As I reviewed the four frame approaches, I wanted to take a closer look at Bolman and Deal’s Human Resource frame to better understand how the needs of the people are met and its effectiveness in communicating the goals of the projects they set. It’s such an important factor in the way the Children’s Home Society functions that it really needs to work for all those involved to feel valued and respected. If trust is built, then all those involved in the projects can feel motivated to keep the momentum going when they hit roadblocks as well as feel like they can be free to give opinions. The feeling of a safe and open learning environment is created when all participants feel empowered and motivated. I know that this organization works hard to get the word out to the public about its mission and goals for the families they serve and rely heavily on the teams of people to make sure the volunteers are plentiful and successful but one of the challenges they face is the lack of employee dedicated to this feat. As the organization grows the wider the net has to be to meet the demands of the services needed to succeed at meeting the children’s needs. The first thing that needs to happen is leadership has to see that those working directly with the volunteers need to have a cap on how many volunteers they can work with at the same time. This will not only improve the relationship with the volunteers, but it will help the employees feel like they are supported better when the leadership sees the problem with the system they currently have. For example, the person in charge of the donations seemed to be overwhelmed and could not always answer questions we may have regarding delivery. She always sounded frustrated whenever she was asked questions because she indicated no one informed her of what and where things were going. I think if they provided her with more information, she would feel more comfortable answering questions as well as feeling more motivated to seek out the answers. Unfortunately, organizations with even the best leadership strategies realistically have overloaded workers. The more you put on someone’s plate because you think they can handle it at some point it can impede the work. The decision to make proactive changes to reduce work where possible instead of reactive decisions can increase productivity (Saunders, 2022). CHS leadership can benefit from understanding the limitations of their workers and allow them to discuss what changes can benefit the program better. If they feel comfortable asking questions to get clarity, then this simple change can make all the difference in how they can eliminate frustrations and make it run smoother. In a place where communication and advocacy are key, this framework will greatly help them in this matter moving forward.

Saunders, E. G. (2022, October 17). How to intervene when your team has too much work. Harvard Business Review. https://hbr.org/2022/10/how-to-intervene-when-your-team-has-too-much-work