Quinn and Rohrbaugh (1990) draw point about conflicting criteria into their competing values framework. They had panels of organizational researchers review the criteria in Table 6.1 to distill the basic dimensions out of the set. The panels' responses indicated that the criteria grouped together along three value dimensions. The first dimension, organizational focus, ranges from an internal emphasis on the well-being of the organization's members to an external focus on the success of the entire organization. The second dimension is concerned with control as opposed to flexibility. The third involves relative concentration on means (such as good planning) or ends (such as achieving productivity goals). Quinn and Rohrbaugh point out that these dimensions reflect fundamental dilemmas that social scientists have debated for a long time-means versus ends, flexibility versus control and stability, internal versus external orientation.
This also shows Trends which emerge in ethical code that corporate self-protection (such as conflict of interest) is the most common topic discussed, followed by gifts and bribery, misuse of confidential information, violation of laws, and finally, personal character issues. Firms apparently are preoccupied with legal issues and are not as focused upon ethical dilemmas, or gray areas of the law. They fear egregious behavior, yet little evidence exists to suggest that codes offer guidance for ethical situations employees may encounter. Emphasis appears to be on controlling miscreants rather than articulating the values and beliefs of a desired corporate culture.
In addition, rather than focus exclusively on code content, we might ask how codes relate to the culture of the organization, or more rhetorically, with what language strategies are codes expressing values and beliefs? A model which captures some of this discourse interaction is the Quinn et al. (1991) Competing Values Framework.
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