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Four Frames Internship Analysis
Overview:
This summer, you have immersed yourself in your internship experience. You have analyzed both yourself and your
organization through each of Bolman and Deal’s Four Frames (Structural, HR, Political, Symbolic) and you have also
explored and considered the impact of the External Environment. At the same time, at the beginning of this internship,
you set three specific goals for yourself to improve specific competencies and skills—by now, you will have made
significant progress towards achieving those goals.
The Four Frames Internship Analysis will require you to produce a coherent and cogent analysis of your internship
experience using the Four Frames model. Your paper and presentation should conclude with an overall recommendation
of this internship experience.
For this assignment, you will rely on your:
(1) direct observations of organizational events, behavior, communication, culture
(2) analysis of organizational documents (memos, reports, handbooks, publicity releases, etc.)
(3) conversations or interviews with participants in the organization (i.e., managers, colleagues, clients)
(4) lived experience as an intern at the organization
(5) news articles regarding your organization and the industry in which it operates
(6) original job description, diagnostic assessments, and progress made towards your goals
(7) completed assignments, class discussions, your weekly check-ins, news digest updates, required readings
Paper and Presentation:
5-7 page paper and 7-10 minute presentation
Your presentation will be based off of your paper.
It is recommended that you write the paper first, then create the presentation.
1. INTRODUCTION — description of organization (founding story, industry type, market position), description of
internship (job title, department, duties and responsibilities, special projects), and description of the resources you used
to inform your analysis. (See 1-7 above).
2. FOUR FRAMES ANALYSIS — Evaluate your internship experience through each of the four frames as well as the
external environment. Which elements of each frame most influenced your experience?
Structural analysis — how the organization goes about developing strategy; setting measurable goals; clarifying
task, responsibilities and reporting lines; agreeing on metrics and deadlines; and creating formal systems and
procedures.
Did you ever experience: bottlenecks, project delays, knowledge gaps, miscommunication, duplicating
work, delayed feedback, either unrealistic goals or no goals, etc. Did you have the necessary tools,
supplies, space, technology, expertise, and manpower to succeed?
Human resource analysis — how the organization meets the people’s needs.
Did you feel: feel empowered to do the job well? Enjoy being in community with your colleagues? Feel
you were compensated fairly? Feel there were opportunities for growth and advancement? Feel like you
were a good match for your job relative to your talents and interests?
Political analysis — how the organization responds to individuals and interest groups who have competing
goals, different visions, or conflicting (or hidden) agendas.
How did you: resolve conflicts or disagreements at your organization? Establish rapport and mutually
beneficial relationships with your supervisor and colleagues? Leverage your relationships to complete
projects or get answers quickly? Ensure you had the resources necessary to do your job? Identify who in
your organization has power? Gain power?
Symbolic analysis — how the organization addresses people’s needs for a sense of purpose and meaning in their
work.
Do you: feel inspired by the work you do and the mission of your organization? Think of the company
culture in mostly positive or mostly negative terms—or nonexistent? Feel that your perception of the
company matches the public perception?
External environment analysis — how the organization plans for or responds to things outside of its direct
control:
How did outside factors influence your internship experience?: customers, competition, economy,
technology, political and social conditions, availability of resources, etc.
In your Four Frames Analysis, reflect on your Learning Plan and the goals you set at the onset of your internship.
Consider the extent to which the questions below reflect your experience with regard to accomplishing your goals. (If
your goals changed along the way, or you added new ones—that’s fine.) Describe how making progress—or not making
progress—towards your goals influenced your overall experience. Were the elements of the frame as they relate to your
organization a help or a hindrance to accomplishing your goals? Throughout your analysis, consider ways your
organization could improve the experience of future interns.
STRUCTURAL
POLITICAL
Because I accomplished this goal,
I feel more efficient at work
Because I accomplished this goal,
I feel more empowered at work
HUMAN RESOURCE
SYMBOLIC
Because I accomplished this goal,
I feel more valued at work
Because I accomplished this goal,
I feel more committed at work
3. CONCLUSION — Recommendation to future interns: Based on your Four Frames Analysis of your own internship
experience, explain why you would or would not recommend this internship to future Menlo College students.
