I have recently retired from military from 26 years of Service. My position was an Executive Level Supervisor. Now I am an employee at United States Post Office at the Lowest Level. I see a lot of Manager/ Supervisor level things being conducted wrong and unprofessional, but at my position I cannot say anything. It is a total culture shock. I am having trouble adjusting, but to keep my job I will have to maintain my bearing and keep quiet, or figure a way to address the issue but also stay in my lane as a clerk. I have had a bizarre experience when I had to behave as if nothing was wrong rather than taking a decision against the wrong professional practices that I see.
My emotions run wild because everyone act as if nothing is wrong. When I go through the experiences regarding the inability to decide whether any action should be taking against the unprofessional practices I am witnessing. I get highly frustrated with the fact that I know what is wrong, but I am restricted from taking any action against it. In relation to my experience, I found a middle way for dealing with the changes in the Post Office. There specific things that I have learned through my experience in changing jobs that will enable me to help facilitate change in my leadership in the future. Individuals like to remain in the comfort zone and resist any change that affects them in a negative manner (Hiatt & Creasey, 2003). The identification of the impact of change forms an important part of change management (Hiatt & Creasey, 2003).
Bridges, W. (2009). Managing Transitions: Making the Most of Change. Da Capo Press.
Hiatt, J. & Creasey, T. J. (2003). Change Management: The People Side of Change. Prosci
Organizational Dynamics Analysis
Length: Paper: 8 - 10 double-spaced pages (excluding title and references pages)
Effective leaders and managers are skilled at analyzing organizational dynamics, and facilitating the successful resolution of complex organizational issues. This often requires considering issues from different perspectives to determine the necessary actions. In this assignment, you will identify a complex organizational situation, problem or event you have experienced (or are experiencing) to analyze through the structural, human resources, political and symbolic frames integrating and synthesizing the information to draw valid conclusions and make recommendations to address the situation, and achieve desired organizational goals and outcomes.
Organizational Dynamics Analysis Paper Guidelines
Prepare and submit an 8 - 10 page paper that briefly describes the situation, defines and discusses the theoretical framework of the four frames, analyzes the situation through each of the frames, and integrates the analyses to draw valid conclusions and make recommendations that achieves the desired organizational outcomes. A well-constructed paper will reference 5 or more scholarly sources including 4 peer-reviewed journal articles retrieved from Brandman's virtual library, adhere to APA standards, and include the following:
In no more than one page, describe a current or past organizational situation, issue or event you are or have experienced to examine through the structural, human resources, political and symbolic frames; briefly discuss the organization's goals and desired outcomes, key players (names optional), and any other relevant background information. The situation described should be consistent with the one approved by the instructor in week 2 and used as the scenario in the discussion board in weeks 2 - 5. (PLEASE SEE ATTACHED)
Prior to analyzing the situation through the structural, human resources, political and symbolic frames, define and discuss each frame, and its value in analyzing organizational issues. You may want to consider the assumptions behind the frames, the impact of the frames on individual and group performance and/or the insights each frame provides into organizational dynamics.
Application of Theory
Analyze your situation through each of the four frames assessing the impact of frame on the achievement of organizational goals and desired outcomes. Synthesize and integrate the findings of the four frames analyses to draw valid conclusions and make recommendations on how to address the organizational situation, issue or event.
Evaluation Criteria: Grading Rubric
Criteria Exemplary Proficient Developing Emerging
Clearly and concisely describes the organizational issue or event. Identifies goals, areas of concern and 21
Clearly describes the organizational issue or event. Identifies most goals, areas of concern and/or key players. May slightly 17
Description of the organizational issue
or event is incomplete and/or confusing. May not identify goals, areas 14
Limited if any description of the organizational issue or event. Does not, identify goals, areas of concerns and/or
key players. Does not exceed 1 page exceed 1 page or concerns and/or key players. key players.
In-depth and accurate discussion of 4 frames utilizing appropriate terminology. Fully describes the value, importance and impact of each frame in understanding and addressing organizational issues. 47
Accurately discusses 4 frames mostly utilizing appropriate terminology. Fully describes the value, importance and impact of 3 frames in understanding and addressing organizational issues. 40
accurately discusses 4 frames but may not use appropriate terminology.
the value, importance and impact of 2 - 3 frames in understanding organizational issues. 33
Describes in general terms 2 - 4 frames but does not use appropriate terminology. Limited if any description of the value, importance and impact of the frames in understanding organizational issues.
Accurately applies 4 frames to the organizational issue or event. Provides explicit and direct links to the components of each frame as they relate to the situation. Draws valid conclusions and makes specific recommendations to address the situation. 47
Accurately applies 3 frames to the organizational issue or event. Provides fairly explicit and direct links to the components of 3 frames as they relate to the situation. Draws valid conclusions and makes fairly specific recommendations to address the situation. 40
Accurately applies 2 - 3 frames to the organizational issue or event. Provides some links to the components of 2 - 3 frames as they relate to the situation.
