Академический Документы
Профессиональный Документы
Культура Документы
Reframing Organization
Roshanda Richardson
2
There are four different conceptions of organizations and of the task of organizational
leadership. The four frames of leadership are structural, human, political, and symbolic leaders.
pyramid-shaped structure with a narrow center of power that trickles down to widening bases of
subordinate levels. Nonhierarchical leadership flattens the pyramid to form a structure with
One example of structural leadership is working together. To be an effective leader, one must
be willing to work with others. For example, each staff on our third-grade team has a task to
complete. No one person completes all the tasks that are needed for preparing our classrooms
daily. One is responsible for reading preparation, another teacher prepares math materials, and
the other teacher prepares science and social studies materials. Organizational structure defines
how task are divided, grouped, and coordinated in organizations (McLaughlin 2003). As an
educator, cooperative learning among peers can be one of the best methods to utilize, meaning
we learn from each other. Another example of structural leadership is communicating with peers.
Communication plays a huge role in structural leadership. To lead, one must have impeccable
communication skills. If one our colleagues are absent, we communicate via email, text, and
phone calls.
Human Resource Leaders should never stop learning. Deepening your knowledge of the
expanding field of human resources will help you to better manage, support, and lead your
Human Resource team. Again, they must communicate effectively. For example, our third-grade
team meet at least three times a week to communicate about student improvement, benchmark
testing, and how to improve student achievement. One must also practice values based on ethical
LEADERSHIP ORIENTATION SELF-ASSESSMENT RESULTS
3
behavior. Human Resource Leaders should think strategically, meaning connecting a variety of
Human Resource functions with an in-depth knowledge of their organizations core business
According to research, the top five qualities of an effective political leaders are honesty,
compassion, integrity, confidence, and flexibility. Honesty develops character and builds
credibility and trust, which are the foundation to evoke confidence and respect form those around
you, and in the case of political leaders, teammates and constituents (www.belief.com). For
example, my colleague volunteered me to lead a Reading PLC. This wouldnt have taken place if
Good political leaders use compassion to see the needs of those he or she leads and to
determine the course of action that would be of greatest benefit to all those involved
(www.belief.com). Everyone has a compassion for something they love to do. For example, I
have a compassion for teaching reading. The principal asked me which subject did I have a
passion for, and of course, I said reading. I will be teaching reading and social studies this
Political leaders must also possess integrity. Political leaders who possess integrity can be
trusted because he or she never veers from inner values, even when it might benefit them to do
so (www.belief.com). For example, I must do whats best for our students, not myself or
colleagues. Another example is, if one of my favorite staff is missing a day of school every week.
I must act because the students are missing instructional time, which can create a gap in grade
level.
One must also possess confident as a political leader. A political leader is about having faith or
belief that he or she will act in a right, proper, or effective way (www.belief.com). One example
LEADERSHIP ORIENTATION SELF-ASSESSMENT RESULTS
4
of having confident is feeling positive about the decisions you make daily. My colleagues had
confident that I can lead an effective reading PLC. One must have confident in every decision
they make, not just being in a leadership role, but decisions we make daily.
Flexibility play a huge role in everything we do, especially as one takes the role of a leader. A
political leader is about having faith or belief that he or she will act in a right, proper, or effective
way (www.belief.com). Flexibility for a political leader is about understanding the give and take
aspects of politics. For example, if you have a strategic plan for at least eighty-percent of
students to pass STAAR and only seventy percent pass, flex and utilize another plan. In a study
on flexibility, researchers at the University of Albany showed how the flexibility leadership
theory pointed to three virtues that increase performance: efficiency, adaptability, and human
Research shows that political and symbolic leaders are more effective when it comes to
leading. After being assessed on the four different conceptions of organization, I scored highest
as a symbolic leader, which is relying on charisma and a flare for drama to get others excited and
third graders. I do role play and add in drama to capture the students attention. This normally
gets them excited and eager for more. For example, I have a student who resist reading passages
during small group. I give him the choice of which character he would like to role play. I read
with excitement and expression to get him interested in role play and reading. Having that flare
for drama and charisma also works beyond the classroom. Having a symbolic leadership can
Appendix A
Your Scores
Your raw scores for each of the four frames, on a scale from 6 to 24, are:
LEADERSHIP ORIENTATION SELF-ASSESSMENT RESULTS
6
Structural: 11
Human Resources: 16
Political: 16
Symbolic: 17
Your raw scores alone do not provide a full picture of your leadership
orientations in relation to other leaders'. Most leaders rate themselves
considerably higher on the human resources and structural frames than the
political and symbolic frames. Paradoxically, Bolman and Deal have found that
the political and symbolic frames, which may puzzle or even repel many, are
more critical for effective leadership. To get a more accurate picture of your
frames orientation, determine your percentile rankings using the table below,
which is based on a sample of more than 700 managers in business, education,
and government. Locate each of your four scores in the appropriate frame
column and then look at the Percentile column to see the percentile range for
that frame score.
70-79th 18, 19 21 13 17
60-69th 17 20 12 16
40-49th 14 18 10 13
LEADERSHIP ORIENTATION SELF-ASSESSMENT RESULTS
30-39th 13 17 9 12
10-19th 9, 10 13, 14 7 9, 10
Look at your highest score, focusing particularly on your percentile scores -- this
is likely your primary leadership orientation, the way you instinctively think
about and approach leadership. If you have some high scores (above the 75th
percentile for example) and some low scores (below the 25th percentile), your
results suggest that you have distinct preferences for some frames over others.
On the other hand, if your scores are similar (all your scores are close to the
50th percentile), you have a more balanced orientation that doesn't lean
strongly toward any one of the four approaches.
Next Steps
All four frames are critical for leading organizations successfully, but few leaders
are adept with working in all four frames. Our hope is to encourage you to move
beyond your impulses and use all four frames as personal possibilities and
leadership identities. Reframing Organizations offers insights and practical
suggestions to help you understand and use the possibilities of all four frames to
increase your effectiveness as a leader.
Appendix B
Depth of Development 25 19
References
Agbin, Kenneth C., The Impact of Organizational Structure and Leadership Styles on
Innovation. Journals of Business and Management; (Volume 6, Issue 6, Feb. 2013) pp 56-63.
9
Uhlig, Daria K., Hierarchical Leadership vs. Nonhierarchical Leadership. Hearst Newspaper,
LLC.
www.benefitnet.com