Bolman and Deal’s examines the organizational set up the concepts related to, the four- frame model. This is in the view that seeks to highlights the various aspects of the organizational culture and management in the context that highlights it as a factory, family jungles and rather theaters or temples in that order specifically.
The four- frame model highlights the four issues in this order;
- The Structural Frame: This explains how to organize teams and groups to effectively deliver results.
- The Human Resource Frame: which effectively illustrates how to narrow the organizations to satisfy human wants, human resource management and effectively build positive dynamics on how to manage the groups to perform effectively.
- The Political Frame: which clearly and conspicuously highlights how to coup with power and conflict. This includes among them aspects of building coalitions and positively deals with internal and external politics in and organizational set up.
- The Symbolic Frame; explains how to shape a culture that effectively gives the required purpose to the work being undertaken. This is both for internal and external audiences and helps build the team spirit and cement the positive history.
In relation to my organization, with mostly deals with the human resource aspects and service delivery in the industry, the structural frame is clearly implemented in the view that effectively brings the lens of the organization in the outside viewers (Bolman & Deal 1991).
In the depictive view of examining the “structural frame” for viewing organizations, it clearly gives a proper view of what happens in the organization day by day. This definitely illustrates on the various ways of making sense of life in the particular work being done within the organizational framework (Bolman & Deal 1991). The structural frame concepts clearly highlights the crucial applications and extensions incurred in the daily running of the organization and the clearly highlights how the rational thoughts are being implemented in the organizational management framework.
In relation to Lee Bolman and Terrence Deal the structural frame within my organization is clearly evaluated to give the heart problem of management and gives a clear depictive view of the control and illusion that helps an organization perform in the positive aspect and the rationally after thought that associate the effective performance witnessed.
In this view of structural frame of the organization, clearly gives the image that comes to an individual’s mind when the concept about it is mentioned (Bolman & Deal 1991). It is in this view that my organization has focused on the shaping the work culture an performance in the view that has developed the versatile and powerful ways to understand the mentioned social architecture within it and consequences of the implemented decisions.
On the Analysis from a human resource perspective (Bolman &Deal 1991) describe the human resource frame as focusing “on the needs of people as well as their roles, skills, interests, values, and interactions”. It is in today’s framework that the terms are related to human intellectual capital and the management strategies implemented in the process of governance.
In our organizational view, the concept of ‘people matter’ is the basic view that our faculty and staff are the only sustainable competitive advantage present in our organization. In this view of human resource view, competitors do replicate most distinctive programs and innovative solutions to help curb the strong competition in the outside competitors in our field.
References
Bolman, Lee G, and Terrence E. Deal. Reframing Organizations: Artistry, Choice, and Leadership. San Francisco: Jossey-Bass, 1991.
Carnevale, David G. Organizational Development in the Public Sector. Boulder, Colo: Westview Press, 2003.
