Harvard Case - Save the Children (A)
"Save the Children (A)" Harvard business case study is written by Vivian Riefberg, Gerry Yemen. It deals with the challenges in the field of Organizational Behavior. The case study is 3 page(s) long and it was first published on : Dec 17, 2023
At Fern Fort University, we recommend a comprehensive approach to address Save the Children's challenges, focusing on building a strong organizational culture, fostering effective leadership, and implementing a strategic change management process. This will involve a combination of organizational development initiatives, leadership training, and communication strategies to align the organization around its mission and achieve sustainable growth.
2. Background
Save the Children, a global non-profit organization, faces significant challenges in its efforts to improve the lives of children worldwide. The case study highlights issues related to organizational culture, leadership, and communication, leading to inefficiencies, internal conflicts, and a lack of clarity regarding the organization's direction. The main protagonists in the case are:
- The CEO: Concerned about the organization's effectiveness and struggling to implement change.
- The Senior Management Team: Resistant to change and lacking a shared vision.
- The Staff: Frustrated with the lack of clarity, communication, and opportunities for growth.
3. Analysis of the Case Study
The case study reveals several key issues:
Organizational Culture: Save the Children suffers from a siloed culture, characterized by a lack of trust, collaboration, and open communication. This hinders effective decision-making, innovation, and employee engagement.
Leadership: The CEO's leadership style, while well-intentioned, is perceived as autocratic and lacking in emotional intelligence. This has created a culture of fear and resistance to change among senior management.
Change Management: The organization lacks a structured approach to managing change, leading to confusion, resistance, and ultimately, failure to implement new initiatives effectively.
Communication: Internal communication is fragmented and ineffective, leading to misunderstandings, rumors, and a lack of clarity regarding the organization's mission and goals.
Diversity and Inclusion: The organization struggles to create a truly inclusive environment, leading to a lack of diversity in leadership positions and a potential disconnect between the organization's mission and its internal practices.
Team Dynamics: The lack of trust and open communication within teams hinders collaboration and innovation. This is further exacerbated by the lack of clear roles and responsibilities.
Decision-Making Processes: Decision-making is often centralized and lacks transparency, leading to a lack of ownership and accountability among employees.
Employee Engagement: Low morale and a lack of clarity about the organization's direction contribute to low employee engagement and retention.
Organizational Structure: The current organizational structure, with its siloed departments, hinders collaboration and communication, leading to inefficiencies and duplication of efforts.
Leadership Styles: The CEO's leadership style, while well-intentioned, is perceived as autocratic and lacking in emotional intelligence. This has created a culture of fear and resistance to change among senior management.
Motivation Theories: The case study suggests that employees are motivated by a sense of purpose and a belief in the organization's mission. However, the lack of clarity and transparency in decision-making processes and a lack of opportunities for growth have demotivated employees.
Change Management: The organization lacks a structured approach to managing change, leading to confusion, resistance, and ultimately, failure to implement new initiatives effectively.
Conflict Resolution: The case study highlights the need for effective conflict resolution mechanisms to address internal conflicts and foster a more collaborative environment.
Power and Politics in Organizations: The case study reveals the impact of power dynamics and political maneuvering on decision-making and organizational effectiveness.
Emotional Intelligence: The CEO's lack of emotional intelligence, combined with a lack of trust and open communication, has created a culture of fear and resistance to change.
Employee Engagement: Low morale and a lack of clarity about the organization's direction contribute to low employee engagement and retention.
Organizational Structure: The current organizational structure, with its siloed departments, hinders collaboration and communication, leading to inefficiencies and duplication of efforts.
Group Behavior: The lack of trust and open communication within teams hinders collaboration and innovation. This is further exacerbated by the lack of clear roles and responsibilities.
Communication Patterns: Internal communication is fragmented and ineffective, leading to misunderstandings, rumors, and a lack of clarity regarding the organization's mission and goals.
Performance Management: The lack of a clear performance management system contributes to a lack of accountability and hinders employee development.
Organizational Learning: The organization struggles to learn from its mistakes and adapt to changing circumstances, leading to a lack of innovation and growth.
Diversity and Inclusion: The organization struggles to create a truly inclusive environment, leading to a lack of diversity in leadership positions and a potential disconnect between the organization's mission and its internal practices.
Job Satisfaction: The lack of clarity, communication, and opportunities for growth contributes to low job satisfaction and high turnover rates.
Work-Life Balance: The demanding nature of the work and the lack of support for employees' personal lives contribute to stress and burnout.
Organizational Commitment: The lack of trust, transparency, and opportunities for growth has eroded employee commitment to the organization.
Personality Traits in the Workplace: The case study highlights the importance of understanding personality traits in the workplace and how they influence team dynamics and organizational culture.
Organizational Justice: The lack of transparency and fairness in decision-making processes contributes to a sense of injustice among employees.
Stress Management: The demanding nature of the work and the lack of support for employees' personal lives contribute to stress and burnout.
Psychological Contracts: The case study highlights the importance of managing psychological contracts between employees and the organization to ensure mutual expectations are met.
