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Izmir National University Case Analysis

Mark Gillette, Kevin Maner, Bob Ramsey, and Dylan Terrana
Averett University
BSA 523
Dr. Paul Ewell
August 28, 2014

This growth has led to confusion. Perhaps the collected ideas did not help significantly.I. The new department Dekan faced several issues towards guaranteeing the adequate development of this department upon her arriving and thus decided to brainstorm with its teaching staff. and science in Europe. INU faced several issues. it is evident that the organization has no direction or structure at all. By opening the lines of communication and reviewing the comments from faculty members. lack of funding and resources and chaos among employees. The newly recruited Dekan has been able to identify these growing problems and has taken the first step in trying to alleviate them by opening the lines of communication and asking for input from employees. 2013). It aimed to assist the growth and development of areas related to economy. There is a lack of .300 students and projected to start a new Business School. The Dekan’s biggest decision consists of whether continued growth (more students and staff) or guaranteed quality of education (teaching and making research) is more important. Statement of the Problem: Izmir National University has experienced rapid growth in their organization within recent years. Five years prior to its opening. the teaching staff seems to be uninformed and unmotivated. Clearly. engineering. though they may assist her with decision making in the near future. The faculty in the Business School is unable to keep up with the growing demand of students. Summary of the Facts: The case explains the process of introduction of Izmir National University (INU). II. a Turkish University established in 2000. INU reached 9. inefficient screening selection processes and inconsistent administrative responsibilities (Shafer. mainly a shortage on faculty members (only 26 professors).

The Dekan should continue on this route and coordinate with other managers on trying to increase the faculty in order to offset the large number of inexperienced staff members. and another one states that the university places too much effort on research and they are only there to teach. they must implement change immediately. Training should also be implemented in order to ensure the entire faculty is on the same page as to what the goals of the organization are. The action plan should be followed and reevaluated each year to alleviate any . The Dekan has already started on the path to recovery of the Business School by opening the lines of communication. The solution to these problems. not simply in terms of how they will affect one component of the system” (Shafer. 44). III. 2013. Possible Solutions: The recommended solution is to reevaluate the current business strategy (or lack thereof) and determine the goals of the organization. This is a very real problem in the organization. should be to keep the needs of the entire organization in sight. one employee notes that research is the primary mission and they need more focus on the funding of research. Solutions need to be “evaluated in terms of their effect on the entire system. p. If they hope to keep up with the growing number of students. IV. The university clearly lacks a business strategy and set of goals for the entire organization to achieve. while focusing on the improvement in the Business School. For example.business strategy for the employees to implement or follow. Causes of the Problem: This issue within the Business School is just part of the problem that stems from the lack of strategy within the entire university.

retention rates will increase and the school will have the skills necessary to handle any future growth they may encounter. offer question. VI. this information should be used in determining a new strategy for the INU organization. use balanced scorecards. Among other things. There should be evaluations and performance measurements to demonstrate the effect on productivity. hold information sessions to employees. they must then insert the steps from Kaplan and Norton. Training should begin with all faculty members and geared towards sharing information and technology to make the process effective and easy. the organization needs to follow the combined steps of the transformation process and the ones put forth in the text. the best-case scenario is that there will be tangible proof of the improvements. Solution and its Implementation: In order to resolve the issues. The worst-case scenario is that managers run the risk of hesitation from employees. Since the university cannot transport or store anything within their organization. Justification: If the Business School follows the steps described. V. the transformation process entails inspection (Shafer. These steps include determining how they will execute the strategy.problems or changes that may occur. and answer sessions so the organization can assert the employees’ concerns upfront. Since the Dekan has obtained input from the employees. They will also be setting a great example to the students on how important a successful business strategy can be to an organization. this could include training and hiring additional faculty members. The first step in the transformation process is to alter the environment and the structure of the organization. they already feel overworked and may be unwilling to take on more responsibility and training to . Finally. 2013).

With that. Productivity is defined as the ratio of output to the input used to create it. VII. resource requirements.work towards this goal. HR must be able to conduct efficient screening processes and training when hiring the new teaching staff. opening more opportunities to enhance the communications within INU. They should consider Human Resources (HR) techniques and processes in order to develop better standards and procedures. An action plan (incorporating priorities. It should work along the Business School. some of the issues expressed by faculty members will reflect a similar pattern.) should be derived from the strategic plan. She should demand regular updates and conduct regular discussions with the strategic planning team. If the managers and faculty work together to implement the steps for creating a business strategy the outcome will most likely be a positive one. creating a better. What do the comments by the faculty tell you about INU’s strategy? The opinions expressed by faculty members differ completely and do not follow the same direction and criteria towards fulfilling INU’s strategy. What would you recommend the Dekan do regarding the business school’s strategic planning process? What role would you recommend the Dekan play in this process? The Dekan needs to take an active leadership role and oversee the strategic planning process. The first step would be to establish a Human Resources (HR) department. 3. schedules. 2. and hopefully it will be an example for the rest of the university and they will follow suit. End-of-Case Questions 1. etc. solid and consistent curriculum. How could the productivity of the Business School be measured? . This plan should be implemented by the Dekan as the blueprint for the university’s future development.

NJ. Operations Management for MBAs (Fifth ed. USA: John Wiley & Sons. References Shafer.). (2013). Providing faculty with an increase in salary. Inc. 4. Each of the faculty members will each continue on the same path they are going and not on the path towards the same goal. Additionally. conducting performance reviews each year and asking for candid feedback from faculty members. does not address or change the inherent problems at INU. The productivity analysis is tracking trends in an increase or decrease in retention rates. This will not solve the problem because there is little information or communications with faculty. R. The problems will only go away with a change in structure and strategic planning. the only effect on faculty will make them more enthusiastic about teaching. Hoboken. What would the effect be on productivity if the entire faculty received a 10 percent raise but continued to teach the same number of classes and students? The productivity situation would remain the same. J. By giving faculty members a 10% raise. .The productivity of the Business School could be measured by soliciting feedback from all students and faculty.