I just completed Leading with Finance online course from HBS taught by Prof. Mihir Desai. It was great experience, I would highly recommend this course!
I'm really admired with the presenter or professor who is really drove the class pretty much lively and active. Guys do remember the real situations in the market would be more challenging that this class discussions.
Such a amazing lesson with the extraordinary case studies that really made the participants went-through with deepest and solid brain-storming process.
It means that the woman wants you to do something about the fact of the assault and if you do something will that become your liability or hamper your business.
Marvelous teaching learning leadership with Dr Mihir desai prof ,marvelous swot analysis ,leadership, financial research, flow analysis, international development in financial management, managerial accounting, SAP FICO , Oracle financial accounting, case study analysis was marvelous, awesome from Prof desai we love , admire with prof so simple , case study analysis for all !!
Clearly no one in this group has worked in a senior position at any company. The first responsibility of the CEO is to protect the company from liability and ensuring there is a legally viable process is key.
Rick > I agree with your assessment you go and speak to “ legal” first because a CEO’s primary duty is to protect the stockholders . But what was disturbing to me was how the students were so judgmental and I suspect it’s from their formal education K - 12 th grade has Influenced them to “ jump to conclusions “ . It has to be tough now for professors to try to teach & deal with all the snowflakes …
Ideal action would be to discuss with the COO and first understand his version of the story and give a notice to COO stating that there is this allegation which which might impact to image of the Organisation he represent. Since the lady is from outside the organisation , inform her that she can take an arrive at an amicable settlement with the COO or take a legal recourse as theirs is outside the preview of Organisation. In addition you can reply to her that you have served a notice to employee on thim to prove himself not guilty and resolve the issue with the alleger as there is an allegation on him and as that might impact Organisation. He can take appropriate couse of action to ensure that he is relieved of these charges.
Sexual assault case. 1. Hear out the complainant and record the statement 2. Have a meeting with the COO & discuss the complaint to have his response. Record the statement. 3. Share both the versions with the Head of legal in the presence of HR Chief, and take counsel from the Legal head. 4. Based on the counsel - do the right thing, from ethical POV and follow the procedure 5. Send COO on Leave until the internal investigations are completed. (Assure him ) 6. Put together a reliable internal investigation team and set a timeline to complete (Both as required by law and as per internal company policy, 7. If the investigation report suggests the allegation does not hold water - bring the COO back and give full legal support. 7a. If there is something to suggest COO might be guilty - involve legal to pursue further, terminate if required". A large corporation should take bold steps. 8. communicate the findings to the complainant. If it is escalated - let the law take its full course 9. Set an example since a person of leadership is involved. Move forward, CEO Must be actively involved, This is a very important issue and he/she is expected to champion the cause
I may debate a few of the details, but this general flow is entirely the correct method. I can see why the person doing this stated he had no expertise in this subject area, not the right case for him to present. Also, he teaches at the law school and not once mentioned legal in the first 10 minutes.
First call is to the general counsel (and probably outside counsel) to help navigate this. Litigation has to be on the radar of the company's concerns and being appropriately advised is critical.
It's all about ethics , integrity and discipline.All the employees are expected to abide by organization policies and guidelines.. As a CEO of such a large organisation, it is not possible to get into the micro level allegations and claims of every employee.There will be an established monitoring system within the organisation that handles such cases and the final outcome is shared with the leadership for final review and decisions.. Top leadership is all about character and no one is immune to punishment irrespective of the position.. If the investigation is not conclusive, any allegation is not guilty until proven..On the other hand, if the organisation policy says to suspend or terminate or warn the employees even if it is an allegation, then the decision must be in line with organisation recommendations...If the policy says suspension irrespective of inconclusive evidence, then terminate.. At the end of the day, it is all about ethics and character that impacts the organisation in any way. If character is lost, everything is lost..
Bro culture + Sexual assualt case + gender wage & promotion gap. The company is facing some issues in how it views genders. For the sexual assault case I would like to talk to HR & lawyer both regarding it, to see how much water it holds, how it affects the company and what can be done (for eg - we can issue a warning to the employee who is accused). For bro culture I would like to look for an alternative to replace the way things have been for past 20yrs (like replacing drinking culture with festivals, sporting events or awards ceremony), and surely will get some seminars conducted that addresses some psychological issues associated with all of it. For gender wage & promotion gap, I would like to know why the company shows a bias (is the kind of work-sales we do not suited for women?) and again would like to talk to HR & PR managers regarding it.
