Higher Education Case Study: Weston University

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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. Power's tenure, the reputation of once-leading private university in the Midwest diminished. Dr. Power's reputation as a scholar gained him the presidency; however, his leadership abilities fell short in dealing with the faculty. Weston's board outlined the skills needed, which included both academic standing and business acumen, for their new president to restore Weston University's 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 (Bolman & 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 dean's 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 board's stake in the new president is by taking a risk on her ability to achieve the goal of rebuilding Weston's reputation. Next, Dr. Ball's confidence lies within the board, and rejecting her incentive program will endanger her leadership status. Dr. Ball's stakes are high using the Kotter's 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.
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