The Competing Value Framework - Essay Example

Competing Values Framework Introduction The Competing Value Framework (CVF) is one of the most widely used and important models in the areas of organizational culture. The model is prepared after testing and matching the compatibility of the framework with that of the marketing activities and is convenient for practical uses. It is important in determining the effectiveness of the organization and also is regarded as one of the important subjects in the organizational development which helps in improving the environment of the organization. It is regarded important for increasing the performance of the employees of the organization. The feasibility of the framework has been tested by various leading organizations and also by various business schools. It has served useful in understanding the marketing activities and also helps in successful integration of the marketing activities. The CVF framework helps in serving as a purposeful guide for the organizational mechanism and also regarded as a sense making device for the generation of new ideas, learning system etc. The study will give an insight into the CVF framework and its related activities, benefits, disadvantages. Finally, the study will conclude with recommendations which can improve the existing organizational system through the CVF framework. Background of Competing Value Framework The CVF framework evolved 25 years ago during the research and development on organizational effectiveness and culture (Walsh, 2002). The concept of organizational effectiveness is difficult and does not help in determining the different aspects of the organizational culture. Varied managerial issues like innovative development, improvement of organizational culture, utilization of resources requires guidance from the managers with the help of several models like the CVF framework etc (Hooijberg, 2001). The CVF framework acts like intervention process, measurement devices and helps in improving the organizational culture. The CVF framework was evolved with the objective of testing the organizational importance and its outcome are reflected in the organizational output (Tubbs & Dahl, 2002). The various aspects of CVF framework gives an insight into the way effective organizational focus can improve the structure of the organization. The first aspect relates to focus of the employees in attainment of organizational objectives which lays emphasis on the welfare of the employees of the organization. The second aspect relates to the design of a strong organizational structure which lays emphasis on flexibility and stability. Both these dimensions relates to effectiveness criteria and authors Quinn and Rohrbaugh (cited in Cameron & Quinn, 2006) had named the four models as human relational, internal process, open system and rational goal model (Reed & Gordon, 2000). It was observed by this author that the CVF framework helps in resolving the organizational conflicts and then resume on the configuration of the coalition structure and also the dominant perception of success. The effectiveness of criteria of these varied dimensional models is based on the fact to improve the organizational structure (Ofori & Ranasinghe, 2000). The framework basically lays emphasis on the fact that whether they can deal with the problems and also evaluate the effectiveness in solving the problems. There is a close relationship between the organizational development and the four stages of organizational life cycle. The four stages include the entrepreneurial, collectivity, formalization and control stage and also the elaboration of the structure stage. As per author’s observation the different stages of organizational life cycle helps in facilitating the process of informal communication smoothly, development of a strong organizational structure and also promoting sense of cooperativeness among the organizational members (Rokeach, 2000). As per the observation of the authors the CVF framework helps in bringing stability in the organization, innovation and creativity among the organizational members and also leads to efficiency of production, development of rules, procedures, conservative trend in the organization (Ngowi, 2002). To test the feasibility and application of the CVF framework the author prepared a matched scale which was known as Organizational Culture Assessment Instrumental (OCAI). The CVF framework helps in describing the organizational structure and the elements of the framework helps in determining whether they are mutually exclusive or not. The crux of the framework helps in improving the organizational climate to increase the organizational commitment among the employees (Ofori & Ranasinghe, 2000). The CVF framework helps in resolving the organizational conflicts and also analyzes the development of a constructive environment (Liu & Walker, 2000). The major elements of framework are economic, environmental and socio environmental and the legal systems which represent the different competing values of the organization. This framework includes elements like legislation development and other governmental policies towards the sustainability of the environment (Hart & Quinn, 2001). The framework consists of X axis and Y axis which consists of four quadrants; socio economic, economic, legal and socio environmental systems (Ngowi, 2002). Economic helps in attaining the short term opportunistic goals through the optimum utilization and exploitation of resources. The social and socio environmental aspect helps in maintenance of the sustainable resources by promotion of legislative policies and social conscience. The legal aspect enhances the competing values of the organization. Advantages of Competing Value Framework One of the major advantages of CVF framework would be to align the four quadrants of the framework and then develop strategies for the development of a harmonic and dynamic equilibrium that pursuits long term goals (Denison, Hooijberg & Quinn, 2000).There are usually three major aspects of the framework which can contribute effectively to the success of the organization which are as follows: The influence of the intentions of the social actors to regulate the interaction between the employees and the management that is instrumental in developing harmony at an individual and group level. The cultural values and norms that concern the impact of the social regulation that impacts the harmony at an individual and group level. The institutional practices and the construction of a positive organizational structure influence the harmony. It brings about a stability in the organization with the help of a dynamic framework that helps in reduction and removal of the errors in the systems Construction of a positive organizational structure in turn helps in facilitating the interaction level For example Toyota has been able to showcase the effectiveness of the CVF framework which has enabled the company to demonstrate an ability to pursue several directions at the same time. Initially the company believed in deriving the internal organizational focus which helped the company in lean and just in time production in its manufacturing techniques. CVF framework helps in control, diagnosis, implementation of a high quality process that allows a positive cultural change within the organization. These high quality processes are implemented after taking guidance from the management for improvement of performance of employees and value creation of the organization. Different quadrant of the CVF framework signify how different abilities of the managers like innovativeness, creativity, independent thinking, uniqueness helps in utilizing the assets of the organization effectively. It helps in adaptation and facilitating change in an organization. Conclusion Thus, it is observed that the development of harmonious strategies permits the smooth flow of intercultural communication among the various departments of the organization. Smooth facilitation of communication leads to proper dissemination of information and also the development of social relations. CVF framework leads to self monitoring, enhancement of performance of employees and also leads to the creation of a positive image of the organization. However, understanding of the four basic elements of the quadrants is essential for the creation of a positive image of the company. Strategic management and CVF framework help in designing of feasible organizational goals and also acts like a guide to employees for achieving them. Since, various strategic and marketing initiatives failed due to lack of implementation and inadequate consideration, the CVF framework can help in development of the cultural elements involved in the strategic planning process. Through very well and clearly defined procedure the CVF framework can help in realignment of the organizational culture to match the new strategic focus and planning of the organization. References Cameron, K. & R. E. Quinn. (2006). Diagnosing and changing organizational culture: Based on the competing values framework. Beijing: China Renmin University Press. Denison, D.R., Hooijberg, R., & Quinn, R.E. (2000). 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