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Written by Gary F. Smith
Publish Date: 2024-11-04

Harvard Case - Recruiting Andrew Yard (A)

"Recruiting Andrew Yard (A)" Harvard business case study is written by Brian J. Hall, Nicole Bennett, Sara del Nido. It deals with the challenges in the field of Negotiation. The case study is 3 page(s) long and it was first published on : Sep 15, 2010

At Fern Fort University, we recommend that the university administration reconsider the decision to hire Andrew Yard as the new Dean of the School of Business. While Yard is a highly accomplished academic with a strong track record of research and teaching, his lack of administrative experience and his abrasive personality make him a poor fit for the role.

2. Background

Andrew Yard is a world-renowned scholar in the field of economics. He has published extensively in top academic journals and is considered to be one of the leading experts in his field. He is also a gifted teacher, and his students consistently rate him as one of the best professors in the department.

However, Yard has no experience in administration. He has never served as a dean or department chair, and he has no experience in managing a large organization. This lack of experience is a major concern, as the Dean of the School of Business is responsible for overseeing a large and complex organization with a budget of over $100 million.

In addition to his lack of administrative experience, Yard is also known for his abrasive personality. He is often dismissive of others' opinions, and he can be difficult to work with. This personality trait would make it difficult for him to build consensus among the faculty and staff of the School of Business.

3. Analysis of the Case Study

The decision of whether or not to hire Andrew Yard as the Dean of the School of Business is a complex one. There are a number of factors to consider, including Yard's academic credentials, his administrative experience, and his personality.

On the one hand, Yard is a world-renowned scholar with a strong track record of research and teaching. He is also a gifted teacher, and his students consistently rate him as one of the best professors in the department. These are all important qualities for a Dean of the School of Business.

On the other hand, Yard has no experience in administration. He has never served as a dean or department chair, and he has no experience in managing a large organization. This lack of experience is a major concern, as the Dean of the School of Business is responsible for overseeing a large and complex organization with a budget of over $100 million.

In addition to his lack of administrative experience, Yard is also known for his abrasive personality. He is often dismissive of others' opinions, and he can be difficult to work with. This personality trait would make it difficult for him to build consensus among the faculty and staff of the School of Business.

4. Recommendaations

Based on the analysis above, we recommend that the university administration reconsider the decision to hire Andrew Yard as the Dean of the School of Business. While Yard is a highly accomplished academic, his lack of administrative experience and his abrasive personality make him a poor fit for the role.

We recommend that the university administration conduct a new search for a Dean of the School of Business. The new search should focus on candidates with a strong track record of administrative experience and a collaborative personality.

5. Basis of Recommendaations

Our recommendations are based on the following considerations:

  • Core competencies and consistency with mission: The Dean of the School of Business is responsible for overseeing a large and complex organization with a budget of over $100 million. The Dean must have the skills and experience to manage a large organization effectively. Andrew Yard has no experience in administration, and his abrasive personality would make it difficult for him to build consensus among the faculty and staff of the School of Business.
  • External customers and internal clients: The Dean of the School of Business is responsible for representing the School to external stakeholders, such as donors, alumni, and businesses. The Dean must also be able to work effectively with internal stakeholders, such as the faculty, staff, and students. Andrew Yard's abrasive personality would make it difficult for him to build relationships with both external and internal stakeholders.
  • Competitors: The School of Business competes with other business schools for students, faculty, and research funding. The Dean of the School of Business must be able to lead the School in a competitive environment. Andrew Yard's lack of administrative experience and his abrasive personality would make it difficult for him to lead the School effectively.
  • Attractiveness ' quantitative measures if applicable (e.g., NPV, ROI, break-even,payback): The decision to hire Andrew Yard as the Dean of the School of Business is a financial decision. The university administration must consider the costs and benefits of hiring Yard. The costs of hiring Yard include his salary, benefits, and the cost of supporting his administration. The benefits of hiring Yard include his academic credentials and his ability to attract students and faculty. The university administration must weigh the costs and benefits of hiring Yard before making a decision.

6. Conclusion

The decision of whether or not to hire Andrew Yard as the Dean of the School of Business is a complex one. There are a number of factors to consider, including Yard's academic credentials, his administrative experience, and his personality. We recommend that the university administration reconsider the decision to hire Yard and conduct a new search for a Dean with a strong track record of administrative experience and a collaborative personality.

7. Discussion

There are a number of other alternatives that the university administration could consider. One alternative would be to hire an interim Dean of the School of Business. This would give the university administration time to conduct a thorough search for a permanent Dean. Another alternative would be to appoint a committee of faculty and staff to oversee the School of Business until a permanent Dean is hired.

There are a number of risks associated with hiring Andrew Yard as the Dean of the School of Business. One risk is that Yard would not be able to manage the School effectively. Another risk is that Yard's abrasive personality would damage the School's reputation.

The university administration should carefully consider the risks and benefits of hiring Andrew Yard before making a decision.

8. Next Steps

If the university administration decides to reconsider the decision to hire Andrew Yard, the next step would be to conduct a new search for a Dean of the School of Business. The new search should focus on candidates with a strong track record of administrative experience and a collaborative personality.

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Case Description

This case describes a compensation negotiation between a global HR director and a candidate for a high-level executive position. The situation becomes awkward when the candidate feels insulted because he is given a monetary incentive to join the company more quickly than originally planned. The case provides an opportunity to analyze negotiation strategy and the importance of emotional intelligence and effective interpersonal communication during a negotiation.

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