I have found the Burke-Litwin model useful as a framework for thinking about organisational change, but there must be some recent critiques of it that would help in adapting it to take account of the latest thinking. The reliance on the concepts of transformational and transactional leadership, and their application to organisational change rather than leader-follower relationships, seems problematic, and ripe to be refreshed. I am keen to know of recent academic literature that would contribute towards this.
The Burke and Litwin model is well known and applied in organizations. If you evaluate, there are other models in the literature for evaluating organizational performance. This Burke-Litwin model does not contain some important dimensions for the organization.
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