EXPL 390: Reframing Organizations - Organizational Leadership (adapted from Bolman and Deal, 2008)

Structural Frame

Examples of Effective Leadership at Your Organization

My supervisor demonstrated structural leadership because
she oversees the work done by her investigative team and
works with other EEOC employees to further quality
investigative work. For example, before a case can be closed,
a supervisors approval is required. Therefore, an
organizational structure exists within EEOC procedure.

Human Resource
Frame

My supervisor and investigative team demonstrate structural

leadership through their supportive and empowering nature.
For example, when I completed a case closure for one of the
investigators, she sent my supervisor and myself an email
thanking me for my good work. Additionally, I have received
many other encouraging remarks from my supervisor.

Political Frame

My supervisor and investigative team demonstrates political

leadership through advocating for equal rights and justice
outlined in EEO law. For example, our entire investigative
team acts as a coalition defending individual rights through
punishing acts of discrimination in the workplace. This is
achieved through EEOC mediation between the charging
party and respondent.

Symbolic Frame

Examples of Ineffective Leadership at Your Organization

EEOCs attention to detail would occasionally trump the need
for leadership. Each time I was introduced to a new stage in the
investigative process, I received a lot direction about specific
steps to follow including necessary paperwork to fill out and
certain phrases I was required to say during interviews. At
times, the leadership roles taken on by my supervisor and
investigative team involved little discretion and more
bureaucratic detail.
I rarely experience ineffective EEOC leadership from a human
resource framework. I observed my supervisor and investigative
team to be very responsible and supportive leaders.

At times, I experienced inefficient EEOC leadership in regards

to misplacing files or failure to be properly versed in a cases
background. For example, when helping an investigator
interview witnesses for a case, I was not informed about certain
aspects of the charge or the witnesses previous contact with
EEOC. Although I do not think this was done purposely or
manipulatively, I would say it most closely relates to ineffective
organizational leadership under the political framework.
I cannot recall ever experiencing ineffective leadership from a
symbolic framework. My supervisor and investigative unit
always led from a knowledgeable and open minded point of
view.

EEOC leadership demonstrates the symbolic frame through

storytelling. Disregarding its factuality, each case that enters
EEOC offices represents ones personal experience with
discrimination. By taking a storytelling approach to explain
and further investigate cases, my supervisor and fellow
investigative team possesses the ability to expand, deepen,
and/or finalize each case.
What new insights do you have on effective and ineffective leadership in your organization?
Overall, I have realized that the leadership I have experienced and witnessed at EEOC emphasizes the human resource frame more than I expected.
Additionally, because EEOC is a government organization implemented to enforce the EEO clause in the Civil Rights Act preventing discrimination,
much of its leadership structure is highly centralized. Consequently, EEOC effective organizational leadership varies between each framework, while
it was harder for me to point out ineffective leadership under each framework.