Harvard Case - Fauzia Kehar: Redefining Norms in a Conservative Culture
"Fauzia Kehar: Redefining Norms in a Conservative Culture" Harvard business case study is written by Alison Konrad, Lindsay Birbrager. It deals with the challenges in the field of Organizational Behavior. The case study is 9 page(s) long and it was first published on : Aug 23, 2018
At Fern Fort University, we recommend a multi-pronged approach to address the challenges faced by Fauzia Kehar and her team. This approach focuses on fostering a more inclusive and innovative organizational culture, empowering employees, and leveraging Fauzia's leadership to drive positive change.
2. Background
The case study revolves around Fauzia Kehar, a highly skilled and ambitious woman who has been appointed as the first female manager at a conservative, male-dominated manufacturing plant in Pakistan. Fauzia faces resistance from both her male colleagues and superiors due to cultural norms and traditional expectations. Her efforts to implement new ideas and improve efficiency are met with skepticism and passive resistance.
The main protagonists are:
- Fauzia Kehar: A highly skilled and ambitious woman who is determined to succeed in her role despite the challenges she faces.
- Male colleagues and superiors: Traditional in their views and resistant to change, particularly when it comes from a woman.
- The company: A manufacturing plant with a strong focus on tradition and hierarchy, struggling to adapt to the changing global landscape.
3. Analysis of the Case Study
This case study highlights the complexities of organizational culture and leadership in a conservative environment. Using the lens of organizational behavior, we can analyze the situation through the following frameworks:
- Leadership Styles: Fauzia's leadership style, characterized by transformational leadership, is met with resistance due to the prevailing authoritarian style within the organization. This creates a conflict of leadership styles and hinders her ability to implement change.
- Organizational Culture: The company's strong culture rooted in tradition and hierarchy poses a significant barrier to Fauzia's efforts to introduce innovation and modern management practices. This clash of cultures further exacerbates the resistance she faces.
- Power and Politics: The existing power structure within the organization is dominated by men, making it difficult for Fauzia to exert her influence. This power imbalance creates a challenging environment for her to navigate.
- Team Dynamics: The team dynamics are characterized by groupthink and a lack of psychological safety, preventing open communication and collaboration. This hinders Fauzia's ability to build trust and foster a sense of shared purpose.
- Motivation Theories: The existing extrinsic motivation system based on rewards and punishments is not effective in driving innovation and change. Fauzia needs to explore intrinsic motivation strategies to engage employees and encourage them to embrace new ideas.
4. Recommendations
To address the challenges and create a more inclusive and innovative environment, we recommend the following:
- Leadership Development: Fauzia needs to develop her political skills to navigate the existing power structure effectively. She should build relationships with key stakeholders, including senior management and influential male colleagues, and leverage these relationships to gain support for her initiatives.
- Organizational Culture Change: Fauzia needs to implement a change management strategy that addresses the cultural resistance. This can involve:
- Communication: Openly communicating her vision and the benefits of change to all employees.
- Education: Providing training on diversity and inclusion, modern management practices, and the importance of innovation.
- Empowerment: Delegating tasks and responsibilities to empower employees and encourage their participation in decision-making.
- Team Building: Fauzia needs to build a strong and cohesive team by fostering a culture of trust and collaboration. This can involve:
- Team-building activities: Encouraging teamwork and communication through activities that promote shared goals and understanding.
- Open communication: Creating a safe space for open communication and feedback, encouraging employees to share their ideas and concerns.
- Performance Management: Fauzia should implement a performance management system that rewards innovation and collaboration. This can involve:
- Performance reviews: Evaluating employees based on their contributions to innovation and team performance.
- Incentives: Offering rewards and recognition for innovative ideas and contributions.
- Diversity and Inclusion: The company needs to implement a diversity and inclusion strategy to attract and retain talented women and create a more inclusive work environment. This can involve:
- Hiring and recruitment: Developing a proactive recruitment strategy that targets women and other underrepresented groups.
- Mentorship programs: Creating mentorship programs to support women and other minority employees in their career development.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with the company's core competencies in manufacturing and its mission to remain competitive in the global market.
- External customers and internal clients: The recommendations aim to improve employee engagement and productivity, leading to better customer service and product quality.
- Competitors: The recommendations will help the company stay ahead of the competition by embracing innovation and attracting top talent.
- Attractiveness: The recommendations are expected to lead to increased efficiency, profitability, and market share, providing a strong return on investment.
6. Conclusion
By implementing these recommendations, Fauzia can create a more inclusive and innovative work environment, overcome the resistance she faces, and achieve her goals. This will require her to leverage her leadership skills, build strong relationships, and champion the importance of change.
7. Discussion
Other alternatives not selected include:
- Ignoring the resistance: This would likely lead to continued conflict and hinder progress.
- Leaving the company: This would be a loss for the company and for Fauzia's career development.
Key assumptions:
- The company is committed to change and willing to invest in the necessary resources.
- Fauzia is willing to embrace the challenges and adapt her leadership style.
- Employees are open to change and willing to embrace new ideas.
8. Next Steps
- Develop a detailed implementation plan: This plan should outline the specific steps, timelines, and resources required to implement the recommendations.
- Communicate the plan to all stakeholders: This will ensure transparency and build buy-in from employees.
- Monitor progress and make adjustments as needed: This will ensure that the plan remains relevant and effective.
By taking these steps, Fauzia can successfully lead the change process and create a more inclusive and innovative work environment at the manufacturing plant. This will not only benefit the company but also serve as a model for other organizations seeking to embrace diversity and innovation in a conservative culture.
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Case Description
Fauzia Kehar was a woman working in the male-dominated legal profession in Pakistan. She had overcome many barriers to achieve outstanding career success in Pakistan-a male-dominated environment with conservative laws and culture. Her impressive educational background and work experience led to her rapid progression to the role of head of Legal, Gulf Cluster, at Citibank NA in Dubai. After more than 20 years working as a lawyer, Fauzia had reached the top of her profession. In May 2018, she was reflecting back on the sacrifices she had made, and although she was confident she had made the right career choices, she wondered what was next. Should she continue her career in law or utilize her skill set to pursue a new career?
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