The decision to transition from a medical field to corporate America resources is not an easy one considering that the health sector has been hesitant in implementing the principles of corporate America. The resources available for health facilities to facilitate the hiring of a qualified human resources individual are meagre. Consequently, this has led most management teams to opt to overlook the recruiting of HR qualified persons and concentrate on more vital organizational issues. However, organizations are beginning to consider success in the pay-for-performance environment, which has led to the management going for human resource strategies that encourage working as a team among employees. Therefore, the process of shifting from the medical field to corporate America human resource requires that an individual or an organization promote collaborative and cooperative practices that should end up forming the basis of the culture. Success in doing so can be facilitated through the understanding of the symbolic Four Frame Model of Bolman and Deal (2003) considering that it can assist one to understand how the corporate world works as to addresses the organizational life.
Vertical relationship is a vital aspect to consider during such a transition considering that one needs to establish a good rapport with his or her subordinates within the organization. The key to success in a human resource environment is cooperation with others, which begins with the first impression one makes, as others need to feel free to associate with him or her. Ensuring that an excellent vertical relationship is established begins with mastering the symbolic frame of the firm, which includes the engagement of the heart and faith of the subordinates. In every organization, there is a way that things are done which can be described as the organizational culture and can only be mastered when research is done prior to even joining (Thornton, 2002). Hence, one needs to master the organizational values so that he or she can know how to relate with other employees and foster an excellent rapport. Employees work by the rules and policies that have been set by the management, and new employees need to appreciate the policies as a way of showing respect to others. In one instance, a newly employed manager failed to win the trust of his subordinates after looking down at their abilities simply because he outwitted them in terms of work experience. Interaction with the management is also vital especially in understanding the managers so that your values and habits do not clash. By understanding the other employees within the organization, working together will be easy which means that the set goals will be achieved collectively as a team. The symbolic frame of the Frame Model as shown below requires that inspiration, faith, and culture are natured within an organization; hence, by observing these aspects, success will be inevitable.
Figure 1: overview of four-frame model
As a leader who is trying to transition, the development of staff is vital through eradicating roles that appear redundant or do not add value to the organization. This acts as a source of inspiration to the others. Employees get frustrated when they work on duties that they feel are unnecessary; hence, going back to the drawing board will help to address such issues. For example, the workflow charts can be redesigned in order to identify areas that appear inefficient within the organization’s ladder and correcting them. Moreover, eradication of job duplication can be attained through revisiting employees’ job descriptions and distribution of roles in a manner that adds value to the organization and leaves employees feeling valued. Besides, the leadership image should be a source of inspiration to the employees according to the symbol frame that can be attained by valuing the team by availing all that is needed for them to do an efficient work. Provision of feedback to employees also ensures that employees keep working hard in addition to rewarding those who have impressed through the development of employee compensation initiatives. According to the symbolic frame of the four-frame model, faith is a vital aspect within an organization and employees need to have faith in the system; hence, rewarding them fairly through various means such as promotions and packages will guarantee their trust. Training is also a way of ensuring employees have faith in the system as they will see that their efforts are appreciated in addition to ensuring that the level of their skills improves. Therefore, the development of employees within the organization is a good way of ensuring that they appreciate the way things are done through conforming to the culture and making it part of the way they operate.
Stepping up to the individual that other employees expect, is one of the key necessities during an era of transitioning considering that other employees will need to see the character of a leader with a vision for the entire organization. A transition is a hard time when employees who feel that is a bad option will decide to look for other opportunities; hence, leading to high turnover within the firm. Making employees see that the move is the best and that it will offer them a chance to grow along with the organization is the best way to ensure that they are in line with the transition and can only be achieved when managers display their top leadership skills. Significance should be seen in a leader through his or her behaviour, as they will need to communicate in an honest manner especially when resolving conflicts (Brock, 2006). The communication between the employees in the organization and the leadership position should be open both ways, as staff members should find it easy to channel their ideas up the ladder or chain of command. Accountability should also be required of all employees during a transition; hence, as a leader, one is required to ensure that employees who perform poorly are held accountable for their actions.
In conclusion, Success during transition can be facilitated through the understanding of the symbolic four frame model of Bolman and Deal (2013) considering that it can assist one to understand how the corporate world operates, since the model addresses the intricate organizational life. Vertical relationship is a vital aspect to consider during such transitions considering that one needs to establish a good rapport with his or her subordinates within the organization. Stepping up to the individual that other employees expect, is one of the key necessities during an era of transition considering that other employees will need to see the character of a leader with a vision for the entire organization. Therefore, a transition is a challenging experience for the employees and the management as the process requires them to work together and understand the culture of the organization so that their actions are in line with the set goals, while avoiding conflicts.
References
Bolman, L. G., & Deal, T. E. (2013). Reframing organizations: Artistry, choice, and leadership. (5th ed). San Francisco, CA: Jossey-Bass.
Brock, D. M. (2006). The changing professional organization: A review of competing archetypes. International Journal of Management Reviews, 8(3), 157-174.
Thornton, P. H. (2002). The rise of the corporation in a craft industry: Conflict and conformity in institutional logics. Academy of management journal,45(1), 81-101.
