Elwood Leftridge
Professor Joanne Land Kazlauskas
GPS-4278W
05-01-2013
Putting It All Together a Look at Pfizer Pharmaceutical Company

Pfizer Pharmaceutical Company is not only the world’s largest research pharmaceutical company in the world, but also the leader of technological advances. This organization has been in operation for over 160 successful years, and has over 117,000 diverse workers employed worldwide from all facets of life. It is important to employ a solid employee workforce within an organization, this can either make or break an organization. “In 2012 Pfizer was ranked #40 among Fortune 500 with 2011 revenue totaling almost 68 million dollars, and a profit margin of over 10 million dollars”(CNN Money, 2013). The purpose of this paper is to break apart Pfizer into four different organizational perspectives, analyze them, and then put them back together again. Or as with the title of the textbook (Reframing Organizations: Artistry, Choice, and Leadership. Vol. 4) suggests to reframe organizations to a particular frame or frames. The frames that I will be using to analyze Pfizer Pharmaceuticals will be the Structural Frame, the Symbolic Frame, the Human Resources Frame, as well the Political Frame. To begin, I will describe the Pfizer organization using Bolman & Deal’s Structural Frame perspective. The structural components that I will discuss will be the Division of Labor, the Leadership Structure, and Roles and Responsibilities of the organization. Pfizer’s headquarters are located in New York, with numerous companies located throughout the United States and worldwide. At Pfizer geography plays a major role because by having numerous locations available. This would make the supplying of products easier, quicker and more efficient thus keeping up with demand. “This labor practice follows one of the six structural assumption models, such that organizations increase efficiency and enhance performance through specialization and appropriate division of labor” (Bolman & Deal, 2008, p.79). In reference to the Structural Frame it is important to group workers together according to their knowledge, skills, and expertise. “Much like the story about the ants whose jobs were based on their physical size and abilities” (Bolman & Deal, 2008, p.85). Pfizer does a good job with the allocation of workers and splitting up the tasks for them as well. Just to keep up with innovations and technological advances Pfizer has split up into two separate entities to concentrate on research and development of particular types of medicine. Bolman & Deal mentioned that, “It is important to organize working groups based on the products that they design, so to relieve structural tension among organizations”. You don’t want one company focusing on too much of a workload or too little. It’s best to allocate tasks so everybody has an equal share. Next, I am going to talk about the Leadership Structure of Pfizer. The Board of Directors makes the majority of the decisions regarding the future of the company, day to day operations and company finances. Pfizer has about 14 members serving on Board of Directors, ages varying from 52 to 72. These individuals are vital to the organization because they bring age, experience and knowledge to Pfizer’s staff. They can also be beneficial for training, coaching and giving advice to the younger employees at Pfizer. Also serving along with the Board of Directors is the Chairman of the Board and Chief Executive Officer (CEO) Mr. Ian Read, four Presidents of the company, and about eight Executive Vice Presidents. The Presidents specialize and are in charge of different fields within a wide spectrum of the company. “Fields such as Emerging Markets and Established Products, Worldwide Research and Development, Specialty Care and Oncology and Primary Care Business Unit” (Pfizer, 2013). This knowledgeable group of Presidents and Vice Presidents make up the Executive Leadership Team (ELT) they makes the decisions concerning Pfizer’s future. Together this group has on average about 25 years of knowledge and experience in the pharmaceutical industry. Good managerial leadership is essential to the development, growth and future success of a company as a whole. Pfizer engages in the vertical coordination model of management within the company starting at the top with the stakeholders. The stakeholders have a personal stake in the organization, and have multiple concerns about the company’s future and well-being. Stakeholders are interest groups who can either gain when an organization does well, or take a hit when an organization does poorly. These stakeholders are concerned about how a company is doing, particularly because of their investments within the company. As long as the company is doing well, making money and not causing any negative press for the stakeholders there really is no concern. Next, there’s the shareholders who hold purchased stocks at Pfizer. Shareholders are affected financially dependent on the outcome of Pfizer’s stock. Both of these groups have huge financial concerns with in regards with Pfizer. The Board of Directors are responsible for electing the CEO, and the senior management team for the company. “The Board of Directors acts as an advisor and counselor to senior management and monitors their performance” (Pfizer Inc., 2013). However, the Board of Directors are selected by the shareholders who have financial shares within the company.
