Harvard Case - SEEMA Center: Eradicating Female Genital Mutilation in Sudan
"SEEMA Center: Eradicating Female Genital Mutilation in Sudan" Harvard business case study is written by Nikkita Singh, Erin Day, Asaad Mohammed, Jennifer Heng, Shabnam Medhizadah, Nicole R.D. Haggerty. It deals with the challenges in the field of Organizational Behavior. The case study is 12 page(s) long and it was first published on : Feb 8, 2024
At Fern Fort University, we recommend a multi-pronged approach for SEEMA Center to effectively eradicate Female Genital Mutilation (FGM) in Sudan. This strategy will leverage a combination of leadership, change management, organizational culture, and community engagement to create a sustainable and impactful solution.
2. Background
This case study focuses on SEEMA Center, a non-profit organization dedicated to eradicating FGM in Sudan. The organization faces significant challenges, including deeply ingrained cultural norms, lack of awareness, and limited resources. Despite their efforts, progress has been slow, and the organization struggles to maintain staff morale and attract funding.
The main protagonists are:
- Dr. Halima: SEEMA Center's founder and director, a passionate and dedicated leader driven by her personal experience with FGM.
- The SEEMA Center staff: A team of dedicated individuals facing burnout and frustration due to slow progress and limited resources.
- The Sudanese community: A diverse population with varying levels of awareness and acceptance of FGM.
3. Analysis of the Case Study
This case study can be analyzed through the lens of organizational behavior, change management, and social impact.
Organizational Behavior:
- Leadership Style: Dr. Halima's leadership style, while passionate, may be perceived as autocratic, leading to a lack of employee engagement and ownership.
- Organizational Culture: The current organizational culture is characterized by a sense of urgency and dedication but lacks a clear vision and strategy, leading to frustration and burnout among staff.
- Team Dynamics: The team lacks clear roles and responsibilities, leading to confusion and inefficiency.
- Motivation Theories: The current approach relies on intrinsic motivation, which is not sustainable in the face of challenges and limited resources.
Change Management:
- Resistance to Change: The deeply ingrained cultural norms surrounding FGM present a significant barrier to change, requiring a sensitive and culturally appropriate approach.
- Lack of Resources: Limited funding and infrastructure hinder SEEMA Center's ability to implement effective programs and reach a wider audience.
- Communication Gaps: The lack of effective communication between SEEMA Center and the community leads to a lack of trust and understanding.
Social Impact:
- Community Engagement: SEEMA Center needs to engage with the community in a meaningful way, building trust and understanding, and fostering a sense of ownership over the change process.
- Sustainability: The organization needs to develop a sustainable model that addresses the root causes of FGM and builds local capacity to sustain change.
4. Recommendations
1. Transformational Leadership: Dr. Halima needs to transition to a more transformational leadership style, empowering staff, fostering collaboration, and creating a shared vision for the future. This involves:
- Delegation and Empowerment: Clearly define roles and responsibilities, empowering staff to take ownership of their work and contribute to the organization's success.
- Open Communication: Foster an open and transparent communication culture, encouraging feedback and collaboration.
- Vision and Strategy: Develop a clear and compelling vision for the future, outlining specific goals and strategies to achieve them.
2. Organizational Culture Change: SEEMA Center needs to shift its organizational culture towards a more collaborative, innovative, and results-oriented approach. This can be achieved through:
- Values and Mission: Define core values and a clear mission statement that reflects the organization's commitment to eradicating FGM and empowering women.
- Team Building: Implement team-building activities to foster trust, communication, and collaboration among staff.
- Performance Management: Develop a performance management system that aligns with the organization's goals and provides regular feedback and development opportunities for staff.
3. Community Engagement and Empowerment: SEEMA Center needs to build strong relationships with the community, fostering trust and understanding. This involves:
- Community-Based Programs: Develop community-based programs that address the root causes of FGM, promoting education, awareness, and economic opportunities for women.
- Community Leaders: Partner with influential community leaders and religious figures to advocate for change and challenge harmful cultural norms.
- Community Participation: Involve community members in the design and implementation of programs, ensuring ownership and sustainability.
