CASE STUDY
Managing Human and Material Resources
EDD 7201
Dr. Michael Owens
James Bell, Lisa Marvel, Stephanie Smith, Krystal Wright
A CASE FOR
ORGANIZATION
CASE 2.2
PAGE 74
The Scenario
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Clyde Benson- 1st year Superintendent
Reputation – great manager
During first 6 months revised policies,
developed a new mission statement and
revised job descriptions for administrators
Worked with HR director in drafting a staff
development plan for improvement
Concerns
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Improvement in student achievement
The views of the staff became problematic
Board members expressed concerns about personnel
conflicts
When questioned, Benson replied that “I was asked to
bring needed organization and improve student
achievement. I have accomplished what I was called
on to do.”
Question 1
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In view of the limited information set forth in
the case, analyze Benson’s style in relation to
what Chester Barnard terms the “capacity of
equilibrium.”
Chester Barnard
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“the first to view and organization as having a
structural or formal dimension and a human or
informal dimension that are always interacting.” (p.
53)
Cooperation and Cooperative Behavior very
important
Cooperation will not be possible without efficiency
and effectiveness from a system.
“authority exists only to the extent that the workers
are willing to accept it” (p. 54)
3 Key Functions Performed by
Executives
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Formulation of Organizational Purposes~ all
members must accept the organizations
purpose
Maintenance of Communication in the
Organization~ communication is essential
Obtaining the Necessary Performance from
Members~ everyone is working to achieve
superordinate goals
Question 2
Review the theoretical concepts of Andrew
Halpin, Fred Fiedler, and others.
What do these concepts reveal about the
Superintendant’s leadership style?
Theories
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Halpin
Organizational Climate Description Questionnaire (OCDQ)
Leadership Behavior Description Questionnaire (LBDQ)
Four types of leaders…pg. 55
So where does our Superintendant fall?
Emphasis on the human dimension of organizations!
Theories continued…
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Griffiths
If this, then this…
Theories can guide not tell you what to do!
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Fiedler
Contingency Leadership Model (Situational)
leader /member relations+ task structure+ leader’s power position
= favorable situation
Know leadership style! Delegate- situation altered- not your style!
Our Superintendant????
The HR Function
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Description of the HR function from the
viewpoints of centralization and
decentralization.
Centralization - Decentralization
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The Personnel secretary posts all positions
and receives all resumes/paperwork.
Interviews are scheduled via the secretary
who also ensures that candidates are qualified
for desired positions. All paperwork is given
to the Personnel Director prior to the
interview.
Continued
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The Personnel Director runs all interviews
which typically include the principal and/or
assistant principal of the school with the
opening, a teacher from the school (optional),
and the curriculum director. The Special
Education Supervisor attends all interviews
for positions in special education.
The Principal
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The principal is required to assign staff
members in his/her building, evaluate staff (a
shared responsibility with the assistant
principal), manage the school climate
(delegated to a school climate committee
made up entirely of teachers), provide
professional development opportunities on a
monthly basis, and handle day-to-day staff
concerns.
Question 3
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Do the research studies compare favorably
with the practices identified with the school
district?
HR Practices
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Typically utilizes specific processes that
center on increasing student achievement (the
organization’s goal).
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Examples: Establishing a vision and mission,
hiring personnel that seem to have the best
organizational fit, provide both formative and
summative assessments (walk-through’s and
DPAS)
HR Practices
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Area of concern: gaining congruence between
institutional objectives and employee needs
The pre-service program is not effective in
preparing new teachers for their new position (a
mentoring program does exist)
Organizational climate- the current climate does
not create an environment that supports the
achievement of schools goals and objectives nor
does it support individual growth and needs.
QUESTIONS
Discussion
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What issues can you identify in this case
study?
What was the cause of the issue(s)?
What could have been done to avoid the
situation from happening again?