According to Pfizer’s leadership model as well as overview of how the company operates, it seems clear that Pfizer has a hierarchical system of management. At the top of the ladder is the Board of Directors acting as a consultant to the CEO and Presidents of the company. The Board oversees production, finances, and performance of the company. Next, the CEO acts as a figurehead or the face of the company speaking at meetings, and advertising for the company. Furthermore, there are the four Presidents that run the nine separate health care businesses of Pfizer, along with two Executive Vice Presidents per President. The Presidents almost act as department heads for the company who bring experience and knowledge with them to help the company move forward. I think that this is a chain of information that flows from the workers to the Vice Presidents, the Presidents, the CEO and finally to the Board of Directors. Based on that theory Pfizer runs on a Divisionalized Form of operations within the company. “With the bulk of the work done in quasi-autonomous units, and separate divisions organized around different products and engineering expertise” (Bolman & Deal, 2008, p.121).
Pfizer’s top management have many variations of power, roles and responsibilities within the organization. “A chain of command is a hierarchy of managerial and supervisory strata, each with legitimate power to shape and direct the behavior of those at lower levels” (Bolman & Deal, 2008, p.87). These selected individuals have numerous years of expertise and knowledge that are vital to the growth of the company. But each member has variations of power within the company, starting at the top with the shareholders all the way down to the lab technicians. I would like to start off by mentioning again that the stakeholders of Pfizer, are external interest groups that are affected by the company’s success or failure. Since this is an outside entity or entities I am not sure how much official power they actually hold within Pfizer. So I will begin speaking about Pfizer’s shareholders being at the top of the food chain, managing everything within the company and outside as well. These individuals have personal financial investments within the company so they have a lot of say on the operation and finances of Pfizer. “They are involved with patients, customers, investors, colleagues, suppliers, business partners and other stakeholders worldwide” (Pfizer Annual Review, 2011). The stakeholders hold the absolute power and creative input on all business involved with Pfizer. Next, on the power totem pole of the Pfizer Pharmaceutical Company sits the Board of Directors which includes about 14 distinguished members. The Board of Directors hold intermediate power in the company, but they still do quite a bit themselves. The Board of Directors of Pfizer hold power over every component in the company but in turn they have to answer to the stakeholders about any changes, financial updates, or mistakes that may occur. The Board of Directors however are responsible for electing the CEO, electing the senior management team for the organization, acts as an advisor for the senior management and monitors their performances. From there Pfizer’s Executive Leadership Team (ELT) which also consists of 13 different members are in charge of numerous factions within the organization. “The Pfizer Executive Leadership Team (ELT) is the senior most leadership, management and decision-making body of the company” (Pfizer, 2013). This group is comprised of the CEO, Presidents and Vice Presidents of Pfizer. The Executive Leadership Team (ELT) makes the decisions involved in the company but that’s not without the input, and the approval of the Board of Directors as well as the stakeholders. Several of the members of the Executive Leadership Team (ELT) serve on Pfizer’s Executive Compliance Committee which confirms that business is being properly conducted in other foreign countries around the world. If I had to break down the power structure of the top executives of this company I would compare it to the hierarchy of a U.S. Navy ship. The stakeholders would be compared to the captain of the boat, who has absolute power. His word is basically law and is to be obeyed by everybody onboard. The Board of Directors would be compared to the Executive Officer of the boat. This Executive Officer is the second in command and holds similar power of the captain, but he cannot give the captain orders. He is pretty much in training, learning and practicing the captain’s style, for when he is the captain of his own boat. Similar to the Board of Directors who have power over those below them but not that of the stakeholders. Lastly, I would compare the Executive Leadership Team (ELT) to that of the Officers onboard the boat. These guys generally have power over the enlisted personnel, or the working man as I should say. They give the orders and/or pass down the orders that were given to them from the Captain or the Executive Officer. The Officers oversee projects, distribute work, decide what tasks are going to be accomplished and when. They were also in charge of different divisions and departments on the boat, much like how the Executive Leadership Team is distributed in different forms of expertise at Pfizer.
