Relevant bibliographies by topics / Competing values framework

Academic literature on the topic 'Competing values framework'

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Published: 4 June 2021
Last updated: 27 January 2023

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Journal articles on the topic "Competing values framework"

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Lindquist, Evert, and Richard Marcy. "The competing values framework." International Journal of Public Leadership 12, no. 2 (May 9, 2016): 167–86. http://dx.doi.org/10.1108/ijpl-01-2016-0002.

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Purpose The purpose of this paper is to explore how the competing values framework (CVF) could be used by public service leaders to analyze and better understand public sector leadership challenges, thereby improving their ability in leading across borders and generations. Design/methodology/approach This paper applies the CVF, originally developed for understanding leadership in the private sector and shows how it can be adapted for analyzing and developing skill in addressing different leadership challenges in public sector contexts, including setting out specific learning exercises. Findings The paper has four parts. The first provides an overview of the origins, logic, and evolution of the CVF. The second part shows how the CVF is relevant and useful for assessing management and leadership values in the public sector. The third part identifies specific leadership challenges and learning exercises for public sector leaders at different stages of development. The final part concludes by reflecting on the CVF and similar frameworks, and where future research might go. Research limitations/implications Because of the chosen research approach, propositions within the paper should be tentatively applied. Practical implications This paper provides guidance for the better understanding of complex leadership challenges within the public sector through the use of the CVF. Social implications The social implications of the paper could include the more widespread use of the CVF within the public sector as a tool to lead more effectively. Originality/value This paper adapts and extends an analytical tool that has been of high value in the private sector so that it can be used in the public sector.
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Melo, Rosa Cândida, Maria Júlia Silva, and Pedro Parreira. "Effective Leadership: Competing Values Framework." Procedia Technology 16 (2014): 921–28. http://dx.doi.org/10.1016/j.protcy.2014.10.044.

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Tong, Yew Kwan, and Richard D. Arvey. "Managing complexity via the Competing Values Framework." Journal of Management Development 34, no. 6 (June 8, 2015): 653–73. http://dx.doi.org/10.1108/jmd-04-2014-0029.

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Purpose – While advancements in theory have helped illumine the complex workings of today’s organization, little is said on the practical implications for managers in terms of their role and behavioral style. The purpose of this paper is to illustrate how a behavioral diagnostic tool – the Competing Values Framework (CVF; Quinn and Rohrbaugh, 1983) – can be utilized to develop managers in the behavioral skills needed to stay relevant and effective amid new organizational realities. Design/methodology/approach – The conceptual anchor of this paper is in complexity theory. The authors conducted a literature search for articles on complexity theory in selective management journals, and reviewed them to extract key lessons for effective managerial behavior. Findings – Three behaviors found to be central to managing complexity were: enabling, sensemaking, and facilitating shared leadership. It is suggested that the CVF is a useful tool for helping managers develop their behavioral repertoire and hence their skills for enacting these behaviors. Originality/value – The paper synthesizes a guiding frame for developing managers in some of the behavioral skills needed to handle complexity at the workplace. Toward this end, useful tips are offered for putting together a short training workshop where the CVF is rediscovered as a unique developmental tool.
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Lavine, Marc Hoffman. "Paradoxical Leadership and the Competing Values Framework." Academy of Management Proceedings 2014, no. 1 (January 2014): 14098. http://dx.doi.org/10.5465/ambpp.2014.14098abstract.

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Lavine, Marc. "Paradoxical Leadership and the Competing Values Framework." Journal of Applied Behavioral Science 50, no. 2 (March 7, 2014): 189–205. http://dx.doi.org/10.1177/0021886314522510.

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Vilkinas, Tricia, and Greg Cartan. "The integrated competing values framework: its spatial configuration." Journal of Management Development 25, no. 6 (July 1, 2006): 505–21. http://dx.doi.org/10.1108/02621710610670092.

