An Investigation of Competing Values in Development of a Voluntary Organization

Crim, Timothy; Grabowski, Louis; Neher, Cathy Sue; Mathiassen, Lars

doi:10.2139/ssrn.1839832

Cited by 1 publication

(1 citation statement)

References 42 publications

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“…The CVF has been used in a variety of organizational research studies, including those related to leadership roles (Belasen & Frank, 2008), self-managed work teams (Zafft, Adams, & Matkin, 2009), strategic human resource management (Panayotopoulou, Bourantas, & Papalexandris, 2003), quality of work life (Goodman, Zammuto, & Gifford, 2001), and development of voluntary organizations (Crim, Grabowski, Neher, & Mathiassen, 2011). In addition, investigations into the psychometric properties of the CVF have demonstrated high validity and reliability estimates (Kalliath, Bluedorn, & Gillespie, 1999; Lamond, 2003; Shim, Lusch, & Goldsberry, 2002; Vilkinas & Cartan, 2006).…”

Section: Models For Evaluating Organizational Performancementioning

confidence: 99%

Evaluating Organizational Performance

Martz¹

2013

American Journal of Evaluation

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As the definition of organization has evolved, so have the approaches used to evaluate organizational performance. During the past 60 years, organizational theorists and management scholars have developed a comprehensive line of thinking with respect to organizational assessment that serves to inform and be informed by the evaluation discipline. This article examines five extant models to assess organizational performance developed by researchers in the fields of organizational theory and management including the goal model, systems model, process model, strategic constituencies model, and competing values framework. Each model is based on a specific organizational paradigm, yet no model has displaced another in terms of its applicability or superiority for assessing performance. Instead, an accretive effect can be found as each subsequent model expanded upon select attributes of previous models as conceptualizations of organization were refined. Following the examination of the extant models, a checklist approach to evaluate organizational performance is proposed that specifically incorporates evaluation logic into its framework; building on the strengths of the extant models while mitigating the more prominent limitations.

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Section: Models For Evaluating Organizational Performancementioning

confidence: 99%

Evaluating Organizational Performance

Martz¹

2013

American Journal of Evaluation

View full text Add to dashboard Cite

show abstract

An Investigation of Competing Values in Development of a Voluntary Organization

Cited by 1 publication

References 42 publications

Evaluating Organizational Performance

Evaluating Organizational Performance

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