OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

Worksheet Objectives:

Hayden Shockley

1. Describe the human resource frame

2. Apply the human resource frame to your personal case situation

Complete the following making sure to support your ideas and cite from the textbook and other
course materials per APA guidelines. After the peer review, you have a chance to update this and
format for your Electronic Portfolio due in Module 6.

1) Briefly restate your situation from Module 1 and your role.

In my situation, I wanted to change the guidelines my organization uses to train our new
pilots. They have very tight restrictions on what the students can and cannot do, and I
think it is counterproductive to efficiently completing their training. My role is a flight
instructor, and I have responsible for training these new pilots. I am also responsible for
the safety of their training, and developing plans to complete important tasks on time.

2) Describe how the human resources of the organization influenced the situation.

In the human resources frame, there are a number of factors that can influence a situation
like mine. When I expressed my concern to my organization’s leadership about how to
conduct business and go about training students, I was met with a more autocratic or
dismissive response. I was basically told that I really needed to just do my job as an
instructor without really questioning the restrictions placed on us. This, I believe, is a
systemic failure on the part of my organization. What they could have done was ask me
how they can improve, listen to my arguments, or give a thorough explanation of why
they feel the way they do, so that we could come to a satisfactory conclusion.

The HR frame is important because “people’s skills, attitudes, energy, and commitment
are vital resources that can make or break an enterprise”(Bohlman, Deal, 2017). I think if
my organization had adopted these ideas, they would have viewed my input as something
of more importance than they did originally. I think the lack of human resources in my
situation greatly attributed to being unsuccessful on my part. If they would have been

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 more invested in how I felt, they might have been more willing to listen. After all, I have
day to day interaction with the students, something they do not. I think they should have
taken this into consideration when responding to me in the way that they did.

3) Recommend how you would use the human resources for an alternative course of
action regarding your case.

I hindsight, I would have taken a more systematic approach to how I expressed my

concerns and grievances. I would have used a more formal chain of command, and come
up with a more formalized dialogue medium. When I first brought this up to my
superiors, I did so in a way that was just sitting down and talking about it one day. It may
have came across as more of a complaint rather than an actual push for change. I can use
my human resources of the company to generate a formal letter or email outlining the
problem, why it is a problem, and propose a solution. I could also send this to many
different management levels to see what everyone thought, or to at least open up the
conversation.

If that did not work, or if I was once again dismissed, I could have taken even more
action by going even further up the chain to see if someone would listen to me. However,
as described in the text, I could have been seen as a troublemaker. This is a risk I am
willing to take because I am very passionate about my job and I want what is best for my
students, regardless of the amount of red tape I have to cut through I order to get what I
though was the right results.

4) Reflect on what you would do or not do differently given what you have learned
about this frame.

After learning about this frame, I know that human resources can really make or break a
company or organization. I know that people are an extremely valued commodity, and
they are truly the backbone of the team. In order to be successful, this is a concept that
has to be understood from the top down. Expressing interest in how the employees feel,
sharing success with them, paying them fairly, and rewarding them appropriately are all
strategies that you can rely on in the human resources frame. With this being said, I
would take a different approach to this situation, because I now know how my
organization regards the human resources frame.

I think my organization is slightly out of touch when it comes to human resources. They
actually pay the instructors less now than they did a year ago, they force them to leave the
company when they have a certain amount of flight hours to make room for new
instructors, and they also do not really care about our individual success as long as we
meet their numbers in terms of hours per week. This is a toxic way of looking at the
workforce in my opinion. Knowing this now, I would take my concerns even higher to
someone like the VP. Maybe then we can get some long term change within the

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organization. If he sees or hears concerns from those he employs, maybe he will
considering changing the way he structures our program, or may lift some restrictions on
how we train our pilots.

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 References

Bolman, L., Deal, T. (2017). Reframing Organizations. (6th Edition). Hoboken, NJ: Jossey-
Bass.