Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
All you EVER needed to know about Chapter management!
Transcript of All you EVER needed to know about Chapter management!
- Develop a better understanding of the concept of a “chapter”
- Learn about Bolman’s and Deal’s Four Framework Approach
- Develop a chapter action plan using Bolman’s and Deal’s Four Framework Approach
Social, or general, fraternities and sororities in the North American fraternity system, are those that do not promote a particular profession (as professional fraternities) or discipline (such as service fraternities and sororities). Instead, their primary purposes are often stated as the development of character, literary or leadership ability, or a more simple social purpose.
There's No Business Like Chapter Business!
All you EVER needed to know about Chapter management...
Let's get to know each other!
Rafael Matos, MPAS
- Fraternity = Men's group
- Sorority = Women's group
- Co-Ed Fraternity = Women + Men
- 3 (sometimes 2) letter name designation
- International = US + other countries
- National = all over the US
- Regional = geographic region of US
- Local = one chapter or multiple within a very limited area
- Greek system is over 200 years old!
Phi Beta Kappa
- The FIRST American College Fraternity
- Founded: December 5, 1776
- Location: College of William and Mary
- Set pattern for modern day fraternities/sororities, which include: secret oaths, badges, laws, seals, grips/handshakes, an initiation ceremony, and mottos in Greek and Latin.
A Brief Historical Timeline in Greek Life
1851 – First sorority established (the Adelphian Society, later renamed Alpha Delta Pi, at Wesleyan College, Macon Georgia)
1871 – First multicultural fraternity (Delphic of Gamma Sigma Tau, SUNY Geneseo)
1898 – First Jewish fraternity established (Zeta Beta Tau, City College of New York, New York, NY)
1906 – Oldest intercollegiate fraternity for African-Americans is established (Alpha Phi Alpha Fraternity, Inc., was Cornell University, Ithaca, NY)
1916 – First Asian-American fraternity established (Rho Psi, Cornell University, Ithaca, NY)
1931 – Oldest intercollegiate fraternity for Latinos is established (Phi Iota Alpha, Rensselaer Polytechnic Institute, Troy, NY)
1986 – First LGBT fraternity established (Delta Lambda Phi, Washington, D.C.)
Assistant Director, CASL
Grew up in NYC
USC (BFA & Masters)
Phi Beta Sigma Fraternity, Inc.
Has worked at 5 schools
Started career in Residence Life
Professional passion: Leadership Development
Current involvements: Phi Beta Sigma Collegiate Advisors' University and NGLA Local Greeks Conference Workgroup
Fraternities and Sororities at WPU
- Have been on campus since the 1950's
- First recognized by administration and SGA in the late 1970's
- Fraternities/Sororities are a driving force at WPU: they raise donations for charity, organize special events for the student body and participate in various clubs and organizations
What is a Chapter?
Basic unit of operation
Carry out mission/vision/values/programs/etc.
Has autonomy, but not autonomous
Unique culture within each chapter of each organization
A place where we learn humility
Contributes to the organization's growth
Bylaws/rules for self-governance
Connects inter/national organization w/campus
Connects campus w/inter/national organization
Ensure organization business is conducted properly
Make sure chapter thrives
Assess current state of the chapter and implement changes
Present the best representation of the organization at all times
Two Levels of Chapter Consciousness:
The Structural Frame
About the Framework
Created by Lee G. Bolman & Terrence E. Deal (both professors and consultants)
Consist of four areas that facilitate organization management
Practical approach to:
- Assess your chapter
- Identify gaps within your chapter
- develop and implement adjustments
- Enhance an individual's ability to put the organization's needs ahead of his/her own
How to organize & structure groups to get results
Organization exits to achieve goals & objectives
Values rationality over human needs
Assigns roles using specialization & division of labor
Effective coordination & control needed to meet goals
Problems are a result of poor structure
About your Facilitator...
