Individual Report: Leadership and Competing Values Framework

This report provides an in-depth analysis of the Competing Values Framework (CVF), a model used to assess organizational effectiveness. It begins with an introduction to the framework, which includes the Rational-goal, Human-Relations, Internal-relations, and Open-systems models. The report details key lessons learned from each model, emphasizing the importance of organizational focus, control, flexibility, and employee satisfaction. It then explores the practical applications of the CVF, citing examples from organizations like Tesco, Hilton, and Apple. The report also addresses relevant ethical issues that arise when implementing the CVF, such as salary discrepancies, employee incentives, and biases in hiring and promotion. Finally, it discusses the benefits and challenges associated with teamwork within the framework, highlighting the enhancement of creativity and knowledge sharing versus potential conflicts in opinions and strategies. The report concludes by summarizing the CVF's effectiveness in creating flexible and stable organizations and the importance of addressing employee needs and ethical considerations.

Individual Report
(Competing Values
Framework)

Table of Contents
INTRODUCTION...........................................................................................................................1
a. Key lessons learned from the different models of Competing Values Framework.....................1
b. Application of different models of Competing Values Framework............................................1
c. Relevant ethical issues.................................................................................................................2
d. Benefits and challenges of working as a team.............................................................................3
Conclusion.......................................................................................................................................3
REFERENCES................................................................................................................................5

