in the 1885. The company mission is to provid e telecommunication run locally and internationally. Their business schema is to be efficient, affordable and competitive in the telecommunication sector as they maximize guest satisfaction. (Horton & Dorman, 2005).The company has been a supplier of whole step and extravagantlyly reliable communication services for centuries. AT & T is thoroughly known for its wide range pull aheadings and multimedia services to twain consumers and businesses worldwide. AT & T has more than two trillion customers in both private and governmental organizations, and in the domestic and international markets. AT&T applies parts and mechanistic style of wariness. The company is highly reputable in coherent distance communication services for both businesses and consumers all over the world. The structure of AT&T fits well with the Burke-Litwin model. (Horton & Dorman, 2005). Tasks and SkillsAccording to Burke & Litwin model, there are particular(prenominal) qualities and capabilities req uired for a person to fit in a given position (Burke & Litwin, 1992). An organization in business should therefore check on that when recruiting members. AT & T emphasizes on high skilled staff to provide woodland services to the customer. The company has highly invested on applied science, innovations, high skills and dedicated customer care. These are the core competence factors. Dedicated customer care has attracted an increased number of customers and combine net wrick as a technology use has made AT & T to improve on communication services (Horton & Dorman).These factors makes AT & T fit the Burke & Litwin model Management practices According to Burke & Litwin (1992), organizations should assess how the managers deal with the other workers. For a success the employees should be given a chance to participate fully in developing an organization. In AT &T employees are allowed to take part in the doing processes depending on which area they are specialized in. The organization calls for a teamwork and dedication. The management has eer believed on partnerships to make them chance upon their goals (Horton & Dorman, 2005).For instance they partnered with CBS hence a participatory management. This fits with the Burke & Litwin model. Systems and Policies Systems are the policies and mechanisms used in an organization as standards to facilitate quality improvements. These may include communication, gross revenue and merchandising, production methods (Burke & Litwin, 2005). According to Horton & Dorman (2005), AT & T believes on quality productions to satisfy the customers, hence the acquire for employing high skilled people. Sales and trade is done by the sales and marketing team to sell the products.AT & T has limited charges for the customer services and also turn customized or personalized services to earn revenue. This is according to the Burke & Litwin model. Work building block climate This is the impression given by the members of an organizat ion towards the organizational performance. This exit in return influence their interrelationship (Burke & Litwin, 2005). AT & T Company has no specific social structures. AT & T has always considered employing domestic workers in large numbers pool as compared to the international.The company always outsourced sooner than train the workers for such services (Horton & Dorman, 2005). This will make the employees feel a smell of belonging and be committed to their work. This doesnt fit with the Burke & Litwin model. Motivation According to Burke & Litwin (2005), this is an inward driving get that makes one take the recommended actions to achieve a required goal. Howard (1994), employees satisfaction will right away affect customer satisfaction. AT & T has no plans in place to realise the employees are well catered for. The employees are not recognized to be rewarded for good performances.This may make some of them loss strain on their responsibilities (Horton & Dorman, 2005). T his doesnt fit with the Burke & Litwin model. Conclusion. AT & T has a in operation(p) or product departmentation structure. This is because the company has its departments staged according to the functions they offer like sales and marketing. The departments are also arranged depending products they resurrect for instance consumer products in consumer services department or segment (Horton & Dorman, 2005). AT & T has a culture for their operations to meet customer satisfaction and always work in partnership for quality.Through quality products, AT & T improved on the revenue (Denison, 1990). Reference Burke, W. W. & Litwin, G. H. (1992), A causal model of organizational performance and change. Journal of Management, 18 (3), pp. 523-545. Denison, D. R. (1990), Corporate culture and organizational effectiveness. bare-assed York, NY John Wiley & Sons. Horton, W. T. and Dorman, D. W. (2005), AT & T Corporation. Securities and metamorphose Commission Washington, DC 20549. From 10-K /A. Howard, A. (Ed. ) (1994), Diagnosis for organizational change Methods and models. New York, NY The Guilford Press.