Stability or flexibility orientation is a Dimension of Value orientation. It describes a person's tendency to seek a stable and structured environment rather than a changeable and innovative environment (Quinn & Rohrbaugh, 1983).
In doing so, you can determine the individual orientation of a person on a continuum between the two poles Stability orientation and Flexibility orientation Classify. The value of each person can therefore be located at one point on the following scale:
Stability orientation
Rather oriented towards stability People...
- ... prefer a Environment, which focuses on controlled procedures and safety
- ... wish leadership through coordination, clear processes and detailed rules
- ... are best placed in teams those who value reliability, safety and close cohesion
Flexibility orientation
Rather oriented towards flexibility People...
- ... prefer a Environment, which focuses on creative solutions and risk-taking
- ... wish leadership through personal responsibility, flat hierarchies and open exchange
- ... are best placed in teams those who value uniqueness, risk-taking and creative freedom
Benefits in a professional context
As you can see, it hangs best cast for a vacancy depends not only on the person's stability or flexibility orientation, but also on the Characteristics of the vacancy.
Depending on the corporate culture, a person oriented towards stability or one oriented towards flexibility can best contribute. Does the company rather value surety and check and based on clear processes and detailed rules, the best way for a person focused on safety to get involved. On the other hand, does the company place more value on innovation and willingness to take risks and rely on personal responsibility and rather flat hierarchies, and a person oriented towards independence can best contribute (Cameron & Quinn, 2011).
With a value diagnosis, you can therefore Reduce the risk of misstaffing and at the same time achieve a higher diversity Worry at work!
How do you record stability or flexibility orientation?
Do you want to record the stability or flexibility orientation of your applicants? Aivy We are happy to help you with this!
Our mini game “Dream Team” offers users the opportunity to learn more about their individual Value orientation find out.
Sources
- Cameron, K.S., & Quinn, R.E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. John Wiley & Sons.
- Quinn, R.E., & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management science, 29(3), 363-377.
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