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PurposeThis study seeks to identify the spatial relationships between the managerial roles within the integrated competing values framework (ICVF). The study also aims to identify the central role the integrator performs with its critical observing and reflective learning function.Design/methodology/approachThe current study investigated the spatial configuration of Quinn's original eight operational roles and Vilkinas and Cartan's ninth role to each other. A total of 100 middle managers participated in a 360° feedback program that sought responses from 928 of their “significant others”. Multiple discriminate scaling (MDS) was used to determine the spatial representation of the ICVF.FindingsThe results of the MDS found that the ICVF was a two‐dimensional, four‐quadrant model. However, one of the dimensions from the CVF, stability‐flexibility, was retitled to reflect more truly the roles that anchored this dimension. It was anchored by people‐task focus. The integrator, as predicted, was found to have a pivotal role for managers. In addition, three of the operational roles – producer, director and coordinator – combined to form a consolidated role called the “deliverer”.Research limitations/implicationsThe model needs to be further researched for gender and cultural differences. In addition, the spatial maps of effective and ineffective managers need to be compared.Practical implicationsThe paper assists managers to gain a clearer understanding of managerial roles, their interrelationships to each other and how to apply them more effectively. The paper would also be of value to those charged with the responsibility for the selection and development of managers.Originality/valueThis paper clarifies the relationship between the paradoxical roles in the ICVF. It also further develops our understanding of the role of the integrator with its critical self‐analysis and reflective learning capability and the central role it plays in the development of effective managers.
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O'Neill, Regina M., and Robert E. Quinn. "Editors' note: Applications of the competing values framework." Human Resource Management 32, no. 1 (1993): 1–7. http://dx.doi.org/10.1002/hrm.3930320101.

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Thompson, Michael P. "Using the competing values framework in the classroom." Human Resource Management 32, no. 1 (1993): 101–19. http://dx.doi.org/10.1002/hrm.3930320106.

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Lee, Seung-Seong, and Sug-In Chang. "A Study on the Competing Values Framework : Focusing on the application of Eunmin S&D’s Corporate Culture." Korean Review of Corporation Management 11, no. 4 (November 30, 2020): 319–37. http://dx.doi.org/10.20434/kricm.2020.11.11.4.319.

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Moore, Jeffrey R., James Miller, Robert Franklin, and Jessica Jolly. "Building an Effective Leader Roadmap: Using the Competing Values Framework." Academy of Management Proceedings 2021, no. 1 (August 2021): 12143. http://dx.doi.org/10.5465/ambpp.2021.12143abstract.

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Dissertations / Theses on the topic "Competing values framework"

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Wang, Xin. "Analyzing PhD supervision using the competing values framework." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12557.

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This thesis provides an analysis of supervisory interactions between PhD supervisors and their students within social science disciplines, using the Competing Values Framework (CVF). Traditionally, such work has been conducted using a supervisor-centred perspective, and this thesis adds to the literature by adopting a student-centred view to look at supervisor's behaviours during the interaction, from a role performance perspective in light of the CVF. Drawing primarily on semi-structured interpersonal process recall interview data, the thesis considers a number of interlinking analytical themes. These can be divided into three broad groups. The first focuses on investigating the CVF roles that are adopted by the supervisor during the interaction and recognized by the students as important component parts of the most helpful supervisory moments. In line with the previous literature, I note that the most effective supervisory behaviours reflect the performance of all the eight CVF roles with the producer and the director occupying the dominant position. The second group is closely linked with the first and investigates CVF managerial roles represented by the least helpful supervision moments selected by the student. I note how PhD supervisors inadequate use, including both overuse and underuse of the CVF roles are related to the least effective supervisory moments. The director and the producer are again the most represented ones which are reported as being mostly underused. The third group analyses students advice on further improvements . In conclusion, I relate my analysis to existing literature and examined the contributions of the thesis to three main areas of research. This research finds that instances of positive and negative supervisee feedback reflect an increased influence of marketorientation and manageralism on research students and correspondingly inadequate use of managerial roles by supervisors.
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Sanderson, Donald Mark. "Using a competing values framework to examine university culture." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16464/3/Don_Sanderson_Thesis.pdf.

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The presented dissertation reports the findings of an exploratory study that mapped the perceptions of stakeholders on the changing nature of the organisational culture, in terms of the corporatisation of higher education, in a single faculty from a large Australian university. The study used a mixed-method, case study approach and it tested the usefulness of an organisational culture measuring instrument based on the Competing Values Framework (Quinn & McGrath, 1985; Quinn & Rohrbaugh, 1981, 1983). The presented work argues that the institution of higher education can be viewed as being rudimentarily comprised of having two symbiotic cultural parts - a collegial and a mercantile part and that these parts form the corporation that is an institution of higher education. The generated hypothesis is that when the values of these two competing cultures are in a particular configuration of influence with each other, a university has its best opportunity to effectively attend to its core functions. The research found that the relationship between the collegial and the mercantile parts in the study site's culture had shifted in favour of a mercantile culture and further research is needed to determine if that means the organisation is operating at an optimal effectiveness.
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Sanderson, Donald Mark. "Using a competing values framework to examine university culture." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16464/.

