Restructuring Strategies For Helgay Inc: Utilizing Boland And Deal's Four Frames

You are required to write a short case study analysis on managerial leadership, critical decision-making and judgment in a complex, dynamic and fast moving organisational environment. This assessment will build on the analytical skills developed during the first written assessment while requiring participants to practice these skills. You will need to examine the case from the perspective of the four frames in the analysis part of the case. You may draw on any of the resources we have used in class along with any additional resources that you need. You should base your arguments and recommendations on available evidence. Thus, your recommendations will need to be supported with evidence such as specific citations to course material.

Boland and Deal's four frames for restructuring

The paper reflects on the organization “Helgay Inc.” that is started by John. W. Helagar, in the year 1960. The organization has total number of 289 stores that is located in different 38 states including United States as well as Canada. It is identified that in the year 2014, the company faced a difficult situation within the board of directors with the family members and asserted that the organization has gone in the wrong direction and thus lost its way. The CEO of the organization planned to shut more than one-third stores and ceased expansion. The organization requires proper suggestions for restructuring.

The paper illustrates Boland and Deal’s four frames that help in suggesting how the company generally restructures its way out of trouble. The four frame of Boland as well as Deal helps in providing proper advice to the CEO of the organization.

The organization “Helgay Inc” faces lot of problem within the board of directors as the organization is going in a very much wrong direction. As a result, the CEO of the organization plans to shut one-third of the stores for ceasing expansion. The organization requires proper restructuring of the company and it can be done by utilizing Boland and Deal’s four-frame model. According to Girod and Whittington (2017), the four-frame model is one of the concept that generally helps in dividing up an organization into appropriate frames with appropriate goal that helps in providing information for understanding the organizations properly. On the other hand, it is argued by Brent (2015), that leaders generally approach at organizational issues from different perspectives, which are known as frames. If a leader works properly with the various habitual frames of reference, the risks are found to be ineffective. The four frames that are proposed for restructuring the organization include Structural, Human Resource, Political and symbolic.

It is identified by Gemawat (2015) that leaders who generally make change by utilizing the structural approach mainly focuses on various structural elements within the organization as well as implementation, strategy and adaption. Changes within the organization can be introduced easily by utilizing this approach if the goals as well as cause and effect relationships are understood properly when there is little conflict. On the other hand, leaders who introduced changes by utilizing human resource frame mainly focuses on the people (Yu, 2016).  This approach generally helps in emphasizing support, empowerment, and responsiveness of employee’s requirement. It can be done by focusing on the work of the people when the morale of the employees is generally considered when there is very much less conflict.

Utilizing the structural frame for restructuring Helgay Inc

According to Daft (2015), leader who uses political approach for making change generally focuses on the various functional realities, which generally exist within as well as outside the organization. This approach generally helps in emphasizing dealing with various interest groups, coalition building, building power bases and many more. The political approach is found to be appropriate when the various types of resources are diminishing when the various values are in conflict. However, it is stated by Hardy and Thomas (2014) that Leaders who make changes by utilizing a symbolic approach mainly focuses on various types of vision as well as inspiration. They generally feel that people require to be believed that both their personal work as well as work of the organization is appropriate. It is identified that various types of traditions, ceremonies as well as rituals are quite important to this approach (Imbo 2014).  This approach is found to be the most appropriate approach when goals as well as cause and effect of the relationship are not clear.

It is identified that organization “Helgay Inc” must utilize structural frame for restructuring the organization properly so that the problem that is associated with the company can be resolved very easily. The organization generally follows number of strategies that are not only helpful in restructuring the structure of Helgay but also helps in mitigating the issues as well as challenges of the organization. Some of the important principles as well as strategies must be planned properly so that both the organizational structure as well as design can be restructured easily (Wuttke et al., 2013). The principles that can be utilized for restructuring the structure of Helgay include aligning organizational structure, cutting down complexity, focusing on appropriate activity, creating feasible roles, adoption of appropriate strategies and balancing the work properly.

