Bolman and Deal Four Frame Analysis

Bolman and Deal’s Four-Frame Model
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Bolman and Deal’s Four-Frame Model
According to Bolman and Deal’s approach to leadership, organizations must approach organizational issues with a special focus on four frames. These include the structural, human resource, political, and symbolic frames. Every frame is made up of different parts that entail ideas and assumptions that when joined together can make up a whole. While looking at aspects of an organization from such a perspective, it becomes incredibly easier to get a holistic view of what is happening in the organization, and some of the ways one can affect change in the organization. For this particular paper, the focus will be on only a single frame (the human resource frame) and how its impact on an entire organization can be felt. With regard to the human resource frame, Defoe (2013) notes that this frame “emphasizes understanding people and their relationships.” So, for this particular frame, the focus for an organization ought to be on people’s “feelings, fears, prejudices, skills, and development opportunities” (Defoe, 2013). With a special focus on people or the employees, it becomes incredibly easier for a company to understand how it can meet the needs of an individual, and thus in the process help the organization attain its needs as well.
One company that sought to make use of the human resource frame and thus enhance productivity within its branches is Alcoa. Alcoa was like every other company that had issues with employee safety. There was no plan or any set of values that sought to help the company become a better partner toward its employees. However, everything changed when Paul O’Neill became the CEO of the company. O’Neill wanted to change how the company viewed i...