Draws some valid conclusions and makes general recommendations to address the situation. 33
Limited if any application of the frames to the organizational issue or event.. Does not link the components of the theory as related to the situation. Limited if any analysis of the impact of theory on the situation.
Critical Analysis 55
Consistently employs critical analysis in discussing the theoretical framework and applying theory to the organizational issue or event. Effectively synthesizes and integrates frame analyses to draw valid conclusions and make specific recommendations. 47
Fairly consistently employs critical analysis in discussing the theoretical framework and applying theory to the organizational issue or event. Fairly effectively analyzes frame data findings to draw fairly valid conclusions and make fairly specific recommendations. 40
critical analysis in discussing the theoretical framework and applying theory to the organizational issue or event.
Somewhat uses data from the frame analyses to draw somewhat valid conclusions and make general recommendations. 33
Limited if any critical
analysis in discussing the theoretical framework and/or applying theory to the organizational issue or event. Limited if any use of frame data findings to draw conclusions and/or recommendations.
APA and Sources 25
Uses 5 or more scholarly sources including 4 peerreviewed journal articles. Accurately adhere to APA standards; reference page and citations are correct. All sources listed in References are cited in paper 21
Uses 5 scholarly sources including 3 - 4 peer-reviewed
journal articles. .
Adheres to APA standards; reference page and citations are correct with minor (1-3) errors. All sources listed in References are cited in paper 17
Uses 3 - 4 scholarly sources including 2 - 3 journal articles. APA standards are somewhat followed; the work of others is cited but with numerous (4 - 10) errors.
Sources listed in References and citations may not 14
Uses 0 - 2 scholarly sources. Limited adherence to APA standards in the paper and Reference page; work of others may be cited but with multiple (11+) errors.
Sources listed in References and
citations do not
The paper is logical and well-written; spelling, grammar and punctuation are accurate. Paper is the required length of 8 - 10 pages of content, and includes correctly prepared title page. 31
The paper is logical and well-written but with minor (1 - 3) errors in spelling, grammar and/or punctuation. The content may be 5% too long or short; includes a correctly prepared title page. 28
The paper is somewhat logical and well-written but with several (4 - 10) errors in spelling, grammar and/or punctuation. The content may be 10% too long or short, and may not include a correctly prepared title page 24
The paper lacks clarity and may be confusing with numerous (11+)
errors in spelling, grammar and/or punctuation. The content may be 15% too long or short, and may not include a title page
The response addresses the query posted in 2290 words with APA references
// Understanding the organizational dimensions is crucial in managing the employment relationships at the workplace. In this context, in the following discussion, the organizational dimensions of the United States Postal Office have been explored. //
Situation Description: Misconducts and unprofessional behavior of the employees at the United States Post Office have been identified as the problematic issue for discussion under the four frames of the theoretical framework. The four frames theoretical framework comprises of structure framework, human resource framework, political framework, and symbolic framework. The United States Post Office is an independent agency serving under the province of the federal government. The United States Post Office is responsible for the postal services in the United States and is serving since 1975 (USPS.Com, 2016).
The issues of unprofessional conducts have been observed in the United States Postal Office in the past, which are a subject matter of discussion in this paper. The people committing unprofessional practices were sitting at the higher positions in the United States Postal Office and, thus, no action has been taken against their unprofessional conducts. The employees at the middle and lower level were also found to be unable to complain and make those issues public as they were afraid of losing their jobs.
The situation that was prevailing in the United States Postal Office gave rise to critical problems relating to management and supervision of the people in an organization. Further, it was observed that the employees resist change in the situations that affect them adversely. In the United States Postal Office, change in the job profile and locations was leading to resistance from the change in the employees. Resistance to change is a critical problem for the management as in case the employees resist, the proposed changes to be made to ensure adequate management and supervision will not be successfully implemented (Hayes, 2014).
In order to tackle the problems of change management, the change management practices have been developed, which will be discussed in the detail in the later sections of this paper. Further, in this paper, a discussion will take place on the four frames of the theoretical framework and the application of those frames in resolving the managerial and leadership issues in the United States Postal Office. In addition to the above, the critical analysis of the situation has been made with the recommendation on addressing the organizational issues.
//In understanding the issues relating to the organizational dimensions, the application of four-frame theoretical framework is very important. In this context, in the following section, the four frames of the theory such as structural, human resource, political, and symbolic frame have been discussed.//
The four framework approach provides guidelines on the issues pertaining to the leadership aspects of an organization. The model sets broad leadership and managerial guidelines through four frames such as a structural frame, human resource frame, political frame, and symbolic frame. These guidelines, set out in the four frames of the framework model, assists the managers in implementing the change management in the organization.
In the views of Bolman & Deal (2003), managerial persons are seen in leadership roles in an organization in the four frames. For example, in the case of a structural frame, the role of leadership is perceived in the areas of administration and designing the internal processes for the organization. In the case of human resource frame, the ...
The expert examines organizational dynamics paper for the United States Postal Service. The response addresses the query posted in 2290 words with APA references.