Harvard Case - Carla Ann Harris at Morgan Stanley
"Carla Ann Harris at Morgan Stanley" Harvard business case study is written by Lakshmi Ramarajan, Alex Radu. It deals with the challenges in the field of Organizational Behavior. The case study is 11 page(s) long and it was first published on : Sep 25, 2014
At Fern Fort University, we recommend that Carla Ann Harris, as a Managing Director at Morgan Stanley, continue to champion diversity and inclusion within the organization. This should be achieved by implementing a multifaceted approach that combines structural changes, leadership development, and cultural shifts. This strategy will not only foster a more inclusive environment but also enhance Morgan Stanley's competitive advantage by attracting and retaining top talent, promoting innovation, and improving employee engagement.
2. Background
The case study focuses on Carla Ann Harris, a Managing Director at Morgan Stanley, who has been instrumental in promoting diversity and inclusion within the organization. Harris has faced significant challenges in her career, particularly as a Black woman in a male-dominated industry. Despite these obstacles, she has risen to a leadership position and has become a role model for other women and minorities in the financial services sector.
The case study highlights the importance of diversity and inclusion in the workplace and the challenges that organizations face in creating a truly inclusive environment. It also explores the role of leadership in driving change and the importance of creating a culture of respect and belonging.
3. Analysis of the Case Study
This case study can be analyzed through the lens of several frameworks, including:
- Organizational Behavior: The case study demonstrates the impact of organizational culture on employee behavior, particularly in relation to diversity and inclusion. It highlights the importance of creating a culture that values diversity and promotes inclusion.
- Leadership: Harris's leadership style is characterized by her commitment to diversity and inclusion. She uses her power and influence to advocate for change and to create a more equitable workplace.
- Change Management: The case study explores the challenges of implementing change within an organization, particularly in relation to diversity and inclusion. It highlights the importance of having a clear vision, a strong communication strategy, and a commitment to supporting employees through the change process.
- Diversity and Inclusion: The case study examines the importance of diversity and inclusion in the workplace and the benefits of creating a more diverse and inclusive workforce. It highlights the importance of attracting and retaining diverse talent, promoting equity, and creating a culture of belonging.
4. Recommendations
To foster a more inclusive environment at Morgan Stanley, Carla Ann Harris should consider the following recommendations:
1. Structural Changes:
- Implement a formal diversity and inclusion strategy: This should include specific goals, metrics, and accountability measures.
- Establish a diversity and inclusion council: This council should be comprised of senior leaders from across the organization and should be tasked with providing strategic guidance and oversight.
- Review and revise hiring and promotion practices: Ensure that these practices are fair and equitable and that they do not discriminate against any group.
- Implement a mentorship program: This program should pair senior leaders with junior employees from underrepresented groups to provide guidance and support.
2. Leadership Development:
- Train leaders on diversity and inclusion: This training should cover topics such as unconscious bias, cultural competency, and inclusive leadership.
- Promote diversity at all levels of leadership: This can be achieved through targeted recruitment and development programs.
- Encourage leaders to be role models: Leaders should be visible champions for diversity and inclusion and should actively promote a culture of respect and belonging.
3. Cultural Shifts:
- Foster a culture of open communication: Encourage employees to speak up about issues related to diversity and inclusion.
- Create employee resource groups (ERGs): These groups can provide a safe space for employees from underrepresented groups to connect, network, and support each other.
- Celebrate diversity: Recognize and celebrate the contributions of employees from diverse backgrounds.
- Promote a sense of belonging: Create a workplace where all employees feel valued, respected, and included.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: Promoting diversity and inclusion aligns with Morgan Stanley's core values of integrity, excellence, and teamwork.
- External customers and internal clients: A diverse and inclusive workforce can help Morgan Stanley better serve its diverse client base and attract and retain top talent.
- Competitors: Morgan Stanley's competitors are increasingly prioritizing diversity and inclusion. To remain competitive, Morgan Stanley must also embrace these values.
- Attractiveness: A more inclusive workplace will attract and retain top talent, leading to increased productivity, innovation, and profitability.
6. Conclusion
By implementing these recommendations, Carla Ann Harris can create a more inclusive environment at Morgan Stanley. This will not only benefit the organization but will also create a more equitable and just workplace for all employees.
7. Discussion
Other alternatives to the recommended approach include:
- Focusing solely on recruitment: While important, this approach alone will not create a truly inclusive environment.
- Ignoring the issue: This is not a viable option as it will only exacerbate the problem.
The key risks associated with the recommendations include:
- Resistance to change: Some employees may resist the changes being implemented.
- Lack of commitment from leadership: Without strong leadership support, the recommendations may not be successful.
8. Next Steps
To implement the recommendations, Carla Ann Harris should:
- Develop a detailed implementation plan: This plan should outline the specific steps to be taken, the timeline for implementation, and the resources required.
- Communicate the plan to all employees: This will help to build buy-in and support for the changes.
- Monitor progress and make adjustments as needed: It is important to track progress and make adjustments to the plan as needed to ensure that it is successful.
By taking these steps, Carla Ann Harris can create a more inclusive environment at Morgan Stanley and help to ensure that the organization is a place where all employees feel valued, respected, and included.
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Case Description
This case follows Carla Ann Harris, an African-American executive on Wall Street, from her childhood to the eve of her 20th year at Morgan Stanley. In addition to her professional identity as an investment banker, Harris is also an accomplished gospel singer, an observant Catholic, a philanthropist, a public speaker, and a writer. Along with her successes and accomplishments, she has also faced setbacks and challenges. Despite the negative experiences African-American women face on Wall Street, Harris feels she has been successful because she "brings her authentic self to the table." A unique aspect of Harris' story is that throughout her journey she nourishes other aspects of her identity, such as her singing, her devotion to her faith, and her desire to help others-a difficult feat in the financial services industry given the culture of long hours, competitiveness, and cynicism. The case ends with a career decision: Harris must decide whether to start an ambitious program for emerging female and minority asset managers (the Emerging Manager Program or EMP). The program represents a way to bring together her professional expertise and personal passion to help people thrive in their work, but like all entrepreneurial ventures it has associated risks. The case helps students to understand how one's own identities are central to one's career development, relationship building, and professional growth; to consider how maintaining unique aspects of oneself can help people succeed in a challenging organizational culture; and to provide a forum for discussing issues of race and gender in a profession in which there are few minorities and women at senior levels.
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