OGL 481 Pro-Seminar I:

PCA-Political Frame Worksheet

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

My situation is based on promotion processes. In the Air Force, we test for rank, though the

higher rating we receive on our annual appraisal directly translates to extra points. These higher

ratings are given by the top levels of leadership and there is a set number that can be given. In

this specific case, I am a section supervisor overseeing roughly 50 people. I have a member that

is performing well above his peers and already performs duties required of the next rank. In this

individual's case, he made some mistakes while intoxicated that resulted in a loss of rank and a

“not ready” for promotion on his previous appraisal. Since this incident now over 3 years ago he

has outperformed his peers continuously.

This year, with multiple awards and base-level involvement in volunteer events I wanted to push

him for a recommendation. When I brought his name up and his records were reviewed I was

questioned as to why I would ever push him. In the Air Force, you pay for your mistakes until

people leave that knew or they fall off your records after 5 years. I held my ground and con-

vinced leadership to hear my case for his consideration. This was a move that could have de-

stroyed my career if I could not prove my case. I ended up making a very compelling argument

and the leadership team was on the fence. They still reverted to their way of thinking, and though

I was told I was right they would not bend from traditional thinking and left him out of the run-

ning for a top promotion recommendation.

2) Describe how the politics of the organization influenced the situation.

1
Politics in the military is a mainstay. Positional power is a requirement and decisions made by

people with that authority must be followed. Unfortunately, this power extends into areas that

should be more democratic. In this situation, the Chief (the highest ranking member of our unit)

is our representative to discuss with the other representatives from the other squadrons (think of

them as departments in an organization) and will review and discuss the top people for promo-

tion. Since the chief holds positional authority he makes the final decision on who he will recom-

mend. Since getting a promotion statement after receiving a “not ready” the year prior is an ex-

ception I was told he would not bring him to the table simply based on last year's appraisal. 

Understanding the political structure I anticipated this outcome. I implemented an agenda with

him and his supervisor to position him for consideration. Putting him in a position to win awards,

placement on the Honor Guard team that represents the entire base, special highly visible mainte-

nance teams, and continued education to get him to stand out for consideration. Though I was

able to make a compelling case, the group think was too strong to overcome.

3) Recommend how you would use organizational politics for an alternative course of ac-

tion regarding your case.

When we review power and decision this falls in line with the structural theorist of focused top-

down power/authority. I would use the human resource theorist method, which places less em-

phasis on power and more on empowerment (Bolman & Deal, 2017 p. 278). I would focus on the

influence that enhances mutuality and collaboration. This would have gone a long way to feel

supported and invested in the organization for the leadership team. 

Further, morality in politics highlights leaders must be whole persons, persons with full function-

ing capacities for thinking and feeling. A whole person mentality enables reflection outside of

the norm or “group think”. Since there is always an overall responsibility the leader must shoul-

2
der there should be a mentality of teamwork over self-preservation. If the team is successful the

leader will share the success.

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

this frame.

 Knowing that my Section Chiefs (Dept Managers) know their people and capabilities better than

I do I would weigh their opinion heavily in my decision making. Records show what a person

has done but not who they are. I believe we have learned about Organizational Leadership that

the person is as important as what they have done. You can be the smartest person in the room,

but if you can’t communicate with people it is all for naught.

3
 Reference

Bolman, L., & Deal, T. (2017). Structure and Restructuring. Perusall. Retrieved July 12, 2022,
from https://app.perusall.com/courses/ogl-481-org-leadership-pro-seminar-i-2022-sum-
mer-b/9781119281849?chapter=c04