Integrated Organizational Analysis The objective of this assignment is to provide an integrated analysis of an organization from the perspective of each

of Bolman of Deals four organizational frames. Company mission and values As a continuation of the last five-year plan and after concentrating its efforts on education, health and agriculture, the Ethiopian government has decided to focus on the improvement of telecommunication services, considering them as a key lever in the development of Ethiopia. Ethio Telecom is born from this ambition of supporting the steady growth of our country. We wish to implement state-of-the-art processes, to develop reliable network infrastructures and to provide the best quality of services to our Customers. This is our mission; this is what drives all our actions. To ensure that Ethio Telecom runs parallel with top telecom operators, the Ethiopian government has reached an agreement with France Telecom, one of the worlds leader telecommunication companies. This agreement will help Ethio Telecom to improve its management capability through the transfer of world-renowned know-hows and skills. While meeting international standards, we remain faithful to our values:

We commit to understand, meet and exceed the telecommunications needs and expectations of our country at large and of customers in particular We respect our customers and recognize that their revenues allow Ethio Telecom to operate We recognize that the company employees are the most valuable asset and want to create an efficient corporate management environment that allows them to develop and grow We will commit to high-level job performance, customer service quality, organizational excellence and continuous improvement in all areas

We will stay motivated and encouraged to meet all the challenges that we will face We will make every effort to achieve a superior financial return We uphold ethical standards, being honest in all assignments We will hold ourselves accountable to all our stakeholders

Company Objectives In line with its ambitious mission, Ethio Telecom has ambitious goals:
being a customer centric company offering the best quality of services meeting world-class standards building a financially sound company

To reach these goals, all our divisions will focus on:

developing and enhancing network and information system ensuring easy access and coverage to the whole population creating a strong brand developing human resources management implementing control standard processes improving financial, sourcing and facilities processes

Strategy Ethio Telecom will achieve its goal of both providing a reliable network and of improving Customer Services through a range of different levers that are part of its development strategy. Ethio Telecom will develop and enhance the information system. This will help to decrease the delay for provision, sales and activation as well as to provide more reliable information to Customers. Ethio Telecom will develop a world-class human resources management. This will help to improve employees ability to meet the needs and expectations of Customers. Ethio Telecom will implement control standard processes. This will help to increase reactivity and to faster Customer access to services.

Ethio Telecom will develop better sourcing & facilities processes. This will help to faster delivery and repair and will offer more transparency to Customers.
Management Chart

Bolman of Deals four organizational frames: The Structural Frame Bolman and Deal (1997) have sorted insights drawn from both research and practice into four major perspectives, or frames, to make sense of organizations, each having their own image of reality. The first frame, the Structural Frame, highlights the structural aspects of organizations and assumes the following: organizations exist to achieve goals and objectives; things work best when rationality prevails over human needs; it is most effective and efficient to assign roles using specialization and division of labor; effective coordination and control is needed for individuals to work together to meet the organizations goals; problems are a result of poor structure Some common practices of fraternities and sororities that fall within the Structural Frame are annual chapter goal setting and consistent goal assessment as well as the practice of dividing responsibilities through the use of multiple roles and chapter offices where each person is responsible for executing a very narrowly focused array of tasks and outcomes. The Human Resource Frame The Human Resource Frame regards peoples skills, attitudes, energy, and commitment as vital resources capable of either making or breaking an enterprise. This frame also gets the credit for championing the possibility that organizations can be energizing, productive, and mutually rewarding experiences that can fully engage peoples talents and energy, rather than putting them into narrowly assigned role like the Structural Frame is known to do. The Human Resource Frame assumes the following things: organizations exist to serve human needs, rather than humans existing to serve the organizations needs; people and organizations need each other: organizations need ideas, talent, and energy and people need jobs, salaries, and opportunities; When the fit between the individual and the organization is poor, both suffer and become victims; and a good fit benefits both. Individuals are able to find meaning and contentedness, and organizations succeed and progress The Political Frame The Political Frame focuses heavily on what it views as the reality of conflict and power in organizations and views organizations as alive and screaming political arenas that host a complex web of individual and group interests. The Political Frame assumes the following perspectives: organizations are coalitions of individuals and interest groups; there are lasting differences among coalition members values, beliefs, information, interests and perceptions of reality;

 important decisions involve the allocation of scare resources; scarce resources make conflict a central role in the organization, power then becoming the most important and coveted resource; goals and decisions emerge from bargaining, negotiation, and jockeying for position among different stakeholders The Symbolic Frame The Symbolic Frame seeks to interpret and illuminate basic issues of meaning and belief that make symbols so powerful and sees life as being fluid rather than linear in fashion. It takes the following assumptions: what is most important about any event is not what happened, but what it means; events have multiple meaning because everyone interprets experiences differently; most of life is ambiguous or uncertain and high levels of uncertainty undercut rational analysis, problem solving, and decision making; in the face of uncertainty, people create symbols to resolve confusion and provide direction and anchor hope and faith; many events are more important for what is expressed than what is produced (rituals, myths, or ceremonies that help people find meaning, purpose, and passion)

Methodology For this paper we will use both primary and secondary types of data. The primary types of data are to be collected through questionnaires, interview and observation and the secondary source of data are organizational manuals and documents. We as a group decided to conduct our case study at Ethio telecom, because; Currently Ethio telecom engages in radical organizational structural change in order to achieve its goals and governmental goals. We observe that there is a gap in the organizational integration especially in the staffing policy (assigning the right people at the right place) of human resource management. Since Ethio telecom is a telecom service render industry we expect that we will get enough information regarding our topic from internet and web site of the organization. Beside to the above points there are also group members who are working at Ethio Telecom.