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.

In my current capacity as the Director of Regulatory Compliance and Legal, my primary

responsibility centers around ensuring the organization's adherence to compliance
standards. One team I lead is the compliance and internal audit team which is comprised
of seven internal auditors. My current situation presents a unique challenge: transitioning
the team from a remote work setup to a hybrid model. This transition has been further
complicated by the reluctance of a team member I'll refer to as "Shannon." Shannon has
exhibited strong resistance to this change and the prospect of returning to the office.
Since the announcement of the hybrid model, Shannon has taken an uncooperative stance
and engaged in confrontations on the matter. Shannon consistently provides facts and
statistics in favor of remote work, while I've countered with data supporting the
alternative approach. Shannon vehemently disagrees with my support for the new CEO's
decision to implement the hybrid model and argues for maintaining a work-from-home
structure within our department, citing its effective functioning in the remote setup.
However, it's essential to emphasize that the return to the office isn't solely about
productivity but also aims to foster collaboration, innovation, and preserve our
organizational culture.

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

The decision for a hybrid work model at State Financial was significantly influenced by
the human resources frame, which emphasizes addressing the needs and expectations of
employees. Initially, the CEO's request for staff to return to the office revealed a potential
disregard for these employees’ needs, leading to resistance. However, this resistance, as
outlined in "Reframing Organizations" by Bolman & Deal, can be viewed as a natural
response to change. The text notes, "Change produces resistance. People have a strong
vested interest in the status quo; they have a sense of ownership in the way things are"
(Bolman & Deal, 2021). Shannon's resistance to the adoption of the office-centric
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 approach reflected this resistance. Her negativity and resistance caused discomfort and
stress among coworkers and the department, as it disrupted team cohesion and increased
a tense working environment in the department.

In the context of the human resources frame, a hybrid work model proves more beneficial
to State Financial than a fully remote model because it acknowledges and addresses the
diverse needs and expectations of its employees. The hybrid model allows for a balance
between in-person and remote work, accommodating employees who prefer the
flexibility of remote work and those who thrive in a traditional office setting. As Bolman
and Deal emphasize, "The human resources frame puts a premium on flexibility and
adaptability" (Bolman & Deal, 2021). By adopting a hybrid model, State Financial can
offer this flexibility, improving employee morale, retention, and overall well-being. It
also aligns with the frame's emphasis on developing policies that foster employee
development and engagement. Therefore, the hybrid model not only addresses employee
concerns but also promotes a more inclusive and adaptable work environment that
ultimately benefits the organization's success.

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

In the context of the human resources frame, advocating for State Financial to remain a
fully remote organization comes with certain concerns. Firstly, the shift to a remote work
model may raise apprehensions among employees who thrive in a traditional office
setting. According to Bolman and Deal's "Reframing Organizations," the human
resources frame emphasizes the importance of accommodating diverse employee needs
and expectations. Some employees may struggle with isolation, a lack of in-person
collaboration, or blurred boundaries between work and personal life, potentially leading
to burnout and reduced job satisfaction. This is especially relevant in the case of the
recent acquisition, where integrating new staff into a remote work culture might be
challenging. The human resources frame highlights the need to provide adequate
onboarding and support for these employees to ensure a smooth transition and foster a
sense of belonging within the organization.

Moreover, there might be concerns related to performance management and

accountability. The human resources frame underscores the importance of clear policies
and practices for evaluating employee performance. In a remote work environment, it can
be challenging to establish fair and consistent performance metrics and conduct regular
assessments. Additionally, there may be concerns about maintaining a cohesive company
culture and employee engagement when interactions primarily occur virtually.
Addressing these concerns within the human resources frame requires a thoughtful
approach to remote work that includes robust communication strategies, opportunities for
skill development, and mechanisms for building and maintaining a strong organizational

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 culture, especially important for a company undergoing changes like State Financial after
an acquisition and CEO change.

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

Dealing with Shannon's resistance within the human resource frame involves a balanced
approach that takes into consideration her concerns and fosters open communication. To
begin, it's essential to acknowledge Shannon's perspective and her dedication to remote
work, which she perceives as highly effective. In line with the human resources frame's
emphasis on addressing employee needs and expectations, engaging in a one-on-one
conversation with Shannon could provide an opportunity to empathize with her
viewpoint. Encourage her to express her concerns openly, listen actively, and validate her
contributions to the team's success in a remote setup. This approach aligns with Bolman
and Deal's perspective that "organizations must attend to the needs and expectations of
their members" within the human resource frame (Bolman & Deal, 2021).

Furthermore, within this frame, it's crucial to facilitate a collaborative dialogue that
transcends a focus solely on facts and statistics. Emphasize the organization's desire to
maintain a vibrant culture and encourage innovation by incorporating elements of in-
person collaboration. Involve Shannon and her colleagues in discussions about how to
best balance remote and in-office work to achieve these goals while addressing her
concerns. By involving her in decision-making and highlighting the potential for blended
work styles to accommodate both productivity and cultural aspects, you can harness her
expertise and foster her sense of ownership in shaping the future work environment. This
approach, rooted in the human resources frame, aims to transform Shannon from a
staunch resistor into a proactive contributor to the organization's success.

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 Reference

Bolman, L. G., & Deal, T. E. (2021). Reframing Organizations: Artistry, Choice, and
Leadership (7th ed.). Jossey-Bass.