Final Paper ? you will write a 6-10 page research paper [MLA format] that entails a four-frame analysis of your personal case study.

1.    A structural frame, which emphasizes goals, roles, formal relationships, and the rational side of organization.
2.    A human resource frame, which focuses on human needs, attitudes, and skills and emphasizes the human side of organization.
3.    A symbolic frame, which explores how organizations create meaning and belief through symbols, including myths, rituals, and ceremonies.
4.    A political frame, which examines power, conflict, and coalitions among those who have vested interests to protect and want to advance within a context of scarce resources.

Must use:

Reframing Organizations: Artistry, Choice, and Leadership, Fourth Edition, 2008 Bolman and Deal, ISBN# 978-0-7879-8799-2

Personnel Case Study:

Personnel Case Study

Having served in the Navy for 19 years, I have witnessed good organizations and bad organizations. One that particularly comes to mind was my experience on the USS XXXXX. We were a brand new ship. This posses some interesting challenges to the organization. We didn?t have an established set of norms or business practices. The crew itself had never worked together before, so we had no working relationships and were unsure how best to communicate. Furthermore to complicate things we had a Commanding Officer (CO) who really wanted to get major command and become an admiral. Not only did he ensure he was the ?king of the jungle? by putting suffocating policies in place to ensure he controlled every aspect of the ship. He didn?t want any inputs or advice that countered his ideas and aspirations. This ended up creating a very political environment were the Department Heads and Officers became either yes men or labeled as non team players. This led to confusion in the work place and frustration for the junior sailors because they didn?t understand how the CO didn?t know what was happening.

The CO was willing to do what ever his Senior Officers wanted, this resulted in a confusing schedule and extremely long hours on the crew to try to meet unrealistic tasking. I?m aware we are the military and we don?t like to tell our superior officers that we can?t do something. But, you cannot suppress the truth at the cost of your subordinates to make yourself look better.
Looking at this example and comparing it to the four frame model. It is interesting to see how one senior persons singular train of thought, causes a negative chain reaction. It truly has a domino effect that has mistakes building on mistakes until the organizations becomes crippled. We became reactionary and were unable to get ahead of potential problems. Getting through these crises was done by over working and causing unnecessary stress on the crew. The one fault of the Navy is we are not limited by labor costs. Our employees are not paid overtime and can?t quit. This allows leaders that would be fired in the civilian world to continue to rise to more senior positions.

One of the things that frustrated me the most was because we were a new organization we had the opportunity to create an efficient and positive work environment. Instead we did the opposite.

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Final Paper ? you will write a 6-10 page research paper [MLA format] that entails a four-frame analysis of your personal case study.

1.    A structural frame, which emphasizes goals, roles, formal relationships, and the rational side of organization.
2.    A human resource frame, which focuses on human needs, attitudes, and skills and emphasizes the human side of organization.
3.    A symbolic frame, which explores how organizations create meaning and belief through symbols, including myths, rituals, and ceremonies.
4.    A political frame, which examines power, conflict, and coalitions among those who have vested interests to protect and want to advance within a context of scarce resources.

Must use:

Reframing Organizations: Artistry, Choice, and Leadership, Fourth Edition, 2008 Bolman and Deal, ISBN# 978-0-7879-8799-2

Personnel Case Study:

Personnel Case Study

Having served in the Navy for 19 years, I have witnessed good organizations and bad organizations. One that particularly comes to mind was my experience on the USS XXXXX. We were a brand new ship. This posses some interesting challenges to the organization. We didn?t have an established set of norms or business practices. The crew itself had never worked together before, so we had no working relationships and were unsure how best to communicate. Furthermore to complicate things we had a Commanding Officer (CO) who really wanted to get major command and become an admiral. Not only did he ensure he was the ?king of the jungle? by putting suffocating policies in place to ensure he controlled every aspect of the ship. He didn?t want any inputs or advice that countered his ideas and aspirations. This ended up creating a very political environment were the Department Heads and Officers became either yes men or labeled as non team players. This led to confusion in the work place and frustration for the junior sailors because they didn?t understand how the CO didn?t know what was happening.

The CO was willing to do what ever his Senior Officers wanted, this resulted in a confusing schedule and extremely long hours on the crew to try to meet unrealistic tasking. I?m aware we are the military and we don?t like to tell our superior officers that we can?t do something. But, you cannot suppress the truth at the cost of your subordinates to make yourself look better.
Looking at this example and comparing it to the four frame model. It is interesting to see how one senior persons singular train of thought, causes a negative chain reaction. It truly has a domino effect that has mistakes building on mistakes until the organizations becomes crippled. We became reactionary and were unable to get ahead of potential problems. Getting through these crises was done by over working and causing unnecessary stress on the crew. The one fault of the Navy is we are not limited by labor costs. Our employees are not paid overtime and can?t quit. This allows leaders that would be fired in the civilian world to continue to rise to more senior positions.

One of the things that frustrated me the most was because we were a new organization we had the opportunity to create an efficient and positive work environment. Instead we did the opposite.

Leave a Reply

Your email address will not be published. Required fields are marked *