Harvard Case - Urban Video Game Academy: Getting in the Game
"Urban Video Game Academy: Getting in the Game" Harvard business case study is written by Lynda M. Applegate, Susan Saltrick. It deals with the challenges in the field of Organizational Behavior. The case study is 20 page(s) long and it was first published on : Feb 21, 2007
At Fern Fort University, we recommend that Urban Video Game Academy (UVGA) implement a comprehensive strategic plan to address its current challenges and achieve sustainable growth. This plan should focus on strengthening its organizational structure, fostering a positive and inclusive organizational culture, and leveraging its unique strengths to attract and retain talent. This will involve a combination of leadership development, change management, organizational development, and talent management strategies.
2. Background
Urban Video Game Academy (UVGA) is a non-profit organization dedicated to providing underprivileged youth in urban areas with access to education and training in video game design and development. Founded by a passionate group of individuals, UVGA has seen significant success in its early years, attracting a diverse pool of students and establishing a strong reputation within the community. However, the organization is facing several challenges, including:
- Rapid growth: UVGA's rapid expansion has led to organizational strain, with limited resources and a lack of clear structure.
- Financial sustainability: The organization relies heavily on grants and donations, making it vulnerable to funding fluctuations.
- Leadership development: The founders, while passionate, lack formal management experience, leading to challenges in decision-making and team management.
- Talent retention: The organization struggles to retain its talented staff, particularly in the face of competitive salaries offered by private companies.
The case study focuses on the challenges faced by UVGA's founders, particularly in managing the organization's rapid growth and ensuring its long-term sustainability.
3. Analysis of the Case Study
UVGA's challenges can be analyzed through the lens of organizational behavior, leadership, and change management.
Organizational Behavior:
- Organizational Culture: While UVGA's mission is commendable, its rapid growth has led to a lack of clearly defined values and expectations, resulting in inconsistent communication and potential conflicts.
- Team Dynamics: The lack of formal structure and defined roles has created a sense of ambiguity and frustration among staff, hindering effective collaboration and team performance.
- Motivation Theories: The organization relies heavily on intrinsic motivation, which while powerful, is not sustainable in the long run. A more structured approach to employee engagement and compensation is needed to retain talent.
- Communication Patterns: The founders' informal communication style, while effective in the early stages, is no longer sufficient for a larger organization. Clearer communication channels and processes are essential for effective decision-making and information flow.
Leadership:
- Leadership Styles: The founders' entrepreneurial and passionate leadership style, while valuable in the initial phase, is not necessarily the best fit for a growing organization. They need to develop more transformational leadership skills to empower their team and foster a culture of collaboration and innovation.
- Decision-Making Processes: The lack of clear decision-making processes has led to inconsistencies and potential conflicts. The founders need to establish a more structured approach to decision-making, involving key stakeholders and ensuring transparency.
- Emotional Intelligence: The founders need to develop their emotional intelligence to better understand and manage the diverse needs of their staff, fostering a more inclusive and supportive environment.
Change Management:
- Resistance to Change: The rapid growth and changes within UVGA have created resistance among some staff, particularly those who are comfortable with the current structure and processes. The founders need to implement a change management strategy that addresses these concerns and facilitates a smooth transition.
- Communication Strategy: The founders need to develop a clear and consistent communication strategy to keep all stakeholders informed about the changes happening within the organization. This will help to build trust and reduce resistance.
- Leadership Development: The founders need to invest in leadership development programs to equip their team with the necessary skills and knowledge to effectively manage the organization's growth.
4. Recommendations
To address UVGA's challenges, we recommend the following:
1. Strengthen Organizational Structure:
- Develop a clear organizational chart: Define roles, responsibilities, and reporting lines to create a more structured and efficient organization.
- Implement a formal performance management system: Establish performance goals, provide regular feedback, and offer opportunities for professional development.
- Establish clear communication channels: Implement a communication plan that includes regular meetings, newsletters, and online platforms to ensure information flow and transparency.
2. Foster a Positive and Inclusive Organizational Culture:
- Develop a shared set of values and mission statements: Clearly define the organization's core values and mission to create a sense of purpose and direction.
- Promote diversity and inclusion: Implement policies and practices that ensure equal opportunities for all employees, regardless of background or identity.
- Encourage open communication and feedback: Create a culture where employees feel comfortable sharing their ideas and concerns without fear of retribution.
3. Leverage Strengths to Attract and Retain Talent:
- Develop a competitive compensation and benefits package: Offer competitive salaries, benefits, and professional development opportunities to attract and retain top talent.
- Create a strong employer brand: Highlight UVGA's unique mission, values, and impact to attract individuals who are passionate about making a difference.
- Invest in employee engagement initiatives: Implement programs that foster a sense of community, recognition, and belonging among staff.
4. Enhance Leadership Development:
- Provide leadership training programs: Offer training programs that focus on developing leadership skills, such as communication, delegation, decision-making, and conflict resolution.
- Implement a mentoring program: Pair experienced leaders with emerging leaders to provide guidance and support.
- Encourage participation in industry events and conferences: Provide opportunities for leaders to network and learn from industry experts.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with UVGA's mission to provide underprivileged youth with access to education and training in video game design and development.
- External customers and internal clients: The recommendations address the needs of both UVGA's students and its staff, ensuring a positive experience for all stakeholders.
- Competitors: The recommendations consider the competitive landscape and aim to attract and retain talent by offering a competitive compensation and benefits package.
- Attractiveness - quantitative measures: While quantitative measures are difficult to assess in a non-profit setting, the recommendations aim to improve organizational efficiency, enhance employee engagement, and increase fundraising capacity, ultimately leading to a more sustainable and impactful organization.
6. Conclusion
By implementing these recommendations, UVGA can address its current challenges and achieve sustainable growth. This will involve a commitment to organizational development, leadership development, and change management. By fostering a positive and inclusive organizational culture, attracting and retaining top talent, and leveraging its unique strengths, UVGA can continue to make a meaningful impact on the lives of underprivileged youth.
7. Discussion
Alternatives not selected:
- Merging with another organization: While a merger could provide access to additional resources and expertise, it could also lead to a loss of UVGA's unique identity and culture.
- Focusing solely on fundraising: While fundraising is crucial, it is not a sustainable long-term solution. UVGA needs to develop a comprehensive strategy that addresses both its financial and operational challenges.
Risks and key assumptions:
- Funding fluctuations: UVGA's reliance on grants and donations poses a significant risk. The organization needs to develop a diversified funding strategy to mitigate this risk.
- Competition for talent: The gaming industry is highly competitive, and UVGA needs to offer a compelling value proposition to attract and retain top talent.
- Change management: Implementing significant changes within the organization can be challenging and require careful planning and communication.
8. Next Steps
- Develop a detailed implementation plan: Outline specific actions, timelines, and responsibilities for each recommendation.
- Establish a dedicated change management team: Assign individuals to oversee the implementation of the changes and provide support to staff.
- Regularly monitor progress and adjust as needed: Track key performance indicators and make necessary adjustments to ensure the recommendations are achieving the desired outcomes.
By taking these steps, UVGA can transform itself into a thriving and sustainable organization, empowering underprivileged youth and making a lasting impact on the gaming industry.
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Case Description
Urban Video Game Academy was founded to enhance the academic and career prospects of urban youth. How will its founder grow it into a sustainable business? Provides an opportunity to discuss the challenges of social entrepreneurship and how to create a sustainable business model for a social venture.
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