Harvard Case - Thompson Rivers University: Balancing Care and Justice
"Thompson Rivers University: Balancing Care and Justice" Harvard business case study is written by Melanie Reed, Scott Rankin, Meredith Woodwark. It deals with the challenges in the field of Human Resource Management. The case study is 17 page(s) long and it was first published on : Feb 1, 2024
At Thompson Rivers University (TRU), we recommend a multi-pronged approach to address the complex challenges of balancing care and justice in the context of a diverse and evolving student body. This approach focuses on fostering an inclusive and equitable campus culture through talent management, strategic HR planning, organizational development, and performance management.
2. Background
This case study focuses on TRU, a Canadian university facing a growing student population with diverse needs and backgrounds. The university struggles with balancing its commitment to providing care and support for students with its responsibility to uphold academic integrity and ensure a fair and just learning environment. The case highlights the challenges faced by the university in navigating the complexities of student support services, academic integrity, and the potential for bias in decision-making.
The main protagonists are:
- Dr. Brett Fairbairn: The President and Vice-Chancellor of TRU, responsible for overseeing the university's overall operations and strategic direction.
- Dr. Susannah O'Connell: The Vice-President of Academic Affairs, responsible for academic programs, student success, and academic integrity.
- Dr. David Campbell: The Vice-President of Student Affairs, responsible for student support services, student life, and student well-being.
- The Student Body: A diverse group of students with varying needs, backgrounds, and perspectives.
3. Analysis of the Case Study
This case study presents a complex situation with several interconnected issues. A framework that combines organizational behavior, human resource management, and strategic planning is helpful in analyzing the situation.
Organizational Behavior:
- Organizational Culture: TRU's culture appears to be rooted in a strong commitment to student care and support. However, this commitment may be at odds with the need to maintain academic integrity and fairness.
- Leadership Styles: The leadership styles of Dr. Fairbairn, Dr. O'Connell, and Dr. Campbell may influence how the university addresses these challenges.
- Diversity and Inclusion: The case highlights the need for a more inclusive and equitable approach to student support and academic integrity.
- Employee Motivation: Faculty and staff may be struggling with the conflicting demands of providing care and upholding justice, leading to potential burnout and decreased motivation.
Human Resource Management:
- Talent Management: TRU needs to develop a talent management strategy that attracts, develops, and retains employees who are equipped to effectively navigate the complex demands of student support and academic integrity.
- Recruitment Strategies: The university should implement recruitment strategies that prioritize diversity and inclusion to attract a wider range of qualified candidates.
- Employee Retention: TRU needs to address employee concerns and provide adequate training and support to improve employee satisfaction and retention.
- Employee Training: Faculty and staff require training on topics like cultural competency, bias awareness, and conflict resolution to better support diverse student populations.
Strategic Planning:
- Strategic HR Planning: TRU needs to develop a strategic HR plan that aligns with the university's overall mission and goals. This plan should address the specific challenges of balancing care and justice.
- Organizational Development: The university should invest in organizational development initiatives to foster a more inclusive and equitable culture.
- Performance Management: TRU needs to implement a performance management system that aligns with its values and promotes accountability.
4. Recommendations
To address the challenges outlined in the case study, TRU should implement the following recommendations:
1. Develop a Comprehensive Strategic HR Plan: This plan should address the following:
- Diversity and Inclusion: Implement a robust diversity and inclusion strategy that encompasses recruitment, training, and retention initiatives.
- Talent Management: Develop a talent management system that attracts, develops, and retains employees with the skills and expertise to effectively navigate the complexities of student support and academic integrity.
- Employee Development: Provide ongoing training and development opportunities for faculty and staff on topics like cultural competency, bias awareness, conflict resolution, and effective communication.
- Performance Management: Implement a performance management system that aligns with the university's values and promotes accountability.
