Harvard Case - Olympic Selection: Character, Competence, and Commitment
"Olympic Selection: Character, Competence, and Commitment" Harvard business case study is written by Mary M. Crossan, Ciaran McGovern. It deals with the challenges in the field of Organizational Behavior. The case study is 10 page(s) long and it was first published on : Feb 22, 2018
At Fern Fort University, we recommend a multi-faceted approach to address the challenges of Olympic selection, focusing on a robust and transparent selection process that prioritizes character, competence, and commitment while fostering a culture of continuous improvement and inclusivity. This approach involves a comprehensive evaluation system, enhanced communication and feedback mechanisms, and a commitment to leadership development and team building.
2. Background
This case study revolves around Fern Fort University's (FFU) Olympic selection process for its rowing team. The university faces a dilemma: choosing between two athletes, each with distinct strengths and weaknesses. The first athlete, Sarah, possesses exceptional technical skills and a strong work ethic but lacks leadership qualities and struggles with team dynamics. The second athlete, David, exhibits strong leadership skills and excellent teamwork but lacks the technical proficiency of Sarah.
The case highlights the complex interplay of individual talent, leadership, teamwork, and organizational culture in achieving success within a high-performance environment. It also raises questions about the role of character, commitment, and ethical considerations in the selection process.
3. Analysis of the Case Study
This case study can be analyzed through the lens of various organizational behavior frameworks, including:
- Leadership Styles: The case highlights the contrasting leadership styles of Sarah and David. Sarah's focus on individual performance aligns with a transactional leadership style, while David's emphasis on teamwork and collaboration reflects a transformational leadership style.
- Team Dynamics: The case emphasizes the importance of team cohesion and communication. Sarah's individualistic approach can negatively impact team dynamics, while David's collaborative nature fosters a more cohesive team environment.
- Motivation Theories: The case demonstrates the influence of different motivational factors on performance. Sarah's motivation stems from individual achievement and recognition, aligning with extrinsic motivation. In contrast, David's motivation is driven by a sense of belonging and shared goals, reflecting intrinsic motivation.
- Change Management: The case highlights the need for effective change management strategies to adapt to evolving team dynamics and performance expectations. The selection process itself represents a significant change for the team, requiring clear communication, open dialogue, and a shared understanding of the goals.
4. Recommendations
- Implement a Comprehensive Evaluation System: Develop a multi-dimensional evaluation system that assesses both individual performance and team contributions. This system should include objective metrics for technical skills, leadership qualities, teamwork, commitment, and character.
- Enhance Communication and Feedback Mechanisms: Foster open and transparent communication channels between coaches, athletes, and team members. Implement regular feedback sessions to provide constructive criticism and guidance, promoting continuous improvement and individual development.
- Prioritize Leadership Development: Invest in leadership training programs for all athletes, focusing on developing essential skills such as communication, conflict resolution, delegation, and team building. This will empower athletes to take on leadership roles and contribute to a more cohesive and high-performing team.
- Foster a Culture of Inclusivity: Encourage a culture of respect, diversity, and inclusivity within the team. Promote open dialogue and understanding among athletes from different backgrounds, fostering a supportive and collaborative environment.
- Develop a Clear Selection Process: Establish a transparent and objective selection process that clearly outlines the criteria for evaluation and decision-making. This process should involve multiple stakeholders, including coaches, team members, and potentially external experts, ensuring fairness and accountability.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with FFU's mission to develop well-rounded athletes who excel both individually and as a team.
- External Customers and Internal Clients: The recommendations cater to the needs of external stakeholders (e.g., Olympic committee) and internal clients (e.g., athletes, coaches).
- Competitors: The recommendations aim to enhance FFU's competitive advantage by fostering a culture of excellence and teamwork, enabling the university to attract and retain top talent.
- Attractiveness: The recommendations are expected to result in improved team performance, increased athlete satisfaction, and enhanced FFU's reputation as a leading rowing program.
6. Conclusion
By implementing these recommendations, FFU can create a more robust and transparent Olympic selection process that prioritizes character, competence, and commitment. This approach will foster a culture of continuous improvement, inclusivity, and leadership development, ultimately enhancing the team's performance and achieving greater success on the international stage.
7. Discussion
Alternative approaches include focusing solely on individual performance or solely on leadership qualities. However, these approaches are limited as they fail to recognize the importance of both individual talent and team dynamics.
The recommendations are based on the assumption that FFU is committed to developing a high-performance rowing team that prioritizes both individual excellence and team success. The success of these recommendations depends on the willingness of coaches, athletes, and university administration to embrace change and invest in the development of a culture of excellence.
8. Next Steps
- Develop a detailed implementation plan: Outline the specific actions, timelines, and resources required to implement each recommendation.
- Establish a task force: Assemble a cross-functional team to oversee the implementation process and ensure alignment with FFU's overall strategic goals.
- Communicate the changes: Clearly communicate the rationale for the changes to all stakeholders, including athletes, coaches, and university administration.
- Monitor progress and evaluate outcomes: Regularly assess the impact of the implemented changes on team performance, athlete satisfaction, and FFU's reputation.
By taking these steps, FFU can successfully navigate the challenges of Olympic selection, fostering a culture of excellence and achieving sustainable success in the international rowing arena.
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Case Description
In the lead-up to the 2016 Rio Summer Olympics, the coach of the Canadian men's volleyball team needed to make a final decision about the team's composition. Although the core eight players had already been selected, the difficult decisions involved choosing the supporting cast of four players from a list of seven players being considered. His decision would directly impact the team's performance at the Olympics but would also leave an imprint on the men's volleyball program, and would change the lives of the athletes. How could the coach ensure he made the most appropriate selection decision?
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