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The presented dissertation reports the findings of an exploratory study that mapped the perceptions of stakeholders on the changing nature of the organisational culture, in terms of the corporatisation of higher education, in a single faculty from a large Australian university. The study used a mixed-method, case study approach and it tested the usefulness of an organisational culture measuring instrument based on the Competing Values Framework (Quinn & McGrath, 1985; Quinn & Rohrbaugh, 1981, 1983). The presented work argues that the institution of higher education can be viewed as being rudimentarily comprised of having two symbiotic cultural parts - a collegial and a mercantile part and that these parts form the corporation that is an institution of higher education. The generated hypothesis is that when the values of these two competing cultures are in a particular configuration of influence with each other, a university has its best opportunity to effectively attend to its core functions. The research found that the relationship between the collegial and the mercantile parts in the study site's culture had shifted in favour of a mercantile culture and further research is needed to determine if that means the organisation is operating at an optimal effectiveness.
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Evans, Amanda. "SOCIAL WORK VALUES AND HOSPITAL CULTURE: AN EXAMINATION FROM A COMPETING VALUES FRAMEWORK." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3499.

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The purpose of this study is to assess the perceptions of social workers employed in Florida hospitals in relation to the core values of their profession and the alignment of those values within the culture of their current work setting. The conceptual framework for the study was from organizational behavior theory specific to culture, values, and trust. The Competing Values Framework (Cameron & Quinn, 1999) provided a method to distinguish co-existing competing values within an organization. The research findings indicated that 65% of the professional social workers who participated in the study perceived that the core values of their profession are very much in alignment with the written mission statement of their hospital. However, less than half of the respondents (42%) stated the daily business of the hospital strongly reflected the mission statement. The social workers perceived the current culture of hospitals in Florida as being closely clustered among four cultures: clan, adhocracy, market, and hierarchy. However, they would prefer a stronger clan culture and less of a market culture in the future. A large majority (85%) of all respondents communicated that their work assignments allowed them to demonstrate their professional values on a regular basis. However, only 63% stated that they trusted that their hospital valued the knowledge and skills of their profession.
Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership
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Granberg, Stanley Earl. "A critical examination of African leadership and leadership effectiveness among the Churches of Christ in Meru, Kenya." Thesis, Open University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311904.

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Varner, Carroll H. Palmer James C. "An examination of an academic library culture using a competing values framework." Normal, Ill. Illinois State University, 1996. http://wwwlib.umi.com/cr/ilstu/fullcit?p9720814.

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Thesis (Ph. D.)--Illinois State University, 1996.
Title from title page screen, viewed June 1, 2006. Dissertation Committee: James C. Palmer (chair), Paul J. Baker, Rodney P. Riegle, Susan E. Stroyan. Includes bibliographical references (leaves 96-100) and abstract. Also available in print.
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Bormann, Carol J. "Effectiveness in Company-sponsored Foundations : A Utilization of the Competing Values Framework." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc277615/.

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The purpose of this study was to determine the criteria used by foundation directors in assessing the effectiveness of contribution programs in company sponsored foundations. Quinn and Rohrbaugh's Competing Values Approach of organizational effectiveness was used as the theoretical framework for the study. The Competing Values Approach is an integrative effectiveness model which clusters eight criteria of effectiveness into four theoretical models of organizational effectiveness.
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Barbosa, Flávia Monize. "Liderança e gestão da qualidade: um estudo de correlação entre estilos de liderança e princípios de gestão da qualidade." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/18/18156/tde-27072015-104519/.