The CEO of the company must align the organizational structure appropriately, which seem self-evident. It is identified that many organization does not able to align the structure of the organization properly and as a result, they fail. In order to resolve the problem that Helgay faces can be resolved easily by aligning the structure to strategy. It is found that aligning organization structure to strategy is found as one of the important requirement for successful strategy implementation within the company (Myers, 2016).  It is the responsibility of the management of the organization to ensure that the structure of Heygay is quite clear, decentralized as well as formalized. As the organization is facing complexity between the relation that exist between the board of directors and the family members then it is quite important to find out way that helps in cutting down the complexity. This complexity must be cut down as much as possible in order to mitigate the issues including ceasing the business expansion (Vanessa et al., 2016). The complexity can be resolved by utilizing appropriate means of communication. It is identified that communication is factor that resolves most of the problems that arise in organization. The CEO has to avoid making the roles of leadership much difficult or complex as it generally assists in confusing people or staffs. The utilization of matrices can also provide unclear direction therefore; its use must also be avoided. The CEO must adopt proper as well as strict strategies within the organization so that the problem that generally arises within the board of directors as well as the family members can be resolved easily (Sweatman et al., 2016). The strategies not only helps in providing appropriate direction to the CEO so that they can take the business to right direction but also helps in resolving challenges as well as issues of Helgay. Proper developments of strategy are generally required in order to make the entire operation of the organization smooth.

Aligning the organizational structure

The CEO of the organization is quite responsible in removing different types of inefficiencies that generally hamper the procedure of restructuring. They must analyze the activities of the people properly so that any types of danger associated with the activities of the people must be reduced. The CEO must have proper understanding of the task that generally helps in making sure that value added activities must be properly thrown out while a role is removed (Fan, Wong & Zhang, 2013). Similarly, the activity does not allow duplication, which a company is restructured. The CEO must assign various roles as well as responsibilities to the people properly so that they do not feel overloaded with the work. The CEO must understand the pressure of workload on the organization properly as during restructuring or downsizing strategies within the organization, number of employees left is very few so the various workload must be allocated equally to all the team members so that they can work appropriately (Nonaka,  et al., 2014). During assigning roles, the CEO has to take a proper look on the various grouping skills so that they can assign proper roles as well as responsibilities to the members of the organization. The CEO must be responsible enough to balance both the work as well as the load of the managers properly. It is identified that hard work is generally required in order to work properly for balancing the workload of the managers. Sometimes, the inability of some of the managers leads to focus appropriately due to expected requirements. It is very much significant to balance the various elements properly within the organization.

It is identified that both internal as well as external relationship of organizational staffs must be defined properly. The CEO of Helgay must define the basic parameters of the relationship that is mainly required within the organization for achieving appropriate success. The two type of relationship that generally includes direct reporting relationship as well as client relationship (Bouckaert, Peters & Verhoest, 2016).  The various types of relationship must be understood as well as defined appropriately among the staff. This helps in creating more unintentional conflict therefore proper space must be created by defining appropriate relationship that generally helps in linking various activities of the organization. The flow of the money within the organization must also be defined with the help of the CEO. This is generally required in order to support as well as reinforce various types of responsibilities. The entire budget of the project must be managed appropriately with the help of the project manager. It is identified that in order to avoid various types of unintentional conflict, shared spaces must be created by defining the money flow consistently (Dimmock & O'Donoghue, 2014). Various applicable rules of engagement must also be defined or elaborated with the help of the CEO in order to resolve various types of problem related with Helgay. This can be done properly by defining various rules of engagement that helps in systematize various key activities as well as decision making procedure while relazing the entire realities of the business environment so that the organization “Helgay” have a proper way to get into an agreement that helps in avoiding various types of conflict.

