you are a consultant for an organization, and they would l…

you are a consultant for an organization, and they would like you to work on developing their core values. The organization would like their core values to reflect key attributes of their culture. an organization, such as a company, community group, or nonprofit organization. a 10- to 12- slide Microsoft® PowerPoint® presentation describing cultural, research-based models and how they help clarify the organization’s core values at least three references. the citations in your presentation consistent with

Academic, PhD Work: Exploring Cultural, Research-Based Models for Clarifying Core Values in Organizations

In today’s competitive business environment, organizations are increasingly recognizing the significance of having well-defined core values that align with their culture. Core values serve as guiding principles and shape the behaviors, decision-making, and overall culture within an organization. This presentation aims to explore cultural, research-based models that organizations can utilize to clarify and develop their core values effectively.

1. Shared Values Model:
The Shared Values Model, developed by Edgar Schein, is a well-known cultural model that organizations can employ to identify and establish core values. According to Schein, organizational culture consists of three levels: artifacts and behaviors, espoused values, and underlying assumptions. The Shared Values Model emphasizes the importance of aligning an organization’s core values with its espoused values, which are the desired and publicly recognized values. By assessing whether the stated values are consistent with the observed artifacts and behaviors, organizations can identify any gaps and work towards aligning their core values with their culture effectively.

Research-Based Approach:
Numerous studies have explored the impact of organizational culture on employee performance and organizational effectiveness. By adopting a research-based approach, organizations can gain insights into the factors that influence core values formation and their potential impact on desired outcomes. By conducting surveys, interviews, and focus groups, organizations can gather data to identify the key attributes of their culture and evaluate the existing core values. This research-based approach helps organizations develop core values that are backed by evidence, increasing their alignment with the organization’s culture and enhancing their authenticity.

2. Competing Values Framework:
The Competing Values Framework (CVF) developed by Cameron and Quinn provides a comprehensive model for organizations to assess and develop their core values. The CVF identifies four competing values: internal focus and integration, external focus and differentiation, flexibility and discretion, and stability and control. By understanding these four values and their dynamic interplay, organizations can identify their dominant values and assess the alignment between their core values and their desired culture. This framework allows organizations to clarify their core values by determining which aspects of the culture need to be reinforced or changed to align with their desired values.

3. Organizational Culture Assessment Instrument (OCAI):
The Organizational Culture Assessment Instrument (OCAI), developed by Cameron and Quinn, is a widely-used tool for assessing and understanding organizational culture. The OCAI is based on the Competing Values Framework and provides a practical approach to measure an organization’s current and preferred culture. By administering the OCAI survey, organizations can identify the gaps between their current and desired culture, allowing them to develop core values that reflect their preferred culture more accurately. This research-based model assists organizations in aligning their core values with their culture effectively.

Developing core values that reflect the key attributes of an organization’s culture is a critical task that requires careful consideration and planning. Cultural, research-based models such as the Shared Values Model, Competing Values Framework, and the Organizational Culture Assessment Instrument provide effective tools to clarify core values. These models help organizations identify gaps, measure alignment, and make informed decisions when developing core values. By utilizing these models, organizations can ensure that their core values accurately reflect their culture and act as a strong foundation for their overall success.

Cameron, K. S., & Quinn, R. E. (2019). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. John Wiley & Sons.

Schein, E. H. (2017). Organizational culture and leadership. John Wiley & Sons.