Competing Values Framework and Organizational Culture

Competing Values Framework And Organizational Culture
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Competing Values Framework And Organizational Culture
Competing Values Framework as proposed by Quinn has two dimensions underlying conceptions of effectiveness. First dimension is related to its organizational focus and the second dimension related to differentiates the organizational preference for organizational structure which represents the contrast between flexibility and change and stability and control (Yu & Nengquan, 2009). Ideally, the usefulness of Competing Values Framework in cultures other than the United States include its use as a strategic tool to create appropriate management and supervision programs. Secondly, it plays a key role in helping organizations diagnose existing and desirable cultures. More so, it serves as a tool of examining organizational gaps, as well as helping employees understand the existing differences and similarities of managerial leadership roles.
Schein (2011) believes that organizational culture is becoming hard to change because an organizational culture comprises an interlocking set of roles, goals, values, processes, assumptions, and attitudes. Accordingly, culture de...