Six Box Organizational Model

The six-box model was developed by an American analyst Marvin
Weisbord in 1976 to evaluate the functioning of organization. It is a
framework that represents the concerns to be addressed by organizations while
designing their structures.

Weisbord gave six broad categories of organizational
life.

1.   Purposes: Organization’s
mission and goals.

2.   Structures:
The way of organizing the organization.

3.   Relationships:
People and units interact with each other.

4.   Leadership:
Helps in creating balance among different categories of organizational life.

5.   Rewards: It
could be on the form of intrinsic and extrinsic rewards.

6.   Helpful mechanisms: Planning, controlling, budgeting and information systems help in
meeting organizational goals.

The two premises which are important to understand in
Weisbord’s model

1.   Formal versus informal systems: Formal systems involve policies and procedures that
the organizational claims to do. Informal systems are the behavior that occurs
within the system.

2.   Fit between the organization and the environment: It focuses on the difference between the current
performance of an organization and the way the organization should perform to
meet external demands.

Some limitations are
Oversimplification, insufficiency and inadequacy.