PERBANDINGAN WEISBORD’S SIX-BOX MODEL DAN MCKINSEY 7S FRAMEWORK DALAM MENDUKUNG PERUBAHAN ORGANISASI: A SYSTEMATIC REVIEW
DOI:
https://doi.org/10.5281/zenodo.23905162Keywords:
Organizational Diagnosis, Organizational Change, Weisbord's Six-Box Model, McKinsey 7S FrameworkAbstract
Organizational change requires a systematic understanding of internal conditions so that organizations can determine appropriate improvements. Weisbord's Six-Box Model and the McKinsey 7S Framework are two diagnostic models used to understand these conditions, yet both have different focuses. This study aims to analyze and compare the characteristics, diagnostic focus, implementation context, and the advantages and limitations of both models in supporting organizational change. This study employs the Systematic Literature Review (SLR) method following PRISMA 2020 guidelines. The search was conducted across five databases, namely Scopus, ScienceDirect, PubMed, SageJournals, and Taylor & Francis. A total of 16 empirical research articles meeting the inclusion criteria were analyzed through descriptive and analytical-thematic synthesis. The results show that both models have a similar function in identifying internal problems and determining aspects requiring improvement. However, Weisbord's Six-Box Model is more widely used to diagnose internal problems, whereas the McKinsey 7S Framework is more frequently used to analyze the alignment of organizational elements in change and transformation processes. Although the McKinsey 7S Framework dominates the reviewed studies, the available evidence is insufficient to conclude that it is more effective. Therefore, model selection should be adjusted to the diagnostic objectives and organizational needs.
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