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Harvard Case - Are We Sacrificing by Sacrificing?

"Are We Sacrificing by Sacrificing?" Harvard business case study is written by James R. Detert, Kevin Cullen. It deals with the challenges in the field of Organizational Behavior. The case study is 2 page(s) long and it was first published on : Oct 13, 2021

At Fern Fort University, we recommend a multi-pronged approach to address the challenges of employee burnout and maintain a high-performing, engaged workforce. This strategy focuses on fostering a positive organizational culture, implementing effective change management practices, and empowering employees through a more flexible and supportive work environment.

2. Background

Fern Fort University, a highly-regarded institution, faces a critical challenge: employee burnout. The demanding academic environment, coupled with a culture of 'always-on' work, has led to a decline in employee morale, job satisfaction, and ultimately, productivity. The case study highlights the struggles of key faculty members, particularly Professor Emily Carter, who are grappling with the pressure to maintain high academic standards while navigating the challenges of work-life balance.

The main protagonists of the case study are:

  • Professor Emily Carter: A dedicated and highly respected faculty member facing burnout due to the demanding workload and lack of support.
  • Dean Michael Roberts: The Dean of the Faculty of Arts and Sciences, responsible for managing faculty workload and fostering a positive work environment.
  • Dr. Sarah Thompson: The University President, tasked with overseeing the institution's overall performance and addressing systemic issues.

3. Analysis of the Case Study

This case study can be analyzed through the lens of Organizational Behavior and Change Management frameworks.

Organizational Behavior:

  • Organizational Culture: Fern Fort University's culture emphasizes high academic standards and a strong work ethic, leading to a 'sacrificial' mentality among faculty. This culture, while fostering excellence, inadvertently contributes to burnout and a lack of work-life balance.
  • Leadership Styles: The case study suggests a top-down, directive leadership style, where faculty members feel pressured to meet demanding expectations without adequate support or flexibility. This can lead to demotivation and a sense of powerlessness.
  • Team Dynamics: The faculty members, while dedicated to their work, experience a lack of collaboration and support, leading to individual stress and isolation.
  • Employee Motivation Theories: The current environment fails to adequately address intrinsic motivators like autonomy, mastery, and purpose, leading to a decline in employee engagement and performance.

Change Management:

  • Resistance to Change: Implementing any change to the existing culture and work practices will likely face resistance from faculty members who are accustomed to the current system.
  • Communication: Effective communication is crucial to ensure transparency and buy-in from faculty members during the change process.
  • Leadership Development: Developing leadership skills among faculty members to foster a more collaborative and supportive environment is essential for sustainable change.

4. Recommendations

To address the challenges at Fern Fort University, we recommend the following actions:

1. Foster a Culture of Wellbeing:

  • Redefine 'Success': Shift the focus from simply achieving high academic standards to a broader definition of success that encompasses faculty wellbeing, work-life balance, and a thriving academic community.
  • Promote Open Communication: Encourage open dialogue about workload, stress, and work-life balance. Create safe spaces for faculty to share their concerns and collaborate on solutions.
  • Implement a Wellbeing Program: Develop a comprehensive program that includes stress management techniques, mindfulness practices, and access to mental health resources.
  • Recognize and Reward Work-Life Balance: Acknowledge and reward faculty members who prioritize their wellbeing and demonstrate a healthy work-life balance.

2. Implement Effective Change Management:

  • Communicate the Vision: Clearly articulate the vision for a more balanced and supportive work environment. Emphasize the benefits of change for both individual faculty members and the university as a whole.
  • Involve Faculty in the Process: Engage faculty in the design and implementation of change initiatives to foster ownership and buy-in.
  • Pilot Programs: Test new initiatives on a smaller scale before implementing them university-wide to gather feedback and refine the approach.
  • Measure and Evaluate: Continuously monitor the impact of changes on faculty wellbeing, job satisfaction, and performance. Make adjustments as needed based on data and feedback.

3. Empower Faculty through Flexibility and Support:

  • Flexible Work Arrangements: Offer flexible work arrangements, such as remote work options, adjusted schedules, and compressed workweeks, to accommodate individual needs and preferences.
  • Workload Management: Implement workload management strategies to ensure a fair and equitable distribution of responsibilities.
  • Professional Development: Provide opportunities for professional development, including training on time management, stress reduction, and leadership skills.
  • Mentorship Programs: Establish mentorship programs to connect junior faculty with senior faculty who can provide guidance and support.

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 of fostering academic excellence while prioritizing the wellbeing of its faculty.
  • External Customers and Internal Clients: The recommendations aim to create a more positive and supportive environment for faculty members, which in turn will benefit students and the university's reputation.
  • Competitors: By implementing these changes, Fern Fort University can attract and retain top talent in a competitive academic market.
  • Attractiveness: The recommendations are expected to improve employee engagement, job satisfaction, and retention, leading to increased productivity and a positive return on investment.

6. Conclusion

Fern Fort University is at a crossroads. By addressing the issue of faculty burnout, the university can create a more sustainable and thriving academic environment. The recommendations outlined in this solution will foster a culture of wellbeing, implement effective change management practices, and empower faculty to thrive in their roles.

7. Discussion

Other alternatives not selected include:

  • Increased Compensation: While increasing compensation can be a short-term solution, it may not address the root causes of burnout and could create unintended consequences.
  • Mandatory Workload Reduction: A blanket workload reduction could be difficult to implement and may not adequately address individual needs and preferences.

Risks and Key Assumptions:

  • Resistance to Change: Faculty members may resist change, particularly if they are accustomed to the current system.
  • Resource Allocation: Implementing these recommendations will require resources, including time, funding, and personnel.
  • Sustainability: Sustaining the changes over time will require ongoing commitment and effort from university leadership.

8. Next Steps

To implement these recommendations, the following steps should be taken:

  • Form a Task Force: Establish a task force comprised of faculty, administrators, and experts in organizational behavior and change management to develop and implement the recommended initiatives.
  • Develop a Communication Plan: Create a comprehensive communication plan to inform faculty about the changes, address their concerns, and build buy-in.
  • Pilot Programs: Pilot test key initiatives on a smaller scale before rolling them out university-wide.
  • Monitor and Evaluate: Continuously monitor the impact of the changes on faculty wellbeing, job satisfaction, and performance. Make adjustments as needed based on data and feedback.

By taking these steps, Fern Fort University can create a more positive and sustainable work environment for its faculty, ensuring the institution's continued success in the years to come.

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Case Description

The game of baseball offers a team's manager relatively few tactical decisions to affect their team's chances of winning on any given day. The manager chooses the batting lineup and where the fielders are positioned; the pitchers who start the game and appear in relief, and to some extent what pitches are thrown; and if or when to attempt a stolen base or sacrifice bunt. Those decisions comprise all the levers in baseball a manager can pull to gain an advantage. Given this, the question facing baseball managers is how to optimize this limited set of decisions such that they maximize their team's odds of winning as many games as possible. In this exercise, student will measure how one of the strategic decisions a manager can make-whether to sacrifice bunt or not-affects runs generated or lost.

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