condensed the major schools of organizational thought into four perspectives or frames.

The frames are structural, human resource, political, and symbolic. Effective leaders

understand their own strengths and work to expand them and build their teams or groups

that can provide leadership in all four frames.

 The structural frame emphasizes the organizations' goals, roles and relationships.

Problems in organizations occur when the structure does not fit the situation. The

challenge is to tailor the organization to the people who work within it. Organizations

need to find a way for individuals to get the job done, while feeling good about what they

are doing (Bolman & Deal, 1997).

 The human resource frame believes that organizations can be productive,

energizing and mutually rewarding. This perspective regards the skills, attitudes, energy

and commitment of individuals as vital resources of either making or breaking the

enterprise. When the fit between the organization and individual is poor, one or both

suffer. Organizations may become ineffective because individuals withdraw their efforts

and individuals may feel neglected or feel their abilities are needed or wanted. When the

fit is good, individuals find meaningful and satisfying work and organizations get the

talent and energy they need to succeed (Bolman & Deal, 1997).

 The political frame asserts that in the face of differences and scarce resources,

conflict is unavoidable and power is a key resource, the assumptions of this frame find

the sources of political dynamics in organizations. The symbolic frame sees

organizations as cultures, which are propelled by rituals, ceremonies, stories, heroes and

myths rather than by rules, policies, and managerial authority (Bolman & Deal, 1997).