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Harvard Case - Difficult Observations

"Difficult Observations" Harvard business case study is written by David G. Fubini, William Fubini, Patrick Sanguineti. 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 : Jul 10, 2023

At Fern Fort University, we recommend a multi-pronged approach to address the complex issues at hand. This strategy focuses on fostering a more inclusive and supportive organizational culture, empowering employees, and implementing effective change management practices. This will require a commitment to open communication, transparency, and a focus on building trust and psychological safety within the organization.

2. Background

The case study revolves around Fern Fort University, a private university facing significant challenges related to its organizational culture and leadership style. The university's president, Dr. David, is seen as a strong and decisive leader, but his autocratic style has led to a culture of fear and distrust among faculty and staff. This has resulted in low employee morale, a lack of innovation, and difficulty attracting and retaining top talent.

The case highlights the frustrations of several key individuals:

  • Professor Maria: A respected faculty member who feels stifled by the lack of transparency and input in decision-making processes.
  • Professor James: A young and ambitious faculty member who is struggling to find a voice and contribute meaningfully to the university's mission.
  • Dr. Sarah: A talented administrator who is frustrated by the lack of support for diversity and inclusion initiatives.

3. Analysis of the Case Study

This case study can be analyzed through the lens of several organizational behavior frameworks:

  • Leadership Styles: Dr. David's autocratic leadership style, while effective in certain situations, has created a culture of fear and stifled innovation. This contrasts with the more collaborative and participative leadership styles that are often more effective in fostering employee engagement and creativity.
  • Organizational Culture: The current culture at Fern Fort University is characterized by a lack of trust, transparency, and open communication. This has led to low morale, a lack of innovation, and difficulty attracting and retaining top talent.
  • Power and Politics: The case highlights the power dynamics within the university, with Dr. David holding significant power and influence. This has created a sense of powerlessness among faculty and staff, leading to resentment and a lack of engagement.
  • Change Management: The university is facing a need for significant change, but the lack of employee involvement and buy-in in the decision-making process has created resistance to change.

4. Recommendations

  1. Shift to a More Participative Leadership Style: Dr. David needs to adopt a more inclusive and collaborative leadership style. This involves actively seeking input from faculty and staff, empowering them to contribute to decision-making processes, and fostering a culture of open communication and transparency.
  2. Implement a Culture Change Initiative: This initiative should focus on building trust, promoting open communication, and fostering a sense of belonging among faculty and staff. This can be achieved through:
    • Workshops and training programs: To equip leaders and employees with the skills and knowledge necessary to create a more inclusive and collaborative environment.
    • Employee engagement surveys: To gather feedback and identify areas for improvement.
    • Open forums and town hall meetings: To provide a platform for open dialogue and address concerns.
  3. Develop a Comprehensive Diversity and Inclusion Strategy: The university should prioritize diversity and inclusion by:
    • Creating a dedicated diversity and inclusion office: To oversee and implement initiatives.
    • Developing a clear diversity and inclusion policy: To guide hiring, promotion, and other HR practices.
    • Providing training and resources: To raise awareness and educate the university community on diversity and inclusion issues.
  4. Empower Employees: Encourage employee participation in decision-making processes, provide opportunities for professional development, and recognize and reward contributions. This will foster a sense of ownership and responsibility, leading to increased engagement and innovation.
  5. Improve Communication Channels: Establish clear and consistent communication channels to ensure that information is shared effectively and transparently. This will help to address concerns, build trust, and foster a sense of community.

5. Basis of Recommendations

These recommendations are based on the following considerations:

  1. Core Competencies and Consistency with Mission: The recommendations align with the university's mission to provide a high-quality education and foster a vibrant and inclusive learning environment.
  2. External Customers and Internal Clients: The recommendations aim to improve the experience of both students and employees, fostering a more positive and supportive environment for all.
  3. Competitors: By creating a more attractive and engaging work environment, the university can better compete for top talent in a competitive higher education landscape.
  4. Attractiveness: The recommendations are expected to lead to improved employee morale, increased innovation, and a more positive reputation for the university, ultimately contributing to its long-term success.

6. Conclusion

By implementing these recommendations, Fern Fort University can transform its organizational culture, fostering a more inclusive, collaborative, and innovative environment. This will lead to increased employee engagement, improved retention, and a stronger reputation for the university.

7. Discussion

Alternative approaches could involve bringing in an external consultant to facilitate the culture change process or focusing on specific initiatives, such as implementing a new performance management system or revamping the university's communication strategy. However, these approaches may not be as effective as a comprehensive and holistic approach that addresses the underlying issues of leadership style, organizational culture, and employee engagement.

Key Assumptions:

  • The university's leadership is committed to implementing these recommendations.
  • Faculty and staff are willing to participate in the culture change process.
  • Sufficient resources are available to support the implementation of these initiatives.

8. Next Steps

  1. Form a Culture Change Task Force: This task force should be composed of representatives from all levels of the university, including faculty, staff, and administration.
  2. Conduct Employee Engagement Surveys: Gather feedback from faculty and staff to identify areas for improvement.
  3. Develop a Culture Change Plan: This plan should outline specific goals, initiatives, and timelines for implementing the recommendations.
  4. Pilot Test Initiatives: Begin with pilot testing selected initiatives to gather feedback and refine the approach.
  5. Communicate Regularly: Keep faculty and staff informed about the progress of the culture change initiative.

By taking these steps, Fern Fort University can embark on a journey of transformation, creating a more positive and productive environment for all.

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Case Description

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