The Structural Frame Model Of An Organization

The human resource frame believes people are the center of an organization and if an organization is responsive to their needs and personal goals, they will deliver quality work ethics. Structural frame creates a workable structure and clarifying the roles and goals of an organization. The political frame believes that managers need to recognize political realities and know how to handle conflict in and out of an organization.

Bolman and Deal offer four frames with which to break down organizations: their structure, their human resources, their political environment and their symbolic meaning. They offer a metaphor to capture the essence of each frame (translated for orchestra here):

Bolman and Deal (2013) stated that there were four-frame models that governed organizations, and the models were structural, human resource, political, and symbolic. Lightcap (2014) discussed the entrepreneurial model that was a

Following Bolman and Deal’s organizational structure and human resource frames, the third frame could arguably be the most impacting on an organizations employee’s sight and reference regarding their organization’s culture. Symbolic framing views organizations as theaters (Bolman & Deal, 2008; 2015), where its employees are acting out their duties and responsibilities grounded in the organization’s myths, values, ceremonies and rituals (Bolman & Deal, 2008; Henderson, 2015). In this regard, organizations are often judged more on their performance in a theatrical sense, than the product outcomes themselves, as the performance creates alignment in its employees (Smith, 2012). In the structural frame, we understood that organizations obtain efficiency through proper alignment in departmental and communication lines, identifying excess in order to streamlining processes. The human resource frame encouraged us to conceptualize that organizations achieve success by focusing on who is in the right or wrong position and acknowledging the needs of the employees, certifying that both employee and organizational needs should be met to promote organizational success. The symbolic frame challenges us to view the organization from a different perspective, looking deeper into the organization’s culture as the answer for alignment and unity toward a common goal. Symbolic framing aims to capture the hearts and minds of all those involved in the organization, as symbols are often the

The methodology is designed to allow leaders to consider the organization from different angles, in order to develop a multi-perspectival approach to innovation and change. Each frame (structural, human resource, political, and symbolic) can be applied to an organization in order to view it more clearly from a different frame of reference to find the most effective solution and strategy for advancement. I liken this model to “seeing is believing.” Sometimes an organization is seeing the wrong picture and doesn’t understand why it’s not getting the result it wants. The four frames allow leaders to see organizations in their complexity and think critically about alternative possibilities for change. They help to clarify reality and actually see what’s happening. An example would be FEMA’s response to Hurricane Irma. All frames were used to make a true assessment of events and quickly assemble appropriate leadership intervention. (Structural: environmental infrastructure and function, Human Resources: American Red Cross efforts and charity distribution, Political: both Houston and Florida struggling for power and resources, Symbolic: bringing a diverse group of individuals together into a cohesive team.) Through time, effort, and repetitive practice FEMA was able to use the four frames

Organizations are social entities that are driven by goals that are designed intentionally, and coordinated activity systems and they are linked to the external environment. It means that the organization should have a way of linking the internal and external environments. Organizations are made of people and the relationship between the people is essential. There is a deliberate move by organization management to come up with structures that ensure coordination of

All organizational frames are important for a project success. The structural frame can help understand an organization structure and roles and

The relationship between an organization’s strategy and structure are extremely important because it “directly impacts a firm’s performance” (Rothaermel, 2013, p. 309). Also, as an organization grows, it should reevaluate the current strategy and structure to ensure that it remains the optimal choice for the organization (Rothaermel, 2013). The four types of organizational structures, listed in order of least to most complex according to Rothaermel (2013), are: (1) simple, (2)

Organizations tend to adopt three major theoretical perspectives that form the basis of their systems. The three include the open, rational and the closed systems (Scott, 2003). There is the crucial need to ensure one can understand these perspectives to understand how the organizations operate. The three perspectives are a representation of the scientific development of the organizations.

What are the five structural configurations, who uses these configuration methods and why do you think they (the company or organization fits into this type of configuration rather than that of the other types); as well as what type of structural configuration does my workplace currently use. So, what is the five structural configurations are as follows: “Simple Edifice, Machine Administration, Professional Government, and Adhocracy” (Nelson & Quick, 2017, pg. 244). Basically, these configurations consist of “Differentiation, integration, and the basic design dimensions combine to yield various structural configurations” (Nelson & Quick, 2017, pg. 244). These logistic edifices are usually founded on artefact and purpose in the early stages of the structural process, and formed using the matrix organization format introduced by Mintzberg. “The five rudimentary fragments of the organization, for Mintzberg, are the upper echelon, or strategic apex; the middle level, or middle line; the operating core, where work is accomplished; the technical staff, or technostructure; and the support staff” (Nelson & Quick, 2017, pg. 244). However, these five basic configurations work differently among the organizations due to the support it gives regarding the organization’s tactical purpose.

In order for one to evaluate and identify with the diverse business structures, he/she must be aware of the meaning and standards that makes that structure. Various businesses functions in different ways as the world is full of technology and new structures, company cultures and new ways in which companies are run. In order to fully grasp the concepts of Organizational structure and culture in the movies, I will use the Movie Up in the Air and The Devil Wear Prada movies to analyze a business scenario from them.

The metaphor that best describes the symbolic frame, as defined by Bolman and Deal, is:

According to Miles et al. (1978, p. 547), an organization is both its purpose and the mechanism constructed to achieve the purpose. It means that the concept of organization is embracing both goals and all the elements that represent unique combination. Miles et al. (1978, p. 553) draws the conclusion that structure and the processes taking place inside the organization are closely aligned; it is hard to speak about one without mentioning the other. It is important to understand the conclusion drawn by Miles et al. (1978). It illustrates how the

The view and metaphorical analogy of an organization as a machine was the result of the only frame of reference available at

The structure of an organisation is built in order to achieve the distinct tasks by the labour and coordination between teams to provide goods and services. Organisational structure is selected in order to have a basic work and consistency according to the situation. The most foremost factors in an organisation are skilled labours, mutual understanding among the fellows and direct control to frame a good result. A good structured organisation results in quality production, which can be taken into peoples consider through marketing. When an organisation tracks in a solid structure, management plans and tasks can be easily constructed and executed. In this essay, I have been explained about the concept of Mintzberg five