In 1983, Quinn and Rohrbaugh developed an assessment tool employing the Competing Values Framework (CVF) to determine the relative importance of cultural features within an organization, and adding six important dimensions of organizational culture. They are the dominant characteristics (what the general organization is like), the organizational leadership (the leadership style and approach that permeate the particular organization), the management of employees (what the working environment is like and how employees are treated), the organizational glue (what the bonding mechanisms are that hold the organization together), the strategic emphasis (establishes which areas of emphasis drive the organization’s strategy) and the criteria of success (how victory is defined and what is the reward and celebration).
In 2006, Cameron and Quinn developed an organizational culture model based on the CVF (Quinn and Rohrbaugh, 1983). The four culture types (leadership types, value drivers, approaches to change, and the theories of effectiveness) are aligned with the four quadrants of the CVF: rational goals, internal processes, open systems and human relations (See Figure 3). These quadrants are also referred to as clan, adhocracy, hierarchy and market cultures (Cameron and Quinn, 2006).
The clan culture
The clan-type organization emphasizes …show more content…
This type of culture is characterized by a workplace that is held together by formal regulations and policies. Clear lines of authority, strict rules and procedures, and control and accountability mechanisms are the standard of success. Leaders’ roles are coordinators and organizers. It’s of great importance to maintain a smooth-acting organization with the long-term benefits of stability, predictability and
In 2006, Cameron and Quinn developed an organizational culture model based on the CVF (Quinn and Rohrbaugh, 1983). The four culture types (leadership types, value drivers, approaches to change, and the theories of effectiveness) are aligned with the four quadrants of the CVF: rational goals, internal processes, open systems and human relations (See Figure 3). These quadrants are also referred to as clan, adhocracy, hierarchy and market cultures (Cameron and Quinn, 2006).
The clan culture
The clan-type organization emphasizes …show more content…
This type of culture is characterized by a workplace that is held together by formal regulations and policies. Clear lines of authority, strict rules and procedures, and control and accountability mechanisms are the standard of success. Leaders’ roles are coordinators and organizers. It’s of great importance to maintain a smooth-acting organization with the long-term benefits of stability, predictability and