The document describes Leavitt's Diamond Model of organizational change from the 1960s. The model outlines four core components of organizational change - structure, tasks, technology, and people. These four components are interrelated and interdependent. When one component changes, it causes changes in the other components in what Leavitt depicted as a diamond shape. The model provides an initial framework for understanding change in an organization.

1. Team 5
Anuja Narwal
Akanksha
Simran Sharma
Harpreet Singh
Parampreet Kaur

2.  Type of organizational change model comprising of four
components:
STRUCTURE
 Foundation of an organization. It covers many things including staff,
layers of hierarchies, departments and how these all interact with
each other.
 Basically communication style/ relationship among different layers of
hierarchies and department.
Task:
 Refer to activities being performed by employees.
 Includes: organizational goals and purpose as well.
People:
 All about employees of the org since they are backbone.
 Org goals/functions depends on employees and their
expertise/knowledge/skills.
Technology:
 Helps employees to better perform tasks.
 Ranges from phones to software's for quick and fast services. Need
to upgrade or replace it.

4.  In early 1960s an American Professor Harlod J. Leavitt
presented a model which explains organizational change.
 Revolves around four components of organizational change
and these elements are: structure, task, technology and
people.
 These four elements are interconnected and interdependent.
 Professor placed these elements in a square shape to reflect
the mutual connection among all of these.
 This square shape looks like a diamond and that is why it is
widely known as Leavitt’s Diamond Model.

5.  For doing early analysis of change in an
organization- to provide initial path to have a
better understanding.
 Easy to use and accessible by everyone.
 Very popular with IT based tech companies/
industry.

6.  Since it doesn't take into account external
environment/factors of organization.
 Scope limited to tech based companies and
doesn't address issue of org change for all
the companies.
 Only provides analysis and doesn't show
pathway of change.

7.  Step 1: Laying off an employee.. (people)
 Step 2: Change in structure with one less person
on the team (structure)
 Step 3: Work load increased with additional task
of the laid off person (task)
 Step 4: Work needs to be done in scheduled time,
need to make adjustments as remaining
employees need to work harder and external help
of system / technology (Technology)