It is highly important to become a master manager as this is obligatory for development of vital management skills that in turn can yield appropriate organizational outcomes. Competing values framework (CVF) delivers managers of the future period with a basis for evaluating, comprehending and accomplishing a definite behaviour (Quinn et al., 2014).
Analysis of the scores plotted on the CVF (Competing Values Framework) wheel reflects the shape of the spider web. Findings represented through the spider web can help replicating own strength as well as weaknesses as a manager of the tourism and hospitality department (Grabowski et al., 2015). The spider web is divided into four different quadrants that essentially analyses flexibility and control as a leader both in both internal as well as external contexts. The shape of the spider web shows that the four different quadrants are not necessarily equal and are not perfectly in balance. As a leader, there is inadequacy in terms of flexibility in the external environment as there is lack of skill in the broker role. However, it can be inferred from the shape of the spider web that there is greater amount score reveals that there is higher amount of skill in terms of flexibility in the internal environment and as a leader the score is high both as a mentor as well as a facilitator. Thus, it can be hereby inferred that the quadrant in the north east side is not balanced with the quadrant in the North West side. Again, the quadrant in the south east and south west reflects the fact that as a leader there is imbalance in control in both internal as well as external contexts as there is higher score as a monitor and co-ordinator role (south west quadrant) and relatively lower score as producer and director role (represented in the south east quadrant).
The weakness that can be deciphered from the spider web are essentially the inadequate competence as a broker and coordinator. The lack of skill as a broker reflects the fact that as a leader in the hospitality sector, there is inadequate flexibility in the external context. This too reflects the fact there is lack of skill in handling flexible business processes, innovative decisions that can impact the external business situations. Again, there is lack of skill as a coordinator in the internal context that is there is inadequacy of skill to handle group members for coordinating different business actions and processes and work towards common pre-determined goals. On the other hand, the strong points of the leader that can be decoded from the spider web are the roles as a mentor and monitor. Thus, it can be said that there is need for emphasizing more and improving the skills of the leader as a broker and co-ordinator.
Grabowski, L., Neher, C., Crim, T., & Mathiassen, L. (2015). Competing values framework application to organizational effectiveness in voluntary organizations: A case study. Nonprofit and Voluntary Sector Quarterly, 44(5), 908-923.
Quinn, R. E., Bright, D., Faerman, S. R., Thompson, M. P., & McGrath, M. R. (2014). Becoming a master manager: A competing values approach. John Wiley & Sons.