PRESENTATION REQUIREMENTS —
• You are encouraged to support your presentation with visual aids.
• At minimum, your presentation must include at least one photo of you working during your internship. Both you
and the company name/logo should be clearly visible in the photo.
• The presentation must be a minimum of 7 minutes and no longer than 10 minutes. Points will be deducted if
presentation is shorter or longer.
To help you get started on your paper and presentation, complete the Frames Assessment on the next page, and
review the Reframing Organizational Process matrix on the following page.
FRAMES ASSESSMENT
To what extent do you agree with each statement about your organization?
Disagree/Agree
1
2
3
4
5
1
We’re clear about where we’re going and how we’ll get there.
☐
☐
☐
☐
☐
2
We know who’s doing what and what to expect from one another.
☐
☐
☐
☐
☐
3
We have clear, measurable performance goals.
☐
☐
☐
☐
☐
4
We all have the same understanding of how we’ll work together.
☐
☐
☐
☐
☐
5
We make effective use of each member’s talent, knowledge and energy.
☐
☐
☐
☐
☐
6
We have the right mix of individual skills and expertise.
☐
☐
☐
☐
☐
7
Everyone in the organization feels ownership of decisions and activities.
☐
☐
☐
☐
☐
8
The organization is attentive and responsive to individual needs.
☐
☐
☐
☐
☐
9
Relationships among employees are characterized by high levels of mutual
understanding and trust.
☐
☐
☐
☐
☐
10
The organization acknowledges differences and disagreements, and uses them
productively.
☐
☐
☐
☐
☐
11
Power and influence are distributed among employees in ways that enhance the
group’s overall effectiveness.
☐
☐
☐
☐
☐
12
Our organization has scouted our environment effectively: we understand our market
and our competition.
☐
☐
☐
☐
☐
13
We have a strong, compelling vision to which employees feel highly committed.
☐
☐
☐
☐
☐
14
We have a well-defined, shared culture that binds us together and supports our work.
☐
☐
☐
☐
☐
15
We have high levels of team spirit and confidence in our ability to overcome whatever
challenges and hurdles we encounter.
☐
☐
☐
☐
☐
Source: http://www.leebolman.com/Teaching%20materials/team_frames_assessment.htm
Structural (1-4)
HR (5-9)
Political (10-12)
Symbolic (13-15)
Average score:
Average score:
Average score:
Average score:
What would your organization need to do to earn a 5 on each statement above?
Reframing Organizational Process
Strategic
Planning
Frame
Structural
Strategies to set
objectives and
coordinate resources
Decision Making
Rational sequence to
produce right decision
Reorganizing
Realign roles and
responsibilities to fit
tasks and
environment
Way to distribute
rewards or penalties
and control
performance
Maintain
organizational goals
by having authorities
resolve conflict
Keep organization
headed in right
direction
Evaluating
Approaching
Conflict
Goal Setting
Communication
Transmit facts and
information
Meetings
Formal occasions for
making decisions
Motivation
Economic incentives
Human Resources
Gatherings to
promote
participation
Political
Arenas to air
conflicts and realign
power
Open process to
produce
commitment
Maintain balance
between human
needs and formal
roles
Process for helping
individuals grow and
improve
Opportunity to gain
or exercise power
Develop
relationships by
having individuals
confront conflict
Keep people
involved and
communication
open
Exchange
information, needs,
and feelings
Informal occasions
for involvement,
sharing feelings
Growth and selfactualization
Develop power by
bargaining, forcing,
or manipulating
others to win
Provide opportunity
for individuals and
groups to make
interests known
Influence or
manipulate others
Develop shared values and
use conflict to negotiate
meaning
Competitive
occasions to win
points
Coercion,
manipulation, and
seduction
Sacred occasions to
celebrate and transform
the culture
Symbols and celebrations
Redistribute power
and form new
coalitions
Opportunity to
exercise power
