OGL 481 Pro-Seminar I:

PCA-Structural Frame Worksheet

Worksheet Objectives:
1. Describe the structural frame
2. Apply the structural 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 present employer, BLB Laboratory, is a biotech company emphasizing an

innovative and team-oriented culture. I have observed an atmosphere that consistently fosters

cooperation and adaptability ever since I began working as an operations administrator. I

work with diverse staff who come from different parts of the world to join forces and achieve

a common goal.

The mission is to develop new technologies in bioenergy, so there is endless research to

acquire and embrace new ideas for the advancement of basic science to the public’s benefit.

Many small groups have recently found themselves overwhelmed by the demands of global

competitive advantages and rapid shifts in technology. As a result, directors and supervisors

have decided to establish a matrixed organization wherein employees report to multiple

supervisors. The intention is for each employee to receive cross-training in a brief period of

time and to be able to work with other researchers outside their division.

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

The application of the matrix structure can impact issues in our current scenario

even though it provides flexibility and expertise integration. A matrix organization

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 transition was to be implemented, it was announced at the start of the fiscal year 2023. A

dual authority system makes sense because the institution is made up of people with a

variety of skills who must collaborate across functional areas. But longtime workers were

skeptical and immediately felt that things were about to get difficult. Prioritizing duties or

figuring out which supervisor's direction takes precedence can take time, and reporting to

several supervisors can cause confusion and stress. The pressure to meet the expectations

of multiple supervisors may impact job satisfaction and overall well-being.

The first quarter proved difficult in juggling the demands of many supervisors

because the dual authority system is foreign to others. Though none was eager to confront

the issues, many felt overburdened. People were happy to try the new structure because it

was a fresh implementation. Nevertheless, managing many reporting links got

complicated and caused the approval process to drag longer than many anticipated.

Additionally, I, along with other employees, find it challenging to divide my time

between meetings and projects in an efficient manner. I used to solely meet with my core

group, but now that the organization requires me to report to three small groups, it takes

time away from my main work. As the fiscal year came to an end, management attempted

to address and alleviate some of the issues.

3) Recommend how you would use structure for an alternative course of action
regarding your case.
When implementing a matrix structure in a workplace where individuals are

resistant to change, careful planning and strategic thinking are vital. In order to overcome

resistance and ensure a seamless transition, change management is essential. I support the

organization's transition to a matrixed structure. But the higher ups' execution was

ambiguous and led to a great deal of misunderstanding. I would take Mintzberg's 5 Ps

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 technique into consideration as an alternate plan of action. As discussed in Chapter 3, you

can use Mintzberg's framework as a guidance for introducing a matrix structure in a

company where staff members are resistant to change (Bolman & Deal, 2021).

Planning is the first step. Explain the plan for moving to a matrix structure in

simple terms. Stress how it fits with the mission and objectives of the organization. The

second thing to consider is perspective. Clearly state the advantages of the matrix

structure and create a vision that shows how this will contribute to the organization's

long-term success. The third is pattern, specify the roles and duties of the reporting lines

and the expectations for cross-functional collaboration. The next step is to establish a

position, solicit input from staff members, include them in decision-making about

implementation, and give them a sense of ownership over the change process. The final

step is to ploy, which is to recognize everyone's knowledge and teamwork while

promoting a constructive view of power relations. Applying Mintzberg's 5 Ps technique

to the deployment of a matrix structure helps alleviate hesitation through involvement,

clear communication, and ongoing improvement, as opposed to deploying a new

structure too rashly.

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

I would take into consideration a few things based on what I have learned thus far.

For pre-implementation, I would take the time to utilize my 1:1s with my supervisor and

ask if there are any major changes happening within the organization. As an operations

administrator, I recommend to my manager the following: Developing a communication

plan must be the top priority. Employees should be informed of any ongoing changes to

the company's organizational structure. Transparent communication is encouraged when

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staff members participate in the planning process. Therefore, seeking feedback reduces

resistance and fosters a sense of responsibility. Initiating a pilot program to evaluate the

matrix structure in a smaller group will allow staff to adjust to the change gradually and

address any problems early on.

For post-implementation, I would seek information from my supervisor and try to

gain clarity on the new structure. Understanding the changes will help me navigate the

new regulation effectively and in return, it is up to me to express my concerns to my

supervisor. Any questions I may have should be addressed in order to get answers and

insights into the decision-making process. Also, embracing the new change through

flexibility and adaptability can surely help cope with changes. It is also beneficial as part

of the organization to be proactive and determine opportunities to collaborate within the

new matrix structure effectively with colleagues and new supervisors.

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 Reference

Bolman, L. G., & Deal, T. E. (2021). Chapter 3 - Part Two: The Structural Frame. In Reframing
organizations: Artistry, choice, and leadership. essay, Jossey-Bass, a Wiley Brand.