The issues have two sides and I believe all the people who spoke in the audience only saw one side of the coin; 1. This is the easy side that everyone caught onto. That the woman might be truthful and it has to have some consequence for the CEO and maybe counseling for the woman. 2. This side was ignored by all. It is the possibility that the woman was lying (this was not ignored) and the detrimental effects this has on the male CEO. The only way this was considered by the audience was that the female and the entire situation should be ignored or perhaps som marketing spin should happen, but not one person considered the impact such an accusation has on the target of the accusation. Imagine that this rumour goes around and he ends up getting fired when people over months loose confidence in him due to underlying suspicions that "there is no smoke if there was no fire..." After losing his job, he gets divorced and the whole industry soon learns about the rumours... and basically his life is in a mess that would be hard or impossible to repair. No matter what he does there will always be some degree of doubt about his innocence. Hence, what I find most interesting of all is - Why did not a single person in the room stop and consider the ramifications for the male.........?
I believe if its against the COO the CEO must personally get involved but before anything else a statement must be issued by the company on the official handle citing any substantial and conclusive evidence on the part of the accuser that concludes after investigation that COO is guilty the company shall fire the said person. Same goes in case of the plant level employee. It shows that you not only believe in your employees but also do not hesitate to strict action against them. This will also instill confidence in employees that their work environment is safe.
Lots and lots of correct anwers from students but the prof kept the challenge increasing and making it more complex . In other words thats Harvard , they start from scratch and keep modifying the same problem in different levels. I experienced this when i studied at Imperial College in London which is also a top university in UK and around the world.
The answers were bad! it was pure emotions and group affirmity. If they were CEO themselves they would react differently , but because now everybody is listening now they cannot say something morally incorrect things LOL
There is no right and wrongs IN investigations. It's the process. Believe me investigations makes you to decide faster with limited resources coupled with ambiguity.
I'm stunned these kids couldn't respond to his direct questions efficiently and with informed perspective. I thought these kids were best and brightest...
Jesus, the video was amazing, but I did not expect a Harvard MBA class to struggle that much in the beginning. First step to taking on a case is to WRITE DOWN AN OUTLINE OF WHAT THE CASE ENTAILS
I would say that it is not because of us and it is a par t of our organization rules we have certain list of people who are invited and people meet up together and are asked to leave at particular time this might have happened outside place of party or If it happened there they have violated company rules and we would advice both people to take the help of court and this is a personal issue.This situation is applicable in all cases.we would like to step out of it.But would allow the court to investigate the cases which will be only between those two people but only after permission only if required
Outside the company, I would go to him and inquire, see what he say , let him know I’m aware, thats all. If it interferes in his job or reflects on the company, I would send statement to corporate for review, probably would do so anyway for his file. You can’t just take the word of a citizen outside the company. The question is will there be an investigation or not, if she doesn’t want an investigation, you just document it file it. If there is no liability which there is but if not it would be up to her to go to police Bro culture full investigation
I would also do a background check on if he had any such issues in the past and if the woman wants to pursue further. Apart from that I would like to see what kind of an employee is he ? If he is a top performer or not ? What do his team mates have to say about him? Also I would like to hear what he has to say? and then maybe understand what the liabilities are to the company. It should be a combination of ethical and liability cost to the company. While ethical costs are not measurable but it shows an example of what kind of company we are and would set a model for women to look for in a company
Just found this YT. I have some opinion abt this. First, I can sure this is HR responsible to investigate and solve this Second, If the HR need some paper to interview COO, I will sign the paper. If the COO is not cooperative, please let me know Third, that women could report that COO to police because this happen out of office Fourth, As CEO i dont want to waste my time to know detail of investigate and just want to know the result and how's the result that effect to business. END
COO is a very important position, if this talk in any form goes out in public it will be degrading for company reputation and as a result woman working in the company will/might feel insecure. So the first thing CEO must do as the woman has approached him/her is how much could it be true ? Cross question and ask they will look into the matter. As COO is important position CEO must know the character of him .