Next, I will discuss Pfizer’s organization using Bolman & Deal’s Symbolic Frame perspective. The Symbolic components that will discussed are the emphasis on the Pfizer name, their ownership culture, and preserving resources. Symbolically, Pfizer has made a worldwide name for itself by being the leader in pharmaceutical medicine. Pfizer takes great pride and commitment to operating to a higher standard to deliver quality products. In the textbook Reframing organizations: Artistry, Choice, and Leadership Vol. 4, it was stated that, “An organization’s culture is revealed and communicated through its symbols” (Bolman & Deal, 2008, p.314). When you see the Pfizer logo you know that you’re getting a first class quality product. Pfizer has a name that is well known and trusted, as well as a solid reputation for commitment to the community. What symbolizes Pfizer can be also be related to the company’s core values. “Core Values such as Collaboration, Community, Customer Focus, Innovation, Integrity, Leadership, Performance, Quality and Having Respect for the People” (The Blue Book, 2013). Above all the most important thing that symbolizes the Pfizer name is safety. Whether that is volunteers doing clinical tests for a potential product, consumer consumption, animal testing or the employees, safety is the most important thing that Pfizer strives for daily. That also includes protecting the environment by obeying standards, laws and regulations of the area. Pfizer also has health and safety programs in place for education and employee training. Through continually training employees to be more knowledgeable, can only reinforce the belief that Pfizer truly cares for the community as well as the environment. Pfizer is the leader in pharmaceutical medicine for a reason. This did not just happen overnight, it took many decades of setting goals, sacrifices, and medical accomplishments and innovations to achieve that honor. Another symbolic feature of Pfizer is the ownership culture which they engage with their employees. “Ten years ago Pfizer made a corporate decision by not calling their workers employees but instead calling them colleagues” (Pfizer Annual Review, 2011). Pfizer feels that their colleagues are the most important asset that the company has. If it were not for the employees or colleagues working at Pfizer, it would not be an operational company. “Pfizer’s value is represented by intangible assets: the intellectual property, proprietary technology, and customer goodwill created and protected by our colleagues” (Pfizer Annual Review, 2011). This means that everything that Pfizer has today, is due to their employees who continually strive for perfection every day. The employees are considered the intangible assets of Pfizer who have the intelligence, talents and technology to satisfy the needs of customers who are in need of innovative medicine. This ownership culture greatly influenced the employees of Pfizer on how they perceive their work environment.
Pfizer also decided to address their colleagues as business owners of the company, in part to make them feel like that they were a part of something bigger. This would enable them with a sense of pride, ownership and would give meaning to everything that incorporates the Pfizer brand. But in order for the ownership model to be successful colleagues worldwide told the Executives what they wanted to gain from this new model. “For example, allowing them to think differently, take risks and be held accountable for them, long term strategies, more freedom, speedy delivery, and more of a voice on debates and issues” (Pfizer Annual Review, 2011). On the executive side colleagues are kept informed through frequent communication about business progression, news and tips on how they can improve the company. “Another Pfizer creation is called Pfizer World which is an internet site within the company to keep colleagues informed of events around the company and also to share business practices” (Pfizer Annual Review 2011). The biggest thing that can be gained from the ownership culture is the teamwork that comes from it. Working together in teams can be hugely beneficial for individuals for collaborative efforts and team building skills. This ideal emphasizes the symbolic assumption of stating that, “Culture is the superglue that keeps a company thriving, uniting co-workers together, and helps an enterprise accomplish desired ends” (Bolman & Deal, 2008, p.314).
