What is the Competing Values Framework? Explanation
The Competing Values Framework of Robert Quinn and Rohrbaugh is a theory
that was developed initially from research done on the major indicators of
effective organizations. Based on statistical analyses of a comprehensive
list of effectiveness indicators, Quinn and Rohrbaugh (1983) discovered two
major dimensions underlying conceptions of effectiveness.
Competing Values in Organizational Effectiveness
- The first dimension is related to organizational focus,
from an internal emphasis on the well-being and development of people
in the organization towards an external focus on the well-being and
development of the organization itself.
- The second dimension differentiates the organizational preference
for structure and represents the contrast between stability and
control and flexibility and change. Together the two dimensions form
four quadrants.
The Competing Values Framework got its name because the criteria
within the four models at first seem to carry conflicting messages.
Organizations must be adaptable and flexible, but we want them at the
same time to be stable and controlled. A paradox.
Each quadrant of the framework represents one of four major models of
organization and management theory (Quinn 1988):
- Human Relations Model. Places a lot of emphasis on flexibility
and internal focus. It stresses cohesion, morale, and human resources
development as criteria for effectiveness.
- Open Systems Model. Emphasizes flexibility and external
focus, and stresses readiness, growth, resource acquisition and external
support.
- Rational Goal Model. Emphasizes control and an external
focus. It regards planning, goal setting, productivity and efficiency
as being effective.
- Internal Process Model. Emphasizes control and an internal
focus, and stresses the role of information management, communication,
stability and control.
|
 |
Competing Values in Leadership Roles
Another variant of the Competing Values Framework deals
with leadership. Quinn uses his competing values framework of organizational
effectiveness to organize the literature on leadership. Eight categories
of leader behavior, or roles, emerge from his review of the literature.
The figure on the right plots these eight roles onto the same framework
as for the organizational effectiveness.
The resulting model of leadership was derived theoretically
and represents "a hypothetical rather than an empirical statement about
the perceptual understructure of leadership".
Quinn argues that more effective managers have the ability
to play multiple, even competing leadership roles. Managers are expected
to play all of these roles. And they should simultaneously consider
and balance the competing demands that are represented by each set of
expectations.
|
 |
The Competing Values Framework can be used in organizational context. It
can be used as a strategic tool to develop supervision and management programs.
It can also be used to help organizations diagnose their existing and desired
cultures. Furthermore, it can be seen as a tool to examine organizational
gaps. Another function might be to use it as a teaching tool for practicing
managers. Or to help interpret and understand various organizational functions
and processes. Another application is: to help organizational members better
understand the similarities and differences of managerial leadership roles.
|
Special Interest Group
|
Join
|
|
Competing Values Framework Special Interest Group.
Special Interest Group (155 members)
|
|
|
Forum about the Competing Values Framework.
|
|
|
The top-rated topics about the Competing Values Framework. Here you will find the most valuable ideas and practical suggestions.
|
|
|
Advanced insights about the Competing Values Framework. Here you will find professional advices by experts.
|
Key Competencies of Each Leadership Role What Competencies are Typical for a Leadership Type?
Quinn mentions the following key competencies for the leadership roles in the CVF:
- INNOVATOR (...)
|
|
|
Integrated CVF Refining the CVF...
Vilkinas and Cartan (2001) argued there needs to be a 9th (or 5th) factor or role in the CVF. A s (...)
|
|
|
|
Various sources of information regarding the Competing Values Framework. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops.
|
Corporate Culture Organizational Development
What is corporate culture. Changing Corporate Culture. Competing Values Model (...)
|
|
|
How to Become a Master Manager? Introduction to Managing People. Know Thyself
This good introduction presentation is about how to be a Master Manager. By J. S. Osland, D. A. Kolb, I. M. Rubin and M. (...)
|
|
Eight Roles Key Competencies
Presentation on the CVF with nice graphs about the 8 leadership roles from Quinn and their key co (...)
|
|
|
Introduction to Leadership Leadership Training
Presentation about Leadership that explains key characteristics of leaders as seen by several authors. The presentation (...)
|
|
|
Competing Values Diagrams Organizational Development
Download and edit the 12manage PowerPoint model for limited personal, educational and business use.
Republishing in int (...)
|
|
|
|
Automatically jump to further useful sources regarding the Competing Values Framework.
|
|
|
|
|
|
News
|
Videos
|
Presentations
|
Books
|
More
|
|
|
|
Compare with Competing Values Framework:
Leadership Continuum
| EPIC ADVISERS |
Emotional Intelligence
| Framing |
Groupthink |
Path-Goal Theory |
Theory X Theory Y |
Expectancy Theory
| Herzberg Two Factor
Theory |
Leadership Styles |
Results-Based Leadership
| Ashridge Mission
Model | Spiral
Dynamics |
Situational Leadership
| Level 5 Leadership
| Servant-Leadership
Return to Management Hub: Change & Organization | Communication & Skills | Ethics & Responsibility | Human
Resources | Leadership
More Management Methods, Models and Theory
|
|
|
5
2 comments
