Reframing Organizations (Bolman and Deal)

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The Four-Frame Model of Bolman and Deal

• THE STRUCTURAL FRAME: sees organizations as structures with responsibilities, rules, prelacies and procedures. Origin: sociology, management science. The main challenge is to make the structure fit to the situation.
• THE HUMAN RESOURCE FRAME: sees organizations as an extended family. How to tailor organizations to satisfy human needs, improve Human Resource Management, and build positive interpersonal and group dynamics. Origin: psychology. The main challenge is to tailor the organization to people while still get he job done.
• THE POLITICAL FRAME: sees organizations as arena, contests or jungles. How to cope with power and conflict, build coalitions, hone political skills, and deal with internal and external politics. Origin: political science. The main challenge is to avoid situations where the power is in the wrong hands or too broadly dispersed.
• THE SYMBOLIC FRAME: sees organizations as tribes theaters or carnivals. How to shape a culture that gives purpose and meaning to work, stage organizational drama for internal and external audiences, and build team spirit through ritual, ceremony, and story. Origin: social and cultural anthropology. The main challenge is avoiding that the actors play their part badly, that symbols, ceremonies and rituals lose their meaning.

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