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Integrated Summaries Journal
Integrated Summaries Journal
Sara Bordbar
Adler University
MAIOP 571- Organizational Systems and Structures
Shawn Ireland
Due Date (April 14, 2023)
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Integrated Summaries Journal
Introduction
Bolman's model, known as the four frames, is a useful tool for analyzing various aspects
of organizational culture. It consists of four frames, each with its own unique characteristics. The
first frame is the structural frame, which prioritizes organizing the organization's structure for
maximum efficiency, emphasizing clear roles, responsibilities, and policies. The human resource
frame, the second frame, recognizes individuals as the organization's most valuable resource and
stresses employee engagement, motivation, and collaboration. The political frame, the third frame,
takes into account various factors that influence decision-making within the organization, such as
power, conflict, and negotiation, and acknowledges that external factors, such as government
regulations and industry landscape, play a role in decision-making. Lastly, the symbolic frame, the
fourth frame, considers how culture and meaning shape an organization, focusing on the
significance of symbols, language, and cultural artifacts to foster a positive culture. Bolman's
model provides a comprehensive approach to analyzing different aspects of organizational culture
(Bolman, L. G., & Deal, T. E. ,2017). Organizations apply all four frames according to their
priorities, and all the frames are recognizable in most companies. In this journal, the application
of frames in six real-world situations will be reviewed. Moreover, the review and criticism of
frames will be defined by explaining the most noticeable points. My own personal experiences
also will be explained by the lenses of frames.
Structural Frame
The Structural Frame is a way of understanding companies that reinforces their formal,
hierarchical structures and the ways in which they are designed to achieve effectiveness,
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consistency, and control, according to Bolman and Deal's Four-Frame Model (Bolman, L. G., &
Deal, T. E. ,2017). My interpretation of the structural frame is that this frame can be the priority
for large companies with more than thousands of employees for several reasons. Firstly, in large
organizations, there are different business units, and each unit needs to have its own structure that
aligns with the company's whole structure. Therefore, as the structural frame emphasizes
hierarchical design, this design can make the different units organized in a way that the work
process is straightforward for each unit, and this process can be effective for the whole organization
on a large scale. To put it differently, I want to clarify my understanding of structural frames
according to my own work experience. When I was working in a company that provided wood
products for different customers all over my country, we provided wooden products to only one
wholesaler in each city, and that store was the representative of our brand in that specific city. We
have a structured procedure for our customer service, in which each representative needs to follow
the exact CRM procedure as the Vaya Wood brand has in its organizational frame. Applying a
structural frame in this situation helps the company to have the same customer service system in
each business unit which aligns with the customer service structure in the head office.
Consequently, as customers in different cities experience precisely the same customer service, they
are satisfied with their purchase from the Vaya Wood brand, and the brand has a reputation for
being organized and law oriented. This reputation is the benefit of applying a structural frame, and
it originated from customers' daily conversations when they share their experiences of purchasing
from this brand; they saw that although they are living in different cities, the customer service
structure of Vaya Wood was the same for all of them. I believe that people can trust one company
more quickly when they see the signs of discipline in it. As a result, the market share of the
company increased as more people tended to trust this brand. Secondly, large organizations have
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a number of employees with diverse backgrounds. All these employees with different personalities
and experiences need to obey one specific structure in order to achieve the company’s goals. It
should be the powerful rules and regulations that can control the diversity of people who are
working in the company with a structural frame. My personal experience of applying a structural
frame in a diverse community regards the driving rules in Canada. When I went to Vancouver, I
saw that different people with different driving experiences and cultures follow the Canadian
driving rules even after one week of living in Canada. In my understanding, there is a structural
frame in the driving rules of Canada that can control the diversity of people's driving culture in a
way that benefits both traffic and drivers. Imagining that every driver wants to drive with his or
her own driving style without following the same rules can determine the importance of applying
a structural frame in this context. For instance, driving rules in the Middle East are entirely
different from driving rules in North America. So, while Canada is a country with a lot of
immigrants from the Middle East, it needs to have a structural frame in the driving system. To
completion of my understanding regarding structural frame, I analyze applying this frame in two
different Canadian and American organizations as well.
