PrivateCollegeCaseStudy.edited1-1
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Mount Kenya University**We aren't endorsed by this school
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ECONOMICS 231
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Economics
Date
Dec 17, 2024
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29
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MathematicsRandom Assignment Eco 005Pgui WuiDocument DetailsSubmission IDtrn:oid:::1:2927391544Submission DateMay 21, 2024, 6:59 PM CDTDownload DateMay 21, 2024, 7:01 PM CDTFile NamePrivate_College_Case_Study.edited_1_-1.docxFile Size47.9 KB27 Pages5,701 Words35,551 CharactersPage 1 of 29 - Cover PageSubmission ID trn:oid:::1:2927391544Page 1 of 29 - Cover PageSubmission ID trn:oid:::1:2927391544
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1 Private College Case Study Author Affiliation Course Instructor Due date Page 3 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 3 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
2 Executive summary This is an analysis of the Private College case study. The report covers areas of professional assessment that involve analyzing the relevant external and internal environmental factors and identifying the critical issues within the Private College case by explaining their causes and rationale. A critical evaluation and a what-if analysis scenario have also been evaluated. Finally, the recommendation or the action plans are provided. A private college is an institute facing external and internal factors. These factors were analyzed using SWOT and PESTLE Analysis tools. The Pestle analysis tool reviewed that educational institutions are influenced by government policies and regulations that are connected to student rights, employment laws, and academic freedom, government funding and policies related to financial aids and grants directly affect private colleges, economic factors including operational expenses, competition from other institutions and high tuition fee expose private colleges to financial pressures, and economic downturn is leading to low enrollment rate. Due to the high tuition fees paid to private colleges, the student's expectations are evolving by considering themselves as customers, which significantly impacts the college's operations; technology offers an opportunity to boost enrollment in higher education. Private colleges can also be affected by employment laws and academic freedom regulations. The legal landscape surrounding free speech and academic freedom is vast and complex. Private Colleges should explore these complexities and ensure deeper understanding to help balance the rights of the faculty and student concerns. The SWOT Analysis revealed that Private College is customer-centric, supported by dedicated and experienced faculty members who contribute to its academic environment. The institution's weaknesses are consistency in policy implementation and appropriate conflict resolution systems. Offering support and career development opportunities for the adjunct faculty is an opportunity that the company can utilize. The critical issues in the case include concerns about employment practices, the treatment of students as customers, academic freedom and controversial content, policy implementation inconsistency and conflict resolution, and professional responsibility. The case concludes that temporary staffing helps reduce costs but leads to a loss of employee loyalty and commitment. In the Private College case, transactional, authoritative, customer-oriented, and laissez-faire leadership are practiced. What if the analysis is a scenario of implementing a transformational and servant leadership style that would have given birth to a holistic approach in management, employee satisfaction and retention, and student engagement. The recommendation includes training adjunct faculty and guaranteeing job security, focusing on educational outcomes rather than student satisfaction, developing a solid conflict resolution system, and adopting a balanced leadership approach, a combination of transformational, servant, and authoritative leadership approaches. Page 4 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 4 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
3 Table of Contents Executive summary .........................................................................................................................2 Table of Contents ............................................................................................................................3 Introduction .....................................................................................................................................6 Table 1: Group Members ............................................................................................................6 Objectives .......................................................................................................................................7 Professional Assessment .............................................................................................................7 PESTEL Analysis ....................................................................................................................7 Political ....................................................................................................................................7 Economic Factors ....................................................................................................................8 Social Factors ..........................................................................................................................9 Technological Factors..............................................................................................................9 Legal factors ..........................................................................................................................10 Environmental Factors ...........................................................................................................10 SWOT Analysis .....................................................................................................................11 Strengths ................................................................................................................................11 Weaknesses ............................................................................................................................11 Opportunities .........................................................................................................................12 Threats ...................................................................................................................................12 Issue Identification ........................................................................................................................12 Key issues and their causes .......................................................................................................12 1. Employment Practices ....................................................................................................12 Page 5 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 5 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
4 Strengths of temporary and contract employees ....................................................................13 Weaknesses of temporary and contract employees ...............................................................13 Recommendation ...................................................................................................................14 2. Treating Students as Customers .....................................................................................14 Recommendation ...............................................................................................................15 3. Academic Freedom and Controversial Content .............................................................15 Recommendation ...............................................................................................................16 4. Policy inconsistency and conflict resolution ..................................................................16 Recommendation ...............................................................................................................17 5. Professional Responsibility ............................................................................................17 Recommendation ...............................................................................................................17 Leadership Analysis ......................................................................................................................18 Leadership styles .......................................................................................................................18 LFS Framework.........................................................................................................................18 Leader ....................................................................................................................................19 Follower .................................................................................................................................19 Situation .................................................................................................................................19 Critical Evaluation ........................................................................................................................20 What If Analysis ...........................................................................................................................21 What if scenario: Employment of Transformational and Servant Leadership ..........................21 Conclusion ....................................................................................................................................22 Page 6 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 6 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
5 Recommendations (Action Plans).................................................................................................23 Table 2: Recommendations (Action Plans) ...............................................................................23 References .....................................................................................................................................25 Page 7 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 7 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
6 Introduction Rocky Fields, an assistant lecturer at Private College, is faced with a situation that leads to his dismissal. The report covers professional assessment and the identification of critical issues. Additionally, the case vividly describes the leadership styles employed in the case by utilizing the LFS framework. The essential issues of the case are also evaluated, including checking the suitability of the leadership approaches, their application, and their sufficiency. Also, what if the analysis is outlined in detail andose the best practice approaches tailored to the case context. ` The report was written by a team of four students who were passionate about the topic, and to ensure success, roles were allocated to each individual. The following were the roles of each team member; Table 1: Group Members Member Name Role [INSERT ]Team leader The role was organizing, assigning tasks, and pushing and reminding the other group members of the approaching deadline to ensure timely delivery. The group leader analyzed the difference between speech and academic freedom as part of his analysis of the case content. He comprehensively comprehended academic freedom, researched Rocky Field's dismissal's legal and ethical implications, and integrated the findings into the report. [INSERT]This member carried out the issue identification process and identified the different problems faced by Private College. He also handled the critical evaluation part. His analysis were instrumental in understanding the factors behind Rocky Fields’ dismissal.[INSERT ]This member analyzed the internal environment of Private College. He helped in understanding the institutional processes. The member also carried out the professional assessment research using SWOT and PESTLE analysis which wee useful throughout the paper. [INSERT ]This member evaluated the leadership styles and the LFS framework. The member also generated the recommendations. The recommendations were based on leadership theories relevant to the case and the case study. Page 8 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 8 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
