The Human Resources Frame

The purpose of the Human Resources frame is to focus on the interpersonal relationships between the organization and their people. This frame emphasizes employee needs such as job satisfaction, personal growth and development, social interaction, freedom, power, and opportunity to perform to their highest capability. Within the Human Resources frame, organizations must develop and implement an effective strategy that finds ways to keep, empower, and invest in employees. There are several basic assumptions of the Human Resources frame. The first assumption being that organizations are built and exist to serve the needs of their people, rather than to be served by them. Secondly, people and organizations both need and rely on the things that they can provide each other with. People need careers with salaries and benefits so they can feed themselves and their families, and organizations need creative people that bring new ideas, energy, and talent. The last two assumptions say that when the fit between people and organization is poor, one or both suffer, and that a good fit has proven to be beneficial for both parties (Bolman & Deal, 2021, p.121). This frame helps organizations identify gaps in employee satisfaction and implement new ways to meet employee needs. 

The Human Resources Frame Case Analysis

Reflection

To maximize their effectiveness, organizations must acknowledge that their people are the backbone of the organization. Organizations and people both rely on each other equally. When both parties needs are met and people are given the freedom to work creatively, productivity and innovation may experience dramatic improvement. Through this frame, organizations can evaluate where they are meeting employee needs and expectations and where there is need for improvement. Identifying these gaps is key because employee satisfaction is directly related to employee productivity and overall job performance. The Human Resources frame must place a lot of emphasis on interpersonal relationships because everyone has different needs that they need met. This frame is very important from an organizational leadership perspective because when organizations use interpersonal relationships to connect with their employees, they can correctly identify the factors that are causing dissatisfaction amongst their employees. Once they have done this, they can begin searching for new specific ways to meet their employees needs, motivate them, and empower them. Through this frame, we can find new ways to manage employees and create an environment that is welcoming for people of all backgrounds. In Starbucks' case, employees are becoming frustrated and disgruntled because their needs are not being fulfilled by the organization and unionizing has been their solution. 
References: 
​Bolman, L. G., & Deal, T. E. (2021). Reframing Organizations: Artistry, Choice, and Leadership (7th ed.). Jossey-Bass.