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Harvard Case - Snehalaya

"Snehalaya" Harvard business case study is written by Supil Chachan, Pradyot Porwal. It deals with the challenges in the field of Organizational Behavior. The case study is 16 page(s) long and it was first published on : Jul 30, 2012

At Fern Fort University, we recommend Snehalaya adopt a multi-pronged approach to address its current challenges and achieve sustainable growth. This strategy involves a combination of organizational change, leadership development, and strategic partnerships. This approach aims to strengthen Snehalaya's organizational structure, empower its leadership, and foster a more collaborative and inclusive environment.

2. Background

Snehalaya, a non-profit organization dedicated to rehabilitating street children in India, faces several challenges:

  • Rapid growth: Snehalaya's success has led to a rapid expansion in its operations, resulting in a complex organizational structure and a need for more robust management practices.
  • Lack of formal leadership development: The founder, Dr. Dhananjay Jadhav, is a visionary leader, but his style of management is not sustainable for a growing organization.
  • Limited resources: Despite its success, Snehalaya faces financial constraints and needs to develop more efficient fundraising strategies.
  • Internal communication gaps: The organization struggles with communication between different departments and levels, leading to inefficiencies and a lack of shared understanding.
  • Limited professionalization: The organization lacks a formal HR department, which hinders its ability to attract, retain, and develop talent.

3. Analysis of the Case Study

To analyze Snehalaya's situation, we can apply a framework focusing on Organizational Culture, Leadership, and Strategic Partnerships.

Organizational Culture:

  • Foundational Values: Snehalaya's core values of compassion, empathy, and dedication to children are its strengths. However, the organization needs to formalize these values and ensure they are integrated into all aspects of its operations.
  • Leadership Style: Dr. Jadhav's charismatic leadership has been instrumental in Snehalaya's success. However, his autocratic style is not conducive to long-term growth. The organization needs to transition to a more participative and collaborative leadership model.
  • Communication and Collaboration: Snehalaya's lack of effective communication and collaboration hampers its ability to function efficiently. This can be addressed by implementing clear communication channels, promoting teamwork, and encouraging open dialogue.

Leadership:

  • Leadership Development: Snehalaya needs to invest in leadership development programs for existing staff and potential future leaders. This should include training on strategic thinking, decision-making, communication, and team management.
  • Succession Planning: Snehalaya needs to develop a clear succession plan to ensure leadership continuity and avoid reliance on a single individual. This involves identifying potential leaders, providing them with opportunities for growth, and preparing them for future leadership roles.

Strategic Partnerships:

  • Fund-Raising: Snehalaya needs to explore new fund-raising strategies, including building relationships with corporate sponsors, foundations, and international donors.
  • Collaboration with other NGOs: Snehalaya can benefit from collaborating with other NGOs to share best practices, access resources, and expand its reach.
  • Technology Adoption: Snehalaya can leverage technology to improve its operations, communication, and fund-raising efforts. This includes using online platforms for donation collection, data management, and communication.

4. Recommendations

Organizational Change:

  • Formalize Organizational Structure: Implement a formal organizational structure with clearly defined roles, responsibilities, and reporting lines. This will improve efficiency, accountability, and communication.
  • Develop a Strong HR Department: Establish a dedicated HR department to handle recruitment, training, performance management, and employee relations. This will professionalize the organization and improve its ability to attract and retain talent.
  • Implement a Culture of Collaboration: Foster a culture of open communication, teamwork, and shared decision-making. This can be achieved through regular meetings, cross-functional teams, and employee engagement initiatives.

Leadership Development:

  • Leadership Training Programs: Develop and implement leadership training programs for existing and potential leaders. These programs should focus on strategic thinking, decision-making, communication, and team management.
  • Mentorship Program: Establish a mentorship program where senior leaders mentor junior staff, providing guidance, support, and opportunities for professional development.
  • Succession Planning: Develop a formal succession plan to ensure leadership continuity. This should involve identifying potential leaders, providing them with opportunities for growth, and preparing them for future leadership roles.

