Organizational Symbol

Post a symbol of organizational culture with a brief narrative

I have thought about this all week, and have tossed several ideas around along with various explanations.  However, today, as we were headed to the soccer game, we passed a FedEx truck.  Taken by itself, the FedEx logo is simply words on the side of a truck, a building, on boxes, etc.  But, if one looks closely, there is a deeper, more symbolic meaning within the word.  When put together, the capital 'E' and 'x' create an arrow.  One site* I found noted that this symbolizes "speed and precision of the courier service."  Also, an arrow represents movement which is the ultimate goal of Federal Express.  Given the fact that FedEx has stiff competition from UPS and the USPS, I'm assuming they are willing to try anything to gain an advantage, including using illusions in their advertising campaign.

*Vurdlak, (2006) FedEx logo optical illusion. Retrieved September 22, 2009 from www.moillusions.com/2006/05/fedex-logo-optical-illusion.html

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In another blog, someone mentioned symbols associated with universities.  In reflecting on this, I thought back to the late 90s when Nike created a new basketball jersey that moved well away from the traditional uniforms.  This did not go over well with Tar Heel nation, and was a one and done design.  Nike quickly went back to the traditional look which shows that money talks, as fans refused to buy into the new style.  Carolina is steeped in tradition, back to the Old Well (another organizational symbol), and to move away from the decades old Carolina blue and argyle was unthinkable.  

Question 3

In light of our readings and discussions, what are the strengths and limitations
of the structure you inhabit?

In thinking of schools, and after writing about the human resource frame last week, of course, people must be considered when dealing with the strengths and weaknesses. The cliche, "the chain is only as strong as the weakest link" resounds when dealing with this issue. A leader must surround him/herself with strong/knowledgeable supporters in order to be effective. We do not want any weak links in the chain. In schools, leaders must make sure everyone buys into the vision that is decided upon by the institution and that proper measures are put in place to keep everyone focused. A good leader that has strong motivational skills can be very productive. If s/he can get those around him/her to buy into the system, the sky is the limit.

However, that leads to a limitation as well. Some people are so set in their ways, change can be drastic. When some people in an organization are not willing to change, it can hold the entire organization back and create rifts within the organization. This is a very difficult situation for all involved and can take a lot of time to overcome.

Question 2

What metaphors do educational organizations typically use to describe their approach to human resources? How well do those metaphors work?

After combing through our system’s website, and the sites of neighboring systems, it is apparent that the primary metaphor is that of a family or team. Some sites say this explicitly, while others offer verbiage that make it an implied concept. In large, blue font, one school system’s human resources site reads “come work with us!” The operative word in this sentence is with. The system did not use ‘for’ or ‘under’ but ‘with’ to signify that everyone (teachers, administrators, district office leaders, etc.) is working together to meet a common goal: creating well-rounded, globally competitive students.
It can be hard to judge/evaluate how well these metaphors work. Would one look at turnover rate? job-satisfaction? how quickly vacancies are filled? I think it is more about putting these words into actions and making employees feel like they are a part of a team, part of something special.
In early 2008, I attended a job fair and spoke with an HR representative from one of NC’s larger school districts. This lady could have sold me oceanfront property in Oklahoma; she was very good at her job. She got me excited about the possibility of working in that system, so after further researching the system, etc. I made the move. However, the excitement stopped at that point. The school system had a wonderful HR department, but there was very little follow-up/support anywhere else to make me feel as though I was part of a team/family.

Question 1

What type of frame is most commonly used by leaders in your educational system? Why?

Although I believe it is imperative to blend all four frames in order to have a successful system, after completing the readings, taking part in the class discussion and the activity, I believe the human resource frame is the most commonly used in our system.

As teachers and leaders we are here to serve people, be it students or parents. Relationship building and sustaining are key in order for schools to be successful. This must not only take place between colleagues, but between students:teachers, educators:parents, schools:communities, etc. When the lines of communication are open, possibilities are endless.

One focus of our district is on customer service which fits nicely into the human resource framework. We must consistently work to satisfactorily meet the needs of those we serve and maintain a positive perception from the community standpoint. On page 21, the text notes that "the human resource lens emphasizes understanding people, their strengths and foibles, reason and emotion, desires and fears." This definition adequately describes the mission of many school systems, schools and individual classrooms.

The leadership component of the HR frame is that of empowerment. In the educational system, this must occur on all levels, from the top-down and bottom up. Employees, students, leaders, etc. must consistently work together to achieve goals and meet/exceed expectations.