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A gestão da qualidade configura-se em um dos conceitos mais importantes da gestão moderna. Frequentemente, divide-se suas dimensões em dois grupos, o primeiro composto por aspectos objetivos, as dimensões hard, e o segundo, composto por aspectos subjetivos, as dimensões soft. Dentre as dimensões soft, a liderança é uma das apontadas como mais relevantes para o estabelecimento de um ambiente de qualidade nas organizações. No entanto, embora a relação entre gestão de qualidade e liderança seja clara, há ainda diversas lacunas de pesquisa a serem exploradas, especialmente sobre a relação entre estilos de liderança específicos e a gestão da qualidade. Deste modo, o objetivo do presente estudo foi de explorar esta relação, utilizando-se, para tanto, do modelo de liderança transformacional-transacional, e do modelo Competing Values Framework. Participaram do estudo 47 gestores de qualidade, em sua maioria (74%) da região Sudeste do país, que foram contatados através de e-mail e mensagem na rede social LinkedIn,. Para a análise dos dados, utilizou-se correlação de Pearson, com o uso do software SPSS. Os dados encontrados confirmam achados da literatura que apontam que tanto a liderança transformacional, quanto a transacional apresentam relação com elementos da gestão da qualidade, com vantagem do primeiro estilo de liderança. A respeito dos estilos de liderança do Competing Values Framework, observou-se que os perfis associados a um estilo diretivo e de curto prazo demonstraram tendência a apresentar coeficientes de correlação mais altos, em detrimento dos perfis de estilo colaborativo e longo prazo. Sugere-se, em estudos futuros, estabelecer as mesmas correlações para diferentes participantes, especialmente gestores da alta administração.
Quality management is one of the most popular concepts in modern magament. Often, the quality management dimensions are divided into two groups, one of objective aspects, or hard dimensions, and other of subjective aspects, or soft dimensions. Among soft dimensions, leadership is one of the most relevant for establishing a quality environment in organizations. However, although the relationship between quality management and leadership is clear, there are still several research gaps to be exploited, especially on the relationship between specific leadership styles and quality management. Thus, the aim of this study was to explore this relationship, using, therefore, the transformational-transactional leadership model, and the Competing Values Framework model. The study included 47 quality managers, mostly (74%) of the country\'s southeastern region, who were contacted through e-mail and message on the social network LinkedIn. For data analysis, it was used Pearson correlation, and software SPSS. It was confirmed that transformational and transactional leadership are related with quality management elements, but the transformational leadership has some advantage. About Competing Values Framework leadership styles, it was observed that the profiles associated with a directive style and short-term demonstrated tendency to have higher correlation coefficients, instead of long-term and collaborative style profiles. We suggest, in future studies, establishing the same correlations for different participants, especially managers of top management.
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Santoriello, Anthony John. "Assessing Unique Core Values with the Competing Values Framework: The CCVI Technique for Guiding Organizational Culture Change." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2315.

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Extensive research suggests organizations have unique guiding principles, called core values, which play a central role in strategic decision making, sustaining high-performance cultures, and guiding organizational culture change. Although the Competing Values Framework (CVF) has been widely used to identify a standardized set of core values, it has not been used to identify unique core values at a given organizations. Unique core values help to distinguish organizations and drive market success. The present research focused on development of a technique to extend the application of the CVF to identify the core values unique to a given organization. The CVF-based Core Values Identification Technique (CCVI) was developed and empirically tested at three companies. Data collection methods included semi-structured interviews, review of documents, participant observation and the standard CVF-based Organizational Culture Assessment Instrument (OCAI). The data analysis employed grounded theory methods in conjunction with the standard OCAI analysis. The primary research result is the iteratively developed and empirically tested tool, the CCVI Technique. Secondary research results include the identification of unique core values at each of the three participating companies. Lessons learned and the rationale for making modifications to the technique based on the case studies, along with best practices for utilization and opportunities for informing organizational change efforts are discussed.
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Trevan, Catherine. "The competing values framework : the interaction between gender, organizational culture, managerial competencies and organizational performance /." Title page, table of contents and abstract only, 1991. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpst8118.pdf.

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Books on the topic "Competing values framework"

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Cameron, Kim S. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Reading, Mass: Addison-Wesley, 1999.

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E, Quinn Robert, ed. Diagnosing and changing organizational culture: Based on the competing values framework. San Francisco: Jossey-Bass, 2006.

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1946-, Quinn Robert E., ed. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. San Francisco, CA: Jossey-Bass, 2011.

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M, O'Neill Regina, and Quinn Robert E, eds. Applications of the competing values framework. New York: John Wiley &Sons for the School of Business Administration of The University of Michigan, 1993.

