OGL 481 Pro-Seminar I:

PCA-Symbolic Frame Worksheet

Worksheet Objectives:

1. Describe the symbolic frame

2. Apply the symbolic 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.

My situation is based on promotion processes. In the Air Force, we test for rank, though
the higher rating we receive on our annual appraisal directly translates to extra points.
These higher ratings are given by the top levels of leadership and there is a set number
that can be given. In this specific case, I have a member that is performing well above his
peers and already performs duties required of the next rank. In this individual's case, he
made some mistakes while intoxicated that resulted in a loss of rank and a “not ready” for
promotion on his previous appraisal. Since this incident now over 3 years ago he has out-
performed his peers continuously. This year, with multiple awards and base-level in-
volvement in volunteer events I wanted to push him for a recommendation.

When I brought his name up and his records were reviewed I was questioned as to why I
would ever push him. In the Air Force, you pay for your mistakes until people leave that
knew or they fall off your records after 5 years. I held my ground and convinced leader-
ship to hear my case for his consideration. This was a move that could have destroyed my
career if I could not prove my case. I ended up making a very compelling argument and
the leadership team was on the fence. They still reverted to their way of thinking, and
though I was told I was right they would not bend from traditional thinking and left him
out of the running for a top promotion recommendation.

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

The most obvious influence of symbols is the high expectations of military standards.
Our Core Values, that are engrained from basic training, Integrity First, Service Before
Self, and Excellence In All We Do, set the very basis of military life. When we view this

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 situation from 30,000 feet it clearly shows he did not abide by those core values, we very
often get stuck in the mindset of looking from great heights instead of flying lower to see
the detail.

I believe the theatre is a factor as well. The higher up you move the more of an act you
have to put on. You have to make sure people are seeing what you what them to, perceive
you in a way that swings advantage in your favor. And eventually we become the charac-
ter we were portraying. The social expectation conforms you into the vision of what lead-
ership values. After years of this acting and conforming it is difficult to break out of it. I
find myself in the same mindset from time to time and must remind myself that way of
thinking is not necessarily the best.

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

If I was in a position of influence I would never waiver from our core values. I do believe
they are the bedrock of what we do. Trust, dedication, and perfection win wars and save
lives. The symbol of the military carries with it an inherent expectation. I tell every one
of my troops, when you are outside in uniform all eyes are on you. You wear the uniform
with pride, and conduct yourself appropriately at all times. Leave everyone knowing they
are in good hands when we are here.

I believe we have lost a great sense of who we are. In today’s Air Force it feels more like
robots going through the same routine. The workload is endless and it is 24/7 365 days a
year. We have lost the sense of team and because everything is so strict and offensive to
someone everyone walks around on eggshells waiting to get in trouble for something. I
would slow things down. We are not at war, be we are operating at the same pace. I
would direct a slowdown to reestablish who we are and why it is special to wear the uni-
form. We need fun, play, and recognition for peoples hard work. This used to be fun but
we lost the fun and enjoyment many years ago.

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

There is a great divide between doing what is right for you, and doing what is right for
others. I would do away with the acting, the conforming to preconceived expectations. I
look at the people operating at the next level, not just when it is close to promotion but
throughout the year. I believe we pass over exceptional leaders too often for the ones who
look good on paper or were in the right place at the right time. Dissolve the image of how
leaders think they should be expected to act in order to foster growth and relationships
with their team.

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There were a lot I could directly relate to in this frame. A great example was Lance P. Si-
jan, the Air Force pilot shot-down and captured but remained steadfast in his values re-
sisting interrogation. His legacy is alive today with an annual award given to the member
displaying the exceptional leadership. It is an honor and ceremony that holds great mean-
ing in the organization. What really stood out was is chapter 13, “The essence of high
performance is spirit. If we were to banish play, ritual, ceremony and myth from the
workplace we would destroy teamwork, not enhance it.” (Bolman & Deal, 2017 p. 278)
We want people to feel they matter and their work matters, you give moments of your life
in exchange for money. As a leader we must ensure there is satisfaction beyond monetary
value for the moments we surrender.

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 Reference

Bolman, L., & Deal, T. (2017). Structure and Restructuring. Perusall. Retrieved July 12, 2022,
from https://app.perusall.com/courses/ogl-481-org-leadership-pro-seminar-i-2022-sum-
mer-b/9781119281849?chapter=c04