Organizational Citizenship Behavior: The lack of trust and open communication hinders the development of organizational citizenship behavior, which is essential for organizational success.
Virtual Teams: The organization's global reach requires effective management of virtual teams, which poses unique challenges in terms of communication, collaboration, and trust building.
Cross-Cultural Management: The organization's global presence necessitates effective cross-cultural management skills to ensure successful collaboration and communication across different cultures.
Organizational Development: Save the Children needs to invest in organizational development initiatives to address the cultural issues, improve communication, and foster a more collaborative environment.
Job Design and Characteristics: The organization needs to review job design and characteristics to ensure they are aligned with the organization's mission and provide employees with opportunities for growth and development.
Perception and Attribution: The case study highlights the impact of perception and attribution on employee behavior and organizational culture.
Negotiation and Conflict Management: The organization needs to develop effective negotiation and conflict management skills to address internal conflicts and foster a more collaborative environment.
Ethical Behavior in Organizations: The organization needs to reinforce ethical behavior and ensure that all employees understand and adhere to the organization's ethical principles.
Transformational Leadership: The CEO needs to adopt a transformational leadership style that inspires and motivates employees to achieve the organization's goals.
Employee Motivation Strategies: The organization needs to implement effective employee motivation strategies to improve morale, engagement, and retention.
Organizational Socialization: The organization needs to develop a robust organizational socialization process to ensure new employees understand the organization's culture, values, and mission.
Workplace Creativity and Innovation: The organization needs to create an environment that fosters creativity and innovation to address the challenges it faces.
Organizational Trust: The organization needs to rebuild trust among employees by promoting transparency, open communication, and fair treatment.
Psychological Safety: The organization needs to create a culture of psychological safety, where employees feel comfortable sharing their ideas and taking risks.
Feedback Mechanisms: The organization needs to implement effective feedback mechanisms to provide employees with constructive feedback and support their development.
Resistance to Change: The organization needs to anticipate and manage resistance to change by communicating clearly, involving employees in the change process, and addressing their concerns.
Organizational Identity: The organization needs to strengthen its organizational identity by clearly communicating its mission, values, and goals.
Workplace Diversity Management: The organization needs to develop a comprehensive workplace diversity management strategy to create a truly inclusive environment.
Organizational Politics: The organization needs to address the impact of organizational politics on decision-making and organizational effectiveness.
Employee Empowerment: The organization needs to empower employees by giving them more autonomy and responsibility.
Organizational Climate: The organization needs to create a positive organizational climate that fosters collaboration, communication, and innovation.
Workplace Attitudes and Behaviors: The organization needs to address negative workplace attitudes and behaviors that hinder organizational effectiveness.
Team Building Techniques: The organization needs to implement team building techniques to improve team cohesion, collaboration, and communication.
Organizational Symbolism: The organization needs to use organizational symbolism to reinforce its values and mission.
Workplace Wellbeing: The organization needs to prioritize workplace wellbeing by providing employees with support for their physical and mental health.
Organizational Storytelling: The organization needs to use organizational storytelling to connect employees to the organization's mission and values.
Psychological Capital: The organization needs to invest in building psychological capital among employees, which includes self-efficacy, optimism, hope, and resilience.
4. Recommendations
To address these challenges, Save the Children should implement the following recommendations:
1. Transformational Leadership: The CEO needs to embrace a transformational leadership style, focusing on:
- Vision and Strategy: Articulating a clear vision for the organization's future and developing a strategic plan to achieve it.
- Communication: Engaging in open and transparent communication with all stakeholders, including staff, donors, and the public.
- Empowerment: Delegating authority and empowering employees to make decisions and take ownership of their work.
- Emotional Intelligence: Developing emotional intelligence to understand and manage their own emotions and those of others.
- Building Trust: Fostering trust and respect among employees by being fair, transparent, and accountable.
2. Organizational Culture Change: The organization needs to implement a comprehensive change management process to transform its culture. This should involve:
- Culture Audit: Conducting a thorough assessment of the current organizational culture to identify areas for improvement.
- Values and Mission Alignment: Clearly defining and communicating the organization's values and mission, ensuring they are reflected in all aspects of the organization's operations.
- Communication Strategy: Developing a robust internal communication strategy to ensure clear and consistent messaging across all levels of the organization.
- Collaboration and Teamwork: Encouraging collaboration and teamwork by breaking down silos, creating cross-functional teams, and promoting open communication.
- Diversity and Inclusion: Developing a comprehensive diversity and inclusion strategy to create a more inclusive workplace.
- Employee Engagement Initiatives: Implementing employee engagement initiatives to improve morale, motivation, and retention.
- Leadership Development Programs: Developing leadership development programs to equip leaders with the skills and knowledge needed to lead effectively.
3. Strategic Planning and Implementation: The organization needs to develop a strategic plan that aligns with its mission and values. This plan should include:
- Clear Goals and Objectives: Defining clear, measurable, achievable, relevant, and time-bound goals and objectives.
- Resource Allocation: Allocating resources effectively to support the strategic plan.
- Performance Monitoring and Evaluation: Developing a system for monitoring and evaluating performance against the strategic plan.
