If e-Learning is to become an accepted part of learning provision, all aspects of the organisation must demonstrate that they value it. This may include managers modelling their own use of learning technology and learning champions acknowledged as people who add value to the organisation. During appraisal or staff reviews, e-Learning should be treated as one of many learning tools. Managers, Human Resource staff and anyone who carries out appraisals should feel comfortable with e-Learning and be aware of the range and scope available to colleagues.

Those responsible for delivering change initiatives must understand the way that the values and beliefs of organisations are embedded in its structures and behaviours. The Burke Litwin model offers a comprehensive way of looking at the interdependent aspects of organisations. E-Learning should not be viewed as the province of specialists, but a valuable learning tool.

You can read more about this in the Causal Model of Organisational Performance and Change.

Look at the section in the Toolkit on Managing Change.

Related Resources

•  
  Burke Litwin model
  

  Transformational Change and Transactional Change. Explanation of the Causal Model of Organizational Performance and Change of W. Warner Burke and George H. Litwin. (1992)

  http://www.12manage.com/methods_burke_litwin_model.html