Harvard Case - Women@Work: Soo Jin (A)
"Women@Work: Soo Jin (A)" Harvard business case study is written by Roy Chua, Hye Jung Eun, Mengzi Jin. It deals with the challenges in the field of General Management. The case study is 1 page(s) long and it was first published on : Aug 10, 2020
At Fern Fort University, we recommend that Soo Jin implement a multi-pronged strategy to address the challenges she faces in attracting and retaining female talent at Women@Work. This strategy encompasses a combination of organizational change, cultural transformation, and strategic initiatives designed to foster a more inclusive and supportive environment for women.
2. Background
This case study focuses on Soo Jin, the CEO of Women@Work, a non-profit organization dedicated to empowering women in the workplace. Women@Work faces significant challenges in attracting and retaining talented female employees. The organization struggles with high turnover, a lack of diversity in leadership positions, and a perception of being a 'stepping stone' for women seeking to advance their careers.
3. Analysis of the Case Study
This case study can be analyzed through the lens of organizational culture, diversity and inclusion, and talent management.
Organizational Culture: Women@Work's culture is currently characterized by a lack of clarity in its mission and values. This ambiguity contributes to the perception of the organization as a 'stepping stone' and hinders the development of a strong sense of belonging among employees.
Diversity and Inclusion: The organization's lack of diversity in leadership positions and the high turnover rate among women point to a systemic issue with its approach to diversity and inclusion. While the organization's mission is focused on empowering women, its internal practices fail to reflect this commitment.
Talent Management: Women@Work struggles with attracting and retaining top talent, particularly women. This is due to a combination of factors, including a lack of competitive compensation, limited career development opportunities, and a perception of a lack of growth potential.
Framework Application:
- SWOT Analysis: This framework can be used to identify Women@Work's strengths, weaknesses, opportunities, and threats.
- Porter's Five Forces: This framework can be used to analyze the competitive landscape for talent acquisition and retention in the non-profit sector.
- Balanced Scorecard: This framework can be used to develop key performance indicators (KPIs) to track progress towards achieving the organization's strategic goals.
4. Recommendations
1. Define and Communicate a Clear Mission and Values:
- Action: Conduct a comprehensive review of the organization's mission and values, engaging all stakeholders in the process.
- Timeline: 3 months
- How: Facilitate workshops and focus groups to gather input from employees, board members, and external partners. Develop a clear and concise mission statement and a set of core values that reflect the organization's commitment to empowering women. Communicate these values through internal and external channels.
2. Implement a Diversity and Inclusion Strategy:
- Action: Develop a comprehensive diversity and inclusion strategy that focuses on attracting, retaining, and promoting women in all levels of the organization.
- Timeline: 6 months
- How: Establish a diversity and inclusion council, set diversity targets for hiring and promotion, and implement unconscious bias training for all employees.
3. Enhance Talent Management Practices:
- Action: Improve compensation and benefits packages to be competitive with similar organizations. Develop a robust career development program that provides opportunities for professional growth and advancement.
- Timeline: 12 months
- How: Conduct a salary benchmarking study to determine competitive compensation levels. Create a mentorship program that connects senior women with junior employees. Implement a performance management system that focuses on development and growth.
4. Build a Culture of Belonging:
- Action: Foster a culture of open communication, collaboration, and respect. Create a safe and inclusive environment where all employees feel valued and supported.
- Timeline: Ongoing
- How: Implement employee engagement initiatives, promote team-building activities, and encourage open dialogue about diversity and inclusion.
5. Leverage Technology and Analytics:
- Action: Use technology and data analytics to track progress on diversity and inclusion initiatives, identify areas for improvement, and measure the impact of talent management programs.
- Timeline: Ongoing
- How: Implement a data-driven approach to talent management, using analytics to identify trends and make informed decisions.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with Women@Work's mission to empower women by creating a more inclusive and supportive environment.
- External Customers and Internal Clients: The recommendations address the needs of both external customers (women seeking career advancement) and internal clients (employees).
- Competitors: The recommendations are designed to help Women@Work compete for talent in the non-profit sector by offering a more competitive and supportive environment.
- Attractiveness: The recommendations are expected to improve the organization's attractiveness to potential employees and increase retention rates.
6. Conclusion
By implementing these recommendations, Women@Work can create a more inclusive and supportive environment for women, attract and retain top talent, and achieve its mission of empowering women in the workplace.
7. Discussion
Alternatives:
- Outsourcing HR Functions: This could be a short-term solution to address talent management challenges, but it may not be sustainable in the long run.
- Merging with Another Organization: This could provide access to resources and talent, but it could also lead to cultural clashes and organizational challenges.
Risks and Key Assumptions:
- Financial Resources: Implementing these recommendations will require financial resources.
- Cultural Change: Changing the organizational culture takes time and effort.
- Leadership Commitment: The success of these recommendations depends on the commitment of the leadership team.
8. Next Steps
- Develop a detailed implementation plan: This plan should outline the specific steps, timelines, and resources required for each recommendation.
- Secure funding: Identify funding sources to support the implementation of the recommendations.
- Communicate the plan to stakeholders: Engage stakeholders in the implementation process and ensure they are informed about the changes.
This comprehensive approach will empower Women@Work to become a leading organization in attracting and retaining talented women, ultimately fulfilling its mission of empowering women in the workplace.
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Case Description
This series of six short two-part cases ("caselets") is written to highlight workplace dynamics faced by women professionals. Women represent about half of the global workforce but they face distinct workplace issues compared to men. We will examine some of these issues through these caselets, which are written from the personal perspectives of the protagonists. They are real-life stories that many should be able to relate to. Although all the protagonists are women, this does not mean that the lessons are not applicable to men. Men and women work alongside one another at the workplace and men play a critical role in shaping women's workplace experience. Throughout the case discussions, the perspectives of men will be immensely valuable. We recognise that the instructor cannot possibly do justice to these cases in a 90-minutes class. It is also not our goal to solve the larger social and gender issues that are implicated in these cases. Our aim is primarily to help students better appreciate the challenges women face, and collectively think of ways to handle them.
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