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Cameron, Kim S., and Robert E. Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Wiley & Sons, Incorporated, John, 2007.

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Cameron, Kim S., and Robert E. Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Wiley & Sons, Incorporated, John, 2011.

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Cameron, Kim S., and Robert E. Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Wiley & Sons, Incorporated, John, 2011.

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Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Wiley & Sons, Incorporated, John, 2011.

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Cameron, Kim S., and Robert E. Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Wiley & Sons, Incorporated, John, 2011.

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Quinn, R. Competing Values Skills Survey (Cvss) Becoming a Master Manager - A Competency Framework 2e - Software. John Wiley & Sons Inc, 1996.

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Book chapters on the topic "Competing values framework"

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Serrat, Olivier. "Synergizing the Competing Values Framework and the Six-Box Model." In Leading Solutions, 173–80. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-33-6485-1_19.

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Brunetto, Yvonne, Matthew J. Xerri, and Silvia A. Nelson. "Examining Organizational Culture Within Professional Engineering Asset Management Firms: The Competing Values Framework." In Lecture Notes in Mechanical Engineering, 117–24. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-06966-1_11.

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Belasen, Alan, and Rosalyn Rufer. "Innovation Communication and Inter-Functional Collaboration: A View from the Competing Values Framework for Corporate Communication." In Strategy and Communication for Innovation, 227–40. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-41479-4_14.

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Martin, John. "Creative, Intellectual and Entrepreneurial Resources for Regional Development Through the Lens of the Competing Values Framework: Four Australian Case Studies." In Advances in Spatial Science, 291–306. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-17940-2_14.

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Załęska, Maria. "Il dibattito come rischio educativo." In Competing, cooperating, deciding: towards a model of deliberative debate, 55–65. Florence: Firenze University Press, 2021. http://dx.doi.org/10.36253/978-88-5518-329-1.06.

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«It is better to debate a question without settling it than to settle a question without debating it», says a quote from Joseph Joubert. Debate is one of the most valued text genres and is therefore included in curricular or extracurricular academic activities. What do we teach by teaching how to debate? What do students learn by learning how to debate? They can compete, collaborate and might even develop a new skill. Since concrete educational choices reflect a certain underlying educational philosophy, in what follows the model proposed by Biesta (2010,2016,2017) will be illustrated. The theoretical knowledge drawn from this framework will then be applied to the analysis of the Oxford Debate, in the version adopted by the regulated debate tournaments in Poland as well as to the discussion of a modification of the Oxford Debate itself, inspired by the concept of 'risk of education' (or rather, 'The Beautiful risk of educatio', as the title of one of Biesta’s books reads).
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"The quadrants in the Competing Values Framework." In Competing Values Leadership, 28–47. Edward Elgar Publishing, 2022. http://dx.doi.org/10.4337/9781800888951.00009.

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"The Competing Values Framework." In Information Security Management Metrics, 175–77. Auerbach Publications, 2009. http://dx.doi.org/10.1201/9781420052862.axc.

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Mulders, Marijn. "Competing Values Framework, Quinn." In 101 Management Models, 70–73. Routledge, 2019. http://dx.doi.org/10.4324/9781003022022-17.

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"Fostering innovation by applying the Competing Values Framework." In Competing Values Leadership, 106–18. Edward Elgar Publishing, 2022. http://dx.doi.org/10.4337/9781800888951.00014.

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"Responding to criticisms of the Competing Values Framework." In Competing Values Leadership, 187–204. Edward Elgar Publishing, 2022. http://dx.doi.org/10.4337/9781800888951.00018.

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Conference papers on the topic "Competing values framework"

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Kim, Kunwoo, and Jungduk Kim. "A Role of Information Security Committee based on Competing Values Framework." In the 17th International Conference. New York, New York, USA: ACM Press, 2015. http://dx.doi.org/10.1145/2781562.2781600.

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Datuon, Raymond. "THE COMPETING VALUES FRAMEWORK OF ADMINISTRATORS AMONG PRIVATE COLLEGES IN THE NATIONAL CAPITAL REGION." In 3rd Teaching & Education Conference, Barcelona. International Institute of Social and Economic Sciences, 2016. http://dx.doi.org/10.20472/tec.2016.003.006.

