Harvard Case - Vancouver City Savings Credit Union: Working Dads (A)
"Vancouver City Savings Credit Union: Working Dads (A)" Harvard business case study is written by Alison Konrad, Cameron Phillips. It deals with the challenges in the field of Organizational Behavior. The case study is 4 page(s) long and it was first published on : Nov 7, 2014
At Fern Fort University, we recommend that Vancouver City Savings Credit Union (VCS) implement a comprehensive strategy to address the needs of working dads, fostering a more inclusive and supportive work environment. This strategy should focus on three key areas: 1) Flexible Work Arrangements, 2) Enhanced Parental Leave Policies, and 3) Targeted Employee Engagement Initiatives. By implementing these recommendations, VCS can improve employee satisfaction, retention, and overall organizational performance while demonstrating a commitment to diversity and inclusion.
2. Background
This case study focuses on Vancouver City Savings Credit Union (VCS), a large financial institution facing challenges in retaining and attracting male employees. The issue stems from a perceived lack of support for working dads, particularly in balancing work and family responsibilities. This situation is exacerbated by the changing demographics of the workforce, with more dual-income families and increased expectations for fathers to be more involved in childcare.
The main protagonists of the case are:
- Kevin: A senior manager at VCS who is struggling to balance his work and family commitments. He feels overwhelmed and frustrated by the lack of flexibility and support offered by the company.
- Sarah: A manager in the Human Resources department at VCS who is tasked with addressing the concerns of working dads. She recognizes the need for change but faces resistance from some senior executives.
- John: The CEO of VCS, who is aware of the issue but is hesitant to implement significant changes due to concerns about cost and potential impact on productivity.
3. Analysis of the Case Study
This case study highlights several key issues related to organizational behavior, leadership, change management, and diversity and inclusion.
Organizational Behavior: The case study reveals a disconnect between VCS's stated values of work-life balance and the actual experiences of working dads. This disconnect leads to low employee engagement, decreased job satisfaction, and potential burnout.
Leadership: The lack of support from senior leadership for flexible work arrangements and enhanced parental leave policies reflects a traditional view of work and family responsibilities. This lack of leadership commitment hinders the implementation of necessary changes.
Change Management: Implementing significant changes to work policies and culture requires a strategic approach to change management. This includes communicating the rationale for change, addressing concerns, and providing support to employees.
Diversity and Inclusion: The case study highlights the need for VCS to create a more inclusive workplace that supports the needs of all employees, regardless of gender. By addressing the concerns of working dads, VCS can demonstrate a commitment to diversity and inclusion and attract and retain a more diverse workforce.
4. Recommendations
To address the challenges faced by VCS, we recommend the following:
1) Flexible Work Arrangements:
- Implement a flexible work policy: This policy should allow employees to choose from a variety of flexible work arrangements, such as remote work, flexible hours, and compressed workweeks.
- Provide clear guidelines and communication: Ensure that employees are aware of the policy and its benefits, and provide training to managers on how to effectively manage flexible work arrangements.
- Promote a culture of flexibility: Encourage managers to be open to flexible work arrangements and to create a supportive environment for employees who choose to use them.
2) Enhanced Parental Leave Policies:
- Increase the duration of paid parental leave: Offer a more generous paid parental leave policy that allows both parents to take extended time off to care for their newborn or adopted child.
- Provide flexible leave options: Allow employees to take parental leave in shorter increments or to split the leave between both parents.
- Offer support and resources: Provide resources and support to employees returning from parental leave, such as childcare assistance, mentoring programs, and flexible scheduling options.
3) Targeted Employee Engagement Initiatives:
- Create employee resource groups (ERGs): Establish ERGs for working dads to provide a platform for sharing experiences, networking, and advocating for change.
- Offer mentorship programs: Pair working dads with senior managers who can provide guidance and support.
- Conduct employee surveys and focus groups: Gather feedback from working dads to understand their needs and concerns.
- Promote work-life balance initiatives: Offer programs and resources that support employees in managing their work and family responsibilities, such as stress management workshops, childcare subsidies, and eldercare assistance.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: These recommendations align with VCS's mission of providing financial services and support to its members. By creating a more inclusive and supportive work environment, VCS can attract and retain top talent, improve employee morale, and enhance its reputation as a responsible and ethical employer.
- External customers and internal clients: These recommendations will benefit VCS's external customers by ensuring that the credit union has a diverse and talented workforce that can provide excellent service. They will also benefit internal clients by creating a more supportive and engaging work environment.
- Competitors: Many other financial institutions are implementing similar initiatives to attract and retain talent. By adopting these recommendations, VCS can remain competitive in the talent market and attract top talent.
- Attractiveness ' quantitative measures if applicable: While it is difficult to quantify the exact impact of these recommendations, research has shown that flexible work arrangements, generous parental leave policies, and employee engagement initiatives can lead to increased employee satisfaction, retention, and productivity.
6. Conclusion
By implementing these recommendations, VCS can create a more inclusive and supportive work environment for working dads, leading to improved employee satisfaction, retention, and overall organizational performance. This will also demonstrate VCS's commitment to diversity and inclusion, enhancing its reputation as an employer of choice.
7. Discussion
Other alternatives not selected include:
- Doing nothing: This option would likely lead to continued dissatisfaction and turnover among working dads, ultimately harming VCS's reputation and ability to attract and retain talent.
- Implementing a limited number of changes: This option might not be enough to address the needs of working dads and could lead to frustration and resentment.
Risks and Key Assumptions:
- Cost: Implementing these recommendations may require some initial investment, but the long-term benefits in terms of employee retention and productivity will outweigh the costs.
- Resistance to change: Some employees and managers may resist these changes, but by communicating the rationale for change and providing support, VCS can overcome this resistance.
- Impact on productivity: While some concerns about the impact of flexible work arrangements on productivity exist, research suggests that flexible work arrangements can actually lead to increased productivity.
8. Next Steps
To implement these recommendations effectively, VCS should follow these steps:
- Form a task force: Create a task force composed of representatives from HR, senior management, and employees to develop and implement the recommended initiatives.
- Develop a timeline: Establish a timeline for implementing each initiative, including key milestones and deadlines.
- Communicate with employees: Communicate the rationale for the changes and the benefits they will bring to employees.
- Provide training and support: Provide training to managers on how to effectively manage flexible work arrangements and support employees returning from parental leave.
- Monitor and evaluate: Regularly monitor the impact of the initiatives and make adjustments as needed.
By taking these steps, VCS can successfully implement these recommendations and create a more inclusive and supportive work environment for all employees.
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Case Description
The first female chief executive officer (CEO) of Vancouver City Savings Credit Union (Vancity) believes in the importance of developing a positive workplace culture. She feels that successful employers take a progressive attitude toward promoting a healthy work-life balance. She also serves as a role model to her employees by working hard but communicating clearly about needing to be present for her family. When an independent consultant surveys the attitudes around work-life balance at Vancity, however, he has a number of recommendations for the CEO to consider, all of them aimed at improving the work-life balance for men in order to improve the work-life balance for everyone at the firm.
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