How do we explain conflict resoultion styles using the Bolman and Dales four frame model of leadership.
How do we explain conflict resoultion styles using the Bolman and Dales four frame model of leadership.
Bolman and Deal says that leaders should look at and address organizational challenges from four viewpoints, which they called 'Frames.' In their opinion, if a leader operates with only one normal frame, the leader risks become inefficient.
The four structures suggested were: Structural, Human Resource, Political and Symbolic. The idea here is to keep your leadership style free, not to limit yourself to a single frame.
The Four Frames by Bolman and Deal are:
- Structural
- Human Resource
- Political
- Symbolic
Structural: This paradigm focuses on the apparent 'how of change. It's mostly a task-oriented system. It focuses on strategy; setting measurable objectives, clarifying roles, duties and reporting lines agreeing metrics and timelines; and designing processes and procedures.
Human Resources: The Human Resources System puts more emphasis on people's wants. It focuses primarily on giving workers the power and the ability to do their jobs well, while at the same time meeting their needs for human interaction, personal development and job satisfaction.
,Political: The political system tackles the issue of groups or individuals having often conflict agenda, particularly when funds are minimal and the organization needs to make difficult choices.
Symbolic: The Symbolic Structure expresses the needs of people for a sense of reason and significance in their work. It focuses on empowering people by making the direction of the company look important and distinctive. It requires the development of an inspiring vision and the acknowledgement of superb success through company celebrations.
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