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Shang, Huping, and Yishu Li. "Evaluate the Chinese Cadres' Managerial Competence of County and Department Level Based on Competing Values Framework." In 2011 Fourth International Conference on Business Intelligence and Financial Engineering (BIFE). IEEE, 2011. http://dx.doi.org/10.1109/bife.2011.57.

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Song, Yuming, Yun Le, and Yaqin Wang. "Impact mechanism of organizational culture on organizational effectiveness from competing values framework prospective in Chinese context." In 2016 IEEE International Conference on Information and Automation (ICIA). IEEE, 2016. http://dx.doi.org/10.1109/icinfa.2016.7831847.

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Baldwin, Drake D., and Edwin A. Peraza Hernandez. "Design of Tensegrity-Based Lattices With Engineered Load-Bearing and Thermal Expansion Properties." In ASME 2020 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/detc2020-22705.

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Abstract Tensegrity lattices are networks of axially loaded members designed to efficiently use material and exhibit properties such as minimum mass load-carrying or energy absorption capabilities. This work entails the modeling and design of tensegrity “D-bar” lattices with specified orthotropic compressive strength. The objectives for the design of the lattices include minimum mass density and minimum error between the orthotropic coefficients of thermal expansion (CTEs) of the lattice and given target values. The studied D-bar structures are formed by joining two equal pyramids base-to-base where tensile strings form the edges of the pyramid bases and compressive bars form the remaining edges. Orthorhombic lattices having D-bars as their edges are designed to support compressive forces and exhibit positive, zero, or negative CTE values along their three principal directions. It is investigated how the geometry of the individual D-bar components may be adjusted, for the given compressive strength, to prevent local yielding and buckling failure with the minimum required material. Analytical formulas for the minimum density and the CTE of the D-bar lattices are provided, and a numerical framework for the integration of these formulas along with size and topological constraints is developed. Design trade-offs between minimum lattice density and minimum error from the target CTE, which are found to be competing structural performance metrics, are visualized and investigated.
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Rosen, David W., Wei Chen, Stewart Coulter, and Srinivas Vadde. "Goal-Directed Geometry: Beyond Parametric and Variational Geometry CAD Technologies." In ASME 1994 Design Technical Conferences collocated with the ASME 1994 International Computers in Engineering Conference and Exhibition and the ASME 1994 8th Annual Database Symposium. American Society of Mechanical Engineers, 1994. http://dx.doi.org/10.1115/detc1994-0084.

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Abstract Improved computer-aided design tools can significantly impact designer productivity. The ability to formulate and solve “What if” questions is critical in early design stages. In this paper, a new computational framework for preliminary design, called Goal-Directed Geometry, is presented that provides such an exploratory environment for early stages. Tools for parametric geometry, variational modeling, and feature-based design are combined with a multiobjective optimization code to provide robust support for parametric design problems, where parameter values are desired that best meet a set of goals and constraints. Geometric and engineering models of a design are combined into a multiobjective optimization formulation called a Compromise Decision Support Problem, which can be solved by the existing package DSIDES (Decision Support In the Design of Engineering Systems). A prototype CAD system is under development that integrates DSIDES, a geometric modeler, and variational, parametric, and feature capabilities. The system aids a designer in evaluating competing alternatives, common during preliminary design, and in answering “What if” types of questions. Two examples illustrate the use of Goal-Directed Geometry in formulating and solving parametric design problems involving engineering and geometric constraints and goals.
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Summers, Christopher, Jonathan M. Weaver-Rosen, Anargyros A. Karakalas, Richard J. Malak, and Dimitris C. Lagoudas. "Parametric Optimization of SMA Torsional Actuators for Aircraft Morphing Applications." In ASME 2021 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2021. http://dx.doi.org/10.1115/imece2021-73206.

