Quinn and Cameron: Competing Values Model of Organizational Culture

The video explains the Competing Values Framework by Quinn and Cameron, which categorizes organizational cultures into four types: clan, adhocracy, hierarchy, and market. Each type is defined by two pairs of competing values: stability vs. flexibility and internal vs. external focus. Clan culture emphasizes collaboration and support, adhocracy values innovation and risk-taking, hierarchy focuses on structure and control, and market culture prioritizes competition and results. The framework highlights the importance of flexibility and the presence of subcultures within large organizations.

What are the watchwords associated with market culture?

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Explain why flexible organizations are considered more successful in the modern world.

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How might different departments within an organization exhibit varying subcultures?

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