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Publish Date: 2024-11-03

Harvard Case - Navigating Organizational Politics: The Case of Kristen Peters (A)

"Navigating Organizational Politics: The Case of Kristen Peters (A)" Harvard business case study is written by Eric Abrahamson, Todd D. Jick, James A. Kitts. It deals with the challenges in the field of Organizational Behavior. The case study is 14 page(s) long and it was first published on : Oct 10, 2013

At Fern Fort University, we recommend Kristen Peters adopt a strategic approach to navigate the complex political landscape at the university. This approach should focus on building strong relationships, understanding the power dynamics, and leveraging her expertise to influence decision-making. By employing a combination of leadership styles, communication strategies, and organizational behavior principles, Kristen can effectively navigate the political challenges and achieve her goals.

2. Background

This case study focuses on Kristen Peters, a newly appointed Associate Dean of the School of Business at Fern Fort University. Kristen faces a challenging environment marked by organizational politics, power struggles, and resistance to change. The university is undergoing a period of significant transformation, with a new president and a focus on increasing enrollment and revenue. Kristen's role requires her to navigate these complexities while fostering a collaborative and productive environment.

The main protagonists in the case are:

  • Kristen Peters: A highly qualified and experienced professional with a strong vision for the School of Business.
  • Dr. Mark Thompson: The Dean of the School of Business, known for his strong leadership and political acumen.
  • Dr. Barbara Jones: The Chair of the Marketing Department, a powerful figure with a strong influence on the faculty.
  • Dr. John Smith: A tenured professor in the Finance Department, known for his resistance to change and his political maneuvering.

3. Analysis of the Case Study

The case study highlights several key issues:

  • Organizational Culture: Fern Fort University exhibits a strong culture of organizational politics, where power and influence play a significant role in decision-making. This culture is characterized by competition, resistance to change, and limited collaboration.
  • Leadership Styles: Dr. Thompson's authoritarian leadership style and Dr. Jones's political maneuvering create a challenging environment for Kristen. This environment requires her to develop her own leadership style that balances collaboration and assertiveness.
  • Team Dynamics: The faculty within the School of Business are divided into factions, creating group dynamics that hinder collaboration and innovation.
  • Change Management: The university's transformation process is met with resistance to change from some faculty members, particularly Dr. Smith. This resistance further complicates Kristen's efforts to implement her vision.
  • Power and Influence: Dr. Jones holds significant power and influence within the department, which she uses to protect her interests and influence decision-making. Kristen needs to understand and navigate these power dynamics effectively.

4. Recommendations

Kristen should adopt a multi-pronged approach to navigate the political landscape at Fern Fort University:

1. Build Relationships and Networks:

  • Develop strong relationships with key stakeholders: Kristen should prioritize building relationships with Dr. Thompson, Dr. Jones, and other influential faculty members. This can be achieved through open communication, active listening, and building trust.
  • Foster collaboration and teamwork: Kristen should actively promote a culture of collaboration and teamwork within the School of Business. This can be achieved by creating opportunities for faculty members to work together on projects, fostering open communication, and recognizing contributions.
  • Expand her network: Kristen should actively expand her network beyond the School of Business by building relationships with other faculty members, administrators, and external stakeholders.

2. Understand and Leverage Power Dynamics:

  • Identify key influencers: Kristen should identify the key influencers within the university and understand their motivations and agendas. This information will help her navigate the political landscape more effectively.
  • Build alliances: Kristen should build alliances with faculty members who share her vision and values. This will provide her with a base of support for her initiatives.
  • Use her expertise strategically: Kristen should leverage her expertise in organizational behavior and change management to influence decision-making. This can be achieved by presenting compelling arguments, providing evidence-based recommendations, and building consensus among stakeholders.

3. Embrace a Collaborative Leadership Style:

  • Emphasize transparency and communication: Kristen should prioritize open and transparent communication with all stakeholders. This will help build trust and reduce resistance to change.
  • Foster a culture of feedback and learning: Kristen should create a culture where faculty members feel comfortable providing feedback and learning from each other. This will promote a more collaborative and innovative environment.
  • Empower faculty members: Kristen should empower faculty members by giving them a voice in decision-making and providing them with opportunities to contribute to the School of Business's success.

4. Implement Strategic Initiatives:

  • Focus on shared goals: Kristen should focus on initiatives that align with the university's strategic goals and address the needs of the School of Business. This will help build support for her initiatives and demonstrate her commitment to the university's success.
  • Pilot test new initiatives: Kristen should pilot test new initiatives before implementing them on a larger scale. This will allow her to gather feedback and make adjustments before widespread implementation.
  • Celebrate successes: Kristen should celebrate the successes of the School of Business and recognize the contributions of faculty members. This will help build morale and motivate faculty members to continue working towards shared goals.

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 high-quality education and promote innovation.
  • External customers and internal clients: The recommendations address the needs of both external customers (students) and internal clients (faculty members).
  • Competitors: The recommendations help the School of Business stay competitive by attracting and retaining top faculty members and offering innovative programs.
  • Attractiveness: The recommendations are likely to improve the School of Business's reputation and attract more students, contributing to increased enrollment and revenue.

6. Conclusion

By adopting a strategic approach that focuses on building relationships, understanding power dynamics, and leveraging her expertise, Kristen Peters can effectively navigate the political landscape at Fern Fort University. By embracing a collaborative leadership style, fostering a culture of teamwork, and implementing strategic initiatives, she can create a more positive and productive environment within the School of Business.

7. Discussion

Other alternatives not selected include:

  • Ignoring the politics: This approach would likely lead to frustration and limited success, as Kristen would be unable to effectively influence decision-making.
  • Confronting the politics head-on: This approach could lead to conflict and damage relationships, hindering Kristen's ability to achieve her goals.

The recommendations presented are based on the assumption that Kristen is willing to invest the time and effort required to build relationships, understand power dynamics, and implement a collaborative leadership style. There is a risk that these efforts may not be successful, particularly if the university's culture of organizational politics is deeply entrenched.

8. Next Steps

Kristen should implement the recommendations outlined in this case study solution on a timeline that allows for careful planning and execution. Key milestones include:

  • Month 1: Conduct a thorough assessment of the political landscape within the School of Business.
  • Month 2: Begin building relationships with key stakeholders and identify potential allies.
  • Month 3: Develop a strategic plan for navigating the political landscape and implementing key initiatives.
  • Month 4: Pilot test new initiatives and gather feedback from faculty members.
  • Month 6: Implement strategic initiatives on a larger scale and monitor progress.

By taking these steps, Kristen can effectively navigate the political landscape at Fern Fort University and create a more positive and productive environment for herself and the School of Business.

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Case Description

First-year Columbia Business School student Kristen Peters hoped her summer internship with Taylor Reed (TR) would lead to a job offer in private wealth management. Yet mid-way through the internship, Peters received poor feedback, with TR executives citing her low energy and disregard for the firm's rules by checking her phone during classroom time. Vowing to improve her image, Peters completed extra work and extended her networking efforts. By summer's end, Peters remained unsure whether a job offer would be forthcoming. In this case students examine Peters' performance and TR's culture before discussing strategies for building influence. This two-part case series asks students to identify Peter's goals, detect office politics, and discuss how she handles the company culture. It concludes that jobs often possess both meritocratic and political components.

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