The case explains the process of introduction of INU, a Turkish University established in 2000. It aimed to assist the growth and development of areas related to economy, engineering, science, etc in Europe. Five years prior its opening, It reached 9300 students and projected to start off a new Business School. However, it faced several issues mainly: a shortage on faculty members (only 26 professors), inefficient screening selection processes and inconsistent administrative responsibilities. The new department Dean faced several issues towards guaranteeing the adequate development of this department upon his arriving and thus decided to brainstorm with its teaching staff. Perhaps the collected ideas did not help significantly, though they may assist him with his decision making in the near future. His biggest decision consists of whether continue growing (more students and staff) or guarantee quality of education (teaching and making research). Based on the main goal selected by INU, the following analysis has been made considering qualitative standards that would provide more significant outcomes in the long run.
1. What do the comments by the faculty tell you about INU’s strategy?
The opinions expressed by faculty members differ completely and do not follow the same direction and criteria towards fulfilling INU’s strategy (teaching staff seems to be uninformed and unmotivated). There should be considered more Human Resources techniques in order to work with better standards and procedures.
In fact, an HR department should be established. This one must be able to conduct efficient screening processes and training when hiring new teaching staff. Besides, it should work along the Business School, creating a better, solid and consistent curriculum. With that, some of the issues expressed by faculty members will reflect a similar pattern, opening more opportunities to enhance...