3 HR Frame Worksheet - 0911

OGL 481 Pro-Seminar I:
PCA-Human Resource Frame Worksheet

Worksheet Objectives:
1. Describe the human resource frame
2. Apply the human resource frame to your personal case situation
Complete the following making sure to support your ideas and cite from the textbook and other
course materials per APA guidelines. After the peer review, you have a chance to update this and
format for your Electronic Portfolio due in Module 6.
1) Briefly restate your situation from Module 1 and your role.
The company I work for, Willow Servicing (pseudonym), was acquired by a private
equity firm in 2022. Following the acquisition several significant changes were made in
the organization. Including multiple reductions in force, executive and managing
leadership changes, and regrouping of roles and responsibilities. My role transitioned
from Client Account Executive to Project Manager/CRM Administrator where I am now
primarily responsible for supporting various business groups with CRM, Sales, and
Marketing projects.
The situation I am analyzing is the impact of the previously mentioned changes on my

role and the organization’s culture. Because the two executives I report to are not aligned
with strategic plans I often feel “caught in the middle”. Due to the RIFs and structural
changes, I find it difficult to organize and engage stakeholders in projects. Overarching of
these challenges, a culture shift occurred resulting in less collaborative teamwork,
making integration of efforts difficult.
2) Describe how the human resources of the organization influenced the situation.
The predominant factors influencing my organizational situation are the culture shift
and the development of subcultures. Following a reduction in force and subsequent
functional and positional changes, our organization has experienced a chaotic culture as
we attempt to define new norms. A persistent issue is the perception of individuals as
mere means to an end, rather than as part of a mutually supportive environment.
According to virtue theory, treating individuals as means to an end leads to decreased
fulfillment and hampers both personal and organizational growth (Fryer, 2015). This lack
of a cohesive culture and performance motivation, especially in connecting individual
purpose with organizational objectives, has resulted in a diminished sense of influence
and engagement among employees.
An additional change in culture that has impacted my situation is the emergence of a

control culture. Symptoms of a control culture, such as friction and distrust, are
1
particularly problematic in teams with operational interdependencies, as they limit
communication and reduce commitment to overarching goals (Levi & Askay, 2021).
These issues are evident in my experience, where the interpersonal conflicts between my
supervisors hinder their ability to provide clear objectives and priorities. This lack of
clarity affects my ability and need to perform at a high level and achieve mastery in my
role. The control culture thus creates barriers to effective teamwork and personal
development, making it challenging to support my supervisors and contribute fully to the
organization’s goals.
3) Recommend how you would use the human resources for an alternative course of
action regarding your case.
To address the issues using the human resources frame, I recommend that the
organization focus on cultivating positive cultural norms, beliefs, and values that promote
individual empowerment, information sharing, collaboration, and supported decision-
making. According to Levi and Askay (2021), subcultures that emerge during
acquisitions can lead to conflict; however, fostering a strong, cohesive culture with
shared values can enhance teamwork and bridge divides created by subcultures. Investing
in cultural improvement, particularly in the area of information sharing, helps individuals
understand the significance of their contributions and how they can make a meaningful
impact. Emphasizing empowerment, collaboration, and supported decision-making
encourages individuals to engage actively and feel secure in their decision-making roles,
ultimately leading to greater cooperation and a more integrated team.
A valuable initial step towards cultural improvement would be to conduct a feedback

survey. Currently, the environment lacks effective channels for individuals to voice their
concerns and does not foster a sense of safety for expressing their needs. A well-designed
survey could generate valuable insights into improving people-related issues and uncover
easily addressable systemic problems that may be contributing to these issues.
Additionally, involving individuals in this process fosters engagement, as it provides a
tangible opportunity for them to contribute to the organization’s success and cultural
enhancement. By addressing both individual and systemic concerns, the organization can
create a more supportive and collaborative environment.
I recognize that organizations often have valid reasons for not prioritizing
improvements in human resource management. As noted by Bolman and Deal (2021),
organizations seeking immediate returns, such as private equity firms (my situation), may
opt for downsizing, reorganization, or other rapid cost-cutting measures. However, I
believe that even small efforts towards cultural improvement can significantly impact
employee satisfaction. When employees experience even modest gains in satisfaction,
they are more likely to increase their efforts and engagement. This, in turn, benefits the
organization by enhancing overall performance and productivity. Investing in culture,
even in small ways, can lead to meaningful improvements in workforce morale and
effectiveness.
2
4) Reflect on what you would do or not do differently given what you have learned
about this frame.
Reflecting on what I would do differently in my situation, I would focus on adopting

two key guidelines from Argyris and Schön's second model: communicating openly and
practicing advocacy with inquiry (Bolman & Deal, 2021). Initiating open dialogue with
my supervisors and peers about the challenges we face, despite the potential for friction,
is crucial for addressing and resolving these issues. By approaching these conversations
with a stance of advocacy and inquiry, I can clearly articulate my perspective and
feelings while also seeking to understand the viewpoints of others and of the
organization. Taking the initiative to step outside the constraints of the current culture
could serve as an inspiration for others, fostering a more cooperative and solution-
oriented environment.
Additionally, through these actions, I would naturally assume informal roles within
the organization that align with my strengths and interests. Evaluating my situation
allows me to identify informal roles where I can effectively contribute, collaborate, and
communicate. By actively engaging in these roles, I can support both the organization
and my peers, helping to bridge gaps and enhance overall team dynamics. This approach
not only addresses immediate issues but also strengthens my ability to drive positive
change within the organization.
3
References
Bolman, L. G., & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and
leadership (7th ed.). San Francisco, CA: Jossey-Bass.
Fryer, Mick. (2015). Ethics Theory and Business Practice. PERUSALL edition.
Levi, D., & Askay, D. A. (2021). Group Dynamics for Teams (6th ed.). California: Sage
Publications, Inc. PERUSALL VERSION.

3 HR Frame Worksheet - 0911

Uploaded by

Copyright:

Available Formats

3 HR Frame Worksheet - 0911

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

3 HR Frame Worksheet - 0911

Uploaded by

Copyright:

Available Formats

OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

1) Briefly restate your situation from Module 1 and your role.

The situation I am analyzing is the impact of the previously mentioned changes on my

An additional change in culture that has impacted my situation is the emergence of a

A valuable initial step towards cultural improvement would be to conduct a feedback

Reflecting on what I would do differently in my situation, I would focus on adopting

leadership (7th ed.). San Francisco, CA: Jossey-Bass.

Publications, Inc. PERUSALL VERSION.

You might also like