Bolman's & Deal's Four Framework Approach
Goal setting meetings/retreats
Focus on achieving unit goals may distract from the overall mission of the chapter
May create communication problems
Ignore the needs of the members
The Human Resource Frame
The Political Frame
The Symbolic Frame
Incentives to increase members' engagement in chapter activities
New member recruitment & selection
Approach will benefit a smaller and more flexible environment
Can have a lack of focus on the organization's vision and overall responsibilities
Effective: Leader is a catalyst & servant; leadership style is support, advocating & empowerment
Ineffective: Leader is a pushover; leadership style is abdication & fraud
How to tailor organizations to satisfy human needs, improve human resources management and build positive interpersonal and group dynamics
Organizations exist to satisfy human needs, not the other way around
People & organizations need each other
A poor fit between individual & organization creates suffering for both
- Good fit = individuals find meaning/organization progress
Five human needs
- Belonging & Love
How to cope with power & conflict, build coalitions, hone political skills, & deal with internal/external politics
Organizations are coalitions of individuals & interest groups
There are differences among members' values, beliefs, information, interests & perceptions of reality
Important decisions involve the allocation of scarce resources, which in turn makes conflict a central part of the organization & power the most important resource
Goals are accomplished by bargaining, negotiating & jockeying for position among different stakeholders
Focus is on strategy & tactics, not on resolution
Allocating funds for chapter activities
Knowing resources on campus & how to utilize them
Navigating campus policies & inter/national organization's policies
Does not incorporate enough room from members' personal development
Does not facilitate flexibility and honest communication
Effective: Leader is an advocate; leadership style is coalition & building
Ineffective: Leader is a hustler; leadership style is manipulation
How to shape a culture that gives purpose & meaning to work, stage organizational drama for internal/external audiences, & build team spirit through ritual, ceremony & story
The meaning of an event is more important than the actual event
Events have multiple meanings b/c individuals experience life differently
Life is ambitious or uncertain, & this can undercut rational analysis, problem solving and decision making
Individuals create symbols to resolve uncertainty & provide direction, inspiring hope & faith
Many events are more important for what is expressed than what is produced
May create drama within an organization
Alienate chapter from other groups on campus
Create false ideals that can guide the chapter, sometimes in the wrong direction
Effective: Leader is a prophet; leadership style is inspiration
Ineffective: Leader is a fanatic or a fool; leadership style is smoke & mirrors
Things to Consider
All four frames exist within a chapter, but one is usually more prevalent
It is not about representing all four frames equally
To implement changes within a chapter:
- Understand through which frame your chapter operates
- Know how to reframe your organization to create an environment that allows your organization to me more flexible
- Learn how to incorporate all four frames in a balanced manner that allows your chapter to effectively execute your organization's mission/vision
Leaders must understand that their personal leadership styles do not solely define the frame their organizations fall into
Any one individual/chapter situation can be described through each of the four frameworks.
Strive to create a chapter structure that represents al four frames in a way that is realistic to your organization
Theory to Practice
Who's Frame Is It Anyways?
A. Break up into groups according to number on your name tag
B. In your group, process the assigned scenario through your group's frame
C. In 15 minutes we will reconvene and debrief
Who's Frame Is It Anyways?
Who's Frame Is It Anyways?
1. Structural Frame
2. Human Resource Frame
3. Political Framework
4. Symbolic Frame
Frame Your Future
A. Return to your chapters
B. As a chapter, develop an action plan based on the four frameworks to move your chapter forward.
C. In 10 minutes, we will reconvene and debrief
1. Hazing Prevention make-up date: Thursday, October 3, 2013, UC 216, 12:30 pm to 2:00 pm
2. Next 80% Event is on Monday, December 2, 2013, Ballroom AB&C, 7:00 pm to 12:00 am
Before We Go...
THANK YOU for you attendance and participation!
A follow-up assessment will be emailed & MUST be completed by the deadline!
If your organization did not 80% attendance tonight, please stay in the room.
Effective: Leader is a social architect; leadership style is analysis/design
Ineffective: Leader is a petty tyrant; leadership style is details