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.

As a Starbucks barista, we lost a manager due to their promotion, and a new one came in.
This new manager committed many unethical acts that affected the business. This affected our
goals and staff morale and motivation. There was a point where it needed to end, and that's why I
decided to step in.

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

I have heard a lot about HR and how they can be viewed as this big scary wolf because of
what the job pertains to. In many jobs, though, human resources runs through everyone in a
company. It's not just hiring and firing people; it's also making sure others are safe and feel
happy at their jobs. Many times, the HR department is confined to the corporate level of
companies. Like many employers, there are benefits given for someone's well-being. “Like a
growing number of enlightened companies, Kronos and Ultimate both see talent and motivation
as business essentials” (Bolman & Deal, 2017). At Starbucks, we get a counseling benefit and
other perks like headspace that are designed to help your mental well-being.

This design of a human resource also trickles down to the local or store level as well.
This is because now that we are at a store level, you get more of a familial aspect of the
company. This is because the people are more closely connected than they might be at a
corporate level. This human resource is shown at the store level by the conduct that goes on
within the store. This is because you can see how different stores operate based on their
respect for each other. In the end, corporate and store levels are very similar in the way how
things are run and handled.

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

In this case, there are many different angles that need to be attacked at the same time, from
the time theft to the promotion of people who shouldn't have been promoted due to the totem
pole that was in place. To start, I would have used more of the corporate resources that are put in
place that directly come from human resources. By looking at this situation from the human
resources frame, the Ethics and compliance line would have made it easy to get this situation
resolved faster than waiting for the District manager to get back from vacation.

The next thing I would have fixed would be promoting within. In chapter 7 it discussed
the importance and benefit of promoting from within. In this situation, someone was promoted to
a trainer to train someone. There is no issue with this, but the context behind it makes it a bit of a
sticky situation. This new manager overlooked two other trainers who had already been
promoted a year earlier, but we never had anyone to train. This caused a stir throughout the store,
and the people whose toes were stepped on were very frustrated. I asked the manager about this,
and he had a very nonchalant attitude. There are systems in place that can tell you who is what,
like who can train. Following this system would have avoided the animosity that came with the
situation.

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

In the human resources field, there are two specific things that I would have done
differently. The first one is feeling more empowered, which means talking directly to the
manager and addressing these actions. Also, with this, I would want to empower the other
partners to stand up for themselves. This would not only show the manager that we will not stand
for the attitude and the action but that we are a unit. Also, the animosity between other
employees would be eliminated because it would create an open dialogue of us vs the problem,
not one vs the other.

The next change that I would want to make is more human resource practices. “Systematic and
interrelated human resource management practices provide a sustainable competitive
advantage”(Bolman & Deal, 2017). A practice I thought of is different districts or states having
an ethics and compliance resource so that it can be more immediate and you can talk to them in
person, which is always better than over the phone. Also, it will be faster than calling corporate
and having to go through so many different channels.

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 Reference or References

Bolman & Deal, L. (2017). Reframing organizations: Artistry, choice, and leadership. John
Wiley & Sons.