Good Example Of Bolman AND Deal’s Human Resources Frame Essay
According to Bolman and Deal there are four frames, which distinguish people’s behavior. These are: Structural, Human Resources, Political and Symbolic. Each of the frames has its own specter of usage and its own aim, concepts and metaphors. There may be some preference for one of the frames, but still one frame can’t substitute another one. (Vincent, " Four-Frame Model - Reframing Organisations 75,236")
A deeper sight helps to filter things and distinguish which frame is appropriate for this or that situation. Some situations can’t be solved effectively by one frame, instead another one should be applied. Choosing a right tool guarantees easier way of job, in case you are acknowledged how to use it in a right way.
As for me, Human Resources Frame is the most interesting from the four frames, because it shows a structure of relationship among members of the organization and how to deal with problems, which may arise on the way of employers and employees.
There are several aspects of Human Resources Frame, for example according to it organization should be perceived as an extended family. From this aspect we can conclude that it stays on the fundament of psychology. The frame defends individual’s needs and capacities what is a great feature for modern organizations, which tend to forget about such important things. Also employees abilities for learning new must be counted logically, neither underestimated, nor overestimated.
The main objective of employer is to make their organization an appropriate place for both: customers and employees. Nowadays there are plenty of qualified professionals in different spheres. However, when it comes to finding a job, even a very devoted worker, may lose all his initiative and desire to work under a strict and dull management of the organization, which won’t bring the company desired results. Aim of the Human Resources Frame is to provide a useful frame for creating appropriate condition for self-development of employees. Working place is a second home for people, it should become a pleasure, then it will bring generous harvest. (Vincent, " Four-Frame Model - Reframing Organisations 75,236")
The problem of downsizing of workers is becoming global, companies are trying to make their workplaces more effective and suppose that by firing employees they would make work go better and more economical. However such a view doesn’t work, at least according to world’s experience, which is put altogether in the Human Resources Frame by Bolman and Deal. According to Bolman and Deal downsizing often turns into «dumbsizing», because such decision hurts the organization with the same strengths as it hurts fired personnel. A number of studies shows that investment in employee’s skills is not money down the drain, vice versa it’s a worth implementation with further positive benefits for the company. Unfortunately, downsizing seems more realistic and easy for a majority of employers. The influence of the Frame created a general opinion that its misuse depresses organization’s profit together with employees. At first sight it may appear that with downsizing there will be a funds reduction, but it’s just a self fulling as the income will be reduced too. (Vincent, " Four-Frame Model - Reframing Organisations 75,236")
Three basic concepts for the Human Resources Frame are: People, Needs and Organizations. Concepts are connected by numerous links, such as: people and organizations need each other – employees need salaries, opportunities and careers in their spheres --- organizations in their turn need motivated professionals, dedicated to their work. People are an inevitable part of organization, there’ll be no organizations of full value. Organization is home for professional, employees are parts of a big family that live in this house. . (Defoe, " Understanding Organizations Using the Four Frame Model: Family [the Human Resource Frame] and a Helpful [Lawyer’s] Checklist for Organizational Assessment")
According to Bolman and Deal a linkage between wants of workers and needs of organizations is called ‘’fit’’. In simple words a fit between person and organization, which can be achieved in three steps. 1) how organization implements employee’s desires for effective work. 2) how the given job realizes person’s possibilities and skills. 3) how the job is appropriate for a worker in financial prospect. (Defoe, " Understanding Organizations Using the Four Frame Model: Family [the Human Resource Frame] and a Helpful [Lawyer’s] Checklist for Organizational Assessment")
Abraham Maslow’s Hierarchy of needs had a considerable impact on formation of Bolman and Deal’s Human Resource Frame. The highest stage of self-fulfillment of all prior needs brings possibility to actualize person’s potential. Maslow’s theory is a treasure for professional’s effectiveness.
Also, Bolman and Deal used Douglas McGregor’s theory in order to develop their own theory of 4 Frames. According to McGregor there are two main approaches of ways of thinking about employees. Those are «Theory of X» and «Theory of Y». The first one works according to three main concepts: -all the needed equipment; -modifying worker’s behavior through motivation; -management. The second theory is based on the Maslow’s theory, which differs from a «carrot - stick» control. This one is a creation of more adequate management and assumptions on the nature of human motivation. (Defoe, " Understanding Organizations Using the Four Frame Model: Family [the Human Resource Frame] and a Helpful [Lawyer’s] Checklist for Organizational Assessment")
A lot has been said about the theory and its origins. Frankly speaking, I would not say that each modern organization can take pride in its perfect use of Human Resources Frame. Still Southwest Airlines are one of those, which attract devoted, active and motivated employees. Their secret is simple, the company managed to apply the Human Resources Frame in a right way. «Southwest hires for attitude.» ("Chapter 16 Strategic Human Resource Management")It’s a unique organization, that appreciates open workers who bring new creative ideas. Flight attendants sing the safety instructions and pilots tell the customers jokes through the public address system. Founder of the company (Herb Kelleher ) states that Southwest Airlines have the lowest employee turnover rate in the sphere.
Such a funny structure of such a serious industry may seem scary at first sight, but actually, as the founder of the company says the employees take their work serious, they just want to defuse the situation in a friendly, pleasant way. Who’d ever leave such a job?!
In my opinion, the given organization uses the concept of «fit», which is one of the main parts of Human Resources Frame by Bolman and Deal. Southwest has a probation period, which actually determines whether a person fits or not the organization’s norms. Such an approach gives a confirmation that employee is right on his place and he won’t be depressed by the norms implied in the company. Also the period prevents company from further downsizing and inappropriate results as for the benefits of the organization. ("Chapter 16 Strategic Human Resource Management")
The Southwest Airlines provide their own culture and way of conducting business. There’s no need to harness people, who can’t handle the company’s pace and implement their own ideas. The other company may implement strict rules and make its employees work hard in order to gain benefits from such attitude, what eventually will lead to gradual collapse. Each form of management needs fitting workers, who have all the resources to handle the pace. ("Chapter 16 Strategic Human Resource Management")
Coming back to the Southwest Airlines, the company does a better job of responding to the needs of workers and customers. The strategy works like a magnet. Daily, thousands of people pass through friendly rows of Southwest Airlines personnel and realize that it would be a great idea to become one of them, because they seem so happy. Achieving this high result of committed workforce is a long way, but it’s worth it!
Defoe, D. (2013, September 13). Understanding Organizations Using the Four Frame Model: Family [the Human Resource Frame] and a Helpful [Lawyer’s] Checklist for Organizational Assessment. Retrieved from http://www.psycholawlogy.com/2013/09/13/understanding-organizations-using-the-four-frame-model-family-human-resources-and-helpful-checklist/
Vincent, P. (2013, February 17). Four-Frame Model - Reframing Organisations 75,236. Retrieved from http://www.slideshare.net/PhilVincent1/fourframe-model
Chapter 16 Strategic Human Resource Management. (n.d.). Retrieved from http://www.saylor.org/site/wp-content/uploads/2013/03/BUS208-Carpenter-CH16.pdf