Quinn and Cameron: Competing Values Model of Organizational Culture
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- čas přidán 6. 07. 2024
- Robert Quinn and Kim Cameron created a model of four organizational cultures. The Quinn and Cameron model is known as a “competing values framework” because it starts from two pairs of competing values.
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The Nature of Organizations
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This video is part of course module number 6.1.4
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 4: Organizational Culture
Other videos in this section include:
🎬 Introduction to Organizational Culture • Introduction to Organi...
🎬 Cultural Web: Johnson & Scholes on Where Culture Originates • What is the Cultural W...
🎬 Edgar Schein's 3 Levels of Organizational Culture • Edgar Schein's 3 Level...
🎬 National Culture within an Organization: Geert Hofstede's 6 Cultural Dimensions • National Culture withi...
🎬 How we Work: Geert Hofstede's 6 Cross-Organization Cultural Dimensions • How we Work: Geert Hof...
LESSON NOTES
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The Quinn & Cameron model is known as a “competing values framework” because it starts from two pairs of competing values:
1. stability vs flexibility
Controlling vs Agile
2. inwards or outwards looking
Internal concerns vs External matters
The four distinct quadrants or cultural types are:
Clan Culture
Inward-Flexible
Collaborative and nurturing. Members see themselves are part of one big family. Leadership takes a light touch with a lot of coaching and mentoring. The organization is values-driven with strong traditions. The main values center on teamwork, communication, and consensus.
‘Let’s do it together’
Adhocracy Culture
Outward -Flexible
Energetic, creative, and entrepreneurial. Employees feel able to take risks, and leaders are seen as innovators or entrepreneurs. The organization encourages experimentation, with an emphasis on individual ingenuity and freedom. The core values are based on innovation, change, and agility.
‘Let’s do it first’
Hierarchy Culture
Inward-Stable
Structured, with a high degree of control. The work environment is formal, with strict procedures. Leadership is based on coordination and monitoring, and emphasizes efficiency and predictability. The values include consistency and uniformity, so change is slow to happen. Think of stereotypical large, bureaucratic organizations - especially government departments.
‘Let’s do it right’
Market Culture
Outward-Stable
Focused on competition and achieving results. Leaders are goal-oriented, tough, and demanding. The organization is united by a common goal to beat its rivals. So, the main value drivers are market share and profitability.
‘Let’s just do it’
Quinn and Cameron argue that flexible organizations are more successful than rigid ones because the best organizations are able to manage the competition between cultures while activating each of the four value sets when needed.
An organization will usually have one dominant culture. But individual departments may exhibit other traits. For example, an accounting department having a mainly Hierarchy culture, while a development team leans towards a more creative Adhocracy culture.
RECOMMENDED EXERCISE
======================
For your current organization - or one you know very well - assess where it is on the two scales of:
1. Internal-External focus (2 MC CPD Points)
2. Stable-Flexible focus (2 MC CPD Points)
3. Which of Quinn and Cameron's four organizational cultures best represents your organization? (2 MC CPD Points)
4. Do you see other types of culture within your organization? (2 MC CPD Points)
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RECOMMENDED READING
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- Understanding Organizations geni.us/oB774Do
- Images of Organization geni.us/hrOemEs
- Inside Organizations: 21 Ideas for Managers geni.us/YwwL
- Gods of Management: The Four Cultures of Leadership geni.us/bpPeC5
Managers Need a Basic set of kit to do your job well. Here are my top recommendations: kit.co/MikeClayton/manager-s-... (the links are affiliated)
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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.
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Your presentation of the topic was extremely captivating and precise. Loved it! Thank you so much for the content!!
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Mark and Team... this is a great video! You just became my celebrity leadership crush!
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Mike & no team - just me.
easy to understand.. thank you
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Very nice and easy to follow
Thank you, Juman.
@@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?
@@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.
@@ManagementCourses I appreciate your reply.. Thank you
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NYC videooo
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