OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

Worksheet Objectives:
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.

The situation that happened within my organization Starbucks was that our store manager was
giving a lot of favoritism. She was going to a lot of the baristas and allowing them to talk poorly
about the store's shift supervisors. She let certain people get away with things she would write
up the others for. She would gossip about partners about other partners. During this time some
of the team had written down these instances and reported her to our ethics and compliance
team at Starbucks which launched an investigation at our store. I was part of the team who
helped write the report and take notes on what was going on within our store.

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

The whole idea of the human resource frame of study is the focus on people and their needs.
Leaders who are working within this frame are worried about the feelings, relationships, and
goals of their people within their team and organization. In my situation, there was not a good
amount of good use of the human resource frame. Our book states, “Authorities—executives,
managers, and supervisors—are charged with keeping action aligned with strategy and
objectives. They do this by making decisions, resolving conflicts, solving problems, evaluating
performance and output, and distributing rewards and sanctions (Bolman, Deal, Chapter 3).” Our
organization did not do this. I think that the important part here is that when a manager is in
charge of making decisions or resolving confits that it is consistent. Our store manager was
inconsistent with giving rewards and things like write-ups and discipline.

Something that was good within this situation was that I think Starbucks is a great organization
when it comes to the human resource frame. They are a very supportive company that does not
tolerate things like bullying, discrimination, or abuse when it comes to things like social issues or
anything. Starbucks made sure that once the report was done that they investigated it right away
in a very fast and professional way and made sure that people felt heard and appreciated.

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

Using the idea of rules and regulations which was touched on in chapter three. We read, “rules,
policies, standards, and standard operating procedures are developed to ensure that individual
behavior is predictable and consistent (Bolman, Deal, Chapter 3).” If the store manager had
made sure that there was a standard to uphold for everyone the situation of favoritism would
have been avoided.

Reading about the SEAL team also helped me realize that even though the store manager was
giving out favoritism. It was up to our team as well to perform to the best of our abilities.
“Teams that work well regularly make an enormous difference in the business world as well
(Bolman, Deal, Chapter 5).” If our team had worked well together then we would have been able
to avoid parts of this situation. Like gossip that traveled faster than wind. Our team should have
done team-building activities. Learned to trust each other and such.

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

Learning more about this frame I would have tried to work with our team more to help our
situation. Instead of everything falling onto the store manager I would have tried to figure out
why there was so much gossip. Why there was no trust within our store for each other, as well as
why there was no respect for each other. It was really hard to go to work and not have a lot of
people support each other. We should all have at minimum respect and appreciation for each
other.

I also would have gone to Starbucks' mission and values and helped to point those out to our
team. When someone makes a mistake look at it with positive intent which is a large part of the
mission. I think everyone assumed people were doing things because it was malicious. But I
think that we needed to be more lenient on each other. We are all learning and trying our best.
Also encouraging our store manager to be the person to stop the bad behavior since she had the
power to do it.

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 References

Deal, T. E., & Bolman, L. G. (2017). Reframing Organizations: Artistry, Choice, and Leadership.

Wiley.