Source: Bolman & Deal (1997), pp. 267-268
Source: http://krypton.mnsu.edu/~jp5985fj/courses/609/Frame/Reframing.html
Source: https://www.accipio.com/eleadership/mod/wiki/view.php?id=1666
Symbolic
Ritual to signal
responsibility, produce
symbols, negotiate
meanings
Ritual to confirm values
and provide opportunities
for bonding
Maintain image of
accountability and
responsiveness; negotiate
new social order
Occasion to play roles in
shared ritual
Develop symbols and
shared values
Tell stores
Four Frames Summary Analysis Rubric – Paper
Missing from
analysis (0)
Did not meet
expectations (1)
Met some
expectations (2-3)
Met most
expectations (4)
Met all
Expectations (5)
35 points (15% of final grade)
Introduce the organization and your internship experience
☐
☐
☐
☐
☐
Evaluate your internship experience through each of the four frames + external
environment
☐
☐
☐
☐
☐
Describe progress made towards each learning plan goal and explain the relationship
between your goals and the four frames + external environment
☐
☐
☐
☐
☐
Provide thoughtful recommendations that would help the organization to improve
the internship experience for future interns
☐
☐
☐
☐
☐
Deliver a persuasive recommendation (positive, negative or mixed) of your internship
site for future students
☐
☐
☐
☐
☐
Throughout, support your analysis with quotes, citations and references to class
readings, assignments and discussions to support your analysis
☐
☐
☐
☐
☐
Error free – No errors of logic, spelling, grammar, punctuation, or formatting
☐
☐
☐
☐
☐
Expectations
/ 35
Comments
Four Frames Summary Analysis Rubric – Presentation
Missing from
analysis (0)
Did not meet
expectations (1)
Met some
expectations (2-3)
Met most
expectations (4)
Met all
Expectations (5)
35 points (15% of final grade)
Introduce the organization and your internship experience
☐
☐
☐
☐
☐
Evaluate your internship experience through each of the four frames + external
environment
☐
☐
☐
☐
☐
Describe progress made towards each learning plan goal and explain the relationship
between your goals and the four frames + external environment
☐
☐
☐
☐
☐
Provide thoughtful recommendations that would help the organization to improve
the internship experience for future interns
☐
☐
☐
☐
☐
Deliver a persuasive recommendation (positive, negative or mixed) of your internship
site for future students
☐
☐
☐
☐
☐
Throughout, support your analysis with quotes, citations and references to class
readings, assignments and discussions to support your analysis
☐
☐
☐
☐
☐
Presentation is organized and free of errors (logic, spelling, grammar, punctuation, or
formatting); student speaks clearly and in a practiced manner; answers audience
questions confidently; rarely uses filler words
☐
☐
☐
☐
☐
Expectations
/ 35
Comments
HUMAN RESOURCE FRAME
1
Human Resource Frame at the working environment
INT 499
Dylan Houle
6/21/2022
Human Resource Frame at the working environment
HUMAN RESOURCE FRAME
2
Question 1
Effective use of talent, knowledge, and energy
Talent, knowledge, and energy management are crucial to the success of any
organization. As it incorporates organizational human resource processes that unite the working
team to attract, engage, give morale and retain the best staff members for an organization,
developing them through nurturing into better workers, and being able to manage through a
talent platform (Ella et al., 2020). The organization’s mission, goals, values, and vision should be
strategic with company talent management. As this provides employees with a room to
participate in the organization freely without hindrances, moreover, an effective talent and
energy management system using a strategic perspective assists essential employees to feel part
of the organization’s agenda. Being that a good talent management strategy enables employees to
major in their strengths and abilities ensuring that they become stronger and more skilled in
different departments within an organization.
