Which model identifies the difference between organizational climate and organizational culture?

The W. Warner Burke-George H. Litwin Model is well-known for delineating the distinction between organizational climate and organizational culture. This model highlights that organizational culture encompasses the underlying beliefs, values, and assumptions that shape how individuals within an organization behave and interact. In contrast, organizational climate refers to the shared perceptions of employees regarding their environment, primarily focused on observable aspects such as policies, practices, and the atmosphere within the organization.

By using this model, practitioners can assess how the prevailing culture affects the climate and ultimately influences organizational effectiveness. Understanding this differentiation helps talent development professionals create targeted interventions that can lead to improved organizational performance and employee engagement.

Other models mentioned do not specifically focus on the contrast between climate and culture. For example, William Bridges's Transition Model revolves around managing change and the emotional transitions people experience during such processes. Peter Senge's Learning Organization Model emphasizes systemic thinking and the cultivation of a learning culture. The Prosci ADKAR Model is structured around change management processes rather than the nuanced relationship between climate and culture. Thus, the Burke-Litwin Model stands out as the most appropriate reference for understanding these concepts.