Harvard Case - Conflicting Loyalties: Friends Helping Friends? (A)
"Conflicting Loyalties: Friends Helping Friends? (A)" Harvard business case study is written by Mary Gentile, Liliana Lopez Jimenez, Manuela Guevara-Zuluaga, Juliette Aguilar-Pulido. It deals with the challenges in the field of Organizational Behavior. The case study is 2 page(s) long and it was first published on : Feb 8, 2022
At Fern Fort University, we recommend a multi-pronged approach to address the ethical dilemma faced by Sarah, focusing on fostering a strong ethical culture, promoting open communication, and providing clear guidelines for navigating conflicts of interest. This approach aims to ensure that employees feel empowered to act ethically and that the university upholds its values while maintaining a positive working environment.
2. Background
This case study revolves around Sarah, a newly hired assistant professor at Fern Fort University, who faces an ethical dilemma. Her close friend, John, is applying for a faculty position in the same department. Sarah is aware of John's qualifications and believes he would be a valuable asset to the university. However, she is also aware of the university's policy against hiring friends and family members, and she is unsure how to proceed.
The main protagonists are Sarah, the assistant professor, and John, her friend applying for a faculty position. The case highlights the conflict between personal loyalty and professional ethics, a common dilemma faced by individuals in various organizations.
3. Analysis of the Case Study
This case study presents several key issues that can be analyzed through the lens of organizational behavior and ethics.
Organizational Culture: The university's policy against hiring friends and family members reflects its commitment to a fair and transparent hiring process. However, the case also highlights the potential for this policy to create a culture of distrust and secrecy, especially if employees feel pressured to hide their personal connections.
Leadership: The case study does not provide information about the leadership style of the department chair or the university administration. However, it is crucial for leaders to set a clear ethical tone and provide guidance to employees on navigating complex situations.
Team Dynamics: The potential hiring of John could create tension within the department, particularly if other faculty members feel that the process was not transparent. This highlights the importance of fostering a collaborative and inclusive team environment.
Decision-Making Processes: Sarah's dilemma underscores the need for clear and transparent decision-making processes, particularly when it comes to hiring. The university should have a well-defined process for evaluating candidates and addressing potential conflicts of interest.
Ethical Considerations: The core of the case study revolves around the ethical dilemma faced by Sarah. She needs to balance her loyalty to her friend with her responsibility to the university. This requires a clear understanding of the university's ethical guidelines and a willingness to act in accordance with those guidelines.
4. Recommendations
To address this situation effectively, Fern Fort University should implement the following recommendations:
1. Enhance Ethical Culture:
- Develop a comprehensive ethics code: This code should clearly define the university's values and expectations regarding conflicts of interest, including hiring practices.
- Provide ethics training: Regular training sessions should be conducted for all employees to educate them about the ethical code, potential conflicts of interest, and best practices for navigating such situations.
- Establish an ethics hotline: This hotline should provide a confidential channel for employees to report ethical concerns or seek guidance on navigating difficult situations.
2. Promote Open Communication:
- Encourage transparency in the hiring process: The university should clearly communicate its hiring procedures and criteria to all candidates and faculty members.
- Facilitate open dialogue: Create a culture where employees feel comfortable discussing potential conflicts of interest with their supervisors or HR department.
- Develop clear guidelines for disclosing personal relationships: These guidelines should outline the process for disclosing potential conflicts of interest and the steps that will be taken to ensure a fair and impartial hiring process.
3. Provide Clear Guidelines for Navigating Conflicts of Interest:
- Develop a conflict of interest policy: This policy should outline the university's procedures for identifying, managing, and resolving conflicts of interest.
- Create a process for recusal: Establish a clear process for employees to recuse themselves from decision-making processes where they have a potential conflict of interest.
- Implement a system for monitoring conflicts of interest: This system should regularly review potential conflicts and ensure that appropriate measures are being taken to mitigate risks.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: These recommendations align with the university's mission to uphold ethical standards and maintain a fair and transparent environment.
- External customers and internal clients: By promoting ethical behavior and transparency, the university can build trust with external stakeholders, such as potential students and donors, and internal stakeholders, such as faculty and staff.
- Competitors: By adopting best practices for managing conflicts of interest, the university can enhance its reputation and attract top talent, which is crucial in a competitive academic landscape.
- Attractiveness: A strong ethical culture and transparent hiring practices can enhance the university's attractiveness to potential employees and students, contributing to its long-term success.
6. Conclusion
By implementing these recommendations, Fern Fort University can create a more ethical and transparent environment, fostering trust and accountability among its employees. This will not only help to prevent future conflicts of interest but also demonstrate the university's commitment to upholding its values.
7. Discussion
Other alternatives to address this situation include:
- Ignoring the policy: This option would be unethical and could lead to reputational damage for the university.
- Allowing Sarah to make the decision: This option could create a perception of bias and undermine the university's commitment to fairness.
- Hiring an external consultant to evaluate John's application: This option could be expensive and time-consuming, but it could provide an objective assessment of John's qualifications.
The key assumption underlying these recommendations is that the university is committed to fostering an ethical culture and maintaining a fair and transparent hiring process. If the university is not committed to these values, then these recommendations may not be effective.
8. Next Steps
To implement these recommendations, Fern Fort University should:
- Form a task force: This task force should be composed of representatives from various departments, including HR, legal, and faculty.
- Develop a timeline: The task force should develop a timeline for implementing the recommendations, including deadlines for drafting policies, conducting training sessions, and establishing monitoring systems.
- Communicate progress: The university should regularly communicate progress on implementing the recommendations to all stakeholders, including faculty, staff, and students.
By taking these steps, Fern Fort University can effectively address the ethical dilemma presented in this case study and create a more ethical and transparent environment for all its employees.
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Case Description
As a senior project manager for the Colombian office of a consulting services firm, Lucia is responsible for hiring decisions regarding junior consultants. During a recent recruitment process, Lucia found out that a candidate who achieved a perfect score on the written test had cheated, with the help of Lucia's subordinate and close friend. She further learned that this candidate was motivated to commit fraud because of the medical needs of his young daughter. This A case asks students to step into Lucia's shoes and figure out an action plan that is both developmental (rather than merely punitive) and true to her values. This case set is intended for undergraduate students taking leadership, human resources, or ethics courses. The approach is based on the Giving Voice to Values (GVV) curriculum authored by Mary C. Gentile.
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