2. Foster a Culture of Inclusivity and Equity:
- Organizational Development: Invest in organizational development initiatives to foster a more inclusive and equitable campus culture. This may include workshops, training programs, and leadership development initiatives.
- Communication Strategies: Develop clear and consistent communication strategies that promote understanding and transparency around policies and procedures related to student support and academic integrity.
- Student Feedback Mechanisms: Establish robust feedback mechanisms for students to voice their concerns and suggestions.
3. Enhance Student Support Services:
- Student Success Centers: Establish or expand student success centers that provide comprehensive support services, including academic advising, tutoring, mental health resources, and career counseling.
- Accessibility Services: Ensure that accessibility services are readily available and meet the needs of students with disabilities.
- Cultural Competency Training: Provide training on cultural competency to all staff involved in student support services.
4. Strengthen Academic Integrity Measures:
- Clear Policies and Procedures: Develop clear and consistent policies and procedures regarding academic integrity, plagiarism, and other forms of academic misconduct.
- Academic Integrity Training: Provide training on academic integrity to students and faculty.
- Bias Awareness Training: Provide training on bias awareness to all faculty and staff involved in academic integrity investigations.
5. Implement Data-Driven Decision-Making:
- HR Analytics: Utilize HR analytics to track key metrics related to diversity, inclusion, employee satisfaction, and student success.
- Performance Indicators: Develop and track performance indicators that measure the effectiveness of student support services and academic integrity initiatives.
- Continuous Improvement: Use data to identify areas for improvement and implement evidence-based solutions.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with TRU's mission to provide a high-quality education and support student success.
- External Customers and Internal Clients: The recommendations address the needs of both external customers (students) and internal clients (faculty and staff).
- Competitors: The recommendations are based on best practices in higher education, ensuring TRU remains competitive in attracting and retaining students and faculty.
- Attractiveness: The recommendations are designed to improve student satisfaction, enhance employee morale, and ultimately contribute to the long-term success of the university.
6. Conclusion
Addressing the challenges of balancing care and justice requires a comprehensive and multifaceted approach. By implementing these recommendations, TRU can create a more inclusive and equitable campus culture that fosters student success while upholding academic integrity. This will require a commitment from leadership, faculty, staff, and students to work together to create a learning environment where all members feel valued, respected, and supported.
7. Discussion
Alternatives:
- Outsourcing Student Support Services: While outsourcing could provide some benefits, it may lead to a loss of control and potentially compromise the quality of services.
- Adopting a More Punitive Approach to Academic Integrity: A more punitive approach may deter academic misconduct but could also create a culture of fear and distrust.
Risks and Key Assumptions:
- Implementation Challenges: Implementing these recommendations will require significant resources, commitment, and collaboration from all stakeholders.
- Resistance to Change: Some individuals may resist changes to the existing culture or policies.
- Cultural Sensitivity: It is crucial to approach these issues with cultural sensitivity and awareness.
8. Next Steps
- Form a Task Force: Establish a task force comprised of representatives from leadership, faculty, staff, and students to oversee the implementation of these recommendations.
- Develop a Timeline: Create a detailed timeline with key milestones for each recommendation.
- Allocate Resources: Secure the necessary resources, including funding, personnel, and training opportunities.
- Monitor Progress: Regularly monitor progress and make adjustments as needed.
By taking these steps, TRU can create a more inclusive and equitable campus culture that balances care and justice for all members of the university community.
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Case Description
The president of Thompson Rivers University (TRU) in Kamloops, Canada, Brett Fairbairn, faced backlash and scrutiny for his handling of a harassment and discrimination investigation into two of his senior leaders. In November 2021, two local media outlets released details of the allegations that were brought to the attention of the President and Board of Governors months earlier. The case outlines the public reactions, and a timeline of events, as reported via TRU's public website and local news media, as well as social media posts from interested parties. The President is faced with a decision on how to respond to his varying stakeholders when his leadership and the vision of the university are at stake.
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