RBC is a prominent Canadian bank that offers personal and commercial banking, wealth
management, insurance, and capital markets services (RBC's official website). With a network of
more than 1,200 branches across Canada and a robust online and mobile banking presence, the
bank is also a significant player in the capital markets industry, providing investment banking and
asset management services. RBC is renowned for its outstanding financial performance, dedication
to innovation, and customer service and has received various accolades and recognition for its
responsible business practices and workplace culture. In summary, RBC is a highly regarded
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institution in the financial services industry in Canada. The bank is organized with a clearly defined
hierarchy and separated into business units, each with its own set of goals and strategies. These
business units are personal & commercial banking, investor & treasury services, wealth
management, insurance, and capital markets. The structural frame of RBC is intended to promote
productivity and efficacy by ensuring that each business unit has clearly outlined responsibilities
and lines of authority (Galbraith, J. R. ,1995). RBC's organizational design and management
practices are consistent with the Structural Frame.
RBC employs a well-defined organizational structure with distinct responsibilities, standardized
processes, and automation to enhance productivity and reduce expenses. They maintain centralized
control to ensure uniformity and performance metrics to assess operations. These practices embody
a focus on efficiency, rationality, and control, which are fundamental aspects of the structural
frame (Galbraith, J. R.,1995).
An instance of an entity in the United States that applies the structural framework is Walmart.
Walmart implements a distinct and well-defined organizational structure that outlines the specific
duties and obligations of its workforce. This enables employees to have a clear understanding of
their role in contributing to the company's success. Additionally, Walmart has established
standardized procedures and processes across its various stores to maintain the quality and
consistency of its products and services. The company also prioritizes efficiency and productivity
by leveraging technology and automation to streamline its operations and reduce expenses. Lastly,
Walmart utilizes a centralized control system that grants decision-making authority to the upper
echelons of the organization to ensure uniformity and coherence among its different business units
(Labuski, C., Copeland, N.,2013).
Human Resource Frame
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The human resource frame is a component of Bolman and Deal's Four Frames model that
places a strong emphasis on the importance of people within an organization and their impact on
its achievements. It considers organizations as communities with shared beliefs and objectives and
recommends that employee requirements and interests should be taken into account while making
decisions. The human resource frame stresses employee development, empowerment, and a
favorable work atmosphere, with leaders acting as coaches or mentors to inspire and motivate their
employees (Bolman, L. G., & Deal, T. E.,2017). In my mind, the HR frame is like a family. That
is, people’s needs and emotions are the most considerable aspects in healthy family relationships.
Parents in the families are like the employers in an organization with an HR frame. To exemplify
it, the responsibilities of parents in the family are to provide for children’s needs both physically
and emotionally. Children's needs and preferences are considered in parents' decisions for the
family. Relationships in families are open, and information is exchanged in a friendly manner.
Similarly, the responsibilities of employees in an organization with an HR frame are to provide for
employees' needs, both physically and emotionally. Physical needs in families are providing food
and accommodations, and in an organization, it will be defined as employees’ benefits, like their
salaries. Emotional needs in the family are feeling comfortable talking about problems and
expecting support from parents. In organizations with an HR frame, employees should feel free to
talk about their work-related issues, and they can expect support from employers. The business
world example of an organization with a noticeable HR frame is Nissan company. The application
of the human resource frame in an organization involves creating a favorable work atmosphere,
promoting employee growth and empowerment, and recognizing and appreciating their input and
contributions. Nissan Canada accomplishes this by providing prospects for professional
development,
fostering
teamwork
and
communication,
delegating
decision-making
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responsibilities to employees, and acknowledging their achievements. Such measures could
contribute to employee engagement, efficiency, and loyalty, which in turn, could lead to the
company's success.
