MGMT 591: Leadership And Organizational Behavior
MGMT 591: Leadership and Organizational Behavior
Project Proposal
Overview of Organization
Clarity University is a publicly traded, for-profit University that has been in existence over 100 years. Clarity University’s greatest opportunity is their vast program offerings that allow students to earn a degree while also earning valuable trade experience. These programs range from business, culinary, computer forensics and electronics. Currently the University’s annual revenue is about 15 million. This is down from previous quarter by 10%. The problem has been linked to many things such as low campus enrollments and disengagement of advisors and support staff. However, the online division of admissions has been keeping the company afloat.
Many of the incentive programs such as paid time off, end of year bonuses, and incentive pay have been wiped away.
When I assumed my position as Director of Enrollment Management I was excited to bring back an extrinsic rewards system for the admissions, and support staff. The Board of Directors prior to me coming aboard felt they should adopt a non-initiative model due to regulations and reprimands set forth by the federal government. After careful review of the regulations and company policies there might be a way to bring back some extrinsic rewards to this staff. I don’t want to limit it to just the admissions staff but to the campus and support staff as well. The proposed plan would: 1. Increase engagement and productivity of advisors and support staff 2. Create a more student-centered approach to admissions and 3. Increase system- wide enrollment for Clarity University.
Preliminary Problem Statement
In order to provide a more student centered approach to the admissions process at Clarity University, an extrinsic reward program must be re-established that keeps the university in compliance with state and federal laws, while increasing engagement and productivity of the faculty and staff.
The problem will directly relate to addressing the areas of Teamwork and Team Performance. It will also examine the motivations that will drive results and otherwise save our University from closing its doors. I believe an effective and thorough examination of the current process is necessary in order to get the results we need to keep thriving as an institution of Higher Education.
Project Proposal
Overview of Organization
Clarity University is a publicly traded, for-profit University that has been in existence over 100 years. Clarity University’s greatest opportunity is their vast program offerings that allow students to earn a degree while also earning valuable trade experience. These programs range from business, culinary, computer forensics and electronics. Currently the University’s annual revenue is about 15 million. This is down from previous quarter by 10%. The problem has been linked to many things such as low campus enrollments and disengagement of advisors and support staff. However, the online division of admissions has been keeping the company afloat.
Many of the incentive programs such as paid time off, end of year bonuses, and incentive pay have been wiped away.
When I assumed my position as Director of Enrollment Management I was excited to bring back an extrinsic rewards system for the admissions, and support staff. The Board of Directors prior to me coming aboard felt they should adopt a non-initiative model due to regulations and reprimands set forth by the federal government. After careful review of the regulations and company policies there might be a way to bring back some extrinsic rewards to this staff. I don’t want to limit it to just the admissions staff but to the campus and support staff as well. The proposed plan would: 1. Increase engagement and productivity of advisors and support staff 2. Create a more student-centered approach to admissions and 3. Increase system- wide enrollment for Clarity University.
Preliminary Problem Statement
In order to provide a more student centered approach to the admissions process at Clarity University, an extrinsic reward program must be re-established that keeps the university in compliance with state and federal laws, while increasing engagement and productivity of the faculty and staff.
The problem will directly relate to addressing the areas of Teamwork and Team Performance. It will also examine the motivations that will drive results and otherwise save our University from closing its doors. I believe an effective and thorough examination of the current process is necessary in order to get the results we need to keep thriving as an institution of Higher Education.