OGL 481 Pro-Seminar I:

PCA-Symbolic Frame Worksheet

Worksheet Objectives:
1. Describe the symbolic frame
2. Apply the symbolic 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'm working on is a performance issue with an employee. In this
situation, a team leader expresses concerns about an employee's consistently low productivity
and missed 2 deadlines. As the HR focal, I am responsible for investigating the issue,
gathering relevant information, and conducting a performance review with the employee. I
also need to apply appropriate disciplinary actions or performance improvement plans.
Additionally, I will collaborate with the employee's supervisor to provide guidance and
support in addressing performance concerns while ensuring fair and consistent treatment
following company policies and procedures.

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

The symbols of the organization play a significant role in influencing the situation of a
performance issue with an employee. Bolman and Deal stated, “The symbolic frame focuses on
how myths and symbols help humans make sense of the chaotic, ambiguous world, in which they
live” (Bolman & Deal, 2021, p. 248). In this case, these symbols, which include the
organization's mission statement, values, and culture, provide a framework for how the issue is
perceived and addressed within the company. The mission statement and values of the
organization guide the HR focal (myself) and team leader in understanding the overall purpose
and goals of the company. If the organization values productivity, efficiency, and accountability,
the symbols associated with these values will shape the perception of the performance issue. The
team leader's concerns about low productivity and missed deadlines are likely influenced by
these symbols, as they align with the organization's emphasis on performance.

The symbols of the organization also influence my role in investigating the issue and
conducting a performance review. These symbols set expectations for the standards of behavior
and performance within the company. The disciplinary actions or performance improvement
plans that I apply must align with the symbols of fairness and consistency, ensuring that the
employee is treated in a manner that is consistent with the organization's values and policies. The
collaboration with the employee's supervisor is also guided by these symbols, as it aims to

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provide guidance and support while addressing the performance concerns in a manner that aligns
with the company's values. Overall, the symbols of the organization exert a significant influence
on the situation of a performance issue with an employee. They shape the perception of the issue,
guide the investigation and performance review process, and define the appropriate disciplinary
actions or performance improvement plans. By aligning with the organization's mission
statement, values, and culture, the symbols provide a framework for addressing performance
concerns while ensuring fair and consistent treatment of employees.

3) Recommend how you would use organizational symbols for an alternative course of
action regarding your case.

In this situation, utilizing organizational symbols can provide a foundation for an

alternative course of action. Bolman and Deal state, “Symbols can divide as well as unify”
(Bolman & Deal, 2021, p. 253). I can tap into the organization's symbols of empathy, growth,
and development. Recognizing that low productivity and missed deadlines can stem from
underlying issues, I can approach the situation with a mindset focused on understanding and
supporting the employee. The symbol of empathy can guide me in conducting the performance
review with sensitivity and compassion, aiming to uncover any potential challenges the
employee may be facing. Additionally, organizational symbols related to growth and
development can inform the alternative course of action. Rather than solely focusing on
disciplinary actions, I can leverage the symbols that emphasize improvement and continuous
learning within the organization. This can involve implementing a performance improvement
plan that offers the employee targeted support, training, and resources to enhance their
productivity and meet deadlines.

Collaboration with the employee's supervisor, in line with the organization's symbols of
teamwork and collaboration, is vital. By working together to address performance concerns, the
supervisor can provide specific guidance and coaching to the employee, while I ensure that the
process adheres to company policies and procedures. This collaborative approach fosters a sense
of fairness and consistency while utilizing the symbols of teamwork and support within the
organization. All in all, utilizing organizational symbols of empathy, growth, development,
teamwork, and support can guide an alternative course of action for addressing a performance
issue. Combining a compassionate approach, focusing on growth and development, and
collaborating with the supervisor, I can create an environment that supports the employees in
improving their productivity and meeting deadlines, while keeping in line with the organization's
values and objectives.

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

Given the frame provided, I would approach the response similarly. Bolman and Deal stated,
“We discuss symbolic assumptions and highlight various forms at symbols, take in human
organizations” (Bolman & Deal, 2021, p. 253). This suggests that there is a focus on exploring
and analyzing the underlying symbolic meanings, beliefs, and assumptions that shape
interactions and behaviors within human organizations. In this case, the response addressed the
importance of organizational symbols in influencing the situation of a performance issue with an
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employee and highlighted the potential alternative course of action by leveraging those symbols.
It discussed the importance of empathy, growth, development, teamwork, and collaboration in
addressing the issue. However, I would consider enhancing the response by providing specific
examples or strategies that demonstrate how organizational symbols can be applied in practice.
For example, I could suggest using regular feedback sessions to foster a culture of growth and
improvement or implementing mentoring or coaching programs to provide additional support to
employees struggling with productivity. Providing more concrete examples would help illustrate
how organizational symbols can be translated into actionable steps.

Additionally, I would emphasize the importance of communication and transparency

throughout the process. Clear and open communication with the employee and other relevant
stakeholders is crucial for ensuring that everyone understands the expectations, goals, and
potential consequences. By emphasizing this aspect, the response would further align with the
organizational symbols of fairness and consistency. Overall, while the initial response addressed
the significance of organizational symbols and provided an alternative course of action,
enhancing it by offering specific strategies and emphasizing communication would provide a
more comprehensive and actionable approach.

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 Reference

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