Lisa Bolden
Electronic Portfolio
Pro-Seminar I
Reframing Organizations
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The Structural Frame puts managers and leaders in the traditional roles of clarifying goals, maintaining the relationship between structure and environment, and developing a clearly defined range of roles and relationships. Without structure, people can become confused about their role which can cause frustration and conflict. The main objective of a leader or manager in the Structural Frame is to focus on tasks, facts, and logic, rather than personality and emotions.
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The Human Resource Frame believes that people are at the center of any organization. If employees feel that their organization and their leader cares about their needs and are supportive to their goals, both personal and professional, then they will provide commitment and loyalty. The main objective of the leader in the Human Resource Frame is support and empowerment by showing concern for others, listening to people’s ambitions and goals, communicating with friendliness, inclusion, and ensuring the employees have the autonomy and support needed to do their job.
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The Political Frame believes that managers have to recognize political realty and know how to deal with conflict. The feeling is that within an organization and outside of it, there are a variety of groups each with their own agenda all competing for limited resources and there will never be enough to make everyone happy. The main objective of the Political Frame leader is to recognize major constituents, develop ties to their leadership, and manage conflict as productively as possible. Most importantly, leaders are supposed to build a power base and use that power carefully.
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The Symbolic Frame emphasizes leaders inspiring people and giving them something to believe in. Symbolic Frame leaders are passionate about make the organization unique and sharing their passion with others. They tell stories, give awards, and manage in unconventional ways like wandering around. Leaders in this frame are sensitive to the organization’s history and culture. They use the organization’s traditions and values to build culture and cohesiveness amongst their teams. Leaders in the Symbolic Frame are clear about a vision that emphasizes the organization’s unique capabilities and mission.