Six Box Model

Bagus Riyono

WEISBORDS SIX-BOX MODEL

Focus of Diagnosis: How Big A Gap Is There Between Formal Organization and Informal Systems?
How Much Discrepancy Is There Between What Is (The Current Organization Function) and What Ought To Be (The Environmental Demands)?

Key Six-Box Diagnosis

PURPOSE What business are we in?

RELATIONSHIP How do we manage conflict among people? With technologies?

LEADERSHIP Does someone keep the boxes in balance?

STRUCTURE How do we divide up the work?

HELPFUL MECHANISM Have we adequate coordinating technologies?

REWARD Do all needed tasks have incentive?

ENVIRONMENT

Purpose

Back

Goal Clarity: The Extent To Which Organization Members Are Clear About The Organizations Mission And Purpose
Goal Agreement: Whether People Support The Organization Purpose

Structure

Back

Is There an Adequate Fit between The Purpose and The Internal Structure That is Supposed To Serve That Purpose?

Relationship
Issues:
Interdependence Quality of Relations Conflict Management

Back

Scope
Between Individuals Between Units or Departments That Perform Different Tasks Between People and Their Jobs

Rewards

Back

Similarities and Differences Between What The Organization Formally Rewards and What The Organization Members Feel

Helpful Mechanism

Back

The process of the organization to maintain its survival mechanism: planning, control, budgeting, and other information systems that help organization members accomplish their jobs and meet organization objectives The cement that binds an organization together to make it more than a collection of individuals with separate needs Focus: determine which aspects of the mechanism help or disrupt individuals to achieve their goals (individual and organization)

Leadership

Back

Analyzing Four Leadership Tasks: - Defining Purpose - Embodying Purposes In Programs - Defending The Organization Integrity - Maintaining Order With Respect To Internal Conflict