OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

Kiana Knox

Arizona State University

Organizational Leadership Project Management

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 I will be discussing is something I was not fully a part of but was

made aware of the situation. We had a coach that was coaching our pre-team kids and she

was coaching the kids unsafely and not following the schedule and lesson plan. She also

coached them at her own discretion. She was making promises to the kids and their

parents about things that were not true and telling them things that she should not have

said which it caused us to have a lot of angry parents. My role at Gold Medal Gymnastics

is to be one of the coaches and leaders of our rec program there. I am in charge of

managing my now class and teaching the kids new skills. I am also a part of the Devo

program at Gold medal which is just a different program that we have there. I also am in

 charge of teaching the new people we hire how we run and do things at Gold Medal or

for the people that have never coached before how to coach as well as spot kids. I am also

in charge of the Saturday crew and making sure everyone knows what they are doing and

everything is in order and solve any problems that come up on Saturday.

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

At Gold medal we technically don’t have a human resource department so the pool

that handled the situation was the owner and higher management. They didn’t really take

part in influencing the situation to happen because their standards and rules where laid

out literally right in front of her and she chose to not listen to what was needed to be

done. Maybe you could say that since the owner and higher management have a lot of

responsibilities and they all coach different levels they weren’t paying that close attention

to her which could be their downfall but at the same time they hire people they think they

can trust and not have to micromanage because they should know what they are doing.

The way they handled the situation was after the multiple emails and parent

complaints where the admin work. The department leader of rec and JO and the owner

the gym decided to have a sit-down meeting with the coach who made mistakes. They

also scheduled a meeting with all the parents and gymnast that were involved to explain

the situation, apologize for what happen and tell them what the nest steps will be and how

they handled the situation with the coach. This is really all they could do regarding this

situation and even though we don’t have a human resource department the owner,

department leaders and admin are the closes thing to an HR.

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

I honestly wouldn’t have changed the course of action that was used for this

situation. There is not much more than could have been done because the damage was

already done and the best thing you can do for this situation is call meetings and figure

out why the coach was doing what she was doing and see if there is a solution. Also, you

got to let her know that her actions are not accepted here and if you can’t buy into our

program this might not be the best fit for her.

On the other hand, the same approach should be taken with the parents and

children who were affected by the chaos caused by the situation. It’s important to get

them all together for a meeting and communicate that you are sincerely sorry for the

things that have been done and said. Let them know that you are not taking it lightly and

there will be changes happening. As well as, letting them know what the next steps are

for their kids so they aren’t left in the dark about things.

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

If I was handling the situation I would make sure before hand we had a developed

philosophy for managing people and build a system/practices that implement that

philosophy. I also would never throw someone that was just hired in a high role because

at the end of the day I don’t know how they work or who they truly are yet because

everyone puts on their best face when interviewing so having everyone start at the bottom

and work their way up is a better strategy to use. I would also have a certain training they

 have to do when they move into a higher position with more responsibilities especially

since we are working with kids in a dangerous sport, you want to make sure you fully

know how to coach those skills and especially spot those skills.

I would also create a system where they can grow their skills ad become better by

creating development opportunities. Always make sure that they feel they can come to me

for help or support and any questions they may have. Maybe even hold meetings every

once in a while to see how everyone is feeling and who needs help where. Also, just

always making sure that I am hiring someone that buys into our goals and visions and not

stare away on their own path.

 Reference

Bolman, L. G., & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and leadership.
Jossey-Bass.