Which model includes a "Seven S" framework for organizational diagnostics?

The correct answer focuses on the "Seven S" framework developed by David A. Nadler and Michael L. Tushman, which is part of their Congruence Model. This framework emphasizes that an organization consists of seven interdependent elements that must align for effective performance. These elements are strategy, structure, systems, shared values, skills, style, and staff. The idea is that any change in one of these elements affects the others; therefore, understanding the relationships among them is crucial for organizational diagnostics and effectiveness.

This model is widely used for assessing organizational performance and identifying areas that may need intervention to enhance overall effectiveness. By analyzing how these seven elements interact, leaders can diagnose issues, plan changes, and improve organizational alignment.

In contrast, the other listed options are based on different concepts. The Prosci ADKAR Model focuses on the stages of individual change rather than a holistic organizational framework. Peter Senge's Learning Organization Model revolves around systems thinking and continuous learning, emphasizing collective learning and adaptation. William Bridges's Transition Model emphasizes the psychological transition individuals undergo during change instead of a broader organizational diagnostic framework. Thus, the focus on the "Seven S" framework in the Congruence Model distinguishes option B as the correct answer.