Having known the power of effective utilization of talent, knowledge, and energy in an
organization, I disagree that there is an effective use of talent; knowledge and energy of
employees in the organization to assist achieve the company’s missions and goals. For effective
organizational management, the leadership fraternity should ensure that there are programs for a
new element of talent in the company and how the new talent’s involvement would impact the
company’s growth (Ella et al., 2020). The management should ensure that the employees,
recruits, and hired interns have a clear mission and set goals for the organization. For example, a
company should ensure that its panning identifies and defines the talents that will be required to
make it operate and whether the company already has this talent or needs to develop or secure it.
HUMAN RESOURCE FRAME
3
Being that, our organization is based on hotel and hospitality management, the company still
lacks enough employees talented in sales and marketing, being that there is a vast market yet the
company has only tapped the foreigners not minding much about the local target market.
Question 2
Employees should be empowered and engaged to contribute to group decisions and
activities
Employees’ empowerment and engagement in an organization’s activities assist to
distribute workload throughout the working team as well as causing the team members to
become more engaged with their work while sharing their ideas on how best the work should be
done hence encouraging them to contribute to the modern innovative technologies. Furthermore,
engaged employees lead to strengthened morale building. When all organization’s departments
become optimistic and happy about the business’s future, the organization is likely to overcome
the current challenges it may face. This is the reason why I disagree with the organization’s
engagement and empowerment strategy as it is selective, uncooperative, and inappropriate. A
good company should ensure that all employees are empowered through proper engagement,
listening to all employees’ ideas, valuing their input, and offering effective feedback.
Empowering everyone, not only the senior employees at a working station, adds a crucial
benefit to the employees’ families as well as to the organization’s prosperity. For example, an
employee who has worked hard to ensure that the company products became valuable in the
target market against other competitors’ products should be promoted and earn more benefits,
this will in turn boost the morale of the person at the same time improving the family lives of the
employees. In addition, assisting employees to discover their strengths through providing
HUMAN RESOURCE FRAME
4
opportunities for them, enable them to realize their hidden strengths and talents which can
incredibly increase the organization’s ability to achieve its mission very first.
Question 3
Organization’s attentive and responsive to employees’ needs.
The organization’s leadership fraternity should be attentive and responsive to employees’
needs, as this will assist employees to feel part of the company and one big family. When
employees have a problem, the company should be friendly and ready to assist the employee to
overcome the problem, so they to continue working with full energy without losing morale
(Baum, 2018). This is why I strongly disagree with the organization, as its management does not
give attention to the employees’ problems. For example, when the salesperson’s house for the
company, burnt down due to a wiring fault, the individual was not given permission to go and
resettle his family nor did the management assist him financially to compensate him to buy other
households, this forced the salesperson to resign. The person was loved by his clients and could
land big sales, but when the person had a problem, the management never intervened, and hence
he resigned. Since then, the company has been recording a decrease in sales, making the
company record losses.
It is a poor response to the problem that an employee faced that has caused the whole
organization to suffer. There should be a channel for purposeful communication between the
management and the employees to help sort out problems that are faced in different
organizations and secure employees from resigning from a company due to misunderstandings.
HUMAN RESOURCE FRAME
5
Question 5
Work motivation
I strongly disagree that, at this stage of the internship I feel motivated with my work. This
is because there are no motivational factors in the organization to encourage employees to work.
The management needs to put more effort into motivating employees. There are several ways by
which staff members can be motivated and feel valued and become more productive working in
a company environment. Being that we work in the hotel and tourism sector, the management
must ensure that all employees are safe. The organization should ensure that all employees are
wearing enough protective attires and hand sanitizing for all the staff, encouraging them to take
days off when not feeling well. The management should ensure that there is empathy for the
employees who are faced with some challenges and problems.
The management should talk with such employees and help get solutions for their
problems in time. For example, when an employee is facing financial constraints or lacking
school fees for their children, the management should provide such money either as a soft loan or
just as an aid to enable the employee to settle back and focus on their work (Baum, 2018).
Moreover, the management should provide an effective communication channel to inform
employees of the state of the business, to enable the employees to understand the changes
happening in the organization, be transparent and involve them in decision making. Without all
these, then it becomes difficult as intern employee to be certain with the work hence don’t feel
motivated in the work station.
