Diagnosing and Changing Organizational Culture

Question: Discuss about the Diagnosing and Changing Organizational Culture. Answer: Introduction The competing values Framework (CVF) is an influential as well as extensively used model especially in the area of the organization culture research (Cameron and Quinn, 2005). Moreover, this framework has been used for reflecting on personal skills, which would be used for the self-improvement. Each quadrant of the framework makes up for the larger construct of the organizational as well as the managerial effectiveness. As in my case of the CVF shows that the quadrants of the spider web are not equal. I have two areas of strength and two areas of weaknesses. I am essential good in the producer role and at mentor role. However, am good at the facilitator role as well as the broker. Working as a tourism and hospitality manager, I can confirm that my soft skills are at the external quadrant (Cameron and Quinn, 2005). Over the years, I have been able to work productively, through provision of a productive work environment to the workers. Moreover, since the industry requires one to be patient I have learnt to manage my time as well as stress especially when it comes demanding (Quinn, Bright, Faerman, Thompson and McGrath, 2014). Moreover, am very good at the internal quadrant especially when it comes to monitoring of my personal performance. I have been able to manage my collec tive performance as well as manage the organizational performance in order to enhance collective success to the organization. On part of the weakness am not good at building and maintain a power base nor negotiating an agreement or commitment. Additionally, am not good at managing of conflict nor building a team. Conclusion In general, I could say that am mainly following the rational goal model and the internal process model. At this point of my career as a tourism and hospitality manager, I would like to have a balance when it comes on my skills especially in the flexibility and the control sectors. I am very good at working productively, and managing of organization performance but not good at building teams or presenting of the ideas. References Cameron, K.S. and Quinn, R.E., 2005. Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley Sons. Quinn, R.E., Bright, D., Faerman, S.R., Thompson, M.P. and McGrath, M.R., 2014. Becoming a master manager: A competing values approach. John Wiley Sons.