My real-life experience of working in this company also affirmed applying the human resource
frame in this company. It was my second month living in Vancouver when I applied for a parttime job in this company in Canada. I went to the interview fully stressed, but the manager who
interviewed me made a friendly and calm situation for me so that I felt less stressed after a while.
He asked about my passions in my personal life, which was weird for me as I had not heard of
asking about employees' passions in an interview. However, I am a newcomer in Canada I never
feel any discrimination in the organizational culture of the company. The management system is
flexible, and I feel free to ask my questions and talk about my concerns. It was evident that the
human resource frame applies to this company correctly in all terms.
Political Frame
According to Bolman and Deal's Four Frames concept, the political frame recognizes that
organizations must have power, conflict, and competition (Bolman, L. G., & Deal, T. E. ,2017).
Politics is seen as an established aspect of organizational culture, and organizations are seen as a
platform where individuals and groups compete for resources, influence, and power. This
framework recognizes that individuals inside organizations have a variety of interests, objectives,
and viewpoints that can cause rivalry and conflict. The ability to manage complicated power
dynamics, create alliances, negotiate with stakeholders, and settle disputes is a trait of leaders who
embrace the political frame. They also understand that power can be diffused within an
organization and may not necessarily be obvious or explicit (Bolman, L. G., & Deal, T. E.,2017)
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According to Ross.M 2018, the article examines the impact of Elon Musk's Twitter activity on
Tesla Inc. and its stakeholders, arguing that it has become a political concern. The author contends
that Musk's tweets have far-reaching consequences for the company's reputation, stock price, and
relationships with key players, including investors, regulators, and customers. By analyzing Tesla's
organizational culture through the lens of the Political Frame, the article underscores the
importance of power dynamics and conflict in shaping the company's decision-making process
(Ross, M. ,2018).
My understanding after reading this article is that Tesla Inc. is an example of a company that
applies the Political frame in its organizational culture. The company's leadership structure is
highly centralized, with CEO Elon Musk wielding significant control over its operations. Musk
has been known to make decisions and announcements through his personal Twitter account
without consulting the company's board or other executives, demonstrating the influence of power
and conflict in the organization's decision-making process.
In my opinion, applying a political frame can be really risky if organizations are not aware of
its advantages. The example of inappropriate application of a political frame in my mind goes back
to my internship after my graduation with a bachelor's degree. I started as an intern at a famous
big oil and gas company, and I was the project manager's assistant. My manager just was proud of
his power as he could handle many oil and gas projects. He also has a great connection with
customers and governmental companies through his power. He applied the political frame in all
aspects of his job, and his strong belief in this frame caused many problems in the company. For
instance, employees never feel free to share their opinion with him because they know he is a selfdirected person that never considers other people’s opinions. This behavior creates a toxic
environment in the workplace, and people never have the feeling of belonging to their jobs because
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their ideas are considered worthless. Moreover, the reason that I left the company after I finished
my internship was applying the political frame in the wrong way. Organizations should be mindful
of the disadvantages of the political frame in organizational culture, which include a lack of
openness, power conflicts, reluctance to change, and a concentration on individual interests. These
problems may have a detrimental effect on the group's creativity, production, and teamwork. In
order to promote transparency, teamwork, and general organizational well-being, organizations
need to handle politics.
On the other hand, if businesses use political context properly, it could be quite advantageous.
My opinion is that the political context should allow people and groups to participate in decisionmaking and guarantee that their viewpoints are taken into account. However, the political
framework in organizational culture acknowledges that external variables outside of the
organization's control frequently impact decision-making within the company. These elements
may include stakeholder interests, industry dynamics, and governmental laws. Organizations can
successfully negotiate these external constraints and yet accomplish their goals by adopting the
political frame. According to my understanding of the political frame, there are some ways to
overcome the political frame issues, such as finding common ground with stakeholders through
negotiation, understanding and resolving diverse interests, and also making strategic decisions that
balance competing interests.