As a CEO, you are not law enforcement, you have a duty to your Company from a Legal, Political, Marketing, Reputation, Integrity standpoint. So you may want to mobilize all those avenues, if necessary bring in an independent 3rd party to investigate. Perhaps putting employee on leave during investigation. But these steps should be known beforehand prior to the incident. Including whether, company should get involved.
the fact that the COO said that the it was mutually agreed between them sends a signal that something really happened, because under normal circumstance if nothing had happened between them the lady would not have made that allegation.HR should potentially consult an agent specialist in sexual harassment investigation,they can actually use emotional intelligence to justify the accusers claim. my opinion relates to when the woman is an employee. In case the woman is an outsider and the location of their meeting is outside of the company grounds then there is no need to investigate the case because the lady might be making up stories just to tarnish the image of the COO personality and that of the company
The drinking problem was an easy rebranding issue. Rebrand it as the consequence of destressing from high productivity environments. He said it himself, What are you going to do? It will bring in young talent seeing they can incorporate play into work.
1. Have a sexual harrassment commitee in place. 2. Listen to both side of stories seperately. 3. Find gaps in the stories and back it up with facts. 4. If your COO is your 20 year old friend you would know him/her inside out. Give the COO a chance to come clean once and for all. 5. Try to understand the motives of the lady.
So setting up a Justice System within the company? You'll be spending 100% of the companies time in Private Investigation, Judge and Jury...instead of building your widgets.
1)Constitute a Fact finding committee & both the COO & the sub ordinate stands dismissed until the investigation comes to an end (the subordinate can be sent away on Paid leave if she can’t afford to lose on her money) 2)The COO could deny but the victim should have some irrefutable evidence to be able to accuse him of sexual harassment. If she doesn’t, the fact finding committee clears the COO of all charges. 3)Meanwhile the PR & Press team can issue a Press Notice (if the issue becomes public) that the issue is being thoroughly investigated & if any offense found, action will be taken. 4)Most companies having POSH policies (prevention of Sexual Harrassment) and they have a standard operating procedures. The CEOs don’t have to interfere. The HR can follow SOPS & they also have a fact finding committee in place which has a neutral person in the committee who is well acquainted & expert in such matters appointed by the Govt ( atleast that’s how it is in Hyderabad)
This is not a question of managing ...it's question of right wrong . Suspend the coo ...ask him to sit home while case is investigated by HR or any other body...
File a statement send it to corporate for further direction, after that I would follow company prtocal Direction would get a statement from both send to corporate for evaluation, corporate HR will contact anyone needed to establish if there is a history, of either party of accusation and or perpetrator.
But what does “corporate” constitute? Company protocol doesn’t specify whether to “fire” or “keep” the COO. If you get a statement from both, you risk compromising the reliability and trustworthiness of the investigation and the facts derived from it. The COO or accuser could change any form of important data that could be used in a court of law, decision, etc.
Fyx5010 🤓 every company has a protocol (policy) you will compromise the investigation by not having a statement from the actual people from their own mouth. It’s called covering all angles, if you don’t get a statement a week later they can change their story, on purpose or by accident, even accuse you of lying, so not sure who you get your info from but you should always question your source,. Both party have a right to tell their statement on paper is best. Even in the future if they come back on the company and say this or that or even try to sue, you have statements on file. Always always cover your angle. Nothing should be done until corporate is notified and they give direction on how to proceed, they may even send in their own people and leave you out all together.
Fyx5010 statements are what they give investigation will prove or disprove those statements, and what actions need to be taken, if it’s a criminal agenda investigation than false statements is illegal, but it’s not we are just determining weather to fire a coo, which means our investigation has to show the accuser is reliable and if not there is sufficient evidence of the accusation. Not sure of your point. You can’t ruin a persons life just because someone says so. Understand! There is a 99% chance there will be a history of abuse.
