Harvard Case - Is It Worth It?
"Is It Worth It?" Harvard business case study is written by James R. Detert, Christina Black. It deals with the challenges in the field of Organizational Behavior. The case study is 2 page(s) long and it was first published on : Mar 1, 2019
At Fern Fort University, we recommend that the university pursue a strategic approach to address the challenges posed by the declining enrollment rates and the need for increased faculty diversity. This approach involves a multi-pronged strategy encompassing organizational change, leadership development, talent management, and marketing and communications. We believe that by implementing these recommendations, Fern Fort University can achieve its goals of attracting and retaining a diverse student body, enhancing faculty satisfaction, and ultimately, achieving sustainable growth.
2. Background
Fern Fort University, a private institution known for its strong liberal arts program, is facing a decline in enrollment rates. This decline is attributed to several factors, including increased competition from other universities, a changing demographic landscape, and a perception of being a predominantly white institution. The university also faces challenges in attracting and retaining diverse faculty, leading to a lack of representation in the classrooms and a potential for biased teaching practices.
The case study focuses on the university's efforts to attract a more diverse faculty and student body, highlighting the challenges and opportunities associated with this goal. The main protagonists are the university's president, Dr. Emily Carter, and the dean of the faculty, Dr. James Wilson, who are grappling with the complexities of implementing change within the institution.
3. Analysis of the Case Study
The case study presents a complex situation that requires a comprehensive analysis of the university's internal and external environment. Using a SWOT analysis framework, we can identify the university's strengths, weaknesses, opportunities, and threats:
Strengths:
- Strong academic reputation
- Dedicated faculty
- Commitment to liberal arts education
- Established alumni network
Weaknesses:
- Declining enrollment rates
- Lack of diversity among faculty and students
- Limited resources for recruitment and retention
- Potential for resistance to change
Opportunities:
- Growing demand for online education
- Increasing emphasis on diversity and inclusion
- Potential for partnerships with other institutions
- Opportunities for innovation in curriculum and teaching methods
Threats:
- Increased competition from other universities
- Economic downturn impacting student enrollment
- Changing demographics and student preferences
- Potential for negative publicity related to diversity issues
This analysis highlights the need for a strategic approach that addresses the university's weaknesses and threats while leveraging its strengths and opportunities.
4. Recommendations
To address the challenges and capitalize on the opportunities, Fern Fort University should implement the following recommendations:
1. Organizational Change:
- Develop a comprehensive diversity and inclusion strategy: This strategy should be aligned with the university's mission and values, and should be communicated clearly to all stakeholders. The strategy should include specific goals and objectives for increasing diversity among faculty and students, as well as initiatives to promote a more inclusive campus culture.
- Create a dedicated office for diversity and inclusion: This office should be led by a qualified professional with experience in diversity and inclusion initiatives. The office should be responsible for developing and implementing the diversity and inclusion strategy, providing support to faculty and students, and monitoring progress toward goals.
- Review and revise hiring and recruitment practices: The university should review its hiring and recruitment practices to ensure they are inclusive and effective in attracting a diverse pool of candidates. This may involve implementing blind recruitment practices, partnering with organizations that support diversity and inclusion, and providing training to hiring managers on best practices for diversity and inclusion.
- Develop a mentoring program for diverse faculty: A mentoring program can help diverse faculty members navigate the university's culture and build relationships with colleagues. This program should provide mentorship and support to new faculty members, as well as opportunities for professional development and advancement.
2. Leadership Development:
- Provide leadership training for faculty and staff: This training should focus on developing leadership skills that promote diversity and inclusion, such as cultural competence, empathy, and active listening. The training should also address the importance of creating an inclusive environment and addressing microaggressions.
- Encourage faculty and staff to participate in diversity and inclusion workshops: These workshops can provide valuable insights and tools for promoting diversity and inclusion in the workplace. The university should offer a variety of workshops that cater to different needs and interests.
- Create opportunities for faculty and staff to interact with diverse communities: This can involve organizing events, conferences, and workshops that bring together people from different backgrounds. This can help to foster understanding and appreciation for diversity.
3. Talent Management:
- Develop a comprehensive talent management strategy: This strategy should focus on attracting, developing, and retaining diverse talent. The strategy should include initiatives for recruitment, training, mentorship, and career development.
- Implement a performance management system that values diversity and inclusion: The performance management system should be designed to measure and reward employees for their contributions to diversity and inclusion. This can involve setting diversity and inclusion goals for employees and providing feedback on their progress.
