Marks & Spencer
Behavior in Organizations
BUS 815
Group Assignment Part 1
Group members: LIN CAO 42638119 Quyen Bui 43112668 Tugba Senturk 42980542 Zhiying Yang 42747961
Bolman and Deal’s four frames examine organizations as factories, families, jungles, and theaters or temples. These frames have a positive or negative effect on employees’ motivation due to the application method. Four quotes are given as an example below to discuss the potential effects.
Structural frame
The outputs of the work decrease when the leader does not clear about the roles and responsibilities of the employees in order to ensure the task of the company goals or policies.
The failure of leaders about the explanation of what is desired from the job, would affect employee motivation. If employees are not explained about what units of the company they are supposed to be in contact or what parts of the job they are responsible for, corruption or conflicts might be observed in the workplace. Hence, the planned job might delay or the outputs of the job might not satisfy to the shareholders.
Human resource frame
The human resource frame proposed by Bolman and Deal is defined as "regards people's skills, attitudes, energy and commitment as vital resources capable of either making or breaking an enterprise”. This frame gets credit for championing the possibility that organizations can be energizing, productive and mutually rewarding experiences. By applying this frame allows employers to engage people's talents and energy rather than putting them into narrowly assigned role like traditional structural frame. The human resource frame concept is beneficial for smaller and flexible environments. Hence it can be tough to manage in a formally structured sector with more than one hundred members and more than fifty of which hold an official
BUS 815
Group Assignment Part 1
Group members: LIN CAO 42638119 Quyen Bui 43112668 Tugba Senturk 42980542 Zhiying Yang 42747961
Bolman and Deal’s four frames examine organizations as factories, families, jungles, and theaters or temples. These frames have a positive or negative effect on employees’ motivation due to the application method. Four quotes are given as an example below to discuss the potential effects.
Structural frame
The outputs of the work decrease when the leader does not clear about the roles and responsibilities of the employees in order to ensure the task of the company goals or policies.
The failure of leaders about the explanation of what is desired from the job, would affect employee motivation. If employees are not explained about what units of the company they are supposed to be in contact or what parts of the job they are responsible for, corruption or conflicts might be observed in the workplace. Hence, the planned job might delay or the outputs of the job might not satisfy to the shareholders.
Human resource frame
The human resource frame proposed by Bolman and Deal is defined as "regards people's skills, attitudes, energy and commitment as vital resources capable of either making or breaking an enterprise”. This frame gets credit for championing the possibility that organizations can be energizing, productive and mutually rewarding experiences. By applying this frame allows employers to engage people's talents and energy rather than putting them into narrowly assigned role like traditional structural frame. The human resource frame concept is beneficial for smaller and flexible environments. Hence it can be tough to manage in a formally structured sector with more than one hundred members and more than fifty of which hold an official