Research Paper on:
Four Frame Analysis of Bolman and Deal

Unformatted Sample Text from the Research Paper:
a four-frame model as a way of understanding organizations and leadership within organizations. Frames are described as being the lens through which anyone sees the world and places that world  in order (University of Melbourne). Frames help individuals to filter out the things in the world they do not want to see, thus, frames are inherently inaccurate and skewed in  terms of reality (University of Melbourne). But, people need frames in order to make sense of the world and any experience in it; frames help people determine and guide their  actions (University of Melbourne). Bolman and Deal suggest that every individual has personal and preferred frames that they use to gather information, make judgments, determine behavior and explain  behavior (University of Melbourne). Each frame provides one version of organizational life and each frame also provides a specific albeit narrow range of ideas, techniques, processes that may be used  to improve the efficiency and effectiveness of the organization (University of Melbourne). The four frameworks proposed by Bolman and Deal are the Structural, the Human Resource, the Political and the  Symbolic. Each is described in the following illustration. It is important to note that leaders may use any framework and may even use a combination at the same time in  their daily work (1991). 1. The Structural Framework The "structural" manager tries to design and implement a process or structure that will be appropriate to the problem and the  circumstances. Steps would include: * Clarifying organizational goals * Managing the external environment * Developing a clear structure appropriate to task, and environment * Clarifying lines  of authority * Focusing on task, facts, and logic, rather than on personality and emotions. 2. The Human Resource Framework The human resource manager views people as the heart