Many different measures of organizational effectiveness have been proposed and one, widely used, based on Quinn’s competing value framework, was applied in various national contexts. The competing values framework describes organizational effectiveness as paradoxical and contradictory by nature and in terms of seemingly mutually exclusive value dimensions, such as flexibility versus control and internal focus versus external focus. The competing values framework was broadly employed to examine various organizational phenomena, such as leadership, organizational commitment, organizational culture and decision making, and thus providing universal metric for trans-organizational analyses for different levels. This study presents the research results of 150 managers’ perceptions of effectiveness of Bosnia and Herzegovina’s organizations according to competing values approach. Multidimensional scaling was employed. It provides qualified support to structure of the competing values framework and shows that seemingly opposite organizational effectiveness models really coexist and can be effectively managed to accomplish and fulfil planned organizational goals.

中文翻译：

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波斯尼亚和黑塞哥维那的组织有效性：一种相互竞争的价值观方法

已经提出了许多不同的组织有效性度量，并且一种基于奎因的竞争性价值框架而被广泛使用的度量已在各种国家环境中应用。竞争性价值框架本质上是在看似相互排斥的价值维度上描述组织有效性，这是自相矛盾和矛盾的，例如灵活性与控制权，内部关注与外部关注。竞争性价值框架被广泛用于研究各种组织现象，例如领导力，组织承诺，组织文化和决策，从而为跨层次的跨组织分析提供了通用指标。这项研究根据竞争价值方法，提出了150位管理者对波斯尼亚和黑塞哥维那组织有效性的看法的研究结果。使用多维缩放。它为竞争价值框架的结构提供了合格的支持，并表明看似相反的组织有效性模型确实并存，并且可以有效地管理以实现和实现计划的组织目标。