Four Frame Leadership Orientation

Running head: LEADERSHIP ORIENTATION
LEADERSHIP ORIENTATION
Name of the Student:
Name of the University:
Author Note:

1LEADERSHIP ORIENTATION
Findings:
The model of ‘Four Frame’ is a concept that categorizes any organization into four
frames with the intention of better understanding of the organization. According to Bolman and
Deal, leaders should approach the issues of the organizations trough four perspectives:
Structural, Political, Human Resource and Symbolic (Bolman & Deal, 2017). Structural frame is
a task oriented frame that focuses on setting of measurable goals, strategy and more of such
tasks. The Human Resource focuses on the needs of the people; it gives the workers the
opportunity and power to be able to perform their jobs and along with that they also address their
job satisfaction and personal growth (Vuori, 2018). The Political frame highlights the issues of
individuals with conflicting agendas; it is important especially at times when the budget of the
company is low and they have to make difficult choices. The frame of Symbolic focuses on the
worker’s need for a sense of meaning and a purposeful sense in their work.
The matrix score revealed the leadership orientation of the selected individual; the
structural frame of the leader shows that the individual has high responsible morality, a low
amorality and a relatively above average conscientiousness. A leader must be able to make
judgments about the person and deducing how much the individual is morally responsible, such
actions are undertaken (Phillips & Baron, 2018). A low amorality will help the leader to be
unbiased in his decisions and the conscientiousness in the quality of the leader helps him to do
his/her work well. The human resource frame revealed that the leader has an average
transforming influence with low distrust for others; neither high nor low agreeableness. The
symbolic frame shows average transcendental spirituality, low desire for controlling others and
above average openness (Zaccaro, Dubrow & Kolze, 2018). Finally the Political Frame shows
that the leader is someone who is completely a voluntary subordinate and has above average
desire for status and also is someone who has above average Neuroticism.
Implication of Findings:
For a leader, it is essential that he has a low amorality in order to maintain a healthy work
environment; for instance, the leader is biased towards one employee and tends to take
suggestions from that single individual, it would create a jealousy among the workers and the
leader would be unable to gain true feedbacks from the other workers (Pourrajab & Ghani,
2016). In the human resource frame it is mentioned that the leader has low distrust for others;
trust is an important factor that must exist between a leader and his/her workers so that they can
communicate freely and the productivity is unharmed (Deinert et al., 2015). A quality of
openness is good for the workplace environment or else the workers would be hesitant to inform
about any hesitations that is hampering the ethical codes of the organization; however, openness
should be in appropriate level or else the workers might not take the instructions of the leader
seriously. Finally, a desire for status in a leader is good for his/her personal growth; for instance