The Practicability of Competing Value Framework as a Stride towards Public Service Delivery Improvement in the Health Sector

Oluwaseun Temitope Ojogiwa, Bongani Reginald Qwabe


Considering its impact, organizational culture has emerged as a vital concept in organizational development. Although diagnosing organizational culture appears as one of the organizational change strategies for organizational development, it is a challenging undertaking. The dearth in the evaluation of the organizational culture of the public sector, especially in Nigeria, motivated this study with the aim of evaluating the organizational culture of the Kwara State public health sector using the Competing Value Framework (CVF). Significantly, there is mounting pressure on the state’s health sector to improve its service delivery, which is likewise strained by the effort to contain COVID-19 incidents. Hence, to assess the organizational culture and identify the areas of improvement for an effective proposed organizational reform, this study collected data by administering questionnaires to 256 participants. The study found that the prevailing culture is internally oriented and it manifests the typical culture of many public institutions. The evaluation of the current and preferred organizational culture is important to identify and create the needed change and most importantly foster a successful organizational transformation in the reality of many failed reforms. Conclusively, a successful change is anticipated to achieve the national goal of the health sector identified as one of the global sustainable development goals.


organizational culture; public health; service delivery; organizational transformation.

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