Samantha Belabin Vanessa Clara Meagan Mesirow Rachel Sperber

1. The Symbolic Frame Samantha Belabin Vanessa Clara Meagan Mesirow Rachel Sperber

2. What constitutes the symbolic frame? • Key Concepts: Emphasis on culture, symbols, and spirit as keys to organizational success. • Metaphors of the frame: The symbolic lens looks at organizations as temples, tribes, theaters, or carnivals. • Aspects of organizations: Depicts organizations as cultures, fueled by rituals, ceremonies, stories, heroes, and myths. • We create the meanings of symbols.

3. Chapter Overview Ch. 12: Explore the many forms symbols take in our lives and how they are a part of culture. Ch. 13: Apply symbolic concepts to team dynamics. Ch. 14: Organizational culture in action.

4. Symbols • An object that stands for a socially constructed idea beyond its initial use. • “A symbol is something that stands for or suggests something else; it conveys socially constructed means beyond its intrinsic or obvious functional use.”

6. What logo is this & what do you think of when you see it?

7. What it means to people • Camaraderie • Riding Free • The pride of owning a product that has become a legend. • Harley Owners Group: Way of Life

8. What is this logo & what does it mean to you?

10. Budweiser Clydesdales • Aging • Family • Staying Connected • Brotherhood • Stability • Dominance • Tradition https://www.youtube.com/watch?v=o2prAccclXs

11. Values • Characterize what an organization stands for. • Sense of identity for the company. • Boardroom to factory floor. • Mottos (or mission statements) can reflect the ideology of the organization. • Ex) U.S. Marine Corps motto: “Semper Fi” Always faithful. Stands for tradition, sentiments, and solidarity.

12. ‘Discover it’ Card Commercial https://www.youtube.com/watch?v=am13QuDpokk • “We treat you like you’d treat you.” • Reflects their values and ideology of the company. • Shows the workers following the company’s motto and the customer is happy.

13. Slogan Quiz • Rethink Possible 2. Home is Calling 3. You’re in good hands. • 4. When you’re here, you’re family. 5. Eat Fresh.

14. Slogan Quiz cont. 6. Have it your way. 7. Come hungry. Leave happy. 8. Expect More. Pay Less. 9. You are now free to move around the country. 10. I’m Lovin’ It.

15. Heroes • Human models influence our decisions and actions. • Highlight behaviors valued by the organization. • Makes success in the organization “attainable” for the average person. • Their exploits, animated through stories, serve as guides to choices we make in our personal lives and at work.

16. Heroes • 9/11 reminded Americans of the role of heroism in the human spirit. • News shows run more “everyday heroes” segments.

17. Jared Fogle Subway Ads He went from 425 pounds to a 189 pounds. He is a brand hero whose story was a sale-improving ad campaign.

18. Storytelling • Communicates who you are and who your company is. • Transmits values • Shares knowledge • Leads people into the future

19. Meagan’s Story • Camp for All Kids

20. Vanessa’s Story THE MELISSAINSTITUTE For Violence Prevention and Treatment • On May 5, 1995, Melissa Aptman was murdered in St. Louis. A Miami native, she was just two weeks away from graduation from Washington University. A year after her death, Melissa’s family, friends and violence prevention experts established The Melissa Institute for Violence Prevention and Treatment to honor her memory and make a difference by working to prevent violence and assist victims. • The Melissa Institute is a non-profit organization dedicated to the study and prevention of violence through education, community service, research support and consultation. The Institute’s mission is to prevent violence and promote safer communities through education and application of research-based knowledge. • The mission is accomplished in the following ways: • Education • Consultation • Community Service • Research Support

21. Rituals and Ceremony • Cultures rely on ritual and ceremony to create order, clarity, and predictability. • Bond a group together and instill the organization with traditions and values. • Governs relationships within the organization. • Newcomers bring elements of evolution and reform to help organizations grow and change. Traditions keep it grounded.

22. Rituals and Ceremony Rituals Ceremony • Purpose of Rituals: Give structure and meaning to daily life. • Ritual = everyday • Ex. A person’s everyday routine • brushing your teeth • going to work • watching a weekly episode of television with friends • Purpose of Ceremonies: Inspire imagination and deepen faith. Provide order and meaning. • Ceremony= episodic (happens at times of transition or special occasions) • Examples: Familiar Ceremonies: • Holidays • Political elections • Celebrations such as UM Homecoming Human Service Ceremony Types: • Annual conventions • Welcoming events • Retirement ceremonies

23. Rachel’s Story • Relay for Life http://www.youtube.com/watch?v=yavQAQXPZMg

24. The Four Major Roles of Ceremonies • Socialize – Get everyone to be a part of the same cause. • Stabilize – Bind an organization together in spirit. • Reassure – Hear success stories and achievements. • Convey messages to external constituencies – Make the organization accessible to outsiders, such as consumers and investors.

