Harvard Case - Lumen and Absorb Teams at Crutchfield Chemical Engineering
"Lumen and Absorb Teams at Crutchfield Chemical Engineering" Harvard business case study is written by Teresa M. Amabile, Elizabeth A. Schatzel. It deals with the challenges in the field of Organizational Behavior. The case study is 20 page(s) long and it was first published on : Jan 26, 2004
At Fern Fort University, we recommend a multi-pronged approach to address the conflict between the Lumen and Absorb teams at Crutchfield Chemical Engineering. This approach focuses on fostering collaboration, improving communication, and promoting a culture of shared understanding and respect. Key initiatives include:
- Building a Shared Vision: Facilitating workshops to define a common vision for the company's future, emphasizing the importance of both teams' contributions.
- Cross-Functional Training: Implementing training programs that expose team members to each other's roles, responsibilities, and perspectives, fostering empathy and understanding.
- Collaborative Project Teams: Establishing cross-functional teams for key projects, encouraging teamwork and knowledge sharing.
- Open Communication Channels: Encouraging open and honest communication between teams, including regular meetings, feedback mechanisms, and conflict resolution training.
- Leadership Development: Providing leadership training for managers to equip them with the skills to foster collaboration, manage conflict, and promote a positive work environment.
2. Background
This case study focuses on the conflict between two teams at Crutchfield Chemical Engineering: the Lumen team, responsible for developing new products, and the Absorb team, responsible for manufacturing and distributing those products. The conflict stems from differing priorities, communication breakdowns, and a lack of understanding between the two teams. This tension has led to missed deadlines, decreased productivity, and a decline in morale.
The main protagonists are:
- John Crutchfield: The CEO, who is concerned about the ongoing conflict and its impact on the company's performance.
- Sarah Miller: The head of the Lumen team, known for her innovative ideas and strong leadership.
- David Jones: The head of the Absorb team, focused on efficiency and meeting production deadlines.
3. Analysis of the Case Study
This case study can be analyzed through the lens of organizational behavior, specifically focusing on:
- Leadership Styles: Sarah and David exhibit contrasting leadership styles, with Sarah being more visionary and David being more task-oriented. This difference can contribute to communication breakdowns and conflicting priorities.
- Organizational Culture: The company culture seems to be siloed, with limited interaction and understanding between the Lumen and Absorb teams. This lack of shared values and communication can exacerbate conflict.
- Team Dynamics: The teams exhibit distinct group behaviors, with the Lumen team being more creative and the Absorb team being more focused on operational efficiency. This difference can lead to misunderstandings and resentment.
- Conflict Resolution: The case highlights the lack of effective conflict resolution mechanisms. The existing communication channels are inadequate to address the underlying issues and foster collaboration.
- Power and Politics: The teams may be competing for resources and recognition, creating a power dynamic that fuels conflict and hinders collaboration.
4. Recommendations
To address the conflict between the Lumen and Absorb teams, we recommend the following:
- Build a Shared Vision:
- Conduct workshops facilitated by an external consultant to define a common vision for the company's future.
- Emphasize the importance of both teams' contributions to achieving this vision.
- Encourage open dialogue and brainstorming to identify shared goals and values.
- Implement Cross-Functional Training:
- Develop training programs that expose team members to each other's roles, responsibilities, and perspectives.
- Include workshops on communication, problem-solving, and conflict resolution.
- Encourage shadowing opportunities to gain firsthand experience of each other's work.
- Establish Collaborative Project Teams:
- Create cross-functional teams for key projects, ensuring representation from both the Lumen and Absorb teams.
- Encourage teamwork and knowledge sharing to break down silos and foster collaboration.
- Implement clear communication protocols and performance metrics to track progress and ensure accountability.
- Promote Open Communication Channels:
- Encourage open and honest communication between teams through regular meetings, feedback mechanisms, and conflict resolution training.
- Establish a dedicated communication platform for sharing information, updates, and concerns.
- Encourage the use of active listening and empathy in all communication interactions.
- Provide Leadership Development:
- Offer leadership training for managers to equip them with the skills to foster collaboration, manage conflict, and promote a positive work environment.
- Focus on developing emotional intelligence, conflict resolution skills, and team building techniques.
- Encourage managers to adopt a collaborative leadership style that emphasizes shared goals and mutual respect.
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 mission to innovate and deliver high-quality products. By fostering collaboration and communication, the company can leverage the strengths of both teams to achieve its goals.
- External customers and internal clients: The recommendations aim to improve customer satisfaction by ensuring timely product delivery and addressing customer needs effectively.
- Competitors: By fostering a culture of innovation and collaboration, the company can gain a competitive advantage by developing new products and processes more efficiently.
- Attractiveness ' quantitative measures: The recommendations are expected to lead to increased productivity, reduced costs, and improved customer satisfaction, resulting in a positive impact on the company's financial performance.
6. Conclusion
Addressing the conflict between the Lumen and Absorb teams requires a comprehensive approach that focuses on building a shared vision, improving communication, and fostering a collaborative work environment. By implementing the recommended initiatives, Crutchfield Chemical Engineering can create a more cohesive and productive organization, leading to improved performance, increased innovation, and greater employee satisfaction.
7. Discussion
Other alternatives not selected include:
- Restructuring the organization: This could involve separating the Lumen and Absorb teams into independent units, which could potentially exacerbate the conflict.
- Replacing leadership: This could be disruptive and may not address the underlying issues.
Risks associated with the recommendations include:
- Resistance to change: Team members may resist the changes, especially if they perceive them as threatening to their roles or power.
- Lack of commitment from leadership: The success of the recommendations depends on the commitment and support of the company's leadership.
Key assumptions:
- The company is committed to fostering a collaborative work environment.
- Team members are willing to engage in open communication and conflict resolution.
- Leadership is willing to invest in training and development programs.
8. Next Steps
The following steps should be taken to implement the recommendations:
- Develop a detailed implementation plan: This plan should outline the specific actions, timelines, and resources required for each initiative.
- Communicate the changes to all employees: This communication should be clear, concise, and transparent, addressing any concerns or questions.
- Provide ongoing support and training: This will ensure that employees have the necessary skills and resources to succeed in the new environment.
- Monitor progress and make adjustments as needed: Regular evaluation and feedback are essential to ensure that the initiatives are achieving the desired outcomes.
By taking these steps, Crutchfield Chemical Engineering can effectively address the conflict between the Lumen and Absorb teams, creating a more collaborative and productive organization that is well-positioned for future success.
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Case Description
Large discrepancies have developed between two elite technology development teams at Crutchfield Chemical Engineering in terms of motivation and creativity. To investigate, Paul Burke, director of corporate technology development, commissioned a study of the day-by-day dynamics within these teams (the Lumen and Absorb teams). Using 10 days' worth of electronic daily diaries collected from all members of the two teams, the study reveals rich information about team leader behaviors, team member thoughts and behaviors, team dynamics, and project progress. By summarizing both the diary data and personality data on both teams' members, the study presents Burke with a clear dilemma about enhancing and maintaining motivation and creativity in teams of high-level professionals working on challenging projects under difficult organizational conditions.
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