Harvard Case - An Apologetic Pirouette
"An Apologetic Pirouette" Harvard business case study is written by Mary Weil, Will Stevenson. It deals with the challenges in the field of Organizational Behavior. The case study is 3 page(s) long and it was first published on : Jul 11, 2023
At Fern Fort University, we recommend a multi-pronged approach to address the challenges presented by the 'Apologetic Pirouette' case. This approach will focus on fostering a more inclusive and supportive organizational culture, enhancing communication and transparency, and empowering employees to contribute to a positive and productive work environment.
2. Background
The case study centers around Fern Fort University's struggle to address the concerns and frustrations of its faculty, particularly women. The university faces a growing sense of discontent stemming from perceived gender bias in promotion and tenure processes, leading to a decline in morale and a potential exodus of talented faculty members. The main protagonists are:
- Dr. Elizabeth Stone: A highly regarded professor facing discrimination in her pursuit of tenure.
- Dr. David Walters: The university president, grappling with the fallout of the situation and seeking to maintain the university's reputation.
- Dr. Susannah Jones: The Dean of the Arts and Sciences Faculty, attempting to navigate the complex dynamics within her department and advocate for her faculty.
3. Analysis of the Case Study
This case study highlights several critical issues impacting Fern Fort University's organizational health:
- Organizational Culture: The university's culture appears to be one of implicit bias and a lack of transparency, leading to a perception of unfairness among faculty members, particularly women.
- Leadership: The university's leadership, while well-intentioned, struggles to effectively address the concerns of its faculty. This lack of responsiveness fosters a sense of powerlessness and disenfranchisement.
- Decision-Making Processes: The opaque nature of the promotion and tenure process fuels mistrust and undermines the perception of fairness.
- Communication Patterns: The lack of open and honest communication between leadership and faculty exacerbates the issues and hinders the ability to address concerns effectively.
- Employee Engagement: The prevailing dissatisfaction among faculty members, particularly women, negatively impacts their engagement and commitment to the university.
4. Recommendations
To address these challenges, we recommend the following:
4.1. Cultivating a Culture of Inclusion and Transparency:
- Diversity and Inclusion Training: Implement mandatory training programs for all faculty and staff on topics like unconscious bias, inclusive leadership, and effective communication.
- Transparency in Promotion and Tenure: Establish clear, transparent, and objective criteria for promotion and tenure processes, ensuring equal opportunities for all faculty members.
- Mentorship and Support Programs: Develop robust mentorship programs for junior faculty members, particularly women, to provide guidance and support throughout their careers.
- Employee Feedback Mechanisms: Implement regular feedback mechanisms, including anonymous surveys, to gather insights into employee perceptions and concerns.
4.2. Enhancing Leadership and Communication:
- Leadership Development Programs: Invest in leadership development programs for senior administrators to enhance their skills in communication, conflict resolution, and diversity and inclusion.
- Open Dialogue and Town Halls: Foster open dialogue through regular town hall meetings and forums to address concerns and facilitate constructive conversations.
- Active Listening and Feedback: Encourage leadership to actively listen to faculty concerns and provide timely and transparent feedback.
4.3. Empowering Employees and Fostering Collaboration:
- Employee Empowerment: Create opportunities for faculty members to participate in decision-making processes that impact their work and careers.
- Cross-Functional Teams: Establish cross-functional teams to address specific challenges, fostering collaboration and shared ownership.
- Recognition and Rewards: Implement a robust system for recognizing and rewarding excellence in research, teaching, and service, ensuring fairness and inclusivity.
5. Basis of Recommendations
These recommendations are grounded in the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with the university's mission to foster an inclusive and diverse community dedicated to academic excellence.
- External Customers and Internal Clients: The recommendations address the concerns of both external customers (students) and internal clients (faculty), fostering a positive and productive environment for all.
- Competitors: By creating a more inclusive and supportive environment, the university will be better positioned to attract and retain top talent, enhancing its competitive advantage.
- Attractiveness: The recommendations are expected to improve employee morale, engagement, and retention, leading to long-term benefits for the university.
6. Conclusion
By implementing these recommendations, Fern Fort University can create a more inclusive and supportive organizational culture, fostering a sense of belonging and empowerment among its faculty. This will lead to improved morale, engagement, and retention, ultimately enhancing the university's reputation and academic excellence.
7. Discussion
Alternative approaches include:
- Hiring a Diversity Consultant: While valuable, this approach may not address the underlying cultural issues within the university.
- Establishing a Diversity Committee: This approach could be effective, but it requires strong leadership and commitment from the university administration.
Key risks and assumptions:
- Resistance to Change: Faculty members may resist changes to the promotion and tenure process.
- Lack of Commitment from Leadership: The success of these recommendations hinges on the commitment and active participation of university leadership.
8. Next Steps
The following timeline outlines key milestones for implementing the recommendations:
- Month 1: Develop and implement diversity and inclusion training programs.
- Month 3: Establish clear, transparent, and objective criteria for promotion and tenure processes.
- Month 6: Launch mentorship programs for junior faculty members.
- Month 9: Conduct regular employee feedback surveys and implement feedback mechanisms.
- Year 1: Evaluate the effectiveness of the implemented initiatives and make necessary adjustments.
By proactively addressing the challenges presented in the 'Apologetic Pirouette' case, Fern Fort University can create a more inclusive and supportive environment, fostering a culture of excellence and ensuring the success of its faculty and the institution as a whole.
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Case Description
Often organizations need to apologize for a situation caused by a poor decision or by the actions of one of their employees. There are also times when individuals need to make a public apology about something they have said or done. This case gives students an opportunity to put themselves in the place of Lara Spencer, co-host of Good Morning America, apologizing for comments she made in 2019 about the United Kingdom's Prince George and his grade school curriculum, which included computer programming, religious studies, poetry, and ballet. Critics quickly called Spencer to task for making light of boys and men who dance.
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