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.

The organization recently implemented several critical upgrades to its recruiting applicant

tracking system (Taleo) and Contingent Talent Management. TALEO is a human resource

software utilized primarily by an applicant to apply for a company position. The significant

changes to both systems created additional steps instead of streamlining the process or create

efficiencies. Before the upgrade, many of the functionalities within these systems were very

automated. However, after these upgrades the recruiting application process have become more

manual. The change affected how recruiters interact within these systems.

I currently serve as a recruiter on the team and was one of the first recruiters hired to

build out the team back in September of 2019. Once the changes were made, recruiters reached

out to management with their frustration, the answer was you need to figure it out yourself.

When I noticed my system changes, the reaction was, "recruiter X, figure it out, so can you." My

frustration grew even more after contacting our IT department, and they pointed me to the

system administrator assigned to my department. However, no recruiter or manager knew who

the existing system administer is up to this day. Therefore, the recruiter was left to learn what

changes were made as the situation arises. I think this was a failure of management and the
PCA-Structural Frame Worksheet

organization. Changes to any system utilized by employees in accomplishing their duties should

be broadcasted prior and in detail, or the organization should offer a quick guide reflecting these

changes.

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

As the class text states, it "provides the architecture for pursuing an organization's

strategic goals" (Bolman and Deal, 2017, p.52). The company's structure best aligns with

that of a machine bureaucracy, where "managers and standardized procedures govern

day-to-day operations" (Bolman and Deal, 2017, p.79). Recruiters are assigned a

geographical market area; in my case, it is the entire Arizona market. The geographic

areas are grouped into two regional areas and divided between two regional directors who

report to the vice president (VP) of recruiting. Other departments within the

organization's bureaucracy are broken down in the same manner.

The information technology (IT) department is a separate entity with its reporting

structures. The various departments within the organization are assigned a system

administrator, responsible for providing IT support and troubleshooting. Changes within

the technological system(s) are not drivon by the department that utilizes them, instead by

IT and company executive leadership. The influence of the IT department on any

organization functionally is substantial in the modern era. Business structural design

typically separates IT from other departments, with different goals and budgetary

considerations. Therefore, since department managers do not necessarily control the

system utilized within the department, control upgrades and updates are customarily

dependent on IT leadership's decision and leisure.

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

The structural design of the organization is not necessarily a hamper to an

application role out or update. However, within a machine bureaucracy communication

plays an important part. Applications that affect organization productivity should be

broadcasted within an adequate timeline. Department managers/directors should have

some influence in when a system application is updated. The structure of the

organization recently went under a structural change because of the growth in last year.

The growth result saw the organization outsourcing in onboarding efforts and hiring

additional recruiters to support the hospital staffing demands. One of the major

drawbacks of the upgrade was the lack of clarity. The current organization structure

allocates a specific system administrator for each department.

The issue with the current structure is no one has clue who the system

administrator is for our department, not even my director. As a recommendation, there

should be an introduction of this individual to the team. While the individual’s

organization leadership tree flows to different department manager/director, there is a

level of responsiveness and operational reporting that should exist with my director.

Reflect on what you would do or not do differently given what you have

learned about this frame.

The failure by the IT department to provide clear communication on the rollout

resulted in confusion and time loss by recuiters in trying figure out how the system

works. The lack of clarity also resulted in end user ability to effectivity and efficiently

conduct daily business operations. Therefore, I would recommend leadership at all levels

evaluate how existing and new applications updates are conducted. Secondly, there

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should be prior communication noting what changes will be implemented and how the

changes will affect end-user’s ability to interact within the systems. I also recommend

that if substantial changes are been implement that some level of training and/orpp user

guide be distributed to further educate the staff prior to the implementation date.

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Reference or References

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership

(6th ed.). San Francisco, CA: Jossey-Bass (Perusall Version Only)