Competing Values Framework (CVF)
Natasha M. Brocks, MHA, C-TAGME, CHPM, LSSBB
Director | GME Expert| Board Member | Local and National Speaker
The Competing Values Framework (CVF) is a comprehensive model used to assess and understand organizational culture and dynamics by examining two main dimensions: internal versus external orientation and stability versus flexibility. These dimensions intersect to create four distinct types of organizational cultures: Clan, Adhocracy, Market, and Hierarchy. Each type reflects different values and behaviors, such as collaboration and employee development in Clan cultures, innovation and risk-taking in Adhocracy cultures, results and competitiveness in Market cultures, and structured control and efficiency in Hierarchy cultures. The Organizational Culture Assessment Instrument (OCAI), based on the CVF, helps organizations identify their dominant culture and desired cultural changes through a structured survey process.
Graduate Medical Education (GME) program coordinators can significantly benefit from understanding and applying the CVF in their professional development. By using the CVF to assess their leadership style, coordinators can gain insights into their inherent strengths and areas for growth. For instance, a coordinator with a dominant Clan culture might excel in fostering a supportive and collaborative environment, which is crucial for resident training and mentorship. Conversely, understanding elements of Market or Adhocracy cultures can help coordinators adopt more results-oriented or innovative approaches, which is essential for adapting to the rapidly evolving healthcare landscape.
Incorporating the CVF into their practice allows GME program coordinators to align their leadership styles with the needs of their programs and institutions. By recognizing the importance of balancing internal and external orientations and stability and flexibility, coordinators can create more dynamic and responsive educational environments. This balanced approach enhances the residency programs' effectiveness and prepares residents to thrive in diverse healthcare settings. Overall, the CVF provides a valuable framework for GME program coordinators to refine their leadership strategies and foster a culture of continuous improvement and excellence in medical education.
Source: Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.
Source: Quinn, R. E., & Rohrbaugh, J. (1983). A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis. Management Science, 29(3), 363-377.
Source: Denison, D. R. (1990). Corporate Culture and Organizational Effectiveness. Wiley.
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Source: Howard, L. W. (1998). Validating the Competing Values Model as a Representation of Organizational Cultures. International Journal of Organizational Analysis, 6(3), 231-250.
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