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.

My situation is one where three factors led to my decision to leave an organization after
22 years. Two factors were internal to the organization; 8 leadership changes in 2 years
and organizational top-down communication changes. One was an external factor of an
outside organization putting pressure on the company, leading to a response that
misaligned with my personal values.

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

The human resources of the organization influenced my situation by creating an

environment where there was such a large amount of leadership turnover there was no
clear path for raising concerns, receiving development support, or finding a vision for the
future. Everytime there was a leadership vacancy, both by those compelled to leave the
organization and those that found other roles within the organization, a vacuum was
creatd that often took 6-8 weeks to get filled. During this time, an interim leader was put
in place.

The interim leader’s often were candidates for the permanent position that was vacant, or
were those that were in the temporary position as a development position to grow their
skills and abilities. It was very fatiguing to have constant leadership change coupled with
temporary leaders attempting to have a big impact and make a name for themselves in a
short amount of time. The human capital approach to having frequent temporary
leadership positions in the organization was the catalyst for my situation, and my ultimate
decision to leave the organization.

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

1
 My recommendation for how human resources could provide an alternative course of
action for my case is to acknowledge what authors Bolman and Deal bring to light by
stating “…investing in people requires time and persistence to yield a payoff” (Boleman
& Deal, 2021, p141). While my experience suffered because the organization did not
have the time or persistence with leadership positions, I also know that the temporary
leaders put in place did not have a great experience either. They felt the pressure to
perform quickly and have remarkable results in a short amount of time.

Taking the time to develop a cohesive HR philosophy on how to manage leadership

transitions would have addressed the issues with my situation. There clearly was an
established leadership vacancy philosophy – fill the gap as soon as possible. The
addition of an approach to supporting and nuturuing the team getting a new leader would
set both the new team and the new leader up for a great transition into their new
relationship.

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

After learning about the human resources frame, I would have brought forward solutions
to the experiences I was having during constant leadership changes, rather than to wait
and have them compound. The organization overall does have a solid HR philosophy,
but it was only acknowledged at times it was convenient to do so. As opposed to waiting
for an HR strategy to support teams during leadership transitions to be presented to me, I
should have worked with my peer team to build a plan and present it to the HR team.

While this may not have affected the number of leadership changes that took place
overall, it would have affected the experience of myself and my collegues during the
transitions. It was a powerless experience for my final two years at the organization, and
it felt restrictive to not be able to develop ideas and strategies from within. There was the
ever present leadership change that made having my own ideas feel like a waste of time,
as the new leader would inetivitibly come in with their own. While a strategy for
transition support may not have been adopted, it would have been something positive I
could have directed my energy towards that may have altered my mindset about this
component of my situation.

2
 Reference

Bolman, L. G. & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and leadership
(7th ed.). Hoboken, NJ: Jossey-Bass