Political Framework
Political Framework Bolman and Deal view the political frame of organizations as, “roiling arenas, hosting ongoing contests of individual and group interests” (p.188). I believe that there are two political issues within our department both revolve around the NCOIC, in a negative capacity. The NCOIC is a higher rank, it is easy for her to take advantage of her position within the negotiation creating an unfair advantage for her subordinates. This results in the subordinates conforming to her ineffective tendencies, creating conflict within the organization. “If the hard bargainer insists on concessions and makes threats while the soft bargainer yields to avoid confrontation and insists on agreement, the negotiating game is biased in favor
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She tends to forget a lot of what she must do, including responding to the pile of e-mails, fighting for resources within the department. Just recently the pediatrician department, set new hours, stating manning issues. So, they reduced there hours of giving shots to children as well as closing for lunch and shutting down early. The NCOIC of my department said she would handle it. She went in unprepared without a plan to try and negotiate. The PEDS department had the upper hand and kept the schedule they posted. Leaving us to pick up the work load without help from them, while we remain shorthanded as well. Reason being she takes it upon herself to do everything, instead of delegating tasks to complete things in a timely manner and never replies to her e-mails. The Bolman and Deal state that, “Officeholders who rely solely on position power generate resistance and get out flanked, outmaneuvered, or overrun by others more versatile in exercising other forms of power” (p. 199). Which ends up leading to the other departments talking to myself or other co-workers with in my section to get things accomplished. By her being gone all the time to help others without consulting her team or subordinates causes a lot of miss communication and endless
She tends to forget a lot of what she must do, including responding to the pile of e-mails, fighting for resources within the department. Just recently the pediatrician department, set new hours, stating manning issues. So, they reduced there hours of giving shots to children as well as closing for lunch and shutting down early. The NCOIC of my department said she would handle it. She went in unprepared without a plan to try and negotiate. The PEDS department had the upper hand and kept the schedule they posted. Leaving us to pick up the work load without help from them, while we remain shorthanded as well. Reason being she takes it upon herself to do everything, instead of delegating tasks to complete things in a timely manner and never replies to her e-mails. The Bolman and Deal state that, “Officeholders who rely solely on position power generate resistance and get out flanked, outmaneuvered, or overrun by others more versatile in exercising other forms of power” (p. 199). Which ends up leading to the other departments talking to myself or other co-workers with in my section to get things accomplished. By her being gone all the time to help others without consulting her team or subordinates causes a lot of miss communication and endless