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.

The situation that will be discussed revolves around the challenges my

organization faced post-COVID related to reducing the physical office space and

functioning in a remote work environment. As many companies did, the organization

transitioned to a remote environment during the pandemic beginning in 2020. When the

number of COVID cases decreased and more people were vaccinated, the organization

had to decide whether or not a “return to office” policy would be implemented. The

organization as a whole desired to be flexible and left the decision on whether or not to

return to office up to the Senior Leadership of each individual business unit.

The Senior Leadership for the business unit I work for decided that we would

remain primarily remote. This decision meant addressing things like how to handle our

existing large office space, where to relocate to, ensuring that critical work flows could

still be maintained in a new smaller space, etc. In my role as a Project Analyst, I was

involved in finding an adequate office space that met our needs, determining what

ongoing processes needed to be implemented to ensure a fluid transition to remote status,

working with the Leadership on technology needs, etc.

1
2) Describe how the symbols of the organization influenced the situation.

The organization I am highlighting utilizes symbols, metaphors, and rituals that

have significant influence over decision-making processes. These symbolic elements play

a crucial role in shaping the organization's culture and values, as well as the perceptions

of both its internal and external stakeholders. An example of this influence can be

observed during the late 1990s when the organization was in a dire financial position, on

the brink of bankruptcy and struggling to meet payroll at times (Healthy Kidney Inc.,

2024). The appointment of a new CEO marked a pivotal change in the organization,

beginning a transformative journey that left an imprint on its symbols, culture, and core

values - an influence that is still being felt.

In the early days of the transformation period, a symbolic concept known as the

"bridge" was developed.. This “bridge” was a way to symbolize a commitment to

embracing change, a collective resolve to chart new courses and a desire to strive toward

shared objectives. This notion of embracing change and going on new paths influenced

decisions pertaining to remote work, which was a departure from past practices for the

entire team. Remote work was not something that was done, and in some cases “not

allowed” or even a consideration in the past. The transitional phase also was a time where

the organization developed a metaphor-like identity of calling itself a "Village”. This was

in an effort to foster a sense of community, promote connections, and encourage

collaboration among team members (Healthy Kidney, Inc., 2024). The symbolism of the

"Village" significantly influenced decisions regarding the continuation of remote work,

with senior leadership actively considering the preferences and needs of the “community”

(Village). Efforts such as biweekly meetings were also implemented to sustain a sense of

2
 connection even in the remote environment. This reflected the organization's commitment

to nurturing a cohesive and supportive community environment.

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

One alternative decision that could have been made influenced by the symbols of

the organization relates to its core values. In its early days, the organization established a

set of core values, including one core value focused on the concept of “team”. As a

different option, senior leadership could have decided that the best way to promote

teamwork would be to return to full-time in-person work. Since the organization didn't

have prior experience with remote work, they may have felt unsure about how to

cultivate the sense of teamwork they desired. Therefore, going back to the familiar and

traditional method of working in-person could have been considered.

Another possible decision could have been to maintain some form of in-person

meetings. Meetings can be seen as symbolic, indicating progress and productivity. The

organization might have chosen to continue requiring in-person meetings, especially for

certain topics or projects, as a way to uphold this symbolic representation of effectiveness

and collaboration.

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

Considering what I've learned about the symbolic framework, I wouldn't

necessarily change anything. In fact, I believe that the decisions made were strongly

guided by the organization's culture, symbols, and core values. From day one of

onboarding and orientation, the organization emphasizes its culture, introducing new

3
team members to its core values and the concept of being part of a "Village." They stress

the importance of teamwork and collaboration in the work ahead. So, nearly all decisions

made by the organization have some symbolic significance behind them.

4
 References

Bolman, L. G., & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and leadership
(7th ed.). San Francisco, CA: Jossey-Bass.

Healthy Kidney, Inc. (2024). History & Culture. Healthy Kidney. www.Healthy
Kidney.com/about/history-and-culture