Symbolic Frame
In Bolman and Deal's Four Frames concept, the symbolic frame is a point of view that
emphasizes the value of culture, meaning, and ritual in organizations. According to the symbolic
framework, organizations behave like theatrical sets where symbols, stories, and rituals are
essential for influencing people's views and values and transmitting meaning. Leaders who commit
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to the symbolic framework make use of symbols and rituals to create a sense of identity and
purpose within the organization, and they are aware of the feelings and values these symbols evoke
(Bolman, L. G., & Deal, T. E.,2017).
When it comes to the symbolic frame, Micky Mouse comes to my mind first. The Walt Disney
Company is renowned for its use of symbolic elements such as Mickey Mouse, the Disney castle,
and the slogan "The Happiest Place on Earth (Forbes, 2021,). These symbols serve as a critical
component in the creation of the company's unique brand identity and are used to reinforce its
mission of providing an enchanting and joyous experience for its customers. Not only are these
symbols globally recognized, but they also elicit emotional solid connections and fond memories
among fans and visitors. The company's emphasis on symbol usage is evident in its theme parks,
movies, merchandise, and marketing campaigns. By utilizing symbols to convey its core values
and message, the Walt Disney Company has established a formidable and long-lasting brand that
has captured the hearts and imaginations of people from all walks of life.
Another example of applying a symbolic frame is the Rolex brand. Rolex has strategically used
the crown symbol to create a sense of exclusivity and luxury. The crown is made from high-quality
metals and is carefully crafted to ensure its flawless appearance. It is a symbol of craftsmanship
and precision, which are essential elements of the Rolex brand (Steinbock, E.,2013). In my opinion,
by incorporating the crown into its product design and marketing campaigns, Rolex has
successfully created a consistent brand image that is associated with quality and prestige.
Additionally, the Rolex Crown has become so iconic that it is now a recognizable symbol of luxury
and success in popular culture, further reinforcing the company's brand identity.
In my personal life, I had an experience that relates to the symbolic frame of the Rolex
Brand. In my previous job at Vaya wood company, I had to wear a Rolex watch when I went to
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business meetings, and I had to take it back to the office at the end of the business day. The manager
of the company believes that when I go to business meetings, I consider a company representative,
and when customers notice Rolex watches, they get impressed by how rich the company is when
its staff wears such a luxurious brand. In this way, customers trust the company more easily, and
the Rolex watch creates images of the company's power in customers' minds. According to my
experience, the symbolic frame in the Rolex brand is not only beneficial for the company itself but
also for its customers can get the benefit of using this brand.
Conclusion
Bolman’s four frames are four different perspectives for understanding the world around
us. These frames can be applied to both the personal and business life of people. Each frame
emphasizes one context, and the combination of them can lead to the effectiveness of organizations.
It is crucial to understand the pros and cons of each frame deeply and make strategic decisions in
different situations in life according to the efficiency of each frame. All the frames can exist in one
organization or situation simultaneously, and each frame can work dependently. The ideal
organizational culture can take the benefits of all four frames to achieve its goals.
References
Galbraith, J. R. (1995). Designing organizations: An executive briefing on strategy,
structure, and process. Jossey-Bass.
RBC's official website: https://www.rbc.com/about-rbc.html
Labuski, C., Copeland, N. (2013). The World of Wal-Mart: Discounting the American Dream.
United States: Taylor & Francis.
Ross, M. (2018). The politics of Elon Musk's Twitter account. Public Relations Review, 44(5),
692–700. doi: 10.1016/j.pubrev.2018.06.008
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Steinbock, E. (2013). Corporate mythology in luxury branding: Insights from the Rolex case study.
Journal of Business Research, 66(10), 1714-1721.
Bolman, L. G., & Deal, T. E. (2017). Reframing Organizations: Artistry, Choice, and Leadership
(6thed.).Hoboken, NJ: Jossey-BassPublishers.
Forbes. (2021, February 8). How Disney Builds Emotional Connections with Customers Through
Storytelling. Retrieved from https://www.forbes.com/sites/blakemorgan/2021/02/08/howdisney-builds-emotional-connections-with-customers-throughstorytelling/?sh=4876b15539d2