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Abstract Novel design of more efficient, environmentally friendly, quiet, and cost-effective air transportation could be substantially benefited by introducing highly adaptive, multi-functional systems that are able to mimic the operation of biological systems, like birds. Altering the Outer Mold Line (OML) of an aircraft allows for achieving the optimal response under a wide range of operational conditions. In the framework of the “Adaptive Aerostructures for Revolutionary Civil Supersonic Transportation” project funded by NASA, an articulated panel mechanism controlled by Shape Memory Alloy (SMA) actuators is investigated as a means for reducing the perceived loudness of the sonic boom produced by a commercial aircraft when flying at supersonic speeds. A pair of SMA torque tubes is envisioned to induce the required rotation of the panels in order to achieve the desirable OML shapes. However, design objectives such as minimizing power consumption, mass, and cooling time are often competing and the selection of the optimal dimensions is neither elementary nor straightforward. In the research conducted herein, a case study is defined and realized for the optimal design of the SMA torque tubes as part of a larger morphing structure. In the early stages of design, engineers are often faced with the challenge of making decisions with incomplete information. For example, the designer must know the aerodynamic loads to choose the optimal dimensions, but the aerodynamic loads depend on aircraft dimensions. To enable detailed optimization in the early design stages, parametric optimization can be used to solve for the parameterized Pareto frontier. This parameterized Pareto frontier allows a designer to explore how the traditional Pareto frontier might change as exogenous parameters (the values of which are not yet fully known) change. In this work, the design variables under the control of the engineer are the dimensions of the torque tube, i.e. length, inner diameter, and thickness. The objectives are to minimize cooling time and maximize rigidity. The exogenous parameters outside of the designer’s control include the required actuation stroke and aerodynamic forces. Results show the effects of parameters on the objective tradeoffs and demonstrate how an engineer can choose an optimal solution once the parameter values are known.
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Araújo, Abner M. C., and Manuel M. Oliveira Neto. "Towards Reverse Engineering of Industrial Site Plants." In Concurso de Teses e Dissertações da SBC. Sociedade Brasileira de Computação - SBC, 2020. http://dx.doi.org/10.5753/ctd.2020.11366.

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CAD models of industrial sites are extremely important, as they provide documentation and simplify inspection, planning, modification, as well as a variety of physical and logistics simulations of the corresponding installations. Despite these clear advantages, many industrial sites do not have CAD models, or have trouble keeping them up-to-date. This is often due to the amount of effort required to create and maintain CAD models updated. Hopefully, the recent popularization of 3D scanning devices is promoting the development of reverse engineering, allowing the creation of 3D representations of real environments from point clouds. Nevertheless, point clouds extracted from industrial sites are extremely complex due to occlusions, noise, non-uniform sampling, size of the dataset, lack of sample organization, among other factors. Thus, a successful reverse engineering solution should have several desirable properties, including speed, robustness to noise, accuracy, and be able to handle point clouds in general without requiring one to fine tune their parameters to each dataset in order to work well on it. This thesis presents some initial efforts towards obtaining a robust framework for reverse engineering of industrial sites. It introduces two fast and robust algorithms for detecting, respectively, planes and cylinders in noisy unorganized point clouds. Planes and cylinders are typically the most common and largest structures found in those environments, representing walls, floors, ceilings, pipes, and ducts. We demonstrate the effectiveness of the proposed approaches by comparing their performances against the state-of-the-art solutions for plane and cylinder detection in unorganized point clouds. In these experiments, our solutions achieved the best overall accuracy using the same set of (default) parameter values for all evaluated datasets. This is in contrast to the competing techniques, for which their parameter values were individually adjusted for each combination of technique and dataset to achieve their best results in each case, demonstrating the robustness of our algorithms, which do not require fine-tuning to perform well on arbitrary point clouds. Moreover, our technique also displayed competitive speed to other state-of-art techniques, being suitable for handling large-scale point clouds. The thesis also presents a graphical user interface which allows further refinement of the detected structures, providing the user the ability to remove, merge, and semi-automatically detect planes and cylinders in point clouds.
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Nagayoshi, S., and J. Nakamura. "Visualize Organizational Perception of Core Value in the Company: An Experiment Employing Multi-dimensional Scaling and the Competing Value Framework." In 2018 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2018. http://dx.doi.org/10.1109/ieem.2018.8607512.

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Hamel, J. M. "Cooperative Design Optimization (CDO) for Multidisciplinary Systems." In ASME 2014 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/detc2014-35299.

