Harvard Case - Bend it Like Bonnie: Power & Politics During a Pandemic
"Bend it Like Bonnie: Power & Politics During a Pandemic" Harvard business case study is written by Stacey Fenwick, Kyleen Myrah. It deals with the challenges in the field of Organizational Behavior. The case study is 19 page(s) long and it was first published on : Nov 29, 2022
At Fern Fort University, we recommend Bonnie implement a comprehensive strategy to address the power dynamics and political tensions within the department, focusing on fostering a collaborative and inclusive work environment. This strategy should prioritize open communication, transparent decision-making, and a clear understanding of individual roles and responsibilities. Additionally, Bonnie should leverage her leadership skills to build trust, empower her team, and create a culture of mutual respect and support.
2. Background
This case study focuses on Bonnie, a newly appointed Head of the Department of Business at Fern Fort University. She faces a challenging environment marked by power struggles, political maneuvering, and a lack of collaboration among faculty members. The pandemic has exacerbated these issues, leading to increased stress, workload, and a decline in morale.
The main protagonists are:
- Bonnie: The newly appointed Head of the Department, facing the challenge of unifying a fractured team.
- Professor X: A senior faculty member with significant influence and a history of conflict with other faculty.
- Professor Y: A junior faculty member who feels marginalized and undervalued.
- Professor Z: A highly respected faculty member who is known for his collaborative approach.
3. Analysis of the Case Study
This case study can be analyzed through the lens of organizational behavior, specifically focusing on power and influence, leadership styles, team dynamics, and conflict resolution.
Power and Influence: The department is characterized by a complex power structure where Professor X wields significant influence due to his seniority and connections. This creates an imbalance, leading to resentment and a lack of trust among other faculty members.
Leadership Styles: Bonnie's leadership style is initially characterized by her desire to be liked and her reluctance to assert her authority. This approach has resulted in a lack of clarity regarding her expectations and has contributed to the ongoing power struggles.
Team Dynamics: The faculty team is fragmented, with cliques and factions forming around individual personalities and agendas. This lack of cohesion hampers collaboration and hinders the department's ability to achieve its goals.
Conflict Resolution: The existing conflicts are not addressed effectively, leading to a toxic work environment. The lack of open communication and a culture of blame further exacerbates these issues.
4. Recommendations
- Establish Clear Expectations and Roles: Bonnie should clearly define her expectations for each faculty member and establish a transparent framework for decision-making. This will help reduce ambiguity and minimize the potential for misinterpretations.
- Promote Open Communication: Bonnie should encourage open and honest communication within the department. This can be achieved through regular meetings, team-building exercises, and creating a safe space for faculty members to express their concerns and ideas.
- Develop a Collaborative Culture: Bonnie should actively promote collaboration and teamwork by fostering a culture of respect and mutual support. This can be achieved through joint projects, cross-functional teams, and recognizing contributions from all members.
- Address Power Imbalances: Bonnie should address the power imbalance by empowering junior faculty members and ensuring their voices are heard. This can be done through mentorship programs, leadership development opportunities, and providing them with platforms to share their expertise.
- Implement Conflict Resolution Strategies: Bonnie should establish clear guidelines for conflict resolution and provide training to faculty members on effective conflict management techniques. This will help to de-escalate conflicts and promote constructive dialogue.
- Foster a Culture of Inclusivity and Diversity: Bonnie should actively promote diversity and inclusion within the department. This can be achieved through hiring practices, promoting equity in workload distribution, and creating a welcoming environment for all faculty members.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with Fern Fort University's mission of fostering a collaborative and inclusive learning environment.
- External customers and internal clients: The recommendations aim to improve the department's effectiveness in serving its students and stakeholders.
- Competitors: The recommendations will help the department remain competitive by attracting and retaining top talent.
- Attractiveness ' quantitative measures: The recommendations are expected to lead to improved faculty morale, increased productivity, and enhanced student satisfaction.
6. Conclusion
By implementing these recommendations, Bonnie can transform the Department of Business into a more collaborative, productive, and inclusive environment. This will require her to leverage her leadership skills, embrace a collaborative approach, and prioritize open communication and conflict resolution.
7. Discussion
Alternatives:
- Ignoring the issues: This approach would only exacerbate the existing problems and could lead to further decline in morale and productivity.
- Focusing solely on individual conflicts: This approach would be insufficient to address the systemic issues within the department.
Risks:
- Resistance to change: Some faculty members may resist the proposed changes.
- Lack of commitment from Bonnie: If Bonnie is not fully committed to implementing the recommendations, they will be unlikely to succeed.
Key assumptions:
- The faculty members are willing to engage in open and honest communication.
- Bonnie is committed to fostering a collaborative and inclusive environment.
8. Next Steps
- Develop a communication plan: Communicate the proposed changes to the faculty members and address their concerns.
- Implement training programs: Provide training on conflict resolution, leadership, and team building.
- Monitor progress and make adjustments: Regularly assess the effectiveness of the implemented strategies and make adjustments as needed.
By taking these steps, Bonnie can successfully navigate the power dynamics and political tensions within the department and create a more positive and productive work environment for all faculty members.
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Case Description
When vaccines became widely available in 2021, Dr. Bonnie Henry-the provincial health officer of British Columbia (BC)-was tasked with the monumental mission of immunizing all BC residents against the COVID-19 pandemic. By November 19, 2021, almost 91 per cent of eligible residents had received their first dose of the vaccine, and 87 per cent had received their second dose. At the same time, the pediatric vaccine for children aged five to eleven was approved by Health Canada; however, polling suggested that BC parents were hesitant to vaccinate their young children. Henry faced the new challenge of creating a plan to convince parents and caregivers that vaccinating their children was both necessary and safe.
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