This thesis aims to analyze the International Society for Krishna Consciousness (ISKCON) through the lens of Bolman and Deal's Four Frames. As a rapidly growing organization, a core component of ISKCONs rise has been due to their persistent support from the youth audience (under 30). However, recent statistics indicate that there has been a significant drop in youth attendance at the local ISKCON Arizona Chandler, with nearly 50% of young members leaving the organization. The focus of this paper will be on understanding the organizational theory behind the challenges faced by ISKCON Chandler in engaging its young members and attracting new ones. The paper will introduce ISKCON, its history, mission, and structure, highlighting the human resource, structural, political, and symbolic aspects of the organization. Then through the multi-frame approach and industry analysis, the paper will offer insights into the shortcomings (like the lack of proper structure, online presence, platform for youth representation, or presence in nearby youth communities) of ISKCON Chandler, which are causing the limited engagement of younger generations. Subsequently, the paper will propose solutions including creating a youth council board, creating collegiate club chapter connections, developing a more robust social media and online presence, and providing internship opportunities. By analyzing these shortcomings and providing solutions, this thesis aims to provide insights that can help the local ISKCON address its problems, engage its young members, and attract new ones, while remaining true to its core values and mission.

This thesis will focus on increasing the engagement of members within the W.P. Carey Business Ambassadors. This was done by first analyzing the environments the organization exists in: Arizona State University and the W.P. Carey School of Business. Each of these organizations contextualize the Business Ambassadors, providing a structure for the organization to operate within. Next, the organization’s processes are analyzed. This provides a current status of the club to be used a foundation for systematic review. Through this review, it is revealed that members often do the bare minimum required for the organization. In fact, only a select few fully taking advantage of the events offered by the club. To fix this, the management techniques outlined in the thesis’ primary source, Reframing Organizations by Lee Bolman and Terrence Deal, are introduced as ways to assist managers in problem sectors or areas of opportunity. These areas of review are the Structural, Human Resources, Political, and Symbolic frameworks. Each frame is explored and described, eventually being contextualized with the Business Ambassadors organization. These frames then provide insights to ways the organization can invoke greater participation from its members. These solutions include investing in training and mentorship, fulfilling member needs, promoting leadership, and leveraging the symbolic strength of the organization. The paper concludes with next steps for the organization and ways the solutions can be put into action with respect to the club’s goals.

This thesis utilizes the four frames created by Bolman and Deal’s book, Reframing Organizations—structural, human resources, political, and symbolic—to analyze and provide potential solutions for the underlying issues at Starbucks Coffee Company. First, Starbucks is introduced by providing background information on the company itself, the structural hierarchy, and the history of unionization at Starbucks. Then, research on unions in general is given to provide more information about unions as a whole, and why it may not be the best answer for Starbucks. The slowing unionization movement is addressed. Next, is the presentation of the two main underlying issues. The two issues focused on throughout the thesis are the strict day-to-day task completion routines in the form of “Clean, Safe, Ready” Cards and the inadequate means of judging store success through a Customer Connection Score. Both issues are overarched by a feeling of disconnect between baristas and their leaders. For both topics individually, the four frames are used to describe where the frustration of the employees may be coming from and to describe solutions that may not only prevent future unionization but help to promote a more open dialogue in the workplace for future shortcomings. By using verbiage found in Reframing Organizations, this thesis intends to shed light on the daily frustrations that baristas and supervisors face at Starbucks to help explain what support they actually need. Support such as more creative freedom in determining what part of the day tasks are to be completed and a better way to judge their efforts in customer connections.

This thesis will analyze the current problems that Chula Seafood is dealing with using the four frames discussed in Bolman and Deal’s reframing model. Using this multi-frame approach allows an organization to see that even though they may not view something as a problem, it may be a problem from other stakeholders which makes it their problem. This paper begins with an industry overview of the Phoenix restaurant scene explaining the current trends such as high employee turnover and an overview of how the industry operates. Then will be the introduction of Chula Seafood and how they are structured and operate currently. The paper will then focus on the current problems: high kitchen turnover, sales slump, and ineffective loyalty program. The analysis of the problems will show how the company may view the problem using a single frame analysis. This will move into the introduction of Bolman and Deal’s four frames and reframing each of the problems using the new frames. This will shed new light on the problem and give the organization a new perspective on why some of these problems exist with respect to the frames. The solution of implementing a new loyalty system will be introduced which helps solve all the problems mentioned. The solution will also be evaluated by the frames to demonstrate how the solution will be effective in fixing the problem. This will be followed by an implementation timeline which outlines how the solution will be implemented in the organization. By using the multi-frame analysis, this thesis was able to come up with a new loyalty system that fixed the current problems that Chula Seafood faces.

It is the marvel of a sunset on the most ordinary day that can change life forever. In this Honors Project, I attempt to explore my innate fascination with beauty and the results of this relationship. This creative project aims to explore the five pillars that are responsible for the book of poems, Why Do We See Beauty?: The Human Event, the Tao Te Ching, Philosophy, Buddhism, and my relationship with God. These pillars have intertwined consistently throughout the past few years and the entire book of poems is a product of my engagement, integration, and synthesis with these components of my life. The creative project, Why Do We See Beauty?, consists of fifty-one poems that center around spirituality, truth, and the mystery of God; whether implicitly or explicitly stated, the poetry serves as a medium to wrestle with the truth in my life. Through a breakdown of these five pillars of my poetry and then the communication of key themes, texts, and ideas that are grounded in it, I hope to share my art from the past few years. What started in The Human Event during my first year at Barrett has evolved into an undergraduate creative project that shows how The Human Event became personal.

Social media is a tool widely used by many organizations for purposes of spreading ideas, influencing users politically, and promoting products for purchase. Among the ideas spread on social media is religious belief, a task undertaken by religious officials and members alike, in both widespread and personal communication. The Church of Jesus Christ of Latter-Day Saints has promoted its religion online for years through official webpages and the testimonies of members, but now seeks to spread knowledge of its beliefs and increase membership by involving its full-time missionaries on Facebook and Instagram. The initiative to add online-proselytizing to a missionary’s list of duties began in 2020 at the onset of the COVID-19 pandemic and has been through multiple changes to arrive at the present function of social media in full-time missionary work. Despite these positive changes, missionaries still feel that they lack the necessary knowledge and skills to conduct productive conversations online that lead to opportunities to share their message. Two separate missions are analyzed through Bolman & Deal’s Four Frames to gain a complete perspective of missionary work through social media and how it can be improved. By implementing visual symbols that relate to the importance of social media missionary work and increasing the social media training that missionaries receive, they would feel better prepared to host conversations on online platforms and share their messages. Additionally, by updating the leadership position associated with social media in a mission, more missionaries would ultimately gain expertise in this skill and better fulfill their purpose as missionaries.