Higher Education Case Study Weston University - 1497 Words

Weston University Case Summary The new president of Weston University, Dr. Diana Ball, took over in late 1995, succeeding Dr. Harold Powers. Dr. Powers led the prestigious private university for fifteen years from a human resource frame to tailor the organization to individuals (Bolman Deal, 2013, p. 16). Moreover, during Dr. Powers tenure, the reputation of once-leading private university in the Midwest diminished. Dr. Powers reputation as a scholar gained him the presidency; however, his leadership abilities fell short in dealing with the faculty. Westons board outlined the skills needed, which included both academic standing and business acumen, for their new president to restore Weston Universitys reputation and lead the†¦show more content†¦The faculty is entrenched in their ways, and change causes ambiguity and uncertainty. Moreover, the faculty in the organization feel uncertain about the new concepts presented by Dr. Ball to the deans altering their salaries and evaluations (Bolma n Deal, 2013, p. 31). The proposed changes create competition and unrest among the faculty and will shatter the business-as-usual campus conduct and job security. The deans and faculty are grasping at the symbolic frame, defending their beloved academic lifestyle (Bolman Deal, 2013, p. 248). The secondary problem in this case is support from the deans of the incentive program that will restore Weston University prestigious reputation as set by the board and developed by the president. Stakeholders The stakeholders involved are the board of Weston, new president, deans and faculty. The boards stake in the new president is by taking a risk on her ability to achieve the goal of rebuilding Westons reputation. Next, Dr. Balls confidence lies within the board, and rejecting her incentive program will endanger her leadership status. Dr. Balls stakes are high using the Kotters change strategy is risky, sticking to the process and refusing to quit (Bolman Deal, 2013, p. 390). Furthermore, if the incentive program is rejected, Dr. Ball will lose her creditability before the deans and faculty and her ability to lead the college. The deans and faculty risk losing their beloved way of academic life and job security.Show MoreRelatedThe Case Of Brown V. Board Of Education1813 Words   |  8 Pagesdiscriminatory hiring practices (Week) and on May 17, 1954 the U.S. Supreme Court overturned the provisions of Plessy v. Ferguson, which allowed for â€Å"separate but equal† public facili ties, including public schools. The unanimous decision in the case of Brown v. Board of Education of Topeka, Kansas declared that â€Å"separate educational facilities are inherently unequal† thus ending federal tolerance of racial segregation and igniting the beginning of the civil rights movement (Foner and Garraty). 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