Harvard Case - Emsad Products: Change and the Safety Journey (A)
"Emsad Products: Change and the Safety Journey (A)" Harvard business case study is written by Andrew Inkpen. It deals with the challenges in the field of Organizational Behavior. The case study is 4 page(s) long and it was first published on : Apr 23, 2019
At Fern Fort University, we recommend a multi-pronged approach to address Emsad Products' safety challenges, focusing on a transformational leadership style to drive organizational change and foster a culture of safety. This involves a combination of leadership development, employee engagement, and systemic improvements in manufacturing processes and organizational structure.
2. Background
Emsad Products, a family-owned manufacturing company, faces a critical juncture. Despite a strong track record, the company is struggling with a rising number of safety incidents, impacting employee morale, productivity, and ultimately, profitability. The case highlights the challenges of implementing safety improvements within a traditional, hierarchical organizational structure, where communication is often top-down and employee input is limited.
The key protagonists are:
- Ali Emsad: The CEO, a visionary leader with a strong commitment to the company's success, but facing resistance to change from within.
- Ahmed Emsad: Ali's son, a young and ambitious leader with a modern perspective on safety and a desire to implement change.
- The workforce: A mix of experienced, loyal employees accustomed to the traditional ways of working and younger employees with a greater awareness of safety standards.
3. Analysis of the Case Study
This case study can be analyzed using the framework of Organizational Change Management. Emsad Products faces a significant challenge in changing its safety culture, which requires a comprehensive approach:
- Leadership: Ali Emsad's autocratic leadership style has created a top-down culture, hindering open communication and employee empowerment. This needs to shift towards a more transformational leadership style, where employees feel valued, heard, and empowered to contribute to safety improvements.
- Organizational Culture: The existing culture is resistant to change, prioritizing production over safety. This needs to be addressed through organizational development, promoting a culture of safety where safety is a core value, and employees are actively encouraged to report near misses and hazards.
- Communication: The lack of effective communication channels hampers the flow of information and feedback. This needs to be improved through open communication channels, regular safety meetings, and transparent communication of safety data.
- Employee Engagement: Employees feel disconnected from the decision-making process, leading to low engagement and a lack of ownership over safety. This needs to be addressed through employee empowerment strategies, involving them in safety audits, hazard identification, and solution development.
- Training and Development: The current training program is inadequate, lacking practical application and employee engagement. This needs to be revised to include interactive training sessions, real-life scenarios, and continuous learning opportunities.
- Systemic Improvements: The company needs to implement systemic improvements in manufacturing processes, including ergonomic assessments, hazard identification, and the adoption of new technologies to enhance safety.
4. Recommendations
- Leadership Development: Ali Emsad should undergo leadership development programs focusing on transformational leadership, emphasizing delegation, empowerment, and open communication. This will enable him to effectively lead the change process and inspire employees.
- Culture Change: Emsad Products should implement a comprehensive organizational development program to foster a culture of safety. This includes:
- Vision and Values: Clearly define the company's commitment to safety as a core value, communicated through all levels of the organization.
- Safety Training: Develop a comprehensive safety training program incorporating interactive elements, real-life scenarios, and ongoing learning opportunities.
- Communication Channels: Establish open communication channels for employees to report safety concerns, provide feedback, and participate in safety discussions.
- Recognition and Rewards: Implement a system that recognizes and rewards employees for their contributions to safety, fostering a positive and supportive environment.
- Employee Engagement: Emsad Products should empower employees by:
- Safety Committees: Forming employee safety committees to actively participate in hazard identification, risk assessment, and solution development.
- Safety Audits: Involving employees in regular safety audits, providing them with ownership and responsibility.
- Feedback Mechanisms: Establishing feedback mechanisms for employees to voice concerns and provide suggestions for improvement.
- Systemic Improvements: Emsad Products should implement systemic improvements in manufacturing processes:
- Ergonomic Assessment: Conduct ergonomic assessments to identify and address potential hazards related to workplace design and equipment.
- Hazard Identification: Implement a robust hazard identification process, involving employees in identifying potential risks and implementing preventative measures.
- Technology Adoption: Explore the adoption of new technologies, such as safety sensors, automation, and data analytics, to enhance safety and efficiency.
- Performance Management: Emsad Products should integrate safety performance into the performance management system, rewarding employees for safe work practices and holding them accountable for unsafe behaviors.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies: The recommendations align with Emsad Products' core competencies in manufacturing, emphasizing safety as a critical aspect of operational excellence.
- External Customers: Implementing a culture of safety will enhance customer trust and reputation, leading to increased business opportunities.
- Internal Clients: Empowering employees and fostering a positive work environment will improve employee morale, engagement, and productivity.
- Competitors: Adopting best practices in safety will position Emsad Products as a leader in the industry, attracting and retaining talent.
- Attractiveness: The recommendations are expected to result in a significant reduction in safety incidents, leading to improved productivity, reduced costs, and increased profitability.
6. Conclusion
Emsad Products has the potential to transform its safety culture and achieve a significant improvement in safety performance. By implementing a multi-pronged approach that focuses on leadership development, employee engagement, and systemic improvements, the company can create a workplace where safety is a shared responsibility and a core value.
7. Discussion
Other alternatives not selected include:
- Outsourcing Safety Management: This option could provide expertise but may lead to a lack of ownership and employee buy-in.
- Implementing a Stricter Disciplinary System: This approach could create fear and resentment, hindering open communication and collaboration.
Key risks and assumptions include:
- Resistance to Change: Overcoming resistance from employees and management will require effective communication, clear vision, and a commitment to employee involvement.
- Resource Allocation: Implementing the recommendations will require significant investment in training, technology, and organizational development.
- Timeframe: The process of cultural change takes time and requires ongoing commitment and effort.
8. Next Steps
- Leadership Development: Ali Emsad should enroll in a leadership development program within the next quarter.
- Culture Change: Emsad Products should initiate the organizational development program within the next six months, focusing on the development of a safety vision, values, and communication channels.
- Employee Engagement: The formation of employee safety committees should begin within the next month, followed by the implementation of regular safety audits and feedback mechanisms.
- Systemic Improvements: Ergonomic assessments should be conducted within the next three months, followed by the implementation of a robust hazard identification process and the exploration of new technologies.
- Performance Management: Safety performance should be integrated into the performance management system within the next quarter, rewarding employees for safe practices and holding them accountable for unsafe behaviors.
By implementing these recommendations and actively monitoring progress, Emsad Products can achieve its goal of creating a safe and sustainable workplace for its employees.
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Case Description
Emsad, a company in the oil and gas industry, needs to improve its safety record. The company has safety systems and safety professionals but has not established safety as a core value. Safety is based on compliance and enforcement and production is often seen as more important than safety. The company is seeking a major new client and undergoes a safety audit as part of the client's qualification process. The audit reveals various issues and now Emsad must decide what needs to change to improve safety performance.
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