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This is quite interesting but I got really annoyed that I couldn't hear the students what they were saying..can someone make subtitles for that ?? Missing half the info :P
you would think that a school like harvard would at least post things that are audible or clear enough to grasp whats going on... the ceo of a company is way too busy or should be to get involved in HR matters. HR functions are actually suppose to be neutral of the company and its workers which means that if the ceo was to get involved then it tips the balance one way or another... the ceo of a company job description doesnt entail doing investigations ......... thats why the company has a HR department and its shouldnt matter if the harassment was at the hands of a junior employee or the COO
19:06 into the video and I think the best decision is to push the victim to take the help of law enforcement with the expense of her legal proceedings paid by the company else the company will take legal action against her on the grounds of defamation.
1. Take up the case as the CEO for whoever he is, COO or anyone else. 2. Listen and analyse the facts set by the women and look keenly on facts and figures. 3. Give the accused person a chance to stand for himself for once and all. 4. I'm going to find out about his behaviour if he has been in the company for quite a good period of time. 5. Take action against the accused if found guilty and support the women. I however won't fire the person in any case. 6. Give it another chance.
If you investigate the story, your company would be trustworthy. You care an important of clarification and transparent. When you investigate every case throughly, the fake accusations will be less and less, and only real story claim will come to you. There will be no scandal, no rumors. Especially if you taking care of more than 100,000 employee. If there thousands of claim it is even more caution to you about what is going on in the company or people who work at your company behavior. If you ignore it, victims will still be victims. The superiors will always be the winner.
The audience is too focused on the determination of the harrassment, while the duty of the CEO should always be protecting the interest of the company, legally as well as reputation as well as perception. Bad press matters here whether the allegations are true or not.
The topical questions are interesting from the scenarios the presenter poses. To my mind, this case study is geared toward decisions based in ethics. However, the session is hard to follow because the feedback from the participants are not difficult to hear. There is not Mike. Needs a do over.
What the heck ceo has to do with getting involved in such non business matters personally. HR will deal with it. Once the facts are on the table, he shall take the call and close the matter in the best interest of the company. This crowd is confused.
LOL if the company is public, the ESG of the company it is important and how investors will invest in the company. You have to acknowledge it, talked to the person and tell how serious this allegation this is and if there's any future complains, they he or she will have to face certain invents and would also send an email to rest of investors.
Online MBA is considered to be as valuable as the traditional class based course. However its a lot more efficient and flexible than its class based cousin. Entrepreneurs and business managers are nowadays getting their MBAs online. Is this a good move? What do you think?
Thats the point of case studies nobody can give you correct analytical answers , just give your views and listen to others just like in the real life decisons no can give you factual method for your problems
@@loopless6248 It's really good opportunity that we can listen to other opinions. In this matter we can find-out how good we are in analytic skill. But it should be a fixed common methodology in analysis that we can compare our analysis to it as a indicator (as we have many). Without it, each person's analytic would be correct in own perspectives
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He is classic Gujarati salesman trying to sell his books. He kept giving tougher situations to students but never mentioned what a close to right decision would be. This is how Harvard is loosing its image and has turned into "Salesman Factory" where brutal salesman are manufactured under the fake mask of "CEO or Leader Manufacturing Business School"
First as a ceo I would talk to the legal advisor of the company to find out what legal implication it shall have on the company Second informally talk to coo and take necessary steps if i find he is at any fault Third keep a check on the lady who has been harrassed, give her a apology through informal channels and assure her of action against the coo if the company finds he is wrong.
at 4 minutes or so he "assumed" someones gender in the class... I wonder why no one freaked out? (oh it was posted 4 years ago before the world lost it's mind). In serious, Fantastic class and brilliant professor.
this is incredible --- HBS MBA students legitimately are stumped by a scenario regurgitated in every single sexual harassment training ever. and these kids are going to leave with a HBS degree making 300k a year giving their advice to multinational corps...
I'm gonna tell our corporate lawyer and Hr to investigate this things and if the they found out that COO's really did that. I'm gonna tell him first to apologize to those ladies to settle things because it might affect the reputation of the company and the COO.
🤦♂️ first off talk to the alleged victim with a lawyer present ask if she has any evidence to prove this along with telling hr to look further into this, if proper evidence is shown as bulletproof evidence the proper thing would be to have the alleged victim and coo and lawyers come to a meeting and discuss if charges are being pressed, settlement, consequences and depending on the matter and legal results possible suspension or firing of the coo
If it was consensual and don't want his wife to know , he should have let me know before I came to him. So for the disciplinary purpose make it a self resignation.
