Aplicación del modelo de liderazgo de valores en competencia (Competing Values Leadership) para la identificación de competencias clave orientadas a la cultura de innovación: estudio de caso – empresa del sector bancario.

Abstract

Nowadays, innovation is considered one of the most important sources of competitive advantage, so promoting it is crucial for organizations; however, its effectiveness depends on the chaining of different factors. It can be stated that one of the essential elements is the generation of an organizational culture where people have unanimous behaviors that allow to generate the behavioral bases as well as the physical and human capacities for innovation to take place. And in turn, if there is no commitment from the leaders and the competencies that must be developed in them to promote change processes are unknown, then innovation becomes less present in the organizations. The purpose of this research is to analyze the current and required organizational culture to 2021 according to Cameron and Quinn's Competing Values Leadership model; the predominant leadership styles and competencies according to Competing Values Leadership in order to identify the leadership style to implement innovation processes in an Ecuadorian Financial Institution. For its realization, the surveys built and validated by the authors Cameron and Quinn were applied in two different moments: first, an instrument for the evaluation of organizational culture (Organizational Culture Assessment Instrument OCAI) was applied to 1822 employees and later a unified instrument to evaluate leadership styles (Quinn's leadership roles) and competencies (Competing Values Competency Questionnaire) associated to organizational culture was applied to 441 leaders.