从上世纪50年代对组织行为学研究的兴起，西方学者提出了一系列的组织诊断模型，包括：Force Field Analysis (1951)、Leavitt’s Model (1965)、 Likert System Analysis (1967)、 Open Systems Theory (1966)、 Weisbord’s Six-Box Model (1976)、Congruence Model for Organization Analysis (1977)、McKinsey 7S Framework (1981-82)、Tichy’s Technical Political Cultural (TPC) Framework (1983)、 High-Performance Programming (1984)、Diagnosing Individual and Group Behavior (1987)、The Burke-Litwin Model of Organizational Performance & Change。
（一） McKinsey 7S Framework：
顾问公司常用的是McKinsey 7S Framework，从structure, strategy, systems, skills, style, staff, and shared values等七个方面对组织营运进行研究分析，但忽略了对组织外部环境的分析， 因此一般将7S作为内部营运分析的工具。
（二）Burke-Litwin Model of Organizational Performance & Change
目前国外常用的组织诊断中工具Burke-Litwin Model of Organizational Performance & Change，BL模型建立一种组织绩效的因果关系，包括组织变量有12个，在总结以往组织诊断模型的基础上基于OD实证研究建立。
12个组织变量包括：
External Environment
External conditions or situations that influence the performance of the organization, e.g.,
technology, budgets, customer requirements, and economic conditions.
Mission/Strategy
Central purpose of the organization and the approaches it uses to achieve its goals.
Leadership
How executives provide the overall direction to the organization.
Organization Culture
Beliefs, values (as well as overt and covert rules) of the organization that guide organizational
behavior.
Structure
The arrangement of functions and people to organize labor, define authority, and establish
decision making processes.
Management Practices
The day-to-day behavior of managers that is directed at organizing people and resources to
achieve the organization’s goals.
Systems
Standardized policies and processes to facilitate work, e.g., information management, rewards,
planning and budgeting.
Skills/Job Match
Skills and abilities, as well as the required work behaviors to accomplish the work.
Work Unit Climate
Employees’ perceptions of how their local unit is managed and how effectively employees and
colleagues work together.
Individual Needs and Values
Psychological factors that provide desire and worth for individual actions and thoughts.
Motivation
The desire to achieve goals, take action, and persist until satisfaction is attained.
Individual and Organizational Performance
The outcome of work performance, effort, and achievement, e.g., productivity, customer
satisfaction, service quality, and mission goals.
组织变量之间存在因果关系，并且经过国外学者的实证研究得到一定程度的证实，但缺乏跨文化的实证研究资料。运用模型可以深度了解组织绩效影响因素，尤其是对民营企业而言，以便针对性的设计组织改进方案，提高组织的赢利同时改进组织的管理系统。