25. Organizations As Cultures What is culture? • “The way we do things around here.” (Deal and Kennedy) • “The collective programming of the mind that distinguishes the members of one human group from another.” (Hofstede) • It is a product (of past experiences) and a process (renewed and re-created by newcomers).

26. Culture cont. • Organizations develop distinct beliefs, values, and customs. Those who use these symbols correctly can shape more cohesive and effective organizations. • Management practices and theories are culture-bound. • Culture is built over time. • Beliefs, values and practices are passed on, creating an organization’s identity. American Culture Individualistic v. Collectivistic Culture

27. Tenants of the Symbolic Frame • How One Becomes a Group Member • It must be a mutual choice • Diversity Within the Group is Important • Each person has unique skills and a unique style/perspective to contribute • Tension among diverse groups can fuel a working team

28. Tenants of the Symbolic Frame • Type of Leadership Can Foster of Limit Success • One should lead by example, not command • Create ambiguity and encourage inventiveness to direct group towards common goal • Use subtle and implicit signals rather than concrete and explicit guidelines

29. Tenants of the Symbolic Frame • Employ a Specialized Language • Fosters cohesion and commitment • Helps to reflect and shape a group’s culture • Allows team members to communicate with little misunderstanding • Visible sign of membership • Promote Storytelling • Carry history and values while also reinforcing group identity

30. Tenants of the Symbolic Frame • Promote Humor and Play • Helps reduce tension and encourage creativity • Serves as a source of relaxation, stimulation, enlightenment, ad spiritual renewal • Include Rituals and Ceremonies • Helps to lift spirits and reinforce values • These enclose and define special forms of behavior • Have an Informal Culture Who Ministers to Spiritual Needs • Make contributions disproportionate to their formal role • This person hears confessions, give blessings, maintains traditions, encourages ceremonies, and intercede in matters of importance

31. Tenants of the Symbolic Frame • Secret of Success??? • SOUL or culture • Individual efforts go beyond the job • Individuals are supported by a way of life that encourages each person to do something of significance • Commitment is elicited, maintained, and accentuated through the other tenants of the symbolic frame • Peak performance emerges as a team discovers its soul!

32. Organization As Theater • Organizations are judged on appearance and outcomes. • The production reassures, fosters belief in the organization’s purpose, and cultivates faith.

33. Dramaturgical and Institutional Theory Dramaturgical Theory: • Redefines organizational dynamics. • Approaches organizations “as if they were theatrical (Goffman) or “as theater (Burke).” • Focus on social interaction among individuals and on internal situations. • Organizational life is scripted. We play out scenes. • Interface between organizations and the public. (How does this appear to others?) Institutional Theory: • The interface between organizations and their publics. • Organizations are constantly buffeted by larger social, economic, and political trends.

34. Isomorphism The challenge of organizations is sustaining isomorphism. • Definition: The correct appearance and presentation of an organization in order to keep faith with constituents. • Benefit: Improve an organization’s image. Presentation can be more important than tangible results. The 3 kinds of isomorphism: • Coercive- Orgs. Become more similar in response to outside pressures • Mimetic- Orgs. Copy each other • Normative- Sharing ideas and combining them within orgs.

35. Symbolic Structure As Theater The symbolic view approaches structure as stage design to make an org. look credible to an audience. Tell a good story through the use of: Costumes: Blend in with clients/investors. Audience: Know your audience and what they need to hear. Lighting: Put a spotlight on the good.

36. Symbolic Process As Theater Meetings: Serve as expressive occasions and promote bonding. Issues get attention. Planning: Essential ceremony conducted periodically to maintain legitimacy. • Plans as symbols- ‘all is well’ • Plans as games- ‘test of will’ • Plans as excuses for interaction- forces discussion • Plans as advertisements- ‘investment brochure’

37. Symbolic Process As Theater cont. Evaluation: Assessing performances of different facets of the org. Collective Bargaining: Labor and management meet and negotiate issues until they come to an agreement. Power: Commodity that individuals or systems possess. Managing Impressions: Enacting symbols effectively.

38. Team Building Activity • The Human Knot

39. The End • Any questions?