The competing values is an organisational assessment. It is used to take a look at the internal culture of organisation. Quinn and Rohrbaugh (1983) gives two dimensions concept of performance. The first dimension refers to focus in the organization, from an internal prosperity and development of people to an external focus of the organization. The second dimension refer to the flexibility and stability in the organisation. These dimensions forms the four quadrants which consist of collaboration, create, control and compete. In the beginning each quadrant seem to have conflicting message criteria within themselves but in an organisation should not be stable and flexible, but also wants to be stabilised and controlled at same time. The competing
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A company’s growth is ultimately dependent on the caliber of employees. Regular training and developmental programs should be setup for employees to upgrade them to latest knowledge and things so that company could make best out of their staff. It is essential to identify the purpose and then execute the exact strategy and adapt to its manner. The organization is not all about the strategies and implication but also about the employees with the competent values and abilities that can work on the project to grow. Human resources are the greatest source of power in business. Incentives plays an important role in making employers work to their fullest. Various financial and non-financial perks should be provided to them to keep them motivated and enthusiastic towards their work. The manager’s point of recommendation can assure this attainment. However, only thinking about the organization cannot assure success. A firm should make sure that their employees work in a safe and secure environment and they should have a sense of belongingness the firm so that they could put their best foot forward to work for the company. To fulfil the self-actualization need (Maslow’s need of hierarchy) The organization should makes sure their employees have enough room for growth and opportunity. The manger has proper control over the flexibility when it comes to employment security, high wages, incentive pay, information sharing, employee ownership, participation and empowerment, training and skill development, self-managed teams, cross-utilization and cross-training, , wage compression,
A company’s growth is ultimately dependent on the caliber of employees. Regular training and developmental programs should be setup for employees to upgrade them to latest knowledge and things so that company could make best out of their staff. It is essential to identify the purpose and then execute the exact strategy and adapt to its manner. The organization is not all about the strategies and implication but also about the employees with the competent values and abilities that can work on the project to grow. Human resources are the greatest source of power in business. Incentives plays an important role in making employers work to their fullest. Various financial and non-financial perks should be provided to them to keep them motivated and enthusiastic towards their work. The manager’s point of recommendation can assure this attainment. However, only thinking about the organization cannot assure success. A firm should make sure that their employees work in a safe and secure environment and they should have a sense of belongingness the firm so that they could put their best foot forward to work for the company. To fulfil the self-actualization need (Maslow’s need of hierarchy) The organization should makes sure their employees have enough room for growth and opportunity. The manger has proper control over the flexibility when it comes to employment security, high wages, incentive pay, information sharing, employee ownership, participation and empowerment, training and skill development, self-managed teams, cross-utilization and cross-training, , wage compression,