7 Objectives Professional Assessment Like any other business, Private College operates in an environment prone to internal and external factors. These factors can be evaluated using the SWOT and PESTLE analysis techniques. These tools are used to systematically and thoroughly assess a business. The evaluation gives better awareness and understanding of the changes that can occur, the existing challenges in business, and the effect of these challenges (Olsen, 2023). The SWOT analysis will help identify the potential problems with Private Colleges by pointing out their strengths, weaknesses, opportunities, and threats (Olsen, 2023). The tools will help in making strategic recommendations and solutions. PESTEL Analysis Political Educational institutions are influenced by government policies and regulations connected to student rights, employment laws, and academic freedom. Academic freedom is the freedom of educators and scholars to teach, study, and pursue knowledge and investigation without irrational intervention or constraint from public pressure, institutional rules, and law (Da, 2022). Additionally, some laws govern how employees can be dismissed and hired and the existing student freedom, including protection of freedom of expression in the teaching space, the safety against inappropriate academic assessment, and the protection against inappropriate confession. Private Colleges are expected to adhere to and be conversant with the existing regulations governing academic institutions to evade brand reputation damage and penalties by not maintaining educational standards. Page 9 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 9 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
8 The second factor is government funding, and policies related to financial aid and grants directly affect private colleges. This might be the reason why Private Colleges are facing low enrollment rates. Private colleges can acquire federal funding through research grants from government agencies such as the National Institute of Health (College Planning, 2024). The government also offers technology grants where private colleges apply for public funding to finance specific technological improvements. The other grant offered to private colleges is student financial aid. Students planning on attending private schools can opt for federal student aid, which means the school will receive federal assistance to cover tuition and other educational fees (College Planning, 2024). Changes in these policies can affect the enrollment rate. For example, the vice president for government relations and policy development at the National Association of Independent Colleges and Universities, Sarah Flanagan, proposed that loans and grants should go to the student and not the institution and give students the dignity and authority to choose the institute that best fits them (Knott, 2023). If this is implemented, then the enrollment rate at Private Colleges might go even lower since students will choose colleges of higher quality than Private colleges. Economic Factors Economic factors, including operational expenses, competition from other institutions, and high tuition fees, expose private colleges to financial pressures. The administrative costs have been rising, prompting private colleges to hire adjunct faculty over full-time faculty to decrease the cost of operations (Gordon & Hedlund, 2020). Competitive burdens and public strains have forced colleges to find ways to upsurge proficiency and decrease costs, such as hiring adjunct faculty. The economic downturn is another factor leading to a low enrollment rate. In the 1970s, the economy of the U.S. slowed down, and the wages of middle and working-class Americans Page 10 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 10 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
9 deteriorated. These developments destabilized the validation of the longstanding competition for more income and spending, notably as the list price of tuition increased and student debt grew. In the 1980s, the intense rivalry prompted criticism that nonprofit higher education is selfish and greedy, hence dwindling prevalent support for government subsidies, supported contemplation of punitive tax measures, and dispirited some Americans from pursuing higher education (Gordon & Hedlund, 2020). Hence, economic downturns are another factor behind the decreased enrollment rate in Private Colleges due to financial strains. Social Factors Due to the high tuition fees paid to private colleges, the student's expectations are evolving by considering themselves as customers, significantly impacting the college's operations (Safdar et al., 2020). The high tuition rates encourage students to demand value for money and think more like customers than as college community members. Hence, they demand what they think they need from their provider in a concrete and specific way. This is why when that one student complained about Rocky, the school quickly fired him to increase student satisfaction. Private Colleges should be aware of the shift and ensure a balance between academic objectivity and student satisfaction to evade business losses in the long run. Technological Factors According to research conducted, 87% of students prefer tech-savvy colleges. Technology offers an opportunity to boost enrollment in higher education. This case is because technology influences teaching methods and administrative processes, which makes a college remain competitive and provide high-quality education. Therefore, Private Colleges should remain Page 11 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 11 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
