Weisbords Six-Box Model: A framework developed by Marvin Weisbord, this model is one that can help you to accurately assess the functioning of your organization. One of the advantages of using this specific model is its ability to adapt to just about any business that you happen to be in.

The model is meant for use across the board, so you should find it helpful regardless of your field. The six boxes that are alluded to in the title refer to the following :1-Purposes 2-Structure 3-Relationships

4-Rewards 5-Leadership 6-Helpful Mechanisms.

To allow you to gain a better understanding of this six-box model and how it can help you understand your organization, we have highlighted each of the six points below.

Purpose: This is a very general piece of the puzzle to get started, but it is an important one nonetheless. You need to understand very specifically what businesses you are in, and what businesses you want to be in moving forward.

Structure: The structure of an organisation is the bigger picture of power relationships and formal relationships between functional groups in an organisation. Structure should give a clear idea of the legal power, and it should also provide an accurate and fitting overview of how the goals of the organisation need to be achieved and who is responsible.

The NadlerTushman Congruence Model: The Nadler-Tushman Congruence Model is a diagnostic tool for organisations that evaluates how well the various elements within these organisations work together. The result is the identification of performance gaps. These gaps have to be closed in order to improve the organisations productivity and profitability. The gaps are identified because the Nadler-Tushman congruence model looks at the way the company processes information and input from both internal and external sources. Furthermore, it analyses communication structures to make them process the information as effectively as possible. The Nadler-Tushman Congruence Model is based on four elements. These elements are work, people, structure, and culture. According to this model, then, an organisations performance is the result of the way these elements work together. The model provides a step-by-step plan with six steps. This step-by-step plan, further explained in this article, can be used to identify a performance gap. This allows you to compare the current situation with the desired situation and forms an important first step in developing a concrete strategy in order to close the performance gap. The goal and result of this model is to realign company activities so that everyone strives for the same goal.

Structure:Although aligning the work from the first of the four elements is important, aligning the organisational structure is even more important. Structure is the third component of the Nadler-Tushman Congruence Model. It creates consistency between what an organisation wants and what it does. A company that responds to new market developments needs a flexible corporate structure that is able to quickly adjust to the changing market. A company chain with outlets in various regions would benefit more from a hierarchical structure with regional managers.

Tichys TPC (Technical, Political, Cultural) Framework model: includes input, output which is consistent with the open systems perceptive. Tichy identify key variables in the model which are important to the change management. The environment and history are two major categories of input to the organization whereas resources are a third category of input.Thoughput variables, or change levers identified in the model include mission/strategy, task, prescribed networks, people, organizational processes and emergent networks.

Question: Choose either Weisbord, Nadler-Tushman or Tichys TPC model and explain what role might emotional intelligence play in it. Also, please share a link you used in researching emotional intelligence?