HUMAN RESOURCE FRAME
6
References
Leading People. How Great Leaders Think. by Bolman, L. and Deal, T.
“When and How to Respond to Microaggressions.” Ella F. Washington, Alison Hall Birch,
andLaura Morgan Roberts. July 2020.
Baum, T. (2018). Sustainable human resource management as a driver in tourism policy and
planning: a serious sin of omission?. Journal of Sustainable Tourism, 26(6), 873-889.
Zhong 1
Structural Frame Assignment
INT 499
Dylan Houle
6/14/2022
Zhong 2
Structural Frame Assignment
Section 1: Mission
Heneng Group provides services to inhabitants in real estate development, business
operations, and property management. Sichuan province is its home base. To excel, Chengdu
Heneng places a high priority on cooperation and interdisciplinary collaboration. Their goal is to
give their employees the tools they need to do their jobs better while enabling their customers to
achieve their real estate goals. The company lacks a defined mission statement; however, its
values provide a strong sense of employee empowerment and value on clients and services
offered to them. In my opinion, a clear and defined mission statement is lacking. Mission
statements are an incredibly important navigational tool when thinking about the company’s
future. A missing mission statement does not mean it has no direction or vision. It may mean that
they have not yet released it formally to the public.
If the company had a mission, it would be “To provide real estate solutions to clients
through employee empowerment and coordination” Without a mission, the company’s business
goals are unclear. The company lacks the focus to achieve its objectives and establish a plan.
When a company doesn’t have objectives, it’s hard to see where it’s going. If they don’t know
their aim, how will they know when they’ve succeeded? Long-term growth and productivity
programs are built around objectives.
Section 2: Organizational Structure
The structure was adopted when the sales of the organization increased. Before this, they
used a flat organizational structure with just the CEO and a few sales employees working under
him. Five years ago, the company structured its operations when it diversified its product line.
Zhong 3
The organization employs the traditional functional top-down hierarchy. Employees in a
hierarchical organization structure are grouped together, with each employee clearly reporting to
a particular supervisor (SHRM, 2022). The grouping is done based on a few factors. For
Chengdu Heneng Group, employees are grouped according to functionality. The Chief Executive
Officer is the highest rank. Three heads of departments report to the CEO: The financial
controller, the operations controller, and the head of technology. Several employees work under
the department heads.
The CEO is in charge of overseeing the company’s profitability while also directing the
company’s entire operations. Leadership, operational efficiency, revenue generation, and
excellent customer service would be the primary areas of concentration. He is responsible for
developing business development strategies to improve the company’s profitability. The financial
controller oversees all aspects of finance and accounting in the company. He prepares budgets
and statement reports, analyzes financial data, and advises the CEO on internal controls. The
operations controller oversees all operations regarding the running of the company. She is in
charge of the Human resource, sales, marketing, and operations team. This team makes realestate sales and advises on how the real estate market is performing. The technology department
Zhong 4
is quite small in the company. It has the least number of employees. The Head of Technology
(HOT) oversees all innovation and system management operations. Network administrators and
software developers report to the HOT. Chengdu Heneng Group must remain technologically
relevant in the field to ensure they don’t miss out on current trends.
Section 3: Organizational Growth
Chengdu Heneng Group is in the coordination stage of the Greiner Curve Model.
Coordination is the most efficient way to overcome a crisis of control and can be used in various
contexts. To achieve greater coordination, the organization uses formal processes during the
coordination phase, with senior management playing the watchdog role. The new coordination
system benefits line managers because it enables growth and better coordination of their efforts;
however, it also creates a conflict between the line and the staff, as well as between the
headquarters and the field. The new coordination system causes this conflict.