10 adaptable to the changing technologies to boost their competitive edge and enhance their enrollment rate. Legal factors Private colleges can also be affected by employment laws and academic freedom regulations. The law states that an adjunct who is dismissed without cause, notice, or opportunity to be heard may not have a protected right to the job, even if the adjunct had continuous engagement (Reichman, 2021). Although there is nothing much that Rocky can do about the dismissal since the law does not protect him, it was wrong and unfair for the institution to fire him without prior information. Additionally, academic freedom can affect the Private College's brand image and reputation depending on how it addresses controversial content and student complaints. Students have the right to free speech but do not have the right to disrupt university procedures and interrupt learning on campus (Smith, 2020). This is precisely what Rocky prevented the student who complained from doing, leading to his dismissal. Private Colleges should be aware of these laws to avoid legal fines and penalties in the future and reputational damage due to unfair dismissal of their employees. Furthermore, the legal landscape surrounding free speech and academic freedom is vast and complex (Smith, 2020). Private Colleges should explore these complexities and ensure deeper understanding to help balance the rights of the faculty and student concerns. Rocky Fields' dismissal shows the high level of conflict in that area. Environmental Factors A survey about sustainability indicated that 9 out of 10 students claimed they were ready to adjust their routine to safeguard the environment (Worldmetrics, 2024). 87% of students Page 12 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 12 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
11 contemplate understanding sustainable growth as an essential part of higher education and future employability as of 2020 (Worldmetrics, 2024). This means that an increasing number of eco-friendly students will be willing to join an institution that embraces eco-friendly practices. Hence, this offers a chance for Private Colleges to boost their enrollment rate and keep the current students. SWOT Analysis Strengths As an institution, Private College is customer-centric. The institution views students as customers, and they feel that customers should be provided with whatever they want, with the notion that a customer is always right. This led to the dismissal of a seasoned lecturer, Rocky Fields, due to one complaint from one of the 14 students that he used to teach. Customer centricity is important because nurturing a customer-centric setting can increase customer fulfilment and allegiance, resulting in a higher retention rate and increased customer referrals (Fader, 2020). Therefore, it is possible that Private Colleges can solve the problem of enrolment and student retention using this business model. The customer-centric approach is also supported by dedicated and experienced faculty members who contribute to the academic environment. Weaknesses The case of Rocky Fields paints Private College as an institution that lacks consistency in policy implementation and appropriate conflict resolution systems. The firing process of Rocky Fields did not follow the correct procedure since the order came from the president of the school to the dean. However, it is crucial to note that Rocky Fields consulted the department chair, who approved the action before showing the video. The dean said his hands were tied, and Rocky Fields Page 13 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 13 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
12 could not explain himself. Lack of adequate conflict resolution can lead to amplified workplace anxiety, reduced job satisfaction, high rates of nonattendance, lower efficiency, and poor determination and quality of work (Uzun, 2020). It also causes a high turnover and termination rate. This can cause dissatisfaction and unresolved student and faculty conflicts, leading to severe outcomes. The inconsistencies in policy implementation undermine trust in the administration and can lead to employee resentment, demotivation, and high turnover rates. Private Colleges should take the necessary measures to create conflict resolution systems and consistently implement policies to increase efficiency. Opportunities Private College can explore other leadership styles and conflict management avenues and techniques to increase efficiency and satisfaction of each stakeholder for long term growth. Threats Competitive pressures and economic downturn are likely to decrease market share and government grants and funding hence reducing further the rate of enrollment. Therefore, it is clear that Private College faces a complex array of internal and external challenges that must be addressed through a comprehensive approach, including supporting adjunct faculty, effective conflict resolution and leadership, and transparent policy development. Issue Identification Key issues and their causes 1.Employment Practices Page 14 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 14 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
13 Private Colleges rely progressively on adjunct faculty who are paid far less than the full-time remunerated faculty and do not receive welfares such as healthcare or contribution to a retirement fund. This is stimulated by the increasing trend of reducing costs by hiring temporary and contract staff instead of full-time employees. The main reason behind the temporary or adjunct faculty arrangement is that adjunct employees can fill positions quickly, and thus time so they can start work soon (Human Resources, 2023). The other reasons are the reduced recruitment costs, the length of hiring processes, and the limited training expenses. Additionally, full-time employees can be costly if they are only needed for a known time. Between the hiring manager's time and the cost of full-time employee benefits, it simply does not make financial sense for many firms to hire permanent employees, and this case applies to Private Colleges, too. Strengths of temporary and contract employees Temporary employees contribute to a business's profitability in many ways. One is increasing cost-effectiveness since they are less expensive than permanent staff and have no added costs such as payroll taxes and benefits (Human Resources, 2023). Additionally, temporary employees help distribute the load effectively, allowing permanent staff to focus on core capabilities. Temporary employees also enhance the morale of permanent employees by handling extra workloads and covering for absences, helping permanent staff avoid burnout, and increasing productivity and profitability. Weaknesses of temporary and contract employees Temporary and contract workers lack loyalty and engagement with a company. This is caused by a lack of growth opportunities, which makes employees who feel stuck in their roles disinterested in the work. Additionally, they lack loyalty because they feel replaceable and are not Page 15 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 15 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
