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The Competing Values Model

The document discusses the Competing Values Model, which provides a framework for understanding organizational effectiveness and change. The model was developed through studies that identified four general perspectives on what makes organizations effective and the roles of managers. These perspectives were found to be contradictory at times. The framework can be used as a diagnostic tool to assess an organization's orientation and identify potential steps for facilitating change. It allows analyzing underlying assumptions about what makes an organization effective.

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abhishek ibsar
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722 views

The Competing Values Model

The document discusses the Competing Values Model, which provides a framework for understanding organizational effectiveness and change. The model was developed through studies that identified four general perspectives on what makes organizations effective and the roles of managers. These perspectives were found to be contradictory at times. The framework can be used as a diagnostic tool to assess an organization's orientation and identify potential steps for facilitating change. It allows analyzing underlying assumptions about what makes an organization effective.

Uploaded by

abhishek ibsar
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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The Competing Values Model:

Redefining Organizational
Effectiveness and Change

Shahla Borjalilou
Sharif University of Technology
School of Management
How to Organize?
• In the abstract , the question seems very straightforward.
In reality ,it is often the difficult one to answer or even to
discuss.

• Each of us tends to have unconscious values,that tell us


the “right” way to organize and manage.these values can
lead to much confusion.

• In every organization there are at least four general


perspectives on what “good” organizations are and what
“good” managers do. At the perceptual level these
perspectives are contradictory.
Reframing the question
• The old question : what are the characteristics of effective
organization?
• many studies produced lists of variables that characterized
effective organizations . The problem was that these variables
differed from one study to another.

• The new question : how experts think about effective


organizations ?
• This would allow us to get to the assumptions behind the
studies and perhaps make sense of what was causing the
confusion.
Competing Values Framework
• In a series of studies ( quinn and Rohrbaugh,1983) ,we
had organizational theorists and researchers make
judgments regarding the similarity or dissimilarity
between pairs of effectiveness criteria.

• The data were analyzed using the technique called


multidimensional scaling.

• Results of the analyses suggested that organizational


theorists and researchers share on implicit theoretical
framework or cognitive map.
The framework as the diagnostic tool

• The first task in this diagnosis was administration


of a questionnaire measuring the concepts in the
competing values framework. Scores from the
management team were averaged to create the
group profile of the organization’s orientation.

• The second task in the analysis involved using


this organizational profile to generate a list of
possible steps for future action.

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