Harvard Case - Marie Trellu-Kane at Unis-Cité: Establishing Youth Service in France
"Marie Trellu-Kane at Unis-Cité: Establishing Youth Service in France" Harvard business case study is written by Julie Battilana, Michel Anteby, Anne-Claire Pache. It deals with the challenges in the field of Organizational Behavior. The case study is 19 page(s) long and it was first published on : Jan 20, 2015
At Fern Fort University, we recommend that Marie Trellu-Kane focus on building a strong organizational culture that fosters employee engagement, diversity and inclusion, and leadership development within Unis-Cit'. This will be achieved through a strategic approach that combines change management, talent management, and effective communication to build a sustainable and impactful youth service organization in France.
2. Background
This case study focuses on Marie Trellu-Kane, the founder and director of Unis-Cit', a non-profit organization dedicated to providing opportunities for young people to engage in community service and develop their skills. The case study highlights the challenges faced by Unis-Cit' in establishing itself as a leading youth service organization in France, including securing funding, managing a diverse workforce, and adapting to changing societal needs.
The main protagonists of the case study are:
- Marie Trellu-Kane: Founder and director of Unis-Cit', a visionary leader with a strong commitment to social justice and youth empowerment.
- Unis-Cit' staff: A diverse group of individuals with varying backgrounds and experiences, working together to achieve the organization's mission.
- Young volunteers: The core beneficiaries of Unis-Cit''s programs, contributing their time and skills to make a positive impact on their communities.
3. Analysis of the Case Study
This case study can be analyzed through the lens of Organizational Behavior and Change Management frameworks.
Organizational Behavior:
- Leadership Styles: Marie Trellu-Kane demonstrates a transformational leadership style, inspiring her team with a clear vision and a strong commitment to social impact. However, her leadership style needs to evolve to accommodate the organization's growth and the increasing diversity of its workforce.
- Organizational Culture: Unis-Cit''s initial culture was characterized by entrepreneurship and passion for the mission. However, as the organization grows, it needs to develop a more formalized and structured culture that supports employee engagement, diversity and inclusion, and professional development.
- Team Dynamics: The case highlights the importance of teamwork and collaboration in achieving Unis-Cit''s goals. However, the organization needs to address potential conflicts arising from differing perspectives and experiences within its diverse workforce.
- Motivation Theories: Unis-Cit' relies on intrinsic motivation to engage volunteers and staff. However, as the organization grows, it needs to explore additional motivation strategies to retain talent and ensure long-term sustainability.
Change Management:
- Resistance to Change: As Unis-Cit' expands its operations, it will face resistance to change from both staff and volunteers who are accustomed to the organization's initial culture and practices.
- Communication Patterns: Clear and consistent communication is crucial for managing change effectively. Unis-Cit' needs to develop a robust communication strategy that engages all stakeholders and addresses their concerns.
- Leadership Development: Developing leadership skills within the organization is essential for managing change effectively. Unis-Cit' needs to invest in leadership training programs for staff and volunteers to ensure a smooth transition as the organization grows.
4. Recommendations
To address the challenges faced by Unis-Cit', we recommend the following:
Develop a Strong Organizational Culture:
- Values and Vision: Define and articulate clear organizational values and vision that emphasize diversity and inclusion, employee empowerment, and continuous learning.
- Communication Strategy: Implement a transparent and open communication strategy that fosters dialogue, feedback, and collaboration across all levels of the organization.
- Employee Engagement: Foster a culture of employee engagement through initiatives such as employee recognition programs, career development opportunities, and work-life balance initiatives.
Implement a Robust Talent Management Strategy:
- Hiring and Recruitment: Develop a diverse and inclusive hiring process that attracts and retains top talent from various backgrounds.
- Performance Management: Implement a performance management system that provides regular feedback, development opportunities, and clear performance expectations.
- Leadership Development: Invest in leadership training programs that equip staff and volunteers with the skills and knowledge needed to effectively manage change and lead diverse teams.
Embrace Change Management Principles:
- Communication: Communicate the need for change clearly and transparently, addressing concerns and providing regular updates.
- Training: Provide training and support to staff and volunteers to help them adapt to new processes and technologies.
- Leadership: Encourage and support staff and volunteers to take on leadership roles and contribute to the organization's growth.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: Building a strong organizational culture and investing in talent management are essential for ensuring the long-term sustainability and impact of Unis-Cit''s mission.
- External customers and internal clients: Engaging and empowering volunteers and staff is critical for achieving Unis-Cit''s goals and meeting the needs of its external customers.
- Competitors: Understanding the competitive landscape and adapting to changing societal needs is crucial for Unis-Cit''s success.
- Attractiveness - quantitative measures: While quantitative measures may be difficult to assess for a non-profit organization, the recommendations aim to improve the organization's efficiency and effectiveness, ultimately leading to a greater impact.
6. Conclusion
By focusing on building a strong organizational culture, implementing a robust talent management strategy, and embracing change management principles, Unis-Cit' can overcome the challenges it faces and establish itself as a leading youth service organization in France. This will require a commitment from Marie Trellu-Kane and her team to leading change, fostering diversity and inclusion, and developing a culture that values employee engagement and leadership development.
7. Discussion
Other alternatives not selected include:
- Outsourcing: Unis-Cit' could consider outsourcing some functions to focus on core competencies. However, this could lead to a loss of control and potentially compromise the organization's mission.
- Merging with another organization: Merging with another organization could provide access to resources and expertise. However, this could also lead to cultural clashes and loss of identity.
Key assumptions of the recommendations:
- Commitment to change: The success of these recommendations depends on the commitment of Marie Trellu-Kane and her team to embrace change and adapt to the evolving needs of the organization.
- Availability of resources: Implementing these recommendations will require financial and human resources. Unis-Cit' needs to secure funding and attract and retain talented individuals to support its growth.
8. Next Steps
To implement these recommendations, Unis-Cit' should:
- Develop a strategic plan: Define clear goals, objectives, and timelines for implementing the recommended changes.
- Establish a change management team: Assemble a team responsible for overseeing the implementation of the changes and addressing any challenges.
- Communicate the plan to all stakeholders: Ensure transparent communication about the changes and their impact on staff, volunteers, and external stakeholders.
- Monitor progress and make adjustments: Regularly review progress and make adjustments as needed to ensure the effectiveness of the changes.
By taking these steps, Unis-Cit' can build a sustainable and impactful youth service organization that empowers young people, strengthens communities, and contributes to a more just and equitable society.
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Case Description
Marie Trellu-Kane is trying to decide how Unis-Cite should respond to French President Jacques Chirac's announcement in 2005 of a new national voluntary civil service program. Since 1994, Trellu-Kane and her co-founders had been creating and overseeing a civil service program called Unis-Cite, in which youth, particularly from the disadvantaged immigrant population, volunteered nine months of their time to work on community projects. Based in Paris, France, Unis-Cite had begun to expand to other areas. With the announcement that the government would provide funding to mobilize thousands of youth volunteers, Trellu-Kane needed to decide how Unis-Cite would proceed.
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