14 supported or valued. Additionally, it hurts corporate culture since reliance on temporary workers erodes an organization's sense of community and shared values (Human Resources, 2023). An antagonistic culture leads to low employee engagement and morale, a high absenteeism rate, and a lack of trust among the employees. Recommendation Employee loyalty and morale are crucial aspects of achieving organizational success. Although adjunct faculty leads to cost reduction, it leads to erosion of employee loyalty due to low job security. The best approach that Private Colleges can use to increase high adjunct faculty loyalty and engagement is by offering them career development opportunities and job security. This approach encourages higher productivity and job satisfaction (Barnwell, 2020). It also leads to higher retention rates, the attraction of better talents, the provision of high-quality education, and the building of a brand image and reputation. 2.Treating Students as Customers There is an increasing trend of higher education institutions considering students as customers. Institutions, including Private Colleges, have become customer-centric, putting customers at the center of every business process and every new decision about the organization. This underscores the significance of providing value for the tuition and fees paid, thus pushing for better academic results and higher fulfilment levels (Hobson, 2024). This is done to attract and retain more students and be competitive in the education industry. The main strength of considering students as customers is that it heightens a sense of accountability within the college (Hobson, 2024). Additionally, the approach increases market competitiveness since when students have an exceptional experience, they share it with their coworkers, friends, and family. This will Page 16 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 16 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
15 successfully sell out the brand, increasing enrollment and retention rates. However, treating students as customers’forms a vicious cycle in that the more colleges treat students as clients, the more impulsive students become and the less likely they are to place their academic growth above their whims. It causes a shift of the focus from learning outcomes to customer satisfaction, hence undermining academic integrity. Recommendation In marketing terminology, education is a value-adding process, unlike transforming raw materials into high-value finished products. Therefore, students should be viewed as the customers and the products. This case is because parents send their children to college in the hope of them getting equipped with valuable knowledge and skills for future careers while employers are at the receiving end to get new talents who can bring new competencies and add value to their organizations. Therefore, to be genuinely customer-oriented, Private Colleges should consider the benefits of high enrollment and retention rates and gauge the varying necessities of the primary customers, employers, parents, and the government to maintain the high academic standards necessary for long-term institutional reputation and student success. Hence, the focus should be on the educational outcome rather than student satisfaction to maintain academic integrity and rigor. Hence, citizens can be treated as customers in the public and nonprofit sectors to improve the quality of services and efficiency while monitoring and maintaining the strategic goals and mission of the sectors. 3.Academic Freedom and Controversial Content Page 17 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 17 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
16 An issue was raised about the controversy of the video shown by Rocky Field and its influence on academic freedom. The issue resulted from a complaint from one of Rocky's' students who regarded the content of the video shown as offensive. Recommendation Academic freedom is the fundamental principle that allows educators and scholars to pursue, discuss, publish, and disseminate knowledge without censorship or reprisal (Reichman, 2021). It allows faculty to explore diverse ideas, challenge conventions, and engage in open inquiry. Academic freedom is the freedom to deliberate all appropriate matters in coaching and discover all avenues of creative expression and research without institutional restraint or restraints on matters of public concern. However, the connection between academic freedom and equity is fundamental (Reichman, 2021). The freedom must be balanced with sensitivity to student concerns and institutional policies. In this case, Rock Fields expressed and taught students about cultural dysfunction using the video, which was not against academic freedom and did not violate the institution's code of conduct. Therefore, his department chair should address the student concerns while supporting Rocky's academic freedom by embracing a practical conflict resolution approach that includes clear communication and open dialogue. Effective communication is key in resolving conflicts. Encouraging an open dialogue, active listening, and clear expression of thoughts and feelings can help prevent misunderstandings and resolve conflicts before they escalate. Hence, Rocky and the student can resolve the difference by understanding each other. 4.Policy inconsistency and conflict resolution The handling of the Rock Fields case shows an inconsistency in Private College. The chair department approved showing the movie, but the institution did not consult him before deciding Page 18 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 18 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
