Organizational Framework

 In talking about reframing organizations, Boldman and Deal say that reorganization should be based on four frames. It is important to note that organizations are multifaceted and therefore leaders should analyze organizations from multiple perspectives.

The politic framework within organizations

Political framework means that when organizations have scarce resources, challenges arise on how the resources should be distributed (Grace et al, 2006). Organization members create disagreement which leads to organizational politics. Disagreement does not only arise due to scarce resources but people develop misunderstandings due to many issues such as power. In this case, the role of the political framework is to allow individuals who differ in values, interests, and perceptions to form a coalition (Grace et al, 2006). Organizational leaders play a significant role in strengthening the coalition building. Also, a political framework means that a political leader supervises the group to ensure that individuals with divergent interests solve the differences and gain unification (Grace et al, 2006). Another point to note about the political framework is that the political leader uses a political power to facilitate negotiation. Note that the organization members become involved in bargaining and negotiation. For them to achieve group goals, the political leader must play an active role to achieve positive organizational outcomes (Grace et al, 2006). For example, some organizational leaders use their power to create an unhealthy work environment. They use threats, bullies, demotions, terminations, and more. According to Bolman and Deal, the political framework means using legitimate power to identify the needs of organization members, allow members to partake in decision making, listen to the ideas of the interest groups, and create group relationships.

 

 Human resource framework within organizations

            The human resource framework focus on the organization's people and the need to improve the human resources function through empowerment and addressing their needs.  Note that human resources play a significant role within the organization such as influencing employees.  It is important to note that human resources have many talents, experiences, and expertise that the organization use to move forward (Grace et al, 2006). However, for human resources to meet the administrative goals, they expect the organization to recognize their personal and developmental needs. Thus, the human resource framework identifies the needs of human resources and creates a strategic plan to meet the needs (Grace et al, 2006). For example, within the organization, employees may have poor morale and low level of commitment. The organization should use the human resource frame to energize them through different ways such as allow them to express themselves, provide them with rewards and incentives,  creating a positive working environment, and more.

The symbolic framework within organizations.

 The symbolic frame means that in reframing organizations, leaders should create a culture of shared value. For example, leaders should use vision and values, stories, rituals, ceremonies, metaphors, among other symbols in solving problems (Grace et al, 2006). For instance, an organization has a history, and a leader may reflect on the past to build the future. The symbols will help the organizational members understand the past, and eliminate ambiguity. The symbolic framework creates a collaborative culture in that organizational members share values and beliefs. In other words, a symbolic framework means creating an organizational culture where people share values and beliefs (Grace et al, 2006). People should be allowed to focus on meaning and purpose in understanding the organization. Thus, leaders should use symbolic aspects that involve creating tangible meaning. Organizational reality should come as a result of interaction in social construction (Grace et al, 2006). The style of leadership will allow the employees understand meaning and purpose of the organization and increase commitment.

 

 

 

 

Reference

Grace, D., Korach, R., Riordan, K., & Storm, K. (2006). Assessment and intervention using the

perspective of four organizational frames. Journal of Business & Economics Research

(JBER), 4(10).