For people to work in an organization, the values held by each should be carefully watched. There are various cultures that different people adopt in their working environment that should be managed. According to the competing value framework, there are four models describing the culture of employees. Human resource model emphasizes on a god relationship between workers, training and motivation of workers as a way of creating effectiveness in the organization. External support model on the other hand emphasize on flexibility of workers, focus on matters not relating to an organization and support from outside the organization as some important matters that motivate the employees facilitating effectiveness. Rational goal model deals with controlling the employees, setting goals and objectives to be achieved and proper planning as a way of facilitating achievement of an organization. Finally, internal process model deals with proper flow of information and supervision of workers so that the set objectives are achieved.
Kennedy’s corporate culture is similar to the models in the competing value framework. The tough guy macho culture is similar to the external support model. In both, there is an emphasis on the flexibility of workers. In this case the workers compete with each other to ensure that they develop personally. They therefore seek recognition and respect from other workers (Quinn, 47). This kind of workers seek support from outsiders to enable them achieve the status they desire. They are motivated when they feel that their personal development is ahead of the others.
Work hard play hard culture is similar to internal process model in the competing value framework. The two emphasize on the supervision of workers to ensure that the organization achieves the set objectives. In this case, communication within the organization and sharing of information is very important in ensuring that there is proper control of the workers (Quinn, 72).
Bet your company culture emphasizes on a situation whereby the employees work together and make decision that are sometimes risky for the company. It is similar to the human resource model in the competing values framework in that in this case, there is emphasis that the employees should work together and the management spends resources to ensure that the workers have the skills to make decisions and implement activities (Quinn, 53).
The process culture is a bureaucracy kind of management whereby the employees are required to follow given instructions and the rules that are set by the management. In the competing value model, it is similar to the rational goal model whereby the goals of an organization are set by the management and the employees are supervised to ensure that the set goals are implemented (Quinn, 57).
Work cited.
Quinn, Robert E. 2011. Becoming a master manager: A Competing Values Approach. New Jersey: John Wiley and Sons.
