Harvard Case - We Can Work It Out: Managing a Dual-Career Family
"We Can Work It Out: Managing a Dual-Career Family" Harvard business case study is written by Mirit Grabarski. It deals with the challenges in the field of Human Resource Management. The case study is 7 page(s) long and it was first published on : Aug 11, 2022
At Fern Fort University, we recommend a multifaceted approach to address the challenges faced by dual-career families within the faculty. This approach will involve a combination of strategic HR planning, organizational development, and change management initiatives to foster a more supportive and inclusive work environment.
2. Background
This case study focuses on Fern Fort University, a small liberal arts college facing challenges in attracting and retaining talented faculty due to the increasing prevalence of dual-career families. The university is struggling to accommodate the needs of both partners in these families, leading to difficulties in recruitment, employee retention, and overall faculty satisfaction. The case highlights the specific challenges faced by Professor Sarah Allen, whose husband's job requires relocation, forcing her to make a difficult decision regarding her career at Fern Fort.
The main protagonists are:
- Professor Sarah Allen: A successful faculty member at Fern Fort University facing a career crossroads due to her husband's job relocation.
- Fern Fort University: A small liberal arts college facing challenges in attracting and retaining talented faculty, particularly those in dual-career families.
- The University Administration: The administration is grappling with the need to adapt its policies and practices to accommodate the needs of dual-career families.
3. Analysis of the Case Study
This case study presents a complex scenario that requires a holistic approach to address the underlying issues. We can analyze the situation using the following frameworks:
a) Organizational Behavior: The case highlights the impact of organizational culture on employee retention. The university's traditional approach to faculty hiring and lack of flexibility in accommodating dual-career families creates a culture that is not conducive to retaining talented individuals.
b) Strategic HR Planning: Fern Fort University needs to develop a strategic HR plan that addresses the specific needs of dual-career families. This plan should include recruitment strategies that target individuals with dual-career aspirations, employee retention strategies that promote work-life balance, and leadership development programs that foster a culture of inclusivity and support.
c) Talent Management: The university needs to implement a comprehensive talent management strategy that focuses on attracting, developing, and retaining top talent. This strategy should include career advancement opportunities, compensation and benefits packages that are competitive and attractive to dual-career families, and employee performance management systems that recognize and reward individual contributions.
d) Change Management: Implementing the necessary changes will require a well-defined change management strategy. This strategy should involve communicating the need for change effectively, building buy-in from all stakeholders, and providing support to employees throughout the transition process.
4. Recommendations
To address the challenges faced by Fern Fort University, we recommend the following:
a) Implement a Flexible Work Policy: Fern Fort should implement a flexible work policy that allows faculty members to adjust their work schedules to accommodate personal and family needs. This could include options for part-time work, remote work, flexible hours, and sabbatical leave.
b) Develop a Dual-Career Family Support Program: The university should develop a program specifically designed to support dual-career families. This program could include resources such as childcare assistance, spousal employment assistance, and relocation support.
c) Enhance Recruitment Strategies: Fern Fort should actively target individuals with dual-career aspirations during the recruitment process. This could involve attending conferences and job fairs specifically focused on dual-career families, promoting the university's flexible work policies, and highlighting the support services available to dual-career families.
d) Foster a Culture of Inclusivity: The university should foster a culture of inclusivity and support for all faculty members, regardless of their family situation. This could involve promoting diversity and inclusion initiatives, providing training on unconscious bias, and encouraging open communication about work-life balance.
e) Implement Leadership Development Programs: Fern Fort should invest in leadership development programs that equip administrators and faculty with the skills and knowledge necessary to support dual-career families. These programs should focus on topics such as communication, conflict resolution, and creating a more inclusive work environment.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: These recommendations align with the university's mission to provide a high-quality education and create a supportive learning environment for all students and faculty. By fostering a more inclusive and flexible work environment, the university can attract and retain top talent, which will ultimately benefit the entire institution.
- External customers and internal clients: These recommendations address the needs of both external customers (students) and internal clients (faculty). By supporting dual-career families, the university can attract and retain talented faculty who can provide a high-quality educational experience for students.
- Competitors: The university needs to be competitive in attracting and retaining top talent. Implementing these recommendations will make Fern Fort more attractive to dual-career families, giving it a competitive edge in the higher education market.
- Attractiveness ' quantitative measures if applicable: While it is difficult to quantify the impact of these recommendations on financial performance, the benefits of attracting and retaining top talent are significant. A strong faculty will lead to improved student outcomes, increased research productivity, and enhanced reputation, all of which contribute to the university's financial sustainability.
- Assumptions: These recommendations assume that the university is committed to creating a more inclusive and supportive work environment for all faculty members. They also assume that the university has the resources to implement these recommendations effectively.
6. Conclusion
By implementing these recommendations, Fern Fort University can address the challenges faced by dual-career families and create a more supportive and inclusive work environment. This will enhance the university's ability to attract and retain top talent, improve faculty satisfaction, and ultimately benefit the entire institution.
7. Discussion
Alternatives not selected:
- Doing nothing: This option would likely lead to continued challenges in attracting and retaining talented faculty, ultimately harming the university's reputation and financial stability.
- Offering only financial incentives: While financial incentives can be helpful, they are not a sufficient solution on their own. A more comprehensive approach that addresses the underlying needs of dual-career families is required.
Risks and key assumptions:
- Resistance to change: Implementing these recommendations may face resistance from some faculty and administrators. It is crucial to communicate the need for change effectively, build buy-in from all stakeholders, and provide support to employees throughout the transition process.
- Cost: Implementing these recommendations may involve some costs, such as developing new programs and providing additional support services. However, the benefits of attracting and retaining top talent far outweigh the costs.
- Success depends on commitment: The success of these recommendations depends on the university's commitment to creating a more inclusive and supportive work environment.
8. Next Steps
- Develop a detailed implementation plan: This plan should outline the specific steps involved in implementing each recommendation, including timelines, resources, and responsibilities.
- Communicate the changes to all stakeholders: The university should communicate the changes to all faculty and staff, explaining the rationale behind the changes and addressing any concerns.
- Provide ongoing support: The university should provide ongoing support to faculty and staff throughout the implementation process. This could include training, mentoring, and access to resources.
- Monitor progress and make adjustments: The university should monitor the progress of the implementation process and make adjustments as needed. This will ensure that the changes are effective in addressing the needs of dual-career families.
By taking these steps, Fern Fort University can create a more supportive and inclusive work environment that attracts and retains top talent, ultimately benefiting the entire institution.
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Case Description
Ivan and Lana Kuznetsov are a dual-career couple and parents to four young children. Having immigrated to Canada from Russia in 2012, they are both in the process of rebuilding their careers. Ivan already has what can be considered a successful career, with local credentials, experience, and a good professional network, but he is not quite satisfied and considers making a change. Lana's career in Canada is in its early stages. As a recent college graduate, she is only beginning to realize her dreams and is working in an entry-level part-time position. When Lana receives a full-time job offer that will require her full attention and energy, the couple need to decide whose career to prioritize, as one of them will have to focus on the family. Over a person's lifetime, multiple career choices are made that are also related to their other life roles. Each spouse has different reasons and motivations for the vocational choices they make that affect both of their actions throughout their lives. In a situation of conflicting goals, where both spouses cannot work full-time, and one of them has to make a sacrifice, each option has potential benefits and risks.
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