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What is the Competing Values Framework? ExplanationThe 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 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.
Competing Values in Leadership RolesAnother 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.
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 |
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