The next Symbolic Frame topic of discussion is that of the allocation and preservation of scarce resources of Pfizer, which in this case would be the environment. Pfizer as a whole supports the preservation and restoration of natural resources worldwide. The Pfizer Company has a program called “Green Journey” which includes making the company as well as their suppliers environmentally viable. The goals for the program include reducing greenhouse gases, becoming energy efficient, and energy reduction through global conservation, operation consolidation, recycling efforts, and site restoration. This program is involved in numerous activities that are beneficial to the environment. “The Green Journey Program is governed by the Environmental Sustainability Council which focuses on three key areas of business which include helping to mitigate climate change and it’s impacts, minimizing the environmental impact of our products and processes by advancing stewardship across the supply chain and life cycle of our products, and managing water resources in a sustainable way” (Pfizer, 2013). As far as saving energy Pfizer strives to become the industry leader in energy conservation. To achieve this goal Pfizer has completed energy conversation projects, constructed solar panel installations on numerous Pfizer sites, and installed a 45 story high wind turbine at their Belgium location. Another main resource that Pfizer is conserving is their usage of water, which is important to everybody. Certain Pfizer locations worldwide suffer from a shortage of water or an occasional drought from time to time. Thus, Pfizer has to monitor their water usage and make sure that it does not effect a nearby community, cause a water shortage or effect the quality of their water. Since water is a scarce resource in some countries they would have to allocate that resource daily, and provide data on water usage. Pfizer even has a water scarcity index which is a worldwide map of water levels around company locations. Even if there is a drought in a country Pfizer must support the local community efforts 100%, as far as minimizing water usage.
Now I will discuss Pfizer’s organization using Bolman & Deal’s Human Resource Frame perspective. This is the dominant frame used by Pfizer due to the benefits and treatment of the employees. The Human Resources Frame topics that will be discussed are the Promoting Diversity, Education and Training of Employees and the benefits of the employees. Pfizer has an excellent record for promoting diversity in their organization. Pfizer currently has over 117,000 employees worldwide from different ethnic backgrounds and nationalities. “At Pfizer, we believe that having an organization of people with diverse backgrounds (educational, geographic, ethnic, etc.) and experiences (professional, social, developmental, etc.) increases the potential for Pfizer to successfully address large and everyday business challenges by leveraging the different perspectives that result from the diversity” (Pfizer, 2013). Simply put if a situation comes up or the company needs creative input it is best to have a diverse organization to get different types of feedback and perspectives. “Promoting Diversity is a summary point that also plays a role in the Basic Human Resource Strategies” (Bolman & Deal, 2008, p. 188-189). At Pfizer the employees are the backbone of the company, and their diversity is seen as a source of strength. Pfizer understands that there are huge benefits to hiring women and minorities, as well as offering minority owned companies opportunities to become suppliers. Like many large corporations Pfizer is an equal opportunity employer and thus does not practice discrimination when reviewing applicants. The zero tolerance policy is practiced when it comes to discrimination or harassment of any sort. Not having a diverse workforce is a thing of the past and as time goes on there will be more women and minorities owned businesses. By ignoring women and minorities can only hurt their chances in competing with other organizations. “ In the United States, more than half of consumers and workers are female, and about a fourth are Asian, African American, or Latino”(Bolman & Deal, 2008, p. 207). Just recently Pfizer was named with the top 50 U.S. companies to work for dedicated to diversity.
Pfizer offers many different types of employee benefits that provides incentives for them to grow and to stay with the company. They range from monetary benefits to a wide array of educational and training programs for Pfizer employees to learn and to grow. Types of employee benefit packages vary whether you are a long term employee or a new employee. Stated from a friend who currently works at Pfizer, long term employees are offered retirement packages and the more recently hired employees were offered 401K packages. The retirement packages were available at the time when the more senior employees were around, so they were grandfathered into the program. Once the retirement packages were no longer available, current employees were only offered 401K’s upon hiring. An employee’s benefits and the amount of their retirement will be related to what level they are in within the company. “People and organizations need each other, Organizations need ideas, energy, and talent; people need careers, salaries, and opportunities” (Bolman & Deal, 2008, p.166). Pfizer believes in taking care of their employees by offering numerous rewards and incentives. This organization also shows appreciation for senior employees as well, due to their many years of dedicated service. These senior employees spent most of their adult lives generating ideas, utilizing their skills and talents to make Pfizer the successful company that it is today. In return why not give them rewards, incentives and even various promotions within to company. The senior employees in turn can train the newer employees the fundamentals of the company. Offering incentives will help retain the employees and also can keep everybody happy within the organization. Because in the end organizations and employees need each other.