17 to fire Rocky. The cause of this is the lack of clear procedures and guidelines for addressing student complaints and faculty grievances. Recommendation Private colleges should consider developing strong and effective conflict resolution and transparent policies to solve conflicts within the organization. Conflict resolution requires strong verbal and non-verbal communication skills (Uzun, 2020). It is crucial for both the institution and the student relationship. Conflict resolution brings people together to figure out a solution to a problem rather than pulling them apart, for example, by firing Rocky. This would have helped solve the issue since the video did not contain offensive content to get someone terminated but somewhat academically relevant content that proved critical thinking. The termination was due to inappropriate problem-solving systems and transparent policies and guidelines. Together, clear guidelines and processes offer a roadmap for day-to-day operations. They ensure compliance with laws and rules, guiding decision-making and streamlining internal procedures. 5.Professional Responsibility According to the contract Rocky had signed, he had only two weeks remaining to work for Private College, their contract. However, he failed to adhere to this after he was sacked due to the controversy and subsequent fallout from one of the students' complaints about the video content—the college prioritized customer satisfaction over academic freedom. Recommendation To ensure professional ethics, it is crucial to uphold contractual responsibilities. Therefore, Rock Fields should have fulfilled the remaining duties in the two weeks to ensure the continuity of the students and maintain professionalism. This is because a person can meet every other facet of Page 19 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 19 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
18 professionalism, but none will matter if they do not honor their commitments and get their jobs done. Therefore, Ricky Fields should honor his commitment to maintaining professionalism and ensuring student continuity since abandoning the students halfway would ruin his professional reputation and affect the student's learning experience. Hence, I would complete the contractual responsibilities and seek a productive solution to the disagreement. Leadership Analysis Leadership styles In the Private College case, transactional, authoritative, customer-oriented, and laissez-faire leadership are practiced. Customer-oriented leadership is positioned on the complete customer experience that leads to general client satisfaction and loyalty (Bwalya, 2023). This is portrayed by Private Colleges prioritizing student satisfaction at the expense of academic integrity. On the other hand, laissez-faire leadership takes a distant method to leadership and gives others the freedom to make judgements (Bwalya, 2023). Leaders still provide the teams with the resources and tools to succeed by remaining detached in the day-to-day work. This leadership is indicated by the lack of proactive engagement by the administration to support and defend academic freedom; all they can do is sack an employee without valid grounds. Transactional leadership highlights the significance of structure, organization, supervision, performance, and outcomes (Bwalya, 2023). It is shown by the president, who does not consider Rocky's past performance but this one complaint before firing him. The president also shows authoritative leadership, firing Rocky Fields without consultation (Bwalya, 2023). Therefore, this conflict calls for a determination of the appropriate leadership response, which my LFS Framework can explain; LFS Framework Page 20 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 20 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
19 Leader The president, the dean, and the department chair are the leaders. The dean and department chair are transactional leaders focused on rules, procedures, and performance metrics. Transactional management is where the leaders tell subordinates what to do and focus on accomplishing immediate goals and performing tasks appropriately and to specifications. The management is very strict and gives employees very little freedom, which is why Rocky was fired because of a single complaint. The management should consider employing transformational and servant leadership styles. This involves giving priority to inspiring and motivating employees and empowering the followers. For instance, the department chair would have approached the conflict by holding a constructive dialogue with Rocky and the student to promote an inclusive educational and working environment and resolve the conflict since the video did not contain offensive content. Follower Rocky Fields and the students are the followers who are fundamental to accepting the situation and defining the suitable leadership style. Rocky Fields ensures a balance between academic freedom, student concerns, and sensitivity while learners have a right to a respectful and nontoxic learning environment. However, the controversial video led to a complaint that challenged the teaching methods of Rocky Fields, and a student felt offended by the content offered by Rocky Fields, which affected their learning satisfaction and experience. Rocky Fields needs supportive leadership that knows how to effectively address student concerns, while students must be assured of their issues being resolved and inclusive in class. Situation Page 21 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 21 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
