In the history of business studies, the Competing Values ​​Framework (CVF) has been considered one of the most influential models. According to Cameron (n.d.), he points out that several business schools and leading organizations have studied and tested this theory for more than 25 years. He also states that the CVF is the most accurate model currently because it can predict the future of the organization in terms of success better than other models. In general, it can be used to identify the fundamentals of the organization from top to bottom, such as leadership, human resource management, management strategy and organizational culture. As a result, the framework helps instruct the way to achieve improvements through understanding the values ​​that commonly occur in the organization. The model emerges from the question “What are the main criteria for determining whether an organization is effective? What key factors define organizational effectiveness? When people judge an organization to be effective, what indicators do they have in mind” (Cameron et al, 2011: 38). However, there has been little discussion that “the competitive values ​​framework has only historical value.” The remainder of this essay is divided into three sections. In the first section I will explain what the Competing Values ​​Framework is. Follow up by discussing how it can be considered “of little value.” Finally, I will describe how to use this framework. To understand the theory of competitive values, we may have to go back to its first principles. Quinn et al (2003, cited by Boddy, 2008: 40) define the origin of this theory as being largely based on 4 historical studies examining how management can be effective. The first theory related to CVF is "Rational Go...... middle of paper ...... Effectiveness, New York: John Wiley & Sons.Haley, U, & Stumpf, S 1989, "COGNITIVE TRAILS IN STRATEGIC DECISION-MAKING: LINKING THEORIES OF PERSONALITIES AND COGNITIONS', Journal Of Management Studies, 26, 5, pp. 477-497, Business Source Premier, EBSCOhost, viewed 21 November 2011. Leung, A, & Cohen, D 2011, 'Variation within and between cultures: individual differences and the cultural logics of cultures of honour, face and of dignity, Journal Of Personality And Social Psychology, 100, 3, pp. 507-526, PsycARTICLES, EBSCOhost, viewed 21 November 2011. Ouchi, WG 1981, 'Organizational Paradigms: A Commentary on Japanese Management and Theory Z Organizations', Organizational Dynamics, 9, 4, pp. 36-43, Business Source Premier, EBSCOhost, viewed November 21, 2011. Quinn, R.E. (2007), Becoming a Master Manager: A Competitive Values ​​Approach, 4th Edition, Hoboken, NJ: Wiley.