Harvard Case - Managing Up (A): Grace
"Managing Up (A): Grace" Harvard business case study is written by Karen MacMillan. It deals with the challenges in the field of Organizational Behavior. The case study is 5 page(s) long and it was first published on : Jun 26, 2015
At Fern Fort University, we recommend Grace take a proactive approach to managing her relationship with her new supervisor, Professor Smith, focusing on building trust, understanding his leadership style, and establishing clear communication channels. This involves actively seeking feedback, demonstrating initiative, and aligning her work with his expectations.
2. Background
This case study focuses on Grace, a newly hired assistant professor at Fern Fort University, facing challenges in navigating her relationship with her supervisor, Professor Smith. Grace is a highly motivated and competent individual, but she struggles to understand Professor Smith's expectations and leadership style. This leads to misunderstandings, missed deadlines, and a sense of frustration for both parties.
The case highlights the importance of effective communication, building trust, and understanding different leadership styles in navigating professional relationships, particularly in academic settings.
3. Analysis of the Case Study
This case can be analyzed through the lens of organizational behavior, focusing on the interplay of leadership styles, team dynamics, and communication patterns.
- Leadership Styles: Professor Smith appears to be a directive leader, emphasizing clear instructions and deadlines. Grace, on the other hand, thrives in a more collaborative and supportive environment. This mismatch in leadership preferences creates a communication gap, leading to misunderstandings and frustration.
- Team Dynamics: The lack of clear communication and shared understanding between Grace and Professor Smith hinders their ability to work effectively as a team. This creates a sense of isolation for Grace and hinders her ability to contribute to the department's goals.
- Communication Patterns: The case highlights the importance of active listening and clear communication. Grace's initial attempts to communicate her concerns are met with indifference, leading to further misunderstandings.
Furthermore, the case touches upon power and politics in organizations. Grace, as a junior faculty member, needs to navigate the dynamics of the department and understand the power structures at play.
4. Recommendations
To improve the situation, Grace should take the following steps:
- Seek Feedback and Clarify Expectations: Grace should proactively schedule a meeting with Professor Smith to discuss his expectations for her role and seek feedback on her performance. This should be done in a respectful and open manner, focusing on understanding his perspective and aligning her work with his vision.
- Demonstrate Initiative and Proactivity: Grace should take ownership of her responsibilities and demonstrate initiative by proactively seeking opportunities to contribute to the department's goals. This includes taking on additional tasks, suggesting new ideas, and seeking opportunities to learn and grow.
- Build Trust and Rapport: Grace should make an effort to build a positive relationship with Professor Smith by showing genuine interest in his work and perspectives. This can be achieved through casual conversations, attending departmental events, and actively participating in discussions.
- Develop Effective Communication Skills: Grace should focus on developing her active listening and assertive communication skills. This involves paying attention to Professor Smith's verbal and nonverbal cues, asking clarifying questions, and expressing her thoughts and concerns clearly and respectfully.
5. Basis of Recommendations
These recommendations are based on the following:
- Core Competencies and Consistency with Mission: Grace's core competencies lie in her research skills and dedication to her field. By aligning her work with Professor Smith's expectations and contributing to the department's goals, she can demonstrate her value and contribute to the university's mission.
- External Customers and Internal Clients: Grace's work impacts both external customers (students) and internal clients (Professor Smith and the department). By ensuring her work meets Professor Smith's expectations, she can positively impact both groups.
- Competitors: In the academic world, competition for resources and recognition is intense. By demonstrating her competence and building a strong relationship with her supervisor, Grace can position herself for success and advancement.
- Attractiveness ' Quantitative Measures: While quantitative measures are not directly applicable in this case, Grace's success in meeting Professor Smith's expectations can lead to positive performance evaluations, research funding opportunities, and ultimately, career advancement.
6. Conclusion
Grace's success in navigating her relationship with Professor Smith hinges on her ability to adapt to his leadership style, build trust, and establish clear communication channels. By taking a proactive approach and focusing on building a positive working relationship, Grace can overcome the initial challenges and thrive in her new role.
7. Discussion
Alternative approaches include:
- Ignoring the issue: This could lead to further misunderstandings and frustration for both parties.
- Seeking advice from colleagues: This could provide valuable insights but may not address the root of the problem.
- Resigning from the position: This is a drastic measure and should only be considered as a last resort.
The key assumptions of our recommendations are that Grace is willing to invest time and effort in building a positive relationship with Professor Smith and that Professor Smith is open to feedback and willing to work towards a more collaborative relationship.
8. Next Steps
Grace should:
- Schedule a meeting with Professor Smith within the next week to discuss her role and seek feedback on her performance.
- Develop a plan for proactively contributing to the department's goals within the next month, including taking on additional tasks and suggesting new ideas.
- Continuously seek opportunities to build rapport with Professor Smith through casual conversations and participation in departmental events.
- Actively practice her communication skills by seeking feedback from colleagues and attending workshops on active listening and assertive communication.
By taking these steps, Grace can establish a strong foundation for a successful and fulfilling career at Fern Fort University.
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Case Description
Two employees at 8SK Consulting, a major firm with 800 staff in five divisions, need to find a way to manage their leader effectively. A junior hire who is ready to take on more responsibility in order to advance her career is frustrated - although her leader has previously played an important role as her mentor and guide in the company, he now seems to be in the way of her promotion to more important positions. A senior quality specialist wants to refuse an offered team leader role, because of family concerns, but is worried how that may disappoint her boss and how it might affect not only hers but his career. How can these employees effectively and proactively manage a leader in order to reach personal and career goals?
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