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2021 | OriginalPaper | Chapter

Synergizing the Competing Values Framework and the Six-Box Model

Author : Olivier Serrat

Published in: Leading Solutions

Publisher: Springer Singapore

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Abstract

This précis suggests that Cameron and Quinn’s (2011) competing values framework and Weisbord’s (1976) Six-Box Model can be leveraged in concert to make organizations more effective.

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Footnotes
1
Toward this, an Organizational Culture Assessment Instrument (OCAI) is available at www.​ocai-online.​com/​. (OCAI spreadsheets can also be downloaded.)
 
2
It follows that the views, thoughts, and opinions expressed in this précis are mine, with no guarantee of accuracy or completeness. Any other organization might have been selected: the idea was to explore how Cameron and Quinn’s competing values framework and Weisbord’s Six-Box Model might be leveraged in concert to make organizations more effective.
 
3
The Hindu Kush Himalayan region contains the largest body of ice (17%) outside the Polar caps; but, the Himalayan glaciers are receding faster than anywhere else. In my opinion, there is tension in ICIMOD confining itself to local ambitions (that are still far from being achieved) in a region facing massive and irreversible damage from climate change; ICIMOD is uniquely placed and there is no other organization to champion action.
 
4
From competencies in the thematic areas of livelihoods, ecosystem services, water and air, and geospatial solutions, ICIMOD aims to deliver impacts in the six regional programs of adaptation and resilience building, transboundary landscapes, river basins and cryosphere, atmosphere, its Mountain Environment Regional Information System, and mountain knowledge and action networks. Specifically, the seven strategic results it is committed to attain are (i) widespread adoption of innovations and practices developed by the organization and its partners to adapt to change, leading to positive impacts for women, men, and children; (ii) significant advances in the generation and use of relevant data, knowledge, and analysis; (iii) significant advances made in approaches and knowledge that promote gender equality and inclusive development; (iv) significantly developed human and institutional capacity; (v) policies considerably influenced by the work of the organization and its partners; (vi) enhanced regional cooperation related to sustainable mountain development; and (vii) global recognition of the importance of mountains to ensure improved and resilient livelihoods and ecosystems.
 
5
To note again, the opening sentences reflect OCAI’s phraseology in each instance.
 
Literature
go back to reference Cameron, K., & Quinn, R. (2011). Diagnosing and change organizational culture: Based on the competing values framework (3rd ed.). San Francisco, CA: Jossey-Bass. Cameron, K., & Quinn, R. (2011). Diagnosing and change organizational culture: Based on the competing values framework (3rd ed.). San Francisco, CA: Jossey-Bass.
go back to reference Drucker, P. (2008). The five most important questions you will ever ask about your organization. San Francisco, CA: Jossey-Bass. Drucker, P. (2008). The five most important questions you will ever ask about your organization. San Francisco, CA: Jossey-Bass.
go back to reference Etzioni, A. (1975). A comparative analysis of complex organizations. New York, NY: Free Press. Etzioni, A. (1975). A comparative analysis of complex organizations. New York, NY: Free Press.
go back to reference Goffee, R., & Jones, G. (1998). The character of a corporation. New York, NY: Harper Business. Goffee, R., & Jones, G. (1998). The character of a corporation. New York, NY: Harper Business.
go back to reference Handy, C. (1978). The gods of management. London, UK: Pan Books. Handy, C. (1978). The gods of management. London, UK: Pan Books.
go back to reference Harrison, R. (1979). Understanding your organization’s character. Harvard Business Review, 57(5), 119–128. Harrison, R. (1979). Understanding your organization’s character. Harvard Business Review, 57(5), 119–128.
go back to reference Schein, E. (2017). Organizational culture and leadership (7th ed.). San Francisco, CA: Jossey-Bass. Schein, E. (2017). Organizational culture and leadership (7th ed.). San Francisco, CA: Jossey-Bass.
go back to reference Serrat, O. (2017). Diagnosing the International Centre for Integrated Mountain Development. Unpublished manuscript, The Chicago School of Professional Psychology. Serrat, O. (2017). Diagnosing the International Centre for Integrated Mountain Development. Unpublished manuscript, The Chicago School of Professional Psychology.
go back to reference Weisbord, M. (1976). Organizational diagnosis: Six places to look for trouble with or without a theory. Group and Organization Studies, 1(4), 430–447.CrossRef Weisbord, M. (1976). Organizational diagnosis: Six places to look for trouble with or without a theory. Group and Organization Studies, 1(4), 430–447.CrossRef
Metadata
Title
Synergizing the Competing Values Framework and the Six-Box Model
Author
Olivier Serrat
Copyright Year
2021
Publisher
Springer Singapore
DOI
https://doi.org/10.1007/978-981-33-6485-1_19