Reducing complexity

The structure of the organization must be defined as well as elaborated appropriately. In order to avoid both conflicts it is very much necessary to define each of the organizational elements appropriately so that the staff of the organization has appropriate information as well as knowledge about the organization control and more (Fan, Wong & Zhang, 2013). The mission of the project must be reflected properly so that the staff of the organization engages properly in restructuring the organization so that the problems as well as challenges associated with the project can be resolved. It is identified that Boland and Deal’s four frames is generally utilized in order to advice the CEO of the company and for making some change within the organization so that the company can easily came out of the trouble. Proper restructure of organizational structure helps in resolving the issues that generally arises within the board of directors as well as family members so that the business can run properly and can be able to achieve proper success.

Conclusion

It can be concluded from the entire assignment that the problems of Helagy organization is resolved by applying the Boland and Deal’s four frames model. The model generally helps in dividing an organization into appropriate frames with appropriate goal that helps in providing information for understanding the organizations properly. It is identified that the four frames that are mainly proposed in order to restructure the organization include Structural, Human Resource, Political and symbolic. In this assignment, the concept of structural frame is taken as well as applied in order to make the changes that are required within the organization for resolving the challenges that led to closing off the entire store of Helgay. The principles that are generally used in order to restructure the structure of Helgay include aligning organizational structure, creating feasible roles focusing on appropriate activity, adoption of appropriate strategies, cutting down complexity, and balancing the work properly. All this principles are helpful enough to restructure the entire organization out of the trouble so that Helgay can start its business again.

References

Bouckaert, G., Peters, B. G., & Verhoest, K. (2016). Coordination of Public Sector Organizations. Palgrave Macmillan.

Brent, Z. W. (2015). Territorial restructuring and resistance in Argentina. Journal of Peasant Studies, 42(3-4), 671-694.

Daft, R. L. (2015). Organization theory and design. Cengage learning.

Dimmock, C., & O'Donoghue, T. (2014). School restructuring: International perspectives. Routledge.

Fan, J. P., Wong, T. J., & Zhang, T. (2013). Institutions and organizational structure: The case of state-owned corporate pyramids. The Journal of Law, Economics, and Organization, 29(6), 1217-1252.

Gemawat, L. (2015). Impact Of Transfer Pricing Decisions On The General Corporate Restructuring Drives. Scholedge International Journal of Business Policy & Governance ISSN 2394-3351, 2(5), 14-20.

Girod, S. J., & Whittington, R. (2017). Reconfiguration, restructuring and firm performance: Dynamic capabilities and environmental dynamism. Strategic Management Journal, 38(5), 1121-1133.

Hardy, C., & Thomas, R. (2014). Strategy, discourse and practice: The intensification of power. Journal of Management Studies, 51(2), 320-348.

Imbo, H. A. (2014). Implementation of Corporate Restructuring at Independent Electoral & Boundaries Commission of Kenya. Unpublished MBA Research Project of the University of Nairobi, Nairobi, Kenya. 

Myers, K. (2016). Plan, prepare, and respond for an active shooter situation: An investigation of public safety directors at private four-year colleges and universities (Doctoral dissertation, University of Hartford).

Nonaka, I., Kodama, M., Hirose, A., & Kohlbacher, F. (2014). Dynamic fractal organizations for promoting knowledge-based transformation–A new paradigm for organizational theory. European Management Journal, 32(1), 137-146.

Sweatman, W., Mercer, G., Boland, J., Cusimano, N., Greenwood, A., Harley, K., ... & Pettet, G. (2016). Seaweed cultivation and the remediation of by-products from ethanol production: a glorious green growth. ANZIAM Journal, 56, 1-29.

Vanessa, S. L. O. O. M., Cabrera, L., Regalado, A. I. S., & García, J. E. V. (2016). An Assessment Study of Quality Model for Medical Schools in Mexico. Handbook of Research on Administration, Policy, and Leadership in Higher Education, 404.

Wuttke, D. A., Blome, C., Foerstl, K., & Henke, M. (2013). Managing the innovation adoption of supply chain finance—Empirical evidence from six European case studies. Journal of Business Logistics, 34(2), 148-166.

YU, Y. K. (2016). Managing Changing in Organizations. DEStech Transactions on Social Science, Education and Human Science, (etmi).