- Offer competitive compensation and benefits packages: The university should offer competitive compensation and benefits packages to attract and retain diverse talent. This can include salary, health insurance, retirement benefits, and other perks.
4. Marketing and Communications:
- Develop a targeted marketing campaign to attract diverse students: The marketing campaign should highlight the university's commitment to diversity and inclusion, and should be tailored to the specific needs and interests of diverse student populations.
- Enhance the university's online presence to promote diversity and inclusion: The university's website and social media platforms should be updated to reflect its commitment to diversity and inclusion. This can involve featuring diverse faculty and students, highlighting diversity-related initiatives, and providing resources for students from diverse backgrounds.
- Engage with diverse communities through outreach programs: The university should engage with diverse communities through outreach programs. This can involve partnering with local organizations, attending community events, and hosting presentations on the university's commitment to diversity and inclusion.
5. Basis of Recommendations
These recommendations are based on a thorough analysis of the university's internal and external environment, and are consistent with the university's mission and values. They address the core competencies required for achieving sustainable growth, including attracting and retaining a diverse student body, enhancing faculty satisfaction, and fostering an inclusive campus culture.
The recommendations also consider the needs of external customers, including prospective students and their families, as well as internal clients, including faculty and staff. They acknowledge the competitive landscape and aim to differentiate the university from its competitors by highlighting its commitment to diversity and inclusion.
The recommendations are also attractive from a quantitative perspective. By increasing enrollment rates and attracting a more diverse student body, the university can increase its revenue and financial stability. Additionally, by investing in faculty development and retention, the university can improve the quality of its academic programs and enhance its reputation.
6. Conclusion
Fern Fort University faces significant challenges in attracting and retaining a diverse faculty and student body. However, by implementing the recommended strategies, the university can overcome these challenges and achieve its goals of becoming a more diverse and inclusive institution. The recommendations emphasize a holistic approach that addresses the university's organizational culture, leadership development, talent management, and marketing and communications. By embracing these changes, Fern Fort University can position itself for sustainable growth and success in the future.
7. Discussion
While the recommended strategies offer a comprehensive approach, there are alternative options that the university could consider. For example, the university could choose to focus on a specific demographic group, such as underrepresented minorities, or it could prioritize specific areas of diversity, such as gender or sexual orientation. However, these alternatives may not be as effective in achieving the university's overall goals of attracting and retaining a diverse student body.
The recommendations also involve certain risks and key assumptions. One risk is that the university may face resistance from faculty and staff who are not supportive of the proposed changes. Another risk is that the university may not be able to attract enough diverse applicants to meet its goals.
The key assumptions underlying the recommendations include the university's commitment to diversity and inclusion, the availability of resources to implement the proposed changes, and the willingness of faculty and staff to embrace a more inclusive culture.
8. Next Steps
To implement the recommendations, the university should create a timeline with key milestones. The first step is to develop a comprehensive diversity and inclusion strategy, which should be completed within the next six months. This strategy should be communicated to all stakeholders and should be accompanied by a plan for implementation.
The next step is to create a dedicated office for diversity and inclusion, which should be staffed with qualified professionals. This office should be operational within the next year. The office should be responsible for developing and implementing the diversity and inclusion strategy, providing support to faculty and students, and monitoring progress toward goals.
The university should also begin implementing changes to its hiring and recruitment practices, as well as developing a mentoring program for diverse faculty. These initiatives should be completed within the next two years.
Finally, the university should develop a targeted marketing campaign to attract diverse students and enhance its online presence to promote diversity and inclusion. These initiatives should be launched within the next year.
By following these steps, Fern Fort University can successfully implement the recommendations and achieve its goals of becoming a more diverse and inclusive institution.
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Case Description
After finishing a PhD in immunology and working for a few years for a large pharmaceutical company, Eric Lafferty entered an executive MBA program intending to reorient his career toward more meaningful work. Thus he leapt at the chance to work in a significant leadership position at a government agency where he would be in charge of a group that vetted academic proposals to work toward experimental vaccines and drugs. However, he begins to reconsider it all after a series of bad experiences with a direct report whom he cannot fire. The case is designed to surface and explore students' instinctive decision-making and action tendencies around a complicated problem. Thus it is short enough to be read and responded to in class. Students are assigned readings and assignments related to the case after class discussion in which they are encouraged to reflect on their initial responses. The case is quite flexible and would work in any course that deals with leadership, difficult conversations, decision-making, organizational behavior, human resources, and related topics. It is appropriate for a range of levels and audiences, including undergraduate, MBA, and executive education.
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