The Competing Values Framework For High Performance...

The Competing Values Framework in Relation to High Performance Management The purpose of the Competing Values Framework (CVF) is to facilitate the process of understanding the various management roles and how they can be applied more effectively in an environment of competing tensions. Each role is distinct and seemingly contradictory, but intertwining them is essential in order to achieve optimal efficiency; ultimately becoming a high performance manager. This â€Å"behavioral complexity-the ability to deal with the competing demands through the mastery of seemingly contradictory or paradoxical roles differentiates the high performing managers from their counterparts (Hart Quinn, 1993). In the process of becoming a high performance manager,†¦show more content†¦Tragedies and traumas, depending on how you frame them, can either result in post-traumatic stress disorder (PTSD) or post-traumatic growth (PTG). In my case, I had consciously chosen to embrace the experience resulting in PTG, which starts by recognizing the uncertainties in life and em bracing them as fundamental tenets of human existence (George, 2015). This particular crucible has taught me that in life there may be instances that you cannot control similarly to business and leadership. Self-Awareness Psychologist Daniel Goleman, author of Emotional Intelligence outlines five areas essential to achieving a high level of emotional intelligence (EQ): self-awareness, self-regulation, social skill, empathy, and motivation (George, 2015). Possessing a high EQ is invaluable as it allows individuals to connect with others on an interpersonal and emotional level rather than in a strictly intellectual matter. However, EQ and IQ are not mutually exclusive, instead, it is essential for both to be joined together to achieve an optimal level of leadership. Leaders who lack EQ and lead only with their intellect tend to dismiss the opinions of others and dominate decision making (George, 2015). Such leaders have the tendency to surround themselves with subordinates who are complacent and submissive. As a result,Show MoreRelatedAn Introduction to the Competing Values Framework1091 Words   |  5 PagesAn Introduction to the Competing Values Framework by: Kim Cameron, PhD An Introduction to the Competing Values Framework / 11.11 L DE ONG VE -T LO E PM R (CLAN) INTERNAL Do things together The opposite kinds of tools or techniques, such as competitiveness, fast response, decisiveness, driving through barriers, or goal achievement, could be highlighted in the lower right quadrant. FLEXIBLE EXTERNAL INTERNAL INTERNAL COLLABORATE COMPETE (MARKET) S Do things fast PE HO RF RT OR - FOCUSEDRead MoreHofstede s Five Dimensions Of Culture Essay1743 Words   |  7 Pages VI.Culture Management Hofstede’s five dimensions of culture include: Small vs. large power distance (PD) – Society handles inequalities and the extent to which the less powerful members of organizations and institutions accept and expect that power is distributed unequally.(G. Hofstede 1980) Individualism vs. collectivism (IDV) – Behavior towards community. The degree to which individuals are integrated into groups or are expected to look after themselves and self-actualize.(G. Hofstede 1980)Read MoreShareholder Value Added1083 Words   |  5 PagesShareholder Value Added Definition Shareholder Value Added is a measurement to see if it is worth the expense for an investor to buy stock in a company where Shareholder Value Added integrates financial statement of the business into one significant evaluation. 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