20 One of the students complained about the video shown by Rocky Fields, which led to a series of actions until Rocky Fieldes was sacked. This situation required careful management, initially being taken to the department chair, who would have resolved the issue promptly and fairly by giving each party a chance to explain themselves and be heard. This would have involved the department chair reviewing the video content and meeting with the student and Rock Fields to understand their opinions clearly. After the meeting, the leadership can decide to solve the problem, such as advising Rocky to refine and modify his teaching methods and content to ensure inclusivity in the classroom. The resolution of the case should also involve transparent communication with stakeholders to ensure the maintenance of trust and credibility. Transparent communication is being open, honest, and straightforward in all dealings. The steps of resolving the conflict should be clearly defined and explained by the dean and the department chair as the reasons behind them to ascertain that they considered the broader implications of such conflicts. By addressing the needs of the followers and the situation by balancing transactional, servant, and transformational leadership styles, the Private College management can create a supportive and effective learning environment. The analysis is closely related to course chapters on effective leadership, strategic communication, and conflict resolution. Critical Evaluation The central leadership approach is the authoritative leadership approach. This refers to a situation where the leader has complete control. An authoritative leader sets the goals, determines the processes, and oversees all steps to reach those goals with little input from team members (Mulonga & Kawimbe, n.d). In this case, the president approached the case as authoritative and decided to fire Rocky Fields without consulting others, and his decision was final. The president Page 22 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 22 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
21 issued a directive that the subordinates were to comply with, which is why even the dean did not consult with the department chair. Authoritative leadership is suitable for quick decisions and strict compliance with policies and procedures (Mulonga & Kawimbe, n.d). However, in the case of Rocky Fields, the approach was not applicable because an academic environment involves academic freedom, free speech, and collaboration. This kind of approach can discourage dialogue and reduce employee morale. The approach needed to be more sufficient since it did not involve inclusivity by considering Rocky and coming up with a long-lasting solution to such problems since they cannot continue to fire employees due to misunderstandings. Hence, it is insufficient since it did not solve the underlying issues related to academic freedom and student engagement. They might need a more balanced approach. Although the authoritative approach was correctly applied to address the complaint swiftly, the application overlooked the need for a dialogue regarding academic freedom (Mulonga & Kawimbe, n.d). The authoritative approach also considered hiring temporary staff over reducing costs, undermining long-term organizational loyalty and commitment. The analysis is related to strategic and change management, which focuses on addressing flexibility and resistance and facilitating adaptation. Private Colleges should consider embracing authoritative, transformational, and servant leadership as a more comprehensive and holistic approach that fosters long-term success. What If Analysis What if scenario: Employment of Transformational and servant Leadership Transformational leaders know how to inspire, instigate, and encourage employees to perform in ways that create meaningful change (Bwalya, 2023). Conversely, servant leadership is a philosophy built on the belief that the most persuasive leaders endeavor to assist others rather Page 23 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 23 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
22 than accumulating supremacy to take control (Bwalya, 2023). It is based on compassion, integrity, continuous improvement, authenticity, and strong communication. The outcome is an involved workforce invested to innovate and help shape an organization's future victory. Instead of relying on authoritative leadership, Private Colleges can adopt this leadership style. This would involve having a shared vision for the college and prioritizing student-centered learning and academic freedom. A servant leadership style also helps foster a sense of community and belonging, which would have been used in this scenario to create a collaborative community that offers mutual support. Additionally, provide support and development to faculty members by enhancing their teaching methods, such as the department chair mentoring Rocky and addressing student concerns while considering academic freedom. This would have led to Rocky's retention and the student's high satisfaction This case because Rocky and other faculty members would feel more engaged and motivated, resulting in higher academic performance and satisfaction levels and reduced conflicts due to the proactive approach to the conflict. This would help create a conducive and positive environment for the faculty, leading to a higher education experience, attracting more students and retaining existing ones. The faculty and students would have worked together to develop a robust sense of commitment and loyalty to the college and create a supportive and inclusive culture that will enhance the satisfaction and well-being of everyone in the organization without having others lose their jobs. Overall, a combination of servant and transformational leadership would have led to increased loyalty, a positive culture, improved performance, enhanced engagement between faculty and students, and decreased rate of conflicts. Conclusion Page 24 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 24 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