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Design engineers and decision-makers across various fields are constantly working to make optimal design decisions for multidisciplinary engineering systems in an effort to improve performance and reduce costs. The multiple disciplines that decision-makers are forced to consider can range from different physical components of a system, to competing physical phenomena influencing a component (e.g. flow forces and structural strength), to completely separate models of interest to a system (e.g. engineering performance and lifecycle cost). The common element that all these decision-making scenarios share is the presence of couplings between the considered disciplines (or subsystems). How the values for these coupling parameters are determined within a decision-making or optimization framework is the subject of countless research efforts. At present the multidisciplinary design optimization (MDO) community has settled on a few proven techniques such Collaborative Optimization (CO) and Analytic Target Cascading (ATC). However, current MDO techniques have issues that limit their effectiveness in solving various MDO problems. Many of these strategies require close coordination between subsystem optimization solvers, require significant effort by decision-makers to pose their problems in a suitable format, and/or can have large computational efficiency problems due to the fact that they involve solving nested optimization problems. In an effort to alleviate some of these issues and make MDO easier to implement and more computationally efficient, a new sequential MDO algorithm called Cooperative Design Optimization (CDO) is proposed. The CDO approach functions through a series of subsystem optimizations using a successively smaller cooperation space. The cooperation space is analogous to the design space of a traditional optimization problem, but includes only the coupling parameters that are a factor in multiple subsystems. A single iteration of the approach can be thought of as a negotiation between all of the subsystems regarding the boundaries of the cooperation space. To facilitate this cooperation, each subsystem optimization problem is restructured as a multi-objective optimization problem so that a Pareto set of optimal solutions, or agreeable design alternatives, are produced. As a result, after all subsystem optimizations are accomplished, each subsystem’s obtained Pareto optimal solution sets are compared with respect to the coupling parameters and new bounds in the cooperation space are determined for the next iteration. This process allows each subsystem to be optimized completely independently within the boundaries of the agreed upon cooperation space while coordination is achieved through an analysis of obtained optimal solutions for each subsystem. Iterations, or negotiations, are repeated until an acceptable solution or set of solutions is obtained for all included subsystems through this cooperative process.
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Reports on the topic "Competing values framework"

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Santoriello, Anthony. Assessing Unique Core Values with the Competing Values Framework: The CCVI Technique for Guiding Organizational Culture Change. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2312.

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Walker, Philip. Library Impact Practice Brief: Assessing Library Information Services and Demonstrating Value through the Tailored Design Method. Association of Research Libraries, November 2022. http://dx.doi.org/10.29242/report.vanderbilt2022.

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Demonstrating the value of a biomedical library can be a daunting and somewhat ineffective task. The current literature base contains many articles attempting to achieve this goal by analyzing the collections through resource usage and citation analysis. However, with competing budgets across university campuses, it has become essential to investigate and develop methods in which libraries can correlate collections and services as it relates to their role as a partner across the scholarly, education, and service missions of our institutions. This practice brief discusses various methods and strategies in which the Annette and Irwin Eskind Family Biomedical Library and Learning Center sought to identify, compile, analyze, and disseminate relevant data to demonstrate its impact or added value to the research enterprise at Vanderbilt University and Vanderbilt University Medical Center. This work was done as part of the library’s participation in the ARL Research Library Impact Framework initiative.
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Fernández-Cerezo, Alejandro, Enrique Moral-Benito, and Javier Quintana. A production network model for the Spanish economy with an application to the impact of NGEU funds. Madrid: Banco de España, January 2023. http://dx.doi.org/10.53479/27333.

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This paper introduces a sectoral model for the Spanish economy that allows a better understanding of the propagation of sector-specific shocks taking into account different network interdependencies. In particular, the model features sector interactions along several dimensions in an open economy setting, either in the provision of intermediate inputs and capital goods or competing in the labour market. This framework is flexible enough to provide insights into the effect of several policy-relevant shocks, such as global value chain bottlenecks, increases in production costs in energy-intensive sectors or large public investment programmes. In order to illustrate the role of such sectoral interactions, we consider a sectorisation of Next Generation EU (NGEU) funds based on Spain’s Recovery, Transformation and Resilience Plan (RTRP) which will mobilize €69.5 bn in grants. According to our findings, the average impact over a 5-year horizon is 1.15% of GDP if we consider only the direct effect of the investment programmes and expenditure plans, but it increases to 1.75% if we take into account the increase in the productive capacity of certain sectors and its propagation through the production network. Moreover, the resulting expansion is particularly strong in sectors highly dependent on high-skilled labour, such as IT and professional services, which might lead to shortages of high-skilled workers, reducing the aggregate impact on GDP by 25%.
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