2 Structural Frame Worksheet

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 intuition, Intermountain, is counseling organization that provides services to those who
require medical care, behavioral health care, and specialized education service to children,
adults, and families (Intermountain, 2024).
The situation is that our organization is suffering from high turnover. A new training that
was developed to reduce the high turnover. I am one of four trainers that can conduct this
training. The training is two days long for each new higher. This takes time from our adolescent
patients that require our attention. We convinced to corporate to conduct this training in one
central location for all new hires and to have a dedicated trainer for this training. We had
received complaints from new hires the trainer is unengaged and is not interested in the training
materials. This training that was designed to mitigate high turnover has cause our organization to
lose new hires because they felt overwhelmed and lost.
2) Describe how the structure of the organization influenced the situation.
An authority structure that consists of individuals, units, or division that have a designation
boss with a formal authority (Bolman, 2017). This process is done through a chain of command
with a hierarchy of managers where information moves up and down (Bolman, 2017). The risk is
that information can be stifled or lost in translation while moving up and down the chain of
command.
Intermountain has similar process to disseminate information. The chain of command is as

follows: supervisor (me), manager, director, corporate. The is the breakdown for each location
and there are multiple locations. The training was designed to minimize turnover was designed
by the director was passed down the chain below and once we endorsed the idea it was pushed
back up the director then to corporate. Corporate tinkered with the training then sent it back
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down, where we tinkered with it then pushed it back. The process to many weeks to move back
and forth and change many times before we ended up with the end-product.
3) Recommend how you would use structure for an alternative course of action
regarding your case.
A lateral structure with a more decentralized and interactive component would allow those in
a top-down situation to not stifle information (Bolman, 2017). Creating a task force to come
together to produce creative ideas and disseminate information (Bolman, 2017).
I don’t believe that intermountain should neglect the chain of command as it can be very
effective. Allowing a clear understanding of who to report to when question or concerns arise.
However, creating a quarterly meeting when we (supervision) and corporate can have a face-to-
face meeting to discuss pressing issues, provide ideas, and creative solution for the best interests
of our organization and its stakeholders.
4) Reflect on what you would do or not do differently given what you have learned
about this frame.
Of course, hindsight is 20/20, but I wish I could have been more vocal about the concerns
that I had with my director about the potential situations of having a individual two day long
training for new hires could entail. Explained the delays and interruptions to care that is being
provided to our clients. After all, this is why our organization exists. To provide the skills and
learning so that our clients have the tools to manage their mental circumstances (Intermountain
Centers, 2024).
I will still use the chain of command, but I will advocate more on the side of our clients and
new hires to my supervision instead of leaving it once the issue leaves my office. I had already
expressed my concerns to my direct manager, and we agree to be more engaging with our
director. We have discussed our structural frame and recognized the limitations of it. We also
agree that we cannot out right change it but we are beginning to make minor tweaks to it.
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References
BOLMAN, L. G. (2017). Reframing organizations. JOHN WILEY & Sons.
Who we are. Intermountain Centers. (2024, February 5).

https://www.intermountaincenters.org/who-we-are#anchor-goals

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OGL 481 Pro-Seminar I:

PCA-Structural Frame Worksheet

1) Briefly restate your situation from Module 1 and your role.

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

Intermountain has similar process to disseminate information. The chain of command is as

BOLMAN, L. G. (2017). Reframing organizations. JOHN WILEY & Sons.

Who we are. Intermountain Centers. (2024, February 5).

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