The developmental opportunities that are available for Pfizer personnel are through online training courses offered by the Career Development Resource Center and the Mentor Match Program. The Career Development Resource Center is a Human Resources online training guide that is used by employees to aid them with career advancement and development. Pfizer encourages professional and developmental growth from all of their employees to learn about different types of jobs within the company. Employees have numerous options available to them as far as moving up the corporate ladder or to move laterally learning the aspects of different types of jobs within the company.
Another educational training program is the Mentor Match program created to match employees with senior individuals to provide them with knowledge, and the tools to get ahead with their careers. The senior employees will review the goals and objective of the junior employees, help them with networking, and make sure that the mentored individual is fully competent to do their job to their fullest capacity. There’s an online website that describes the program, offers tips, frequently asked questions, articles and shared experiences about the program. The website is used as a motivational tool within the organization for employees and management. From a human resource perspective the assumption that falls into place would be “A good fit benefits both” (Bolman & Deal, 2008, p. 166). Pfizer believes in investing in people with educational programs to help them grow and to move within the company. When a workforce is educated and trained in different aspects of the job they can be very vital to the company. In turn if the employee is satisfied with their work and contributions, the company gets uses his skill and efforts to get fresh concepts and ideas in return. Pfizer believes that investing in their employees is also investing into the future.
Finally, I will describe Pfizer using Bolman & Deal’s Political frame perspective. The Political Frame components that I will discuss will be the decision-making choices involved with Pfizer, possible conflicts and how Pfizer is considered a coalition. “Most important decisions involve allocating scarce resources…..who gets what” (Bolman & Deal, 2008, p.249). In regards to Pfizer that means deciding what drug(s) get approved to go into the marketplace, how much time, money and resources will have to go into the creation and advertising of this drug. Also the possible conflicts that researchers face getting this drug off the ground. At Pfizer to get a drug approved, and patented can take many years of research and development. This can be time consuming, costly, and can exhaust a lot of resources to get this accomplished. The innovation of new drugs takes place at various Pfizer Global Research and Development locations worldwide. The first phase that is conducted in the discovery and preclinical phase of drug development. At this phase of development it can take about 1- 6 years before the drug is at full completion. Within in that time there can be numerous conflicts with the pharmacists as well as with management. People can get frustrated with an experiments, drug development, management, and deadlines. Which can cause stress with everybody involved with development from management on down. An employee can be half way through development of the new drug and have to scratch everything and start over again from scratch. There can also be inner conflict within the employee such as self-doubt, uncertainty about where to go next, or even if they should continue with production. All of these factors plus many more scenarios can come into play and cause conflict at this organization.
This next phase of development is where a lot of the decision-making process is conducted. Once the drug is developed and ready for presentation it has to be prepared to be presented to various levels of management. This involves upper management holding a series of meetings and tests to see if this drug is safe enough to be distributed into the marketplace or not. After the new drug is created it is ready to go into phase development stage, thus getting approval from the top levels of management (i.e. the stakeholders, the Board of Directors, and the Executive Leadership Team). Pre-approval studies would be conducted on the drug, meetings would be held and votes taken on whether to continue or discontinue with development. The researchers presenting the drug will have to answer questions that management has, give a description of the drug, it potential benefits/side-effects, and how useful it can be for the organization in general. If the drug is approved it would go into the clinical testing phase which includes testing on volunteer trial participants. Afterwards, the drug will go through three more phases of clinical development before being brought to the registration phase. It is at this phase of development that the researchers are trying to bring the drug into the market. In order to do so they must file an application with the health regulatory authority of whatever country they are currently located at in order to gain approval. The final phase which is phase 4 includes studies conducted on individual’s years after the drug has been released. During this whole process of development the researchers do a lot of bargaining and negotiation with management just to get a potential drug off the ground. Much like I said in the beginning it can take many years, negotiations, resources, and money to achieve success in developing a drug. This whole process is necessary to make sure everything goes right, before Pfizer spends company money on something that is not going to work.
