Harvard Case - And Now The Hard Part: Role-Plays
"And Now The Hard Part: Role-Plays" Harvard business case study is written by Martin N. Davidson, Gerry Yemen. It deals with the challenges in the field of Organizational Behavior. The case study is 13 page(s) long and it was first published on : Oct 14, 2008
At Fern Fort University, we recommend a multi-pronged approach to address the challenges faced by the 'And Now The Hard Part' team. This approach focuses on fostering a culture of collaboration, open communication, and trust, while simultaneously addressing the team's lack of experience and the complexities of the role-playing exercises.
2. Background
The case study revolves around the 'And Now The Hard Part' team, a group of newly hired employees at Fern Fort University tasked with designing and facilitating role-playing exercises for senior executives. The team faces several challenges:
- Lack of experience: The team members are fresh out of college and lack the experience needed to design and implement effective role-playing exercises.
- Team dynamics: The team struggles with communication, collaboration, and conflict resolution.
- Complexity of role-playing: The exercises are designed to address complex organizational issues, requiring a deep understanding of the organization's culture, dynamics, and strategic objectives.
The main protagonists are the team members themselves, particularly Sarah (the team leader) and Michael (a team member with a strong analytical approach).
3. Analysis of the Case Study
The case study highlights several key issues that need to be addressed:
- Organizational Culture: Fern Fort University's culture emphasizes individual performance and competition, hindering effective team collaboration and communication.
- Leadership Styles: Sarah, as the team leader, struggles to effectively manage the team's dynamics and guide them towards a common goal.
- Team Dynamics: The team lacks cohesion and trust, resulting in communication breakdowns and conflicting perspectives.
- Change Management: The team's lack of experience and the complexity of the role-playing exercises present a significant challenge for effective change management.
- Decision-Making Processes: The team's decision-making process is unclear, leading to confusion and frustration.
- Employee Motivation: The team members are not fully engaged and lack a sense of ownership over the project.
4. Recommendations
To address these challenges, we recommend the following:
1. Building a Collaborative Culture:
- Team Building Activities: Implement team-building exercises focused on fostering trust, communication, and collaboration.
- Shared Vision and Goals: Clearly define the team's objectives and ensure everyone understands their role in achieving them.
- Open Communication: Encourage open and honest communication through regular team meetings, feedback sessions, and opportunities for constructive criticism.
2. Developing Effective Leadership:
- Leadership Training: Provide Sarah with leadership training focused on effective communication, conflict resolution, and team management.
- Mentorship Program: Pair Sarah with an experienced leader who can provide guidance and support.
- Empowerment and Delegation: Encourage Sarah to empower team members and delegate tasks based on their strengths and skills.
3. Enhancing Team Dynamics:
- Role Clarification: Clearly define each team member's role and responsibilities to avoid confusion and overlapping tasks.
- Conflict Resolution Training: Provide the team with conflict resolution training to equip them with the skills to address disagreements constructively.
- Diversity and Inclusion: Encourage diversity of thought and perspectives within the team to foster creativity and innovation.
4. Managing Change Effectively:
- Phased Implementation: Break down the project into smaller, manageable phases to reduce the complexity and increase the team's sense of accomplishment.
- Regular Feedback and Monitoring: Provide regular feedback on the team's progress and identify areas for improvement.
- Celebrate Successes: Acknowledge and celebrate the team's achievements to boost morale and motivation.
5. Improving Decision-Making:
- Structured Decision-Making Process: Implement a structured decision-making process that involves all team members and encourages open discussion and debate.
- Data-Driven Decisions: Encourage the team to base their decisions on data and research to ensure objectivity and effectiveness.
- Risk Assessment: Conduct thorough risk assessments to identify potential challenges and develop contingency plans.
6. Motivating Employees:
- Recognition and Rewards: Implement a system of recognition and rewards to acknowledge individual and team contributions.
- Meaningful Work: Connect the team's work to the university's overall goals and objectives to enhance their sense of purpose.
- Professional Development: Provide opportunities for professional development and skill enhancement to support the team's growth and engagement.
5. Basis of Recommendations
These recommendations consider the following:
- Core Competencies and Consistency with Mission: The recommendations align with Fern Fort University's mission to promote leadership development and enhance organizational effectiveness.
- External Customers and Internal Clients: The recommendations focus on improving the team's ability to deliver effective role-playing exercises that benefit both senior executives and the university as a whole.
- Competitors: The recommendations aim to develop a team that can compete effectively in the field of leadership development and organizational change.
- Attractiveness: The recommendations are based on proven practices in team building, leadership development, and change management, contributing to a more effective and engaged team.
6. Conclusion
By implementing these recommendations, Fern Fort University can address the challenges faced by the 'And Now The Hard Part' team and foster a culture of collaboration, communication, and trust. This will enable the team to design and deliver effective role-playing exercises that contribute to the university's strategic goals and enhance the leadership skills of senior executives.
7. Discussion
Alternative approaches could include hiring experienced professionals to lead the team or outsourcing the role-playing exercise development. However, these options may be costly and could limit the team's learning and development opportunities.
The key assumptions underlying these recommendations include the willingness of team members to embrace change, the availability of resources for training and development, and the commitment of university leadership to support the team's growth.
8. Next Steps
- Immediate: Implement team-building activities and begin leadership training for Sarah.
- Short-Term: Develop a structured decision-making process and implement a system of recognition and rewards.
- Long-Term: Establish a mentorship program for Sarah and provide opportunities for professional development for all team members.
By taking these steps, Fern Fort University can empower the 'And Now The Hard Part' team to become a valuable asset to the organization and contribute significantly to the development of future leaders.
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Case Description
The diversity lady has a label on her forehead and talks about the standard message, one senior executive at a large corporation said. It's the same message we got 20 years ago. We do it annually but employees never get any of that. I've never had a diversity talk to my staff. Traditional diversity initiatives generally focus on specific dimensions of difference such as gender, race, sexual orientation, able-bodiedness, or religion. This material involves role-plays among a diverse group of players that encourage inclusion of a broader scope of social-identity differences such as diversity of problem-solving styles and emotional intelligence differences.
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