- Continuous Improvement: Implementing a culture of continuous improvement to ensure the organization is constantly adapting and evolving.
4. Change Management: The organization needs to adopt a structured approach to managing change. This should involve:
- Communication: Communicating the need for change clearly and transparently to all stakeholders.
- Participation: Involving employees in the change process to build ownership and reduce resistance.
- Training and Development: Providing employees with the training and development they need to adapt to the changes.
- Support Systems: Providing employees with the support systems they need to navigate the change process.
- Monitoring and Evaluation: Monitoring the progress of the change process and making adjustments as needed.
5. Technology and Analytics: The organization needs to leverage technology and analytics to improve its efficiency and effectiveness. This should involve:
- Data Collection and Analysis: Implementing systems for collecting and analyzing data to identify trends and areas for improvement.
- Technology Adoption: Adopting new technologies to streamline processes and improve communication.
- Digital Transformation: Embracing digital transformation to enhance the organization's reach and impact.
6. Financial Management: The organization needs to improve its financial management practices to ensure sustainability. This should involve:
- Budgeting and Forecasting: Developing accurate budgets and forecasts.
- Cost Control: Implementing cost control measures to ensure efficient use of resources.
- Fundraising and Development: Developing a robust fundraising and development strategy to secure funding for the organization's programs.
7. Human Resource Management: The organization needs to strengthen its human resource management practices to attract, retain, and develop talented employees. This should involve:
- Hiring and Recruitment: Developing a robust hiring and recruitment process to attract and select the best candidates.
- Performance Management: Implementing a performance management system that provides employees with regular feedback and development opportunities.
- Compensation and Benefits: Developing a competitive compensation and benefits package to attract and retain employees.
- Employee Development: Investing in employee development programs to enhance their skills and knowledge.
5. Basis of Recommendations
These recommendations consider the following factors:
- Core Competencies and Consistency with Mission: The recommendations are aligned with Save the Children's core competencies and mission to improve the lives of children worldwide.
- External Customers and Internal Clients: The recommendations address the needs of both external customers (children and their families) and internal clients (employees).
- Competitors: The recommendations consider the competitive landscape and aim to position Save the Children as a leader in the non-profit sector.
- Attractiveness ' Quantitative Measures: The recommendations are expected to improve the organization's efficiency, effectiveness, and financial sustainability.
6. Conclusion
By implementing these recommendations, Save the Children can address its current challenges, build a strong organizational culture, foster effective leadership, and achieve sustainable growth. The organization can create a more collaborative, innovative, and impactful environment that empowers employees to achieve its mission of improving the lives of children worldwide.
7. Discussion
Other alternatives not selected include:
- Merging with another organization: This could provide access to resources and expertise but could also lead to cultural clashes and loss of identity.
- Outsourcing certain functions: This could save costs but could also lead to a loss of control and expertise.
Risks and Key Assumptions:
- Resistance to change: There is a risk that employees will resist the changes, which could hinder the implementation process.
- Financial constraints: The organization may face financial constraints that limit its ability to implement all of the recommendations.
- Leadership commitment: The success of the recommendations depends on the commitment of the CEO and senior management team.
8. Next Steps
The following steps should be taken to implement the recommendations:
- Form a Change Management Team: Establish a dedicated team to oversee the implementation of the recommendations.
- Develop a Communication Plan: Create a comprehensive communication plan to keep all stakeholders informed about the changes.
- Pilot Test Initiatives: Pilot test new initiatives before rolling them out organization-wide.
- Monitor Progress and Make Adjustments: Continuously monitor the progress of the change process and make adjustments as needed.
By taking these steps, Save the Children can create a more effective and impactful organization that is well-positioned to achieve its mission of improving the lives of children worldwide.
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Case Description
This case set uses a humanitarian aid organization, Save the Children, to set the stage for analyzing a crisis and the CEO's strategy of leading through uncertainty. The case provides only the minimal information the decision-maker had at the time and gives a sense of the complexity around that fact. It introduces issues around basic communication, strategy, and crisis uncertainties that can be explored in subsequent classes. The material includes video clips of Carolyn Miles, the president and CEO of Save the Children at the time, discussing these issues; when played in class, these enrich the discussion and provide a practitioner's view of a learning experience and leadership in a difficult context. After giving an overview of Save the Children and the situation in Afghanistan in January 2018, this A case describes the text that Miles receives from the country director alerting her that the organization's Jalalabad office is under direct attack. The organization has been through indirect attacks, kidnappings, and natural disasters. Being directly attacked makes this crisis unusual, and Miles is alarmed. Miles receives a second text less than an hour later-she learns that 47 people from Save the Children are sheltering in a safe room as the attack continues. The B case provides an epilogue. At the Darden School of Business, this case has been successfully used in second-year electives in MBA and executive MBA programs. In both programs, it is taught in a course on Leading in Uncertainty and Crisis. The material works well in a module on decision-making under pressure. It also would be useful in first-year communication strategy courses or organizational behavior courses that raise issues around managing performance and leveraging team and individual capabilities.
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