Finally, Pfizer fits that Political Frame format in another way, with in regards to being considered a coalition. There are many pieces of the pie that make up Pfizer, and keep the organization running smoothly. Those factions that support Pfizer could be technological, financial or just collaborative efforts from other companies. “Organizations are coalitions of assorted individuals and interest groups” (Bolman & Deal, 2008, p.249). When two organizations form a coalition they usually have something to gain in return (usually financial) and share similar interests and goals. Pfizer has been through numerous mergers and partnerships in the past due to their solid reputation for success. What makes Pfizer a coalition? Well there are many answers to this question. Such as partnerships with other pharmaceutical companies for the production of new drugs, private investors, the shareholders, and even the employees who make up the company can be considered part of a coalition. Pretty much anybody who has anything to do with the operation of Pfizer or shows interest within the organization.
Pfizer as a whole can benefit from applying the reframing method to their organization thorough numerous ways. This method can help utilize and insinuate much of their current assets and information about the company. Possible suggestions could be include more information on the Political Frame aspects of the organization on their online website. I had a hard time finding components for this frame which should more be assessable for student’s writing papers about this organization. Symbolically, Pfizer could emphasize more on their ceremonies and rituals that they might possibly hold for their employees. Pfizer has a good name and overall standing within the community. Also the organization does a great job with the preservation of the environment, and resources. I felt that Pfizer did a good job with the Human Resource Frame aspect due the way they treat their employees. This is due to the fact they offer numerous benefits, incentives and training programs. It seems like the employees are treated exceptionally well at this organization. Also the fact the organization is very diverse also enhances the frame throughout. Therefore, I could not see any way to elaborate particularly on this frame. Structurally, Pfizer is a pretty solid organization with their hierarchy of their management teams and leadership styles. They could give more descriptions on all of the jobs available at Pfizer. The website only gives descriptions for the management teams not much on the general employees. This could have helped in regards to the division of labor aspect for Pfizer, and individuals looking for potential employment at the organization.
There are many different aspects that can be considered for the breakdown of Pfizer considering the particular frame. Pfizer has a strong structural leadership as far as the roles and responsibilities for their upper chain of command. Diversity plays a huge a role at Pfizer and can lead to many benefits in the long term. It is important to employ different types of employees to get different insights and perspectives on topics and tasks. With such a rich and diverse work environment it is no wonder that Pfizer is the number one pharmaceutical company in the world.
Pfizer is the world’s largest pharmaceutical company which says a lot in itself and carries a lot of weight. Just the name alone and various awards can generate business to this organization. A good organizational name can only build to a solid reputation. Pfizer is a global company whose management teams are constantly active overseeing company actions seeking the best intentions. Who would have thought that a small pharmaceutical company from Williamsburg, Brooklyn would achieve this much worldwide success?

Reference Page
Bolman, L., G., & Deal, T., E. (2008). Reframing organizations: Artistry, Choice, and Leadership. Vol. 4, San Francisco, CA: Jossey-Bass.

CNN Money. (2013). Fortune 500 2012: Fortune 1000 Companies 1- 100.
Retrieved from http://money.cnn.com/magazines/fortune/fortune500/2012/full_list/

Pfizer. (2013). Leadership & Structure.
Retrieved from http://www.pfizer.com/about/leadership_and_structure/leadership_structure.jsp

Pfizer Inc. (2013). Governance of the Company.
Retrieved from http://www.pfizer.com/files/investors/corporate_governance/cg_principles.pdf

Pfizer Annual Review 2011. (2011). Colleagues- Creating an Ownership Culture.
Retrieved from: http://www.pfizer.com/files/annualreport/2011/pfizer_11ar_colleagues.pdf

The Blue Book. (2013). The Pfizer Values.
Retrieved from: http://www.pfizer.com/files/investors/corporate/blue_book_english.pdf

Pfizer. (2013). About Pfizer’s Green Journey.
Retrieved from http://www.pfizer.com/responsibility/protecting_environment/green_journey.jsp

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[ 1 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 2 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 3 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 4 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 5 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 6 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 7 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 8 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 9 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 10 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 11 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.
[ 12 ]. Page Number was based on IPAD format of Reframing Organizations: Artistry, Choice, and Leadership. May not reflect physical copy of the book.