Harvard Case - Ming Min Hui (MBA 2015)
"Ming Min Hui (MBA 2015)" Harvard business case study is written by Leslie A. Perlow, Eunice Eun, Matthew Preble. It deals with the challenges in the field of Organizational Behavior. The case study is 6 page(s) long and it was first published on : Sep 3, 2019
At Fern Fort University, we recommend a multi-pronged approach to address Ming Min Hui's concerns and foster a more inclusive and supportive environment for women in the MBA program. This strategy will focus on leadership development, organizational culture change, and targeted support initiatives to ensure women feel valued, empowered, and confident in their ability to succeed.
2. Background
Ming Min Hui, a successful businesswoman and recent MBA graduate, is grappling with the challenges she faced as a woman in the Fern Fort University MBA program. She experienced a lack of female role models, limited support networks, and a sense of isolation. These challenges, coupled with the competitive nature of the program, led to feelings of inadequacy and a lack of confidence in her abilities.
The case study highlights the broader issue of gender representation and inclusion in business education. While Fern Fort University boasts a diverse student body, the lack of female faculty and the absence of robust support systems for women create an environment that can be isolating and discouraging.
3. Analysis of the Case Study
This case study presents a complex scenario requiring an analysis of various organizational behavior and management concepts.
Leadership Styles: The case study highlights the importance of transformational leadership in fostering a culture of inclusion and support. While the Dean's leadership style emphasizes academic excellence, it lacks a focus on diversity and inclusion. This creates a disconnect between the University's stated commitment to diversity and the lived experience of many students.
Organizational Culture: The dominant organizational culture at Fern Fort University appears to be highly competitive and individualistic, with limited emphasis on collaboration and support. This culture can be particularly challenging for women, who often face pressure to conform to traditional gender roles and expectations.
Team Dynamics: The case study highlights the importance of team dynamics in shaping individual experiences. Ming Min Hui's experience in a predominantly male team, where she felt isolated and undervalued, underscores the need for diverse and inclusive team formation to ensure all members feel heard and respected.
Motivation Theories: The case study implicitly touches upon motivation theories. Ming Min Hui's initial enthusiasm for the MBA program waned due to a lack of support and recognition. This suggests that intrinsic motivation alone may not be enough to sustain engagement, especially in challenging environments.
Change Management: Implementing significant change requires a structured approach to change management. This includes clearly communicating the need for change, involving key stakeholders, and providing ongoing support throughout the transition.
Conflict Resolution: The case study highlights the need for effective conflict resolution mechanisms to address issues of discrimination and harassment. A clear and transparent process for reporting and resolving such issues is crucial for fostering a safe and inclusive environment.
4. Recommendations
1. Leadership Development and Mentorship:
- Develop a leadership development program specifically for women in the MBA program, focusing on building confidence, leadership skills, and networking opportunities.
- Recruit and retain more female faculty members to serve as role models and mentors for women in the program.
- Establish a formal mentorship program that pairs female students with experienced female alumni and professionals in their chosen fields.
2. Organizational Culture Change:
- Develop a comprehensive diversity and inclusion strategy that addresses the specific needs of women in the MBA program.
- Implement training programs for faculty and staff on topics such as unconscious bias, inclusive leadership, and gender sensitivity.
- Promote a culture of collaboration and support through team-building activities, peer mentorship programs, and opportunities for women to share their experiences and perspectives.
- Establish clear policies and procedures for addressing discrimination and harassment, ensuring a safe and respectful environment for all students.
3. Targeted Support Initiatives:
- Create a dedicated support network for women in the MBA program, providing access to resources, workshops, and networking events.
- Offer scholarships and financial aid specifically for women to reduce financial barriers to participation in the program.
- Develop career development resources tailored to the needs of women, including career counseling, networking opportunities, and job placement assistance.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with Fern Fort University's stated commitment to diversity and inclusion, fostering a more welcoming and supportive environment for all students.
- External customers and internal clients: The recommendations address the needs of both female students and the University itself, by attracting and retaining top talent and fostering a positive and inclusive learning environment.
- Competitors: By implementing these recommendations, Fern Fort University can gain a competitive advantage by attracting and retaining top female talent, enhancing its reputation as a leading institution for diversity and inclusion.
- Attractiveness ' quantitative measures: While quantifying the impact of these recommendations may be challenging, the potential benefits include increased student satisfaction, improved retention rates, and a stronger brand reputation.
6. Conclusion
Implementing these recommendations will create a more inclusive and supportive environment for women in the Fern Fort University MBA program. By addressing the specific challenges faced by women, the University can foster a sense of belonging, empower female students to reach their full potential, and contribute to a more equitable and diverse business landscape.
7. Discussion
Alternative Options:
- Focusing solely on individual initiatives: While individual initiatives can be helpful, they are unlikely to address the systemic issues that contribute to the challenges faced by women in the program.
- Ignoring the issue: This would perpetuate the existing environment and potentially damage the University's reputation.
Risks and Key Assumptions:
- Resistance to change: Some faculty and staff may resist the implementation of these recommendations.
- Lack of resources: The University may face resource constraints in implementing all of the recommended initiatives.
- Time commitment: Implementing these changes will require a significant time commitment from all stakeholders.
8. Next Steps
- Form a task force: Assemble a diverse group of stakeholders to develop and implement the recommendations.
- Conduct a needs assessment: Gather data from female students to understand their specific needs and concerns.
- Pilot programs: Implement pilot programs for some of the recommended initiatives to evaluate their effectiveness before full-scale implementation.
- Monitor progress: Regularly track the progress of the initiatives and make adjustments as needed.
By taking these steps, Fern Fort University can create a more inclusive and supportive environment for women in the MBA program, ensuring that they have the opportunity to succeed and contribute to the future of business.
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