INTRODUCTION
The Competing Values Framework defines a theory whose basis is upon the research
conducted over majority indicators about effective-organizations. Under this framework 4
different models come which are Rational-goal, Human-Relations, Internal-relations and Open-
systems models. This will be covering the various lessons regarding all of these models.
Furthermore, different examples regarding the model's applications will be discussed. In
addition, the various types of involved ethical-issues that are relevant enough will be
emphasised. In the end, benefits involved along with the associated challenges regarding team
work will be thrown light upon.
a. Key lessons learned from Competing Values Framework
The Competing Values Framework :-
The idea about Competing Values Framework (CVF) emerged from the empirical study
carried upon effectiveness of the organisation. The key lessons learnt from this framework
created by Rohrbaugh & Quinn have been formulated as two main concepts. Referring to the
first dimension, organizational-focus is lid emphasis upon. This is usually occurring from
internally emphasising upon internal individuals of an organisation towards emphasizing upon
the organization itself externally. Moving on towards the second dimension, certain level of
contrast exists in between control & stability and change & flexibility.
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Illustration 1: Competing Values Framework
(Source : Management Models, 2012)
It is categorised into 4 different quadrants each one depicting a particular model as
described below :
→ Human-Relations Model : From the model, the lesson learnt was about the necessity
of satisfying the employees in order for enhancement of quality & productivity as well (McQuail
and Windahl, 2015). An employee is an effective contributor towards enhancement of
organizations. Also, the managers of organizations should maintain a good relationship with their
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employees so that they are able to effectively understand the needs of employees (Herrera-
Viedma and et.al., 2014).
→Rational-Goal Model : The major lesson learnt from the model of Rational-goal is that
for overall organizational success, vision, plan and goal-setting has to be done. Every activity
needs to be properly organised & designed in order for fostering a very productive-environment.
→ Internal-Relations Model : This model leads towards monitoring the personal-
performances of all associated members in an organization (Read, 2014). This model teaches the
ways of managing collective as well as organizational performances.
→ Open-systems Model : This model gives the lesson of adapting the changes occurring
by thinking in creative manner. This aids in developing and maintaining power-base by
generation of new & innovative ideas.
b. Application of Competing Values Framework
On coming towards application of CVF, it acts as a strategic tool for identifying &
accordingly solving the innovation-based challenges in particular. It has been chosen by majority
of organisations as a game changer. It assists the organisations to cause development,
implementation and sustaining the challenge of changes and innovation. For example many
organisations such as Tesco, Hilton, apple and many more have been utilising this articular
framework in doing strategic-planning, launch of innovative-initiative, development of high-
performance teams, creating a mind set of shared-vision & values, etc.
→ Human-Relations Model : The most common application of Human-Relation Model
lies within the educational institutions. Under this the duties of co-workers are defined in clear
way. Also, for taking effective actions necessary authorities are assigned the responsibilities. On
coming towards the judgement habits in educational institutions, this model assists in deciding
the cases promptly. Furthermore, for betterment of students decisions undertaken are free of
prejudices & bias. This also aids in employing experienced teachers for effectively educating the
employees (Armstrong and Taylor, 2014). Encouragement is offered via scholarships.
→ Rational-Goal Model : The organizations who are new in the market often have to
plan their vision, mission and also set the goals accordingly. In order to achieve this, many such
small and medium scale business effectively take in consideration the rational-goal model.
→ Internal-relations Model : All types of organization whether business, government or
educational take this model in application. It assists these organizations to strategically establish
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a control upon the current procedures being carried out to achieve stability in the business-
practices.
→ Open-systems Model : The Small and medium organizations whose main motto is
expansion of their business so they often take in consideration open systems model. With
implementation of this model in practice, they could always be ready and made adaptable
towards the upcoming challenges that might come in way.
c. Relevant ethical issues
Ethical issues involved in the practice of implementing the Competing Values
Framework within organizations are the most complex ones to be dealt with. The most
significant issue is regarding the salaries & executive-perquisites along with more-incentives to
employees. In order for effective maintenance of relations with the employees managers are
often under pressure to make any sort of enhancement in the base-band of salaries.
Furthermore, problems are faced at the time of deciding that whether the top-
management's or employee interests need to be given preferences. Also, at the time of hiring
employees dilemmas are often faced by the managers to hire someone that has been
recommended by either a friend or family-member (Arends, 2014). Also, in case manager hires
someone and later it is found that documents which were presented are fake. This imposes a
huge dilemma upon the managers.
Also, they have to take care that interests of all employees have been equally taken care
of. But often biasness is involved although it may be possible that it may not be intentional. Also,
the employee seeks out that the organization make some necessary efforts for the protection of
their family along with inclusion of personal-life as well. These personal-beliefs also have an
inclusion of political, social, religious, etc., beliefs regarding which the managers often face
issues to handle. Furthermore, ethical issues are also faced at time of pertaining health-&-safety,
lay-off & restructuring regarding the employees. Also, this has an inclusion of issues arising in
managing the responsibilities of employees.
d. Benefits and challenges of working as a team
→ Benefits:-
 When employees tend to work as a team then, the skill of creativity is thrived. The ideas
are developed in a brainstorming-manner while working in teams which often dominate
the emerging viewpoints arisen on solo-basis.
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 Also, increase in ample of ideas enables enhancement of shared knowledge at
workplaces. This assists the employees to gain knowledge about new and innovative
skills which could be a help for their entire-career.
 Furthermore, employees are assisted in building the talents of their co-members in team.
The task given is effectively accomplished since the team-members work together with
trust efficiently in bringing out their abilities(Hostinar, Sullivan and Gunnar, 2014).
→ Challenges:-
 While working as teams, challenges are often faced regarding the positions, opinion as
well as strategies.
 The individuals involved in team possess diversified personalities which often seem to
clash with other regarding particular opinion or task.
 The leader of team often has to face challenge when removing of non-deserving people
has to be done (McQuail and Windahl, 2015). Besides removing them, assigning them
new positions is also a challenging task.
Conclusion
From the report it can be concluded that Competing Values Framework effectively assists
in formulating four diversified approaches of human-relations, internal-process, open-systems
and rational-goal that are evident within a community. These approaches have effectively
assisted in making the all types of organizations flexible towards the coming challenges and also
assists them in being stable at same time. Furthermore, for betterment of every organization,
employee is key factor so accordingly their needs have to be taken care of. Also, managers are
often found to deal with ethical issues, so their have been a huge responsibility of handling
employees. Adding more, working as team allows the completion of tasks in quick manner and
also with enhanced efficiency.
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REFERENCES
BOOKS AND JOURNALS
Arends, R., 2014. Learning to teach. McGraw-Hill Higher Education.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Herrera-Viedma, E. and et.al., 2014. A review of soft consensus models in a fuzzy environment.
Information Fusion. 17. pp.4-13.
Hostinar, C. E., Sullivan, R. M. and Gunnar, M. R., 2014. Psychobiological mechanisms
underlying the social buffering of the hypothalamic–pituitary–adrenocortical axis: A
review of animal models and human studies across development. Psychological bulletin.
140(1). p.256.
McQuail, D. and Windahl, S., 2015. Communication models for the study of mass
communications. Routledge.
Read, S. J., 2014. Connectionist models of social reasoning and social behavior. Psychology
Press.
Online
Management Models, 2012. [Online]. Available through :
<https://blog.soton.ac.uk/comp6044/2012/11/26/management-models/>. [Accessed On : 6th
July 2017].
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