When the bureaucratic paper system took over, line managers became frustrated with
their workers, and workers became dissatisfied with their recalcitrant line bosses. Both parties
were unhappy with the system. Since innovative approaches to issue solving are prioritized less
than adherence to predetermined protocols and procedures, the organization expands to an
unacceptable size and level of complexity. There is currently a crisis caused by excessive
bureaucracy. To solve the problem of excessive paperwork, the company needs to go to the next
evolutionary stage, which is the stage of collaboration. The structure has not grown to the point
where more expertise and division of labor are needed than the current organic structure
provides. The current structure caters to the workload and expertise needed to expedite tasks.
The company anticipates a growth spurt in the next year due to implementing a new business
strategy.
Zhong 5
If the organization continues to grow, it is expected to face challenges such as keeping up
with the market due to changing business conditions and competition. Another challenge is
financial constraints due to inflation and the increasing cost of production. The opportunity
existing in the real estate industry is the global demand for quality real estate. Also, the industry
is experiencing rapid growth due to technological advances. The threat they might face is
increased competition from other firms offering the same services and substitute products.
The organization requires a few changes to its structure to facilitate growth. For instance,
the organization should make changes to its organizational chart. It should classify the structure
further to break down roles (Alaaraj et al., 2018), especially in the operation department. There
should be changes in the overall formal relationships within the organization. A few employee
positions should be added to the technology team to facilitate innovation within the organization.
They should also revise job roles and assignments to suit the business objectives.
Zhong 6
References
Alaaraj, S., Mohamed, Z. A., & Bustamam, U. S. A. (2018). External growth strategies and
organizational performance in emerging markets: The mediating role of interorganizational trust. Review of International Business and Strategy.
Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of Management
Annals, 12(2), 752-788.
SHRM. (2022). Understanding Organizational Structures. SHRM. Retrieved 11 June 2022, from
https://www.shrm.org/resourcesandtools/tools-andsamples/toolkits/pages/understandingorganizationalstructures.aspx.
Political Frame Assignment
INT 499
Dylan Houle
6/28/2022
Political Frame Assignment
1.
Political skills is defined as the capability of a person to understand in his cognitive skills
other people at work effectively. This skill is determined as well that a person who has knowledge
must use it to direct and influence other peers to act accordingly in ways that will be able to
improve and innovate other’s personal and organizational goals. These skills involve social
awareness, interpersonal influence, networking, and sincerity. With those aforementioned sets of
political skills, I can say that my strength is being able to know the type and kind of surroundings
I am into. I am referring to social awareness as something that I consider as my strength. I am an
observant person and I can say that this attribute of mine is indeed helpful with my leadership
skills. I always have this mindset that in order to become an effective leader I should put myself
first in the situation of the people I am handling. Because if I do not know the current circumstance
ongoing with the environment I am currently working with, then I will not fully understand and
know the sides to work on. Based on my observations in the behavior of the people in my
surroundings, I always was able to synthesize scenarios properly towards full understanding and
awareness of either a particular situation or a peer. Through this, I got to get along with the people
around me, enhancing the socialization skills that I have.
On the other hand, in my own assessment of my own political skills, the aspect that I considered
as my weakness is the sincerity that I am establishing. I find it hard often to maintain this aspect
in me, especially on the grounds of a certain work that I feel like I was just forced to do. I felt this
a lot of times already in my education because there were times that I am not really enjoying. And
so, I conclude that I have to work on this in my internship. Being better in the sincerity of what I
am doing will more likely result in a much lighter feeling in the job that I am expected to do. I
should love and feel the workplace in my internship to fully establish sincerity. I admit that this
might be both difficult and hard at the beginning however, I am determined in enhancing this skill
of mine. Moreover, in all aspects of life, sometimes sincerity is really hard to fulfill and so I must
choose the right path where I will be working, in order for me to achieve authentic sincerity. In
this belief of mine, I believe that nothing would go wrong.
2.
In strengthening political skills, I will be enumerating particular strategies to achieve this
objective. The first strategy is for social awareness by making a positive impression on others.
