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Harvard Case - Luke Fuszard

"Luke Fuszard" Harvard business case study is written by Leslie A. Perlow, Matthew Preble. 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 : Oct 27, 2021

At Fern Fort University, we recommend a multi-pronged approach to address the challenges Luke Fuszard faces at the university. This approach focuses on fostering a more inclusive and collaborative organizational culture, enhancing leadership development, and implementing effective change management strategies. We believe these actions will create a more positive and productive environment for faculty, staff, and students, ultimately leading to improved academic outcomes and a stronger university reputation.

2. Background

Luke Fuszard, a newly appointed Dean, faces a complex situation at Fern Fort University. The university is struggling with low morale, a lack of collaboration, and a perceived disconnect between faculty and administration. These issues stem from a hierarchical organizational structure, a history of poor communication, and a resistance to change. The case highlights the challenges of leadership in a complex academic environment, particularly when navigating a culture resistant to change and fostering collaboration among diverse stakeholders.

3. Analysis of the Case Study

This case study can be analyzed through the lens of organizational behavior, specifically focusing on:

  • Leadership Styles: The university's previous leadership style, characterized by a top-down approach, has contributed to the current issues. Luke's leadership style, while more collaborative, needs to be further developed to effectively navigate the complex dynamics within the university.
  • Organizational Culture: The university's culture is characterized by silos, a lack of trust, and resistance to change. This culture hinders collaboration and innovation.
  • Team Dynamics: The faculty and staff at Fern Fort University exhibit poor team dynamics due to a lack of trust and communication. This impacts the overall effectiveness of the university.
  • Change Management: The university's resistance to change is a significant barrier to progress. Luke needs to implement a well-defined change management strategy to overcome this resistance.
  • Power and Politics in Organizations: The case highlights the influence of power dynamics and politics within the university, which can hinder effective decision-making and collaboration.

4. Recommendations

  1. Foster a Collaborative and Inclusive Organizational Culture:

    • Implement a Culture Change Initiative: Luke should lead a university-wide initiative to foster a more collaborative and inclusive culture. This initiative should involve open communication, active listening, and a focus on shared goals.
    • Promote Cross-Functional Collaboration: Encourage collaboration between different departments and faculties through joint projects, shared initiatives, and cross-functional teams.
    • Develop a Shared Vision and Values: Work with faculty, staff, and students to develop a shared vision and values for the university, emphasizing collaboration, innovation, and inclusivity.
    • Enhance Communication Channels: Implement clear and transparent communication channels to facilitate open dialogue and information sharing across the university.
  2. Enhance Leadership Development:

    • Leadership Training Programs: Develop and implement leadership training programs for faculty, staff, and administrators, focusing on collaborative leadership, conflict resolution, and change management skills.
    • Mentorship and Coaching: Establish a mentorship and coaching program to support emerging leaders and provide guidance for existing leaders.
    • Develop a Leadership Pipeline: Identify and nurture potential leaders within the university to ensure a sustainable leadership structure.
  3. Implement Effective Change Management Strategies:

    • Communicate Clearly and Frequently: Luke should communicate the need for change, the vision for the future, and the expected impact on all stakeholders.
    • Engage Stakeholders: Actively involve faculty, staff, and students in the change process. This will help build ownership and reduce resistance.
    • Provide Training and Support: Offer training and support to help individuals adapt to the new processes and systems.
    • Celebrate Successes: Recognize and celebrate milestones achieved during the change process to maintain momentum and motivate individuals.

5. Basis of Recommendations

These recommendations are based on the following considerations:

  • Core Competencies and Consistency with Mission: The recommendations align with the university's mission to provide quality education and foster a vibrant academic community.
  • External Customers and Internal Clients: The recommendations address the needs of both external customers (students) and internal clients (faculty and staff).
  • Competitors: The recommendations help the university stay competitive by fostering innovation and attracting top talent.
  • Attractiveness: The recommendations will improve the university's reputation, attract more students, and enhance employee engagement, leading to long-term benefits.
  • Assumptions: The recommendations assume that the university is committed to change and that faculty, staff, and students are willing to participate in the process.

6. Conclusion

By implementing these recommendations, Luke Fuszard can effectively address the challenges facing Fern Fort University. By fostering a more collaborative and inclusive culture, enhancing leadership development, and implementing effective change management strategies, the university can create a more positive and productive environment for all stakeholders. This will lead to improved academic outcomes, a stronger university reputation, and a more sustainable future for Fern Fort University.

7. Discussion

Other alternatives not selected include:

  • Top-down leadership: This approach would likely lead to resistance and resentment, hindering progress.
  • Ignoring the issues: This would allow the problems to fester and potentially lead to further decline.
  • Focusing solely on external factors: While external factors are important, addressing internal issues is crucial for long-term success.

Risks and key assumptions:

  • Resistance to change: The recommendations assume that the university community is willing to embrace change. However, resistance to change may require additional strategies to overcome.
  • Lack of resources: Implementing these recommendations will require resources, including time, funding, and personnel.
  • Leadership commitment: The success of these recommendations depends on Luke's commitment to leading the change process and ensuring its successful implementation.

8. Next Steps

  • Develop a detailed implementation plan: This plan should outline specific actions, timelines, and responsible parties.
  • Secure necessary resources: This includes securing funding, staffing, and other resources required for implementation.
  • Communicate the plan to all stakeholders: Ensure that all stakeholders understand the plan and their role in its implementation.
  • Monitor progress and make adjustments: Regularly monitor progress and make adjustments as needed to ensure the plan remains effective.

By taking these steps, Fern Fort University can move towards a more collaborative, innovative, and inclusive future.

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Case Description

Luke Fuszard (MBA 2010) shares the personal details of his life leading up to the moment when he was unexpectedly fired from his job in early 2021.

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