The Four Frames Models Model

The symbolic frame brings inspiration and makes their employees excited to work and commit to a place that has a unique identity. Symbolic leaders are passionate about

The metaphor for the structural frame is 'the orchestra as a factory'. Looking through this frame reveals an orchestra's systems of roles and relationships and how the work gets made. Problems arise when the structure is not suited to the situation

According to Bolman and Deal, the core premise of the structural lens is defined as “Clear, well-understood goals, roles, and relationships and adequate coordination are essential to performance” (pg. 44). In an organization, structure is of vital importance, it lays a sturdy foundation which serves to decrease confusion and inefficiency amongst individuals of the organization. The core premise emphasizes that in order for an organization to reach its full potential, goals need to comprehended, appropriate roles need to be assigned to individuals and good management are imperative in bringing together an organization and increasing proficiency, in order to achieve established goals. Structure in an organization serves as the framework, where

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

In his book, Heraclitean Fire: Journeying on the Path of Leadership, Dr. Michael Cary (1999) introduces us to the theory of the five frames for effective leadership. Organizational life is filled with an abundance of unique challenges and conflict. The Five Frames model serves as a valuable tool to leadership by revealing the alternate perspectives of organization members. According to Carey (1999) “These five frames – rational, human, systems, political, and cultural – offer different angels for looking at organizational life, and each frame’s proposed outline of the key dynamics of situations does have value in understanding why things happen the way they do and what must be a part of any plan to make things better” (p. 91).

Bolman and Deal (2013) stated that in the political model individuals competed for power and scarce resources. Bolman and Deal also noted that conflicts were common because needs and perspectives were different between individuals. Degn (2015) noted that managers attempted to sell a message and gain influence from individuals to obtain a certain goal. According to Bolman and Deal (2013), power can be concentrated in the wrong place, so goals were not completed.

• The Human Resource Framework places people first, which is very similar to stewardship or servant leadership where participation in decision making and problem solving are primary components of the model. This framework is based on the ideas from organisational social psychologists and begins with the premise that organizations are filled with individuals, each of whom has their own feelings, needs and biases as well as their own skills and potential (Bolman and Deal 1991, p. 15).

The Human Resource category addresses employee selection and development practices, motivation, satisfaction and compensation as it relates to the growth and success of the company. The experts will review the work environment, the morale of the employees, the benefits and the company culture. The applicant will need to address workforce development, staff performance management, and how both align with the company’s goals.

The political frame addresses organizational and personal politics. It is important to identify who opposes your projects as well as who supports them. This step will help discover the main interest groups that would be most affected by the project outcome. The important issue in IMS project related to the political frame is the power shifts from functional managers to project managers after the initial stage of the project. This unplanned power shift to an inexperienced project manager who does not have much knowledge about the organization to deal with internal and external politics resulted in failure of the IMS project.

The political lens looks at an organization from the perspective of "how power and influence are distributed and wielded, how multiple stakeholders express their different preferences and get involved in or excluded from decisions, and how conflicts can be resolved" (Ancona, Kochan, Scully, Van Maanen and Westney – M2-10) . It is an arena for competition and conflict among individuals, groups and other organizations whose interests and goals differ dramatically. The roots of conflict lie in different and competing interests and disagreements require political action, including negotiation, coalition building and the exercise of power and influence. The steps in using the political lens for an effective

Human resource is about how a business I.e mangers controls and treat their staff. Human resources came more into place when human rights came about. The inspection of work place standards proved a significant part of a human’s right.

The political frame does not blame politics on individual characteristics such as selfishness, myopia, or incompetence. Instead it proposes that interdependence, divergent interests, scarcity, and power relations inevitably spawn political activity. (Borman and Dean, 2008,

Human Resources often begins as very tactical policies, records, compliance, discipline, compensation, benefits, job descriptions, hiring, performance management (). Taken to the next level, HR becomes strategic, connecting employees to the business mission, values, and vision, in order to drive business results (). Employee goals and metrics align to the business strategy and rewards tie into results. Additionally, careful consideration is given to developing talent pipelines, employee succession plans, and career planning in order to respond flexibly to the inevitable work flow and staffing changes that all businesses experience ().

The human resource frame is known to operate from drastically different paradigms. Bolman and Deal (2013, p. 113) state that opposing paradigms are identified when an individual asks which statement is true; 1.) “Our most important asset is our people”, or 2.) “Organizations exploit people --chew them up and spit them out” (Bolman & Deal, 2013, p. 113).

Leadership stresses the setting of new directions and maintaining a chosen direction in a turbulent environment, and successful leaders will need some form of compass in order to negotiate safely through the shoals of conflicting demands (Wilson, 1996). The 5 Compass Model consist of: The strategic, action, culture, socio-political, and moral compass. The fortune 500 company that that I have chosen to learn about the process is AT&T. The 5 Compass Model can be used in many different situations where a configuration perspective is suitable. The descriptions of the five compasses are not meant to imply that leadership is a uniform concept--all-seeing, all-knowing,