This is through generally judging and looking at other people as good ones. Being able to make a
positive impression on other people will definitely help me in socializing with them even if their
stance is some sort of otherwise. It is indeed necessary and important for me to show them that I
am positive to them because I am working with them and that will definitely establish a good
camaraderie. Another strategy is to become fully aware of the right things that I should act and
say. Being oriented as well on how to show and make other people feel my politeness and respect
is what I should uphold also. In this way, even though I am not yet familiar with their attitudes and
character as my co-workers, I am already showing them the good thing to do. This will become an
embodiment where I can influence the workplace completely.
The second one is in the aspect of interpersonal influence. The main strategy that I could think
that will positively impact my political skills is to start opening my ears on what others to say and
be an active participant in the discussion. It is understood that in a workplace it is indeed necessary
that as a member of staff, there should be the ones who listen and speak. And both actions can be
done every time simultaneously. I should respect and appreciate other people’s voices in bringing
up ideas for the innovation of the workplace in my internship. Also, I should not forget that I have
my own voice too, that if there is something that I must say as long as that it can empower the
workplace more and help alleviate impending problems, then I should speak for it. Having an
intention to help is a great thing that an employee can do even if I am just an intern.
Thirdly, the aspect of networking. As I have mentioned above, building relationships with the
peers and the team inside the organization is important. Considering that we are sharing one
mission, vision, goals and objectives, understanding must be on top. Having this shared knowledge
with individuals in a certain group would literally help the entire body to work systematically
towards success. I must not also stick within my group in exerting effort to communicate with,
because I should also maximize my communications skills with other teams in the organization
because every team works hand in hand in making the entire organization to completely move and
function. Last strategy for this aspect is to maintain the good attitude of mine in order to get the
sympathy of others and for them to start trusting me, my capabilities and the team. Being able to
show consistency will definitely make more and stronger connections among my co-workers.
Lastly, is the aspect of sincerity which I considered as my weakness. However, despite this, I
am fully determined in enhancing this through showing the pure and authentic me. I will not fake
every move that I am going to do, rather, I will stay true and raw for others to perceive my
truthfulness and sincerity. I will also become accountable and transparent towards the actions and
the decisions that I will be making. Having the power to treat everybody equal and fair will help
me as well in improving my political skill inside the organization. Most importantly I will always
uphold honesty and integrity to show my entire sincerity amongst.
3.
As an intern, I can increase my influence in my internship organization in the last half of my
internship by being able to stay on my core. This core is the authentic purpose why I am currently
working on the organization and that is because I love to work here and I am a passion driven
person. But that does not stop there because I have to become consistent on the things that make
me a great intern. Consistency is one of Cialdini’s principles of persuasion. Consistency d9es not
mean to become stagnant on the things that I am but more likely to become consistent on
improvements and enhancements on my own skills and capabilities to offer in the organization.
Through this, I will show my other coworkers this kind of attribute that a worker must possess. I
will influence the entire organization by being a role model of consistency in all matters, especially
in offering great services and works. As an intern, I will be using the knowledge that I have gained
in my education consistently and so others will be reminded to do the same as what I am showing.
They will be persuaded by me to exercise such a thing. Through this, I will be able to influence
them and we will be achieving our shared vision, mission goals and objectives.
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Symbolic Frame Assignment
INT 499
Professor Dylan Houle
7/5/2022
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Symbolic Frame Assignment
The Type that Best Represents My Organization’s Culture
The clan is the culture type that best describes the Chengdu Heneng Group. The
organization emphasizes cooperation with customers. As a provider of high-quality and new
fashionable light luxury products, Heneng Group recognizes that fashion and tastes differ among
customers, and over time. Therefore, the company seeks to work closely with clients to establish
their individual needs at any particular time.
Notably, Chengdu Heneng Group emphasizes personalized relationships with customers.
Thus, customization is an integral part of Heneng’s product offering. There is a commitment to
ensuring that employees understand and personalize interactions with the customer. This
emphasis on the personal touch of products and services implies that exploration and innovation
are integrated into the product/service development (Heneng Life Service Group, n.d).
