Leavitt's Diamond:

When implementing organisational change, it is useful to examine and assess the impact of these changes within the framework of the approach of Harold J. Leavitt.

Leavitt was American psychologist who developed the model and argues that it is rare for any change to occur in isolation. He sees technology, tasks (services/operations), people, and the organizational structure in which they function, as four interdependent variables, visualized as the four points of a diamond:


Change at any one point of the diamond will impact on some, or all, of the others. Thus a changed task will necessarily affect the people involved in it, the structure in which they work, and the technology which they use. Changes to technology, structure and people will have similar knock-on effects.

Leavitt, Harold J., 1965, Applied Organizational Change in Industry. Chicago, Rand McNally
Smith, C., Norton, B. and Ellis, D., 1992, 'Leavitt's Diamond and the Flatter Library', Library Management