Quinn and Cameron: Competing Values Model of Organizational Culture

[@ManagementCourses]

The Quinn & Cameron model starts from two pairs of competing values: Stability vs flexibility and inwards vs outwards looking. This gives four organizational cultures. Which one best fits your own organization? Thank you for watching - please do like, subscribe, and hit the notification bell.

[@ManagementCourses]

⊞

[@LD-wf2yt]

Competing Values Framework should be combined with Erica Ariel Fox’s book “Winning From Within”. Erica claims that to run a successful business there are The Big Four roles (CEO, CFO, HR and COO) plus the three Transformers (Lookout, Captain, Voyager). The problem in smaller companies is that the person in charge “favours” only 1-2 out of 4 big roles. If we would combine the two books, we could see: Adhocracy = CEO, Market = CFO, Clan = HR, Hierarchy = COO. IOW, we could enrich our understanding of the Big Four Roles by attaching the idea of Cultures to each of those roles and/or the understanding of Cultures through the importance of each of the roles. However, in order to be successful we need a system that engages and energizes them all and much more: cultures, roles and transformers.

[@ManagementCourses]

This sounds very interesting, thank you. I am not familiar with Winning from Within, so cannot comment on your assessment. However, I am very much in favor of taking two strong models that address overlapping areas, and figuring out how they might combine. So, I like this a lot.

[@mayeeshamusarrat6215]

Your presentation of the topic was extremely captivating and precise. Loved it! Thank you so much for the content!!

[@ManagementCourses]

You're very welcome - thank you for saying so!

[@Lukas.Ludwig]

Mein Professor hasst diesen Trick; danke für die 'leichtere' Erklärung des Modells!

[@ManagementCourses]

You're welcome.

[@ttomion1]

Mark and Team... this is a great video! You just became my celebrity leadership crush!

[@ManagementCourses]

Thank you... Mike & no team - just me.

[@naufaldzikrayafi]

Great. Thank you sir.

[@ManagementCourses]

You're very welcome.

[@RS-gq5ws]

easy to understand.. thank you

[@ManagementCourses]

You are welcome!

[@jumanaf8424]

Very nice and easy to follow

[@ManagementCourses]

Thank you, Juman.

[@jumanaf8424]

@@ManagementCourses I have a question if I may, how can we apply this theory on personal life change? For example if am planning to change a career or shift to a different major.. what part of Quinn’s thoery applies here?

[@ManagementCourses]

@@jumanaf8424 The first thing to say is that Quin & Cameron created a model for organizational cultures - not for individual values. However, we could try to apply it and see what insights it offers. We all do have the competing pulls of looking inwards, inside ourselves, and outwards to our community and society. And we can choose to respect our instincts on this, or challenge ourselves to go against them and therefore grow. Likewise, we crave both stability and change. Each of us is comfortable at a different point on the spectrum, but we all have a level of change that pushes us into a scary unknown. Again, this is where we grow. So, I guess (and this is my interpretation), you can settle into the life you feel comfortable in, or make a move to one that tests your mettle and allows you to grow.

[@jumanaf8424]

@@ManagementCourses I appreciate your reply.. Thank you

[@alokapieris190]

Thank you so much

[@ManagementCourses]

You're most welcome

[@dhruvpurkayastha5914]

Thank you Bhai, may God bless you 👍🏻👍🏻

[@ManagementCourses]

You're welcome.

[@manankathuria9179]

your voice is very pleasing and satisfying

[@ManagementCourses]

Thank you

[@manankathuria9179]

love you

[@ManagementCourses]

Tx

[@satishg7098]

NYC videooo

[@ManagementCourses]

Thank you

[@manankathuria9179]

love you

[@ManagementCourses]

TY