4. Resource Mobilization and Sustainability: SEEMA Center needs to develop a sustainable model that secures long-term funding and builds local capacity. This involves:
- Diversification of Funding Sources: Explore diverse funding sources, including grants, corporate sponsorships, and social impact investments.
- Capacity Building: Invest in training and development programs for local staff, building their skills and expertise to sustain the organization's work.
- Partnerships: Form strategic partnerships with other organizations, NGOs, and government agencies to leverage resources and expertise.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Mission: The recommendations align with SEEMA Center's core competencies in education, awareness-raising, and community engagement, and strengthen its commitment to eradicating FGM.
- External Customers and Internal Clients: The recommendations address the needs of both external customers (the Sudanese community) and internal clients (SEEMA Center staff) by fostering trust, empowerment, and collaboration.
- Competitors: The recommendations focus on developing a unique and sustainable approach that differentiates SEEMA Center from other organizations working in the field.
- Attractiveness: The recommendations are designed to increase SEEMA Center's attractiveness to potential funders and partners by demonstrating its commitment to impact, sustainability, and community engagement.
6. Conclusion
By implementing these recommendations, SEEMA Center can effectively address the challenges it faces and create a sustainable and impactful solution to eradicate FGM in Sudan. This approach emphasizes leadership, change management, organizational culture, and community engagement, enabling the organization to build trust, empower women, and create a lasting positive impact.
7. Discussion
Alternatives not selected:
- Top-down approach: This approach would rely solely on Dr. Halima's leadership and authority, potentially leading to resistance and a lack of ownership among staff.
- Focus solely on education: While education is important, it is not sufficient to address the complex social and cultural factors that contribute to FGM.
- Ignoring the community: This approach would be ineffective and unsustainable, as it fails to address the root causes of FGM and build local capacity for change.
Risks and Key Assumptions:
- Resistance to change: The Sudanese community may resist change, requiring a sensitive and culturally appropriate approach.
- Limited resources: Securing sufficient funding and resources to implement the recommendations is crucial.
- Political instability: Political instability in Sudan could hinder the organization's work.
Options Grid:
| Option | Advantages | Disadvantages | Risks |
|---|---|---|---|
| Transformational Leadership | Empowers staff, fosters collaboration, creates shared vision | Requires significant change in leadership style | Resistance from Dr. Halima, potential for power struggles |
| Organizational Culture Change | Creates a more collaborative and innovative environment | Requires time and effort to implement | Resistance from staff, potential for cultural clashes |
| Community Engagement and Empowerment | Builds trust and ownership, promotes sustainability | Requires significant resources and time | Resistance from community, potential for misunderstandings |
| Resource Mobilization and Sustainability | Ensures long-term funding and capacity | Requires strong fundraising and partnership skills | Competition for funding, potential for dependence on external partners |
8. Next Steps
- Develop a detailed implementation plan: This plan should outline specific goals, timelines, and responsibilities for each recommendation.
- Conduct a leadership development program: Provide Dr. Halima with training and support to develop a more transformational leadership style.
- Implement a team-building program: Facilitate workshops and activities to build trust, communication, and collaboration among staff.
- Develop a community engagement strategy: Conduct research to understand community needs and preferences, and develop culturally appropriate programs and partnerships.
- Secure funding and resources: Develop a comprehensive fundraising plan and explore diverse funding sources.
By taking these steps, SEEMA Center can effectively eradicate FGM in Sudan and create a brighter future for women and girls.
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Case Description
In 2022, the SEEMA Center for Training and Protection of Women and Children's Rights, a non-profit organization in Khartoum, Sudan, was focused on eradicating the practice of female genital mutilation. The organization was facing cultural, educational, and political challenges in Sudan, as well as tensions from decades of civil unrest, which created barriers for the founder's fight to eradicate FGM. Her work was also greatly challenged by the deep cultural roots of the practice that existed within the country and in the surrounding regions. Female genital mutilation was a traditional ritual that generated a culture of illegal procedures and groups of extremists. These groups countered the work of the organization and made the founder's job all the more difficult. She had to find effective strategies and partnerships to help her achieve her organization's goal of eradicating female genital mutilation.
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