23 In conclusion, the critical issues in the case include concerns about employment practices, the treatment of students as customers, academic freedom and controversial content, policy implementation inconsistency and conflict resolution, and professional responsibility. The case concludes that temporary staffing helps reduce costs but leads to a loss of employee loyalty and commitment. In the Private College case, transactional, authoritative, customer-oriented, and laissez-faire leadership are practiced. What if the analysis is a scenario of implementing a transformational and servant leadership style that would have given girth to a holistic approach in management, employee satisfaction and retention, and student engagement. The recommendation includes training adjunct faculty and guaranteeing job security, focusing on educational outcomes rather than student satisfaction, developing a solid conflict resolution system, and adopting a balanced leadership approach, combining transformational, servant, and authoritative leadership approaches. Recommendations (Action Plans) Table 2: Recommendations (Action Plans) Recommendation Justification / expected outcomesPotential barriersEnhance faculty career development programs and job security to increase loyalty and engagement. Increased loyalty and engagement among the adjunct faculty, higher productivity, improved job satisfaction, and enhanced brand reputation and image. Resistance from management is due to the high cost of career development programs. Focus on educational outcomes rather than student satisfaction to maintain academic integrity and rigor. Enhanced satisfaction, loyalty, and improved academic integrity, impacting the institution's reputation and competitiveness. Resistance from students accustomed to a customer-centric approach. Page 25 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 25 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
24 Develop a robust conflict resolution system and transparent policies for addressing student complaints and faculty grievances. Improve trust and credibility among stakeholders, more effectively resolve complaints and conflicts, and have a positive impact on employee retention and morale (Uzun, 2020). Resistance from the management who can prefer handling conflicts informally and with authority. Adopt a more balanced leadership approach that combines authoritative, servant, and transformational leadership to empower and foster a sense of community and promote collaboration and inclusivity. Increased employee engagement and motivation, improved collaboration and inclusivity, enhanced organizational culture and reputation, and positively impacted student retention and satisfaction (Bwalya, 2023). Resistance from leaders and employees who may resist new leadership styles and prefer the authoritative approach. Page 26 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 26 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
25 References Barnwell, S. E. (2020). Why They Care: An Exploration Of Adjunct Faculty Loyalty. https://digitalcommons.wayne.edu/oa_dissertations/2379/ Bwalya, A. (2023). Leadership Styles. Global Scientific Journal, 11(8). https://www.researchgate.net/profile/Arthur-Bwalya/publication/373068669_ College Planning. (2024, May 29). Do Private Universities Get Federal Funding?https://www.grantford.org/post/do-private-universities-get-federal-funding Da, W. C. (2022). Academic freedom in Malaysian public universities. Kajian Malaysia: Journal of Malaysian Studies, 40(2). http://web.usm.my/km/40(2)2022/KM40022022_1.pdf Fader, P. (2020). Customer centricity: Focus on the right customers for strategic advantage. University of Pennsylvania Press. https://books.google.com/books?hl=en&lr=&id=F5VKEAAAQBAJ&oi=fnd&pg=PA7&dq=Customer+centricity+is+im&ots=jklwd1fqdI&sig=IqH5_V0LOALpDZWFhVYcKWuU04w Gordon, G., & Hedlund, A. (2020). Accounting for tuition increases across U.S. colleges. Available at SSRN 3720860. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3720860 Hobson. (2024, January 25). 5 Reasons Why Universities Should Think of Students as Customers. https://drlukehobson.com/blog1/why-universities-should-think-of-students-as-customers Page 27 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 27 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
26 Huma Resources. (2023, November 2). How can temporary staffing reduce the cost of hiring and training new employees?LinkedIn. https://www.linkedin.com/advice/3/how-can-temporary-staffing-reduce-cost-hiring-training-l1oge Knott, K. (2023, December 12). Bipartisan Progress on Pell Grant Expansion, but Hurdles Remain. https://www.insidehighered.com/news/government/student-aid-policy/2023/12/12/short-term-pell-bill-would-end-federal-loans-wealthy Mulonga, M. P., & Kawimbe, S. (n.d). An Evaluation of The Impact of Leadership Styles on the Performance of SMEs in Zambia: A Conceptual Perspective. https://www.researchgate.net/profile/Sidney-Kawimbe/publication/380431138_ Olsen, E. (2023, May 1). Internal & External Analysis. https://onstrategyhq.com/resources/internal-and-external-analysis/ Reichman, H. (2021). Do adjuncts have academic freedom? Alternatively, why tenure matters. Academe, 107(1), 32-40. https://www.aaup.org/article/do-adjuncts-have-academic-freedom-or-why-tenure-matters Safdar, B., Habib, A., Amjad, A., & Abbas, J. (2020). Treating students as customers in higher education institutions and its impact on their academic performance. International Journal of Academic Research in Progressive Education and Development, 9(4), 176-191. https://www.academia.edu/download/84804625/treating-students-as-customers-in-higher-education-institutions-and-its-impact-on-their-academic-performance.pdf Schlaerth, C. A. (2022). Adjuncts unite! The struggle to unionize, administrative response, and building a bigger movement. Labor Studies Journal, 47(1), 5-27. https://journals.sagepub.com/doi/abs/10.1177/0160449X211028660 Page 28 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 28 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544
27 Smith, E. (2020). No Platform: a history of anti-fascism, universities and the limits of free speech. Routledge. https://www.taylorfrancis.com/books/mono/10.4324/9780429455131/platform-evan-smith Uzun, G. Ö. (2020). A review of communication, body language, and communication conflict. International Journal of Psychosocial Rehabilitation, 24(9), 2833–2844. https://www.researchgate.net/profile/Gizem-Oneri-Uzun/publication/351057431_ Worldmetrics. (2024, May 6). Sustainability In Higher Education Statistics. https://worldmetrics.org/sustainability-in-higher-education-statistics/Page 29 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544Page 29 of 29 - AI Writing SubmissionSubmission ID trn:oid:::1:2927391544