Achievement-oriented attributes determine the extent to which societal values are perceived. It takes personal responsibility feedback and recognition of a specific achievement. Nurturing values emphasizes on the relationship between people and human interaction rather than competition for success. Achievement versus nurturing values, therefore, raises important questions on contradictions related to the way people approach problems. The effect of cultural norms further influences the way people understand critical problems affecting society. Analyzing such contradiction will offer a platform for understanding practical models applied in addressing critical issues affecting communities.
Several studies have shown that cultural norms tend to influence achievement versus nurturing values. Murphy 2015 highlights various conflicts and constraints affecting the integration of achievements, nurturing values and cultural norms within an organization. Understanding the domains of cultural norms and human interaction is bound to critical challenges. Murphy 2015 explains that cultural and structural barriers affect the range in which the two components functions in determining the way communities operate. Structural challenges are featured by diverse patterns of human interaction within the organization. Beliefs and values of people are shaped by structures under which they work. Such structures reflect principles and framework of organizational or societal arrangements. Murphy further highlights that structures tend to influence a wide range of values determining relational models and leadership strategies exhibited by a group of leaders within an organization.
A second contrasting view of the model is based on the issue of cultural norms that tend to vary between one group of people to the other. The norm of managerial imperative between different groups of people varies significantly from one community to the other. Moreover, the patterns of power and autonomy have caused unpleasant repercussions to the efficiency of the model.
Felipe et al., 2017 offers an opportunity to review the model based on the typologies of organizational culture. The author presents extensive analysis of underlying relationships and complexities that determine competing values and framework on organizational agility. The researchers focused on internal facts that influence organizational mechanism required to address external aspects that negatively affect the organizations. The impact of cultural values and principles have played an essential role in promoting a positive working culture. However, the author analyzes shows that achievement versus nurturing values tend to influence the range in which cultural norms and impact have on practical values incorporated into organizational leadership and management. The study proceeds to analyze theoretical backgrounds in an attempt b t understand Competing Values Framework(CVF) in improving organizational culture. It is the most recognized context in understanding organizational culture. The study based on this theory analyzed different deviations that exist in applying the achievement nature interaction model.
The study analyzed different ways that community culture affects the relationship between the two models. Trustworthiness empowerment and community were shown to significantly influence the range in which the model is applied the study shows that cultural values change over time and changes from achievement orientation. For instance, national cultural values get changed over some time due to transformational values within countries. The US values have changed from achievement-oriented to nurturing. This reflects the influence of younger generations getting into the workforce.
The other context noted in the studies is that the degree to which a community adopts assertiveness ad possession of materials is significantly influenced by individualistic theories which vary based on factors such as emotional expression and welfare. Thus, they have challenged the theory of achievement orientation. Furthermore, most of the leadership programs encourage personal achievements and individual success. As a result, incorporating the theories into organizational culture is significantly affected by the rising
need to achieve organizational goals at a personal level.
Most of the leadership styles have focused on individual contributions rather than collective goals. Employees who are not concerned with achievement tend to avoid performance feedback. The study conducted by Murphy showed that employees have increasingly become concerned with their performance achievement and the pressure to have specific performance creates stress and pressure. This results in negative psychological well-being. Therefore, nurture orientations aim to strengthen the relationship between the employee and the organization. Although it focuses on work-life balance, Murphy 2015 shows that competitiveness of organizations is reduced and this can be attributed to ill-equipped minds that are reluctant to speak against the status quo. The article further present cultural constructs as pipelines that reflect on the society in which the company operates.
Culture is a blend of complicated factors that influences people and shape their beliefs and behaviours. The studies conducted by File 2010 shows that the changing managerial and leadership models have significantly affected the consistency in which the models operate. Nurturing each employee to align with specific values has also affected the dedication and emotional intelligence required to achieve organizational outcomes. Murphy argues that nurturing focus on caring for people who require support. Cross-cultural values tend to influence the extend in which nurturing is used to accomplish organizational goals. Different cultures have different values. It similarly varies from one country to another. Therefore, creating sustainable models required to improve organizational outcomes is challenging. Implementing a consistent leadership style is challenging for managers. Achievement-oriented leadership is also affected by workers who feel overworked or underpaid. The model has also been associated with high turnover rates that determine the nature of leadership styles.
Openness to experience offers an opportunity for the employees to be imaginative broad-minded and intelligent. They positively perceive the working environment as a platform for addressing organizational challenges. It contributes to practice personality, and this provides an opportunity for more challenging and complex work experience. Openness to experience and personal values were shown to affect achievement versus nurturing values. This is based on the nature in which an individual is trained to address various issues affecting an organization. The study conducted by Fidel further showed that hierarchy culture tends to affect achievements of success The presence of formalized structures significantly contributes to successful outcomes. Therefore, hierarchy culture contributes to short-term success.
According to Murphy 2015, national culture is a moderator that influences the relationship between personality and organizational commitment. It is also possible that personality traits can be significantly influenced by national culture, and this affects the achievement vs nurture culture personality -organizational is critical in impacting on organizational traits. Achievement-oriented people are negatively affected by the need for recognition materialism, and competitiveness liked to organizational goals. Nurturing orientation could affect personal success and reduce competitiveness for the success of a particular organizational model. Hiring and retaining employees have become critical in identifying the required models required to achieve organizational commitments. Organizational commitments were crucial in achieving different goals. However, nurturing commitment require employees to remain motivated and establish the right relationships with other people.