Besides, the close-knit relationship with customers, synonymous with that of a family, informs
Heneng Group’s commitment to making the customers’ lives more valuable. This commitment
implies that the company’s mission seeks to improve its product/service offering perpetually.
One Symbol that Best Communicates the Organization’s Culture and Values and the
Meaning it Conveys
A symbol that embodies the organizational culture is the slogan “He Neng Bang”
translated as help is home. Among employees, mutual cooperation, watch, and support are
prioritized. The company’s perspective is that high commitment and human development of the
workforce translate to enhanced effectiveness. If employees are satisfied in a job and engaged,
they are bound to translate this enthusiasm into high-quality customer service.
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Therefore, teamwork rather than competition is nurtured at Chengdu Heneng Group.
Team building is practiced and is premised on transparency, sunshine, simplicity, and efficiency.
Besides, the company’s core values, which include professionalism, honesty, responsible, and
wisdom are aligned with the notion of a home/family. Both the symbol and core values project
the organization as being committed to the interests of all its stakeholders. Therefore, while the
pledge to customers is that of living a happy life, the commitment to employees is making them
more valuable while also creating benefits for shareholders. This perspective is contrastingly
different from an environment that promotes competition and where the interests of one group of
stakeholders would be seen as in competition with those of others (Cameron, n.d). The symbol of
“He Neng Bang” therefore seeks as a rallying call for employees showing them that their welfare
is mutual and not in competition with those of customers and other stakeholders.
The Extent to which the Organizational Culture is effective [examples] and lessons from
Starbucks Case
The organizational culture is effective. For instance, pursuing the clan type of culture fits
within the Asian context that emphasizes community over the individual. Importantly, adopting
this type has ensured that the Chengdu Heneng Group is localized to the context of the
stakeholders it serves. This perspective also makes the organization effective in attracting and
retaining employees and customers.
The phenomenal growth that Chengdu Heneng Group has experienced in the last decade
is a testament to the effectiveness of its organizational culture. The company is operational in
China’s five major regions and has obtained the exclusive First-Class Qualification of Property
Management (Heneng Live Service Group, n.d). It is also among the top 100 property
management enterprises in China. These feats demonstrate that the company’s organizational
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culture has not only succeeded in enhancing internal relations within the company but has also
allowed it to gain competitiveness in the industry.
There are particular lessons that Chengdu Heneng Group can learn from the Starbucks
case study. First, symbols can be elevated to create memories and intangible value that can
enhance sustainability (Bolman & Deal, 2014). Starbucks under Schultz sought to create an
experience for customers beyond coffee. The CEO perceived coffee as forming an intermediary
between home and the workplace. Chengdu Heneng Group should innovate around the notion of
“He Neng Bang” to create long-term value that is not necessarily directly related to the product
on offer. The idea can revolve around collaborating with providers of services/products that also
emphasize the aspect of a home. These could include automakers, educational institutions, health
providers, and even entertainment. Such collaboration or joint activities are bound to create
added value for both companies and customers. More importantly, the joint undertaking will
communicate to customers that the company and employees are committed to entrenching the
idea of home more than any pronouncements can achieve.
Secondly, Starbucks’ reinvigorating efforts involved various instances of bringing its key
employees together in various forums. Baristas were brought together for reeducation, top-level
executives came together for brainstorming and employees came for an extravaganza, events that
helped cement the group’s cohesion (Bolman & Deal, 2014). Chengdu Heneng Group should
hold annual or biannual retreats, conference meetings, and entertainment events for its
workforce. These forums help to reiterate the idea of togetherness and family and are bound to
enhance engagement and retention of the workforce. In turn, a committed workforce will be
better prepared to serve customers.
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References
Bolman, L.G & Deal, T.E. (2014). How Great Leaders Think: The Art of Reframing. JosseyBass.
Cameron, K. (n.d). An Introduction to the Competing Values Framework. Retrieved from
Heneng Life Service Group (n.d). Become an excellent community life service operator.
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