Study of Amazon using Bolman and Deal frames

This report analyzes the negative environment of Amazon using Bolman and Deal frames and recommends solutions for the issues faced.

name of the University
Study of Amazon by using Bolman and Deal frames
Student Name:

Table of Contents
Introduction................................................................................................................................2
The four Frame...........................................................................................................................3
Case............................................................................................................................................3
Conclusion..................................................................................................................................4
References..................................................................................................................................4

Introduction
This report depicts the issue that i had faced when I was working in Amazon. By using one of
the frames of Bolman and Deal, I will be analysing the negative environment of the
organisation. Which contain ample amount of issues, such as the issue of being under paid as
compared to the casual workers working in nearby companies, after which I will recommend
a best possible solution for the problems.
The four Frame
Structural: - It is a process oriented frame that emphasis on how the work should be carried
out and how the change should be implemented this includes (strategy formulation; analysing
the deviation; role and responsibility clarification (Accipio, n.d.).
Human Resources: - This frame is people oriented, as it emphasis on the needs of the
employees, the primary objective of this is to provide the employees, power to make
decisions, opportunity for growth, identifying their needs and fulfilling them and most
importantly job satisfaction (Accipio, n.d.).
Political:- This frame deals with the conflicts( sometimes hidden) of the individual or group
of employees, such as dispute over the budgets, when the budgets are low then the company
have to make choices among the available alternative( fire the excess employee, reducing the
labour cost). In this we study, how a union act as a powerful source for negotiation just by
supporting the initiation of the leader (Accipio, n.d.).
Symbolic: - Its main objective is to motivate the employees by providing them the feeling of
belongingness & by showing them there importance in the organisation. It is done by
recognition, strokes, appreciation & celebration for the achievement of the employees
(Accipio, n.d.).

Case
The company I have worked in is Amazon, which is operating in Melbourne; while working
there I have faced a lot of issues, because of which I had to put my pen down over there, the
major issues that I have faced over there were, being under paid as compared to the casual
workers working in nearby companies, no authority was provided to me for making decision,
unnecessary work pressure, no defined shifts being employed under fixed shift, I had to work
as a roaster employee & no job security was provided by them, in short the major issue lies
with the work culture. I was being treated as machine and the policy of unnecessary
deduction from the salary was pathetic if the set standard performance is not matched (Smh,
2018).
How to identify the model for solving this problem?
 If the problem of an individual lies with motivation and commitment, then he or she
should go for Symbolic and Human Resource frames (Businessballs, n.d).
 If the major issues faced by an individual are confusion around priorities and
responsibilities, then the person must go for Structural and Political frames (Ymaws,
2012).
 If the individual is facing problems with the organisation structure, work culture and
rules and regulation and want to raise voice for the change then he should go for
Political frames. (Accipio, n.d.).
As the case depicts that the company has not been working with appropriate rules and
regulations, so i have selected “Political frame”, as it would have helped me in the following
ways, this frame deals with the conflicts that an individual or group face at the work place. It
provides the authority to an individual to raise his voice against the exploitation in the
organisation. After in-depth reading about this frame, I come to know that the reason for such
exploitation of the company was absence of trade union. Even though I have left the
company, I have come to a solution for such issues that, I would have framed a trade union
by bringing the co-workers together, so that I would have brought the concern to the
management for the proper resolution of the issue (Accipio, n.d.).

Conclusion
The company has violated the aspects of all the frames, but the majorly affected was human
frame and to solve the problems political frame was required, a single individual cannot do
anything, to bring a change you need to make a group (trade union), that I have suggested in
the report.
References
Aamc, (n.d.), Four-Frame Model, Accessed 10 April 2019, from
https://www.aamc.org/download/488400/data/4framemodel.pdf
accessola2, (n.d.), Bolman and Deal’s “FOUR FRAMES”, Accessed 10 April 2019, from
http://accessola2.com/superconference2014/sessions/312-C.pdf
Accipio, (n.d.), Bolman and Deal's Four-Frame Model, Accessed 10 April 2019, from
https://www.accipio.com/eleadership/mod/wiki/view.php?id=1666
Businessballs, (n.d.), Four-Frame Model - Bolman and Deal, Accessed 10 April 2019, from
https://www.businessballs.com/leadership-models/four-frame-model-bolman-and-deal/
Smh, (2018), In Amazon's 'hellscape', workers face insecurity and crushing targets, Accessed
10 April 2019, from https://www.smh.com.au/business/workplace/in-amazon-s-hellscape-
workers-face-insecurity-and-crushing-targets-20180907-p502ao.html
Ymaws, (2012), Creating Organizational Learning and Change Using Bolman’s and Deal’s
Four Frames of Organizations, Accessed 10 April 2019, from
https://cdn.ymaws.com/www.afa1976.org/resource/collection/6D2FA60A-55B9-4173-9CE4-
72C79A097391/Creating_Organizational_Learning_and_Change.pdf