Competing Values

Framework

Ed Green
Penn State University
All Rights Reserved

Topics
Value of Frameworks
Overview the Competing Values
Framework
Cultures (revisited)
Applicability

Organizational Leadership
Organizational Effectiveness
Total Quality Management
Human Resource Management
Corporate Missions and Visions

Culture change over time

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Competing Values Framework

Value of Frameworks
Identify cultural dimensions

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Strength
Congruence
Speed of feedback
Degree of risk
People orientation

Competing Values Framework

From the key researchers

Hofstede (1980)

Gordon (1985)
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.

1.

Clarity & direction

Organizational reach
Integration
Top management contact
Encouragement of
individual initiative
Conflict resolution
Performance clarity
Performance emphasis
Action orientation
Compensation
Human resource
development

2.
3.
4.
5.

Kets de Vries & Miller (1986)

Dysfunctional dimensions
1.
2.
3.
4.
5.

Paranoia
Avoidance
Charisma
Bureaucracy
Political

Martin (1992)
1.
2.
3.

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Power distance
Uncertainty
Avoidance
Individualism
Masculinity

Competing Values Framework

Cultural integration &

consensus
Differentiation & conflict
Fragmentation & ambiguity

Competing Values
Framework

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Internal Focus & Integration

Flexibility & Discretion

Stability & Control

Cameron & Quinn, Figure 3.1, page 39
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Competing Values Framework

Organizational Cultures

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Hierarchy
Market
Clan
Adhocracy

Internal Focus & Integration

Flexibility & Discretion

Stability & Control

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Competing Values Framework

Organizational Leadership

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Internal Focus & Integration

Flexibility & Discretion

Clan

Leader facilitator,

mentor, team builder

Values commitment,
communication,
development
Effectiveness human
development and
participation

Adhocracy

Leader innovator,
entrepreneur,
visionary

Values innovation,
transformation, agility

Effectiveness
innovativeness, vision,
new resources

Stability & Control

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Competing Values Framework

Organizational Leadership

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Internal Focus & Integration

Flexibility & Discretion

Hierarchy

Leader coordinator,
monitor, organizer
Values efficiency,
timeliness,
consistency,
uniformity
Effectiveness
capable processes

Market

Leader hard driver,

competitor, producer
Values market share,
goal achievement,
profitability
Effectiveness
competition and
customer focus

Stability & Control

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Competing Values Framework

Total Quality Management

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Internal Focus & Integration

Flexibility & Discretion

Clan empowerment,
team building,
involvement, people
development, free & open
communications
Adhocracy creativity,
continuous improvement,
new knowledge
Hierarchy error
detection, measurement
process control, systemic
problem solving, quality
tools
Market customer
preferences, improved
productivity, external
partnerships, enhanced
competitiveness, involved
customers & suppliers

Stability & Control

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Competing Values Framework

Human Resources Management

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Internal Focus & Integration

Flexibility & Discretion

Clan

Role employee champion

Means respond to
employee needs
Ends cohesion,
commitment, capability
Competencies morale
assessment, management
development, systems
improvement

Adhocracy

Role change agent

Means facilitate
transformation
Ends organizational
renewal
Competencies systems
analysis, organizational
change. Consultation,
facilitation

Stability & Control

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Competing Values Framework

10

Human Resources Management

Clan
(Collaborative)

Hierarchy
(Control)

Adhocracy
(Create)

Market
(Compete)

External Focus & Differentiation

Internal Focus & Integration

Flexibility & Discretion

Hierarchy

Role administrative
specialist
Means reengineering
process
Ends efficient infrastructure
Competencies process
improvement, customer
relations, service needs
assessment

Market

Role strategic business

partner
Means alignment with
business strategy
Ends bottom-line impacts
Competencies general
business skills, strategic
analysis, strategic leadership

Stability & Control

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Competing Values Framework

11

Changing Values Over Time

Essential Structure Tool
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Competing Values Framework

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Changing Values Over Time

Plot the as is
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Competing Values Framework

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Changing Values Over Time

Plot the to be
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Competing Values Framework

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Changing Values Over Time

Analyze the results
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Competing Values Framework

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