| 1. The Structural Framework The "structural" manager tries to design and implement a process or structure appropriate to the problem and the circumstances. This includes:
|
2. The Human Resource Framework The human resource manager views people as the heart of any organization and attempts to be responsive to needs and goals to gain commitment and loyalty. The emphasis is on support and empowerment. The HR manager listens well and communicates personal warmth and openness. This leader understands the appropriateness of participation and attempts to gain the resources people need to do a job well. HR managers confront when appropriate but try to do so in a supportive climate This approach is appropriate when the development of human resources is considered necessary. In this approach resources should be relatively abundant and there is time to devote to the human side of the enterprise |
| 3. The Political Framework The political leader understands the
political reality of organizations and can deal with it. He or she
understands how important interest groups are, each with a unique agenda. This leader understands conflict and limited resources. This
leader recognizes major constituencies and develops ties to their
leadership. Conflict is managed as this leader builds power bases and
uses power carefully/skillfully. The leader creates arenas for negotiating
differences and coming up with reasonable compromises. This leader also
works at articulating what different groups have in common interest and
realize the importance of often finding an external "enemy. This
leader understand and can deal with resource dependencies external to
the organization.
This approach is appropriate where resources are scarce or declining, where common interests are at stake and where there is probable goal and value conflict and confounding diversity of interests and needs. |
4. The Symbolic Framework This leader views vision and
inspiration as critical; people need something to believe in. People
will give loyalty to an organization that has a unique identity and
makes them feel that what they do is really important. Symbolism is
important as is ceremony and ritual to communicate a sense of
organizational mission. These leaders tend to be very visible and
energetic and manage by walking around. Often these leaders rely heavily
on organizational traditions and values as a base for building a common
vision and culture that provides cohesiveness and meaning.
This approach seems to work best when what is meaningful, matters , where goals and information are unclear and ambiguous, where cause-effect relations are poorly understood, and environments are uncertain and turbulent and where there is high cultural diversity. |
Each of the four frameworks approaches management tasks differently as can be seen in the following table.
Planning Structural: set objectives and coordinate resources
|
Decision Making Structural: rational
|
| Reorganizing
Human relations: maintain a balance between Political: redistribute power and form new coalitions Symbolic: maintain an image of accountability and
|
Evaluating
Human relations: process for helping people grow and improve Political: opportunity to exercise power Symbolic: occasion to play roles in shared rituals
|
| Conflict resolution
Human relations: develop relationships Political: develop power by bargaining, forcing, or manipulating others Symbolic: develop shared values
|
Human relations: keep people involved and communications open Political: provide opportunities for people and groups to make interests known; build coalitions of common interests Symbolic: develop symbols and shared values
|
Human relations: exchange information, needs, and feelings; listening Political: vehicles for influencing or manipulating others Symbolic: telling stories, finding appropriate symbols
|
Human relations: informal occasions for involvement, sharing feelings Political: competitive occasions to win points Symbolic: sacred occasions to celebrate and transform and/or reaffirm the culture
|
Human relations: catalyst and servant Political: advocate Symbolic: prophet and poet
|
Human relations: support and empowerment Political: advocacy, coalition building Symbolic: inspiration, framing experience
|
| Ineffective leadership Structural: petty tyrant Human relations: pushover Political: hustler Symbolic: fanatic, fool |
Ineffective leadership process Structural: management by detail and fiat Human relations: management by abdication, emasculation thru too much participation Political: creating enemies/resistances when unnecessary Symbolic: smoke and mirrors |
|
Human relations: growth and self-actualization Political: coercion, manipulation, and seduction Symbolic: meaningfulness, symbols, and celebrations |
There are times when any of the four frames is appropriate. The table below
suggests some ways of determining when each is appropriate
Question