Robert Harris Cafe: Change Management using Burke-Litwin Model

This case study examines the application of the Burke-Litwin Change Model at Robert Harris Café, a New Zealand-based licensed cafe facing challenges in attracting younger customers. The study outlines the model's key components, including external environment analysis, mission and strategy review, leadership assessment, organizational culture evaluation, structural considerations, system improvements, management practice adjustments, and work unit climate enhancement. The goal is to implement both small and large-scale changes within the organization to improve customer engagement and achieve desired business outcomes by positively influencing employee behavior and attitudes. The case emphasizes the importance of understanding and addressing various factors to ensure successful organizational change and achieve the cafe's goals.

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Application of change
management model
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Table of Contents
Change management model in Robbert Harris Cafe....................................................................................2
External Environment..................................................................................................................................3
Mission and Strategy...................................................................................................................................3
Leadership...................................................................................................................................................3
Organizational culture.................................................................................................................................3
Structure......................................................................................................................................................3
System.........................................................................................................................................................3
Management practices.................................................................................................................................4
Work Unit climate.......................................................................................................................................4
References...................................................................................................................................................5

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Change management model in Robbert Harris Cafe
The Robbert Harris Café is a licensed cafe that provides its customers with great coffee and food
as well as function and catering services in New Zealand. The problem with Robbert Harris Café
is that the young generations are not interested to come in this café (McAlpine, 2018). This is
due to the problem in the management model, hence to overcome this issue the cafe owner
decided to implement The Burke-Litwin Change Model to bring change in the management.
Here are the steps of the working function of the model:
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Figure: 4-Box Strategic Influencing Model
(Source: Stone, 2015)

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External Environment
The desired key factors which generate impact on the execution of the business process needs to
be identified, and the direct impact of these factors should be conclusively established (Stone,
2015). Hence, the environment needs to be analyzed first to enhance the effectiveness of the
change that is going to be implemented.
Mission and Strategy
The management team along with the managers should examine the mission as well as the vision
of the firm to enhance the overall execution of the concerned business processes. The different
aspects of work and satisfaction related to the employees and customers need to be analyzed
efficiently (McAlpine, 2018).
Leadership
The managers along with the managers of the firm need to take the responsibility and monitor
the execution of the work activities as per the satisfaction level of the organization and customers
so that profitability can be effectively maximized (Rosenbaum, More, & Steane, 2018). It is
significant to acknowledge the problems and provide the description of the intent to overcome
this problem by the leaders.
Organizational culture
The rules and regulations within the organizational culture of the firm need to be followed as it
helps in enhancing the values of the organization and influence the organizational behavior.
Therefore, this will put a calming effect on the people those who believe that everything is
changing and will promote the overall productivity and profitability of the firm (Rosenbaum,
More, & Steane, 2018).
Structure
The structure of the firm should be a function based structure to bring success.
System
The system should include all procedures as well as policies for the enhancement and
development of growth of the organization.

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Management practices
There should be proper monitoring of the entire management activities.
Work Unit climate
The relationships with the employees as well as the customers’ needs to strengthen to increase
the overall productivity of the organization.
This The Burke-Litwin Change Model needs to be utilized by the organization to bring both
smaller and large-scale changes for the number of clients of the organization to deliver
outstanding results. By following the methods, there will be a massive change in the behavior
and attitudes of the people. The Burke-Litwin Change Model possess ultimate commitment as
well as an understanding by evaluating the external environment and other factors to achieve the
desired goals of the organization (Church, & Burke, 2017).

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References
Church, A. H., & Burke, W. W. (2017). Four trends shaping the future of organizations and
organization development. OD Practitioner, 49(3), 14-22.
McAlpine, B. (2018). Getting Buy-in to Change by Robert Harris | Fulcrum Search Science
Inc... [Online] Fulcrumsearchscience.com. Available at:
http://www.fulcrumsearchscience.com/news/getting-buy-in-to-change-by-robert-harris/
[Accessed 13 Oct. 2018].
Rosenbaum, D., More, E., & Steane, P. (2018). Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management, 31(2), 286-303.
Stone, K. B. (2015). Burke-Litwin Organizational Assessment Survey: Reliability and Validity.
Organization Development Journal, 33(2).