Strategic Partnerships:

  • Fund-Raising Strategy: Develop a comprehensive fund-raising strategy that includes approaching corporate sponsors, foundations, and international donors.
  • Collaboration with Other NGOs: Seek out opportunities to collaborate with other NGOs in India and internationally to share best practices, access resources, and expand reach.
  • Technology Adoption: Invest in technology to improve operations, communication, and fund-raising efforts. This includes using online platforms for donation collection, data management, and communication.

5. Basis of Recommendations

These recommendations are grounded in the following principles:

  • Core Competencies and Consistency with Mission: The recommendations align with Snehalaya's mission to rehabilitate street children by strengthening its organizational capacity, developing effective leadership, and securing sustainable funding.
  • External Customers and Internal Clients: The recommendations consider the needs of Snehalaya's beneficiaries (street children), donors, and staff.
  • Competitors: The recommendations take into account the competitive landscape of the NGO sector and aim to position Snehalaya as a leader in the field.
  • Attractiveness: The recommendations are designed to be cost-effective and to generate a positive return on investment in the long term.

6. Conclusion

Snehalaya has a strong foundation and a proven track record of success. By implementing the recommended changes, the organization can strengthen its organizational structure, develop effective leadership, and secure sustainable funding. This will enable Snehalaya to continue its important work of rehabilitating street children and making a positive impact on the lives of thousands of vulnerable children.

7. Discussion

Alternatives:

  • Status Quo: Continuing with the current approach would lead to continued challenges with growth, leadership, and resource management.
  • External Management: Hiring an external management team could provide expertise, but it might not be affordable or compatible with Snehalaya's culture.

Risks:

  • Resistance to Change: Some staff members may resist change, especially those who are comfortable with the current way of doing things.
  • Financial Constraints: Implementing the recommendations will require financial resources, which may be limited.
  • Lack of Expertise: Snehalaya may lack the internal expertise to implement some of the recommendations.

Key Assumptions:

  • Commitment to Change: Snehalaya's leadership and staff are committed to making the necessary changes.
  • Availability of Resources: Snehalaya will be able to secure the necessary financial and human resources to implement the recommendations.
  • External Support: Snehalaya will be able to build strong relationships with donors, corporate sponsors, and other NGOs.

8. Next Steps

  • Develop a detailed implementation plan: This plan should outline the specific steps, timelines, and resources required to implement each recommendation.
  • Establish a dedicated project team: This team should be responsible for overseeing the implementation of the recommendations and reporting progress to the board.
  • Secure funding: Snehalaya needs to develop a funding strategy to secure the necessary resources to implement the recommendations.
  • Communicate the changes: It is essential to communicate the proposed changes clearly and effectively to all staff members, donors, and stakeholders.
  • Monitor and evaluate progress: Regularly monitor and evaluate the progress of the implementation process and make adjustments as needed.

By following these next steps, Snehalaya can ensure that the recommendations are implemented effectively and that the organization achieves its goals of sustainable growth and impact.

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Case Description

Snehalaya is a non-governmental organization giving care to HIV-positive individuals in Maharashtra, India. The case provides a background of the sex trade in India before discussing the founder's upbringing and how it influenced him to serve society through working towards inclusion and rehabilitation for HIV-positive individuals and former prostitutes. The case then outlines various problems that the founder faced in securing resources and cooperation from commercial sex workers. It emphasizes his motivations in forming a dedicated team for Snehalaya, then explains various initiatives taken up by Snehalaya over the span of 21 years and how it expanded to create a bigger impact on society. It also discusses various challenges that Snehalaya faced involving quality, funding, and societal involvement, touching upon aspects of team-building and succession-planning. Finally, it summarizes evaluation parameters being used by Snehalaya to gauge its performance.

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