Free Mixing Business and Friendship: A Complicated Employee Decision Case Study Solution | Assignment Help

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Written by Gary F. Smith
Publish Date: 2024-12-03

Harvard Case - Mixing Business and Friendship: A Complicated Employee Decision

"Mixing Business and Friendship: A Complicated Employee Decision" Harvard business case study is written by Stephen D. Risavy, Meredith J. Woodwark. It deals with the challenges in the field of Human Resource Management. The case study is 11 page(s) long and it was first published on : Mar 31, 2020

At Fern Fort University, we recommend a multi-pronged approach to address the complex situation arising from the friendship between Professor Sarah Evans and her student, Michael. This approach combines talent management, organizational development, and employee relations strategies to ensure both individual and institutional well-being.

2. Background

This case study revolves around Professor Sarah Evans, a highly valued faculty member at Fern Fort University, and her student, Michael. Their professional relationship has transitioned into a personal friendship, raising concerns about potential ethical violations and conflict of interest. The university administration faces a dilemma: how to address this situation while upholding academic integrity and ensuring a fair and supportive environment for all involved.

3. Analysis of the Case Study

The case presents a complex scenario where personal relationships intertwine with professional responsibilities. We can analyze this situation using the Organizational Behavior framework, focusing on the following aspects:

  • Ethical Considerations: The case highlights the potential for ethical conflicts arising from the relationship between a professor and a student. This can lead to concerns about favoritism, bias in grading, and the potential for exploitation.
  • Power Dynamics: The inherent power imbalance between a professor and a student creates an environment where the student may feel pressured or obligated to reciprocate the professor's friendship. This can lead to a compromised academic environment.
  • Organizational Culture: The case raises questions about the university's culture and its stance on personal relationships between faculty and students. A clear and well-communicated policy on such relationships is crucial to prevent similar situations in the future.
  • Employee Relations: The university needs to navigate this situation with sensitivity and fairness towards both Professor Evans and Michael. This requires open communication, empathy, and a focus on resolving the issue without jeopardizing their careers.

4. Recommendations

  1. Establish Clear Policies: The university should immediately review and update its policy on faculty-student relationships. This policy should clearly define acceptable boundaries, address potential conflicts of interest, and outline the consequences of violating these guidelines. This policy should be communicated effectively to all faculty and students.
  2. Open and Honest Communication: The university administration should initiate a confidential conversation with Professor Evans to understand her perspective and the nature of her relationship with Michael. This conversation should focus on the potential ethical implications and the impact on her professional responsibilities.
  3. Formal Review of Michael's Work: To ensure academic integrity, Michael's academic performance should be reviewed by an independent faculty member. This review should be conducted without any prior knowledge of the relationship between Professor Evans and Michael.
  4. Professional Development Opportunities: The university should offer Professor Evans professional development opportunities to enhance her understanding of ethical guidelines and best practices in faculty-student relationships. This could include workshops on conflict of interest, power dynamics, and professional boundaries.
  5. Student Support: The university should provide Michael with resources and support to ensure he feels comfortable and confident in his academic journey. This could include access to academic advisors, peer mentoring programs, and counseling services.
  6. Transparency and Accountability: The university should be transparent with the faculty and student body about the process for addressing such situations. This will build trust and confidence in the university's commitment to upholding academic integrity and ethical standards.

5. Basis of Recommendations

These recommendations are based on the following principles:

  • Maintaining Academic Integrity: The university has a responsibility to ensure a fair and unbiased academic environment for all students.
  • Protecting the Reputation of the Institution: The university's reputation is built on its commitment to ethical conduct and academic excellence.
  • Supporting Faculty and Students: The university should provide support and guidance to both Professor Evans and Michael to navigate this challenging situation.
  • Promoting a Culture of Open Communication: Clear communication and transparent policies are essential for preventing similar situations in the future.

6. Conclusion

The case of Professor Evans and Michael highlights the importance of establishing clear ethical guidelines and promoting a culture of transparency and accountability within academic institutions. By implementing the recommended strategies, Fern Fort University can address this situation effectively, uphold its ethical standards, and ensure a positive and supportive learning environment for all.

7. Discussion

Alternative approaches to addressing this situation include:

  • Immediate separation: This could involve removing Professor Evans from teaching Michael's course or requiring Michael to change his major. However, this approach could be seen as overly punitive and could damage the reputations of both individuals.
  • Ignoring the issue: This would be irresponsible and could lead to further ethical violations and damage the university's reputation.

The key assumption underlying our recommendations is that both Professor Evans and Michael are willing to cooperate and address the situation constructively. If either party is unwilling to cooperate, the university may need to consider more drastic measures.

8. Next Steps

The university should implement the following steps within the next month:

  • Policy Review: Form a committee to review and update the policy on faculty-student relationships.
  • Communication with Professor Evans: Initiate a confidential conversation with Professor Evans to discuss the situation and potential solutions.
  • Review of Michael's Work: Assign an independent faculty member to review Michael's academic work.
  • Professional Development for Professor Evans: Enroll Professor Evans in a relevant professional development program.
  • Student Support: Provide Michael with access to academic advisors and other support services.
  • Communication with Faculty and Students: Communicate the updated policy and the university's commitment to addressing ethical concerns.

By taking these steps, Fern Fort University can effectively address this complex situation while upholding its commitment to academic integrity and ethical conduct.

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Case Description

This case describes a complicated employee decision experienced by entrepreneur, Sana Remekie, in mid-2019 after she opted to mix business and friendship. Sana was the CEO of Conscia Corporation, a tech company focused on knowledge management software solutions (i.e., the integration of disparate content from throughout an organization into a single, useable information hub). Sana recruited Caesar Martinez away from his previous employer to work as one of her Solution Architects. Sana hired Martinez in part because of their previous working relationship and subsequent friendship. Unfortunately, Martinez's performance did not meet Sana's expectations. Consequently, Sana was torn between her need for strong employee performance at her startup firm, and her longstanding friendship and feelings of personal responsibility for Martinez's career and well-being. To resolve this dilemma, students are put into Sana's shoes as they formulate and defend a course of action for deciding how to manage Martinez.

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