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Harvard Business School Case: Lisa Benton

Student’s Name

Institutional Affiliation

Course

Date
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Introduction

The Lisa Benton case is a well-known Harvard Business School case study that explores

the challenges faced by Lisa Benton, a recent MBA graduate, as she starts her career at

Houseworld, a consumer products company. The case examines the issues that arise from a

mismatch in expectations between Lisa and her immediate supervisor, Deborah Linton, and the

subsequent impact on Lisa's job satisfaction and performance.

This paper analyzes the case, focusing on the fit between Lisa Benton and her position,

organization, supervisor, associates, and workgroup. It also discusses what Lisa might have done

differently to improve her fit and overcome the challenges she faced. The analysis highlights the

importance of proper due diligence and effective communication in managing expectations and

achieving a good fit between an individual and their job and organization. The insights from this

analysis can be valuable for individuals starting their careers or transitioning to new roles and for

organizations seeking to improve their onboarding and talent management practices.

Proper Due Diligence

Lisa Benton's decision to join Houseworld was based on several factors. She was

attracted to the company's culture and reputation, size, and strong market position. However, she

needed to conduct proper due diligence in deciding between Right-Away Stores and

Houseworld. She should have explored the differences in the work environment, the job

responsibilities, and the people she would be working with (Harvard Business School, 2001).

Lisa Benton's priorities needed to be aligned with Houseworld's expectations. She wanted a

position that provided her with opportunities for growth, recognition, and autonomy, while

Houseworld expected her to be a team player and follow the company's established procedures.
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The Fit between Lisa Benton and the Position and Organization, her Supervisor, Associates

and Work Group

The fit between Lisa Benton and the position and organization, as well as her supervisor,

associates, and work group, could be better in the Lisa Benton case. First, there needs to be a

better match between Lisa's expectations of the position and the reality of her job

responsibilities. Lisa expected to have more autonomy and decision-making power as a product

manager, but her actual job responsibilities were more administrative and routine (Harvard

Business School, 2001). This disconnect between expectations and reality led to frustration and

dissatisfaction on Lisa's part.

Second, there needs to be a better match between Lisa's personality and work style and

the organization's culture. Houseworld is a company that values tradition and hierarchy, whereas

Lisa is more entrepreneurial and prefers a more collaborative and open work environment

(Harvard Business School, 2001). This difference in values and work style led to a clash between

Lisa and her supervisor, Deborah Linton.

Third, there needs to be more effective communication and support between Lisa and her

supervisor, Deborah, as well as her associates and work group. Lisa feels unsupported and

undervalued, and she struggles to receive feedback and guidance from her supervisor and

colleagues (Harvard Business School, 2001). This lack of support and communication further

exacerbates Lisa's dissatisfaction and makes it difficult for her to perform effectively in her role.

The Fit between Who She Wants to be and the Learning Opportunities the Position

Affords
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The fit between who Lisa Benton wants to be and the learning opportunities afforded by

her position at Houseworld could be better in the case study. Lisa has high aspirations for her

career and is looking for opportunities to grow and develop professionally. However, her job

responsibilities as a product manager at Houseworld do not provide her with the learning

opportunities that she was hoping for. Lisa expected to have more autonomy and decision-

making power in her role, but instead, she finds herself performing routine administrative tasks.

Moreover, Lisa's supervisor, Deborah Linton, needs to provide her with the feedback,

guidance, and support she needs to develop her skills and knowledge. Lisa feels undervalued and

unsupported, which further limits her learning opportunities and inhibits her growth as a

professional.

The poor fit between Lisa's aspirations and the learning opportunities afforded by her

position at Houseworld contributes to her dissatisfaction and ultimately leads her to consider

leaving the company. Lisa recognizes that her job is not providing her with the challenges and

opportunities for growth that she desires, and this realization makes her question her decision to

join Houseworld in the first place.

Things Lisa Might Have Done Differently

There are several things that Lisa Benton could have done differently to improve the fit

between her and her job, organization, and colleagues in the case study. First, Lisa could have

conducted more thorough research into the company's culture, values, and work environment

before accepting the job offer. This would have given her a better understanding of what to

expect and whether the organization and job responsibilities would align with her expectations

and career aspirations (Pathiranage, 2019).

Second, Lisa could have sought out more feedback and guidance from her supervisor and

colleagues to understand her role and responsibilities better. She could have communicated her

desire for more autonomy and decision-making power and worked with her supervisor to

identify opportunities for growth and development.

Third, Lisa could have taken a more proactive approach to build relationships with her

colleagues and work group. By seeking out opportunities to collaborate and contribute to team

projects, Lisa could have built stronger connections with her colleagues and gained a better

understanding of the company's culture and values (Tims, Twemlow & Fong, 2022).

Fourth, Lisa could have considered taking on additional responsibilities or projects

outside of her formal job description to expand her skills and knowledge. This would have

demonstrated her initiative and commitment to the company and could have opened up

opportunities for growth and development.

Things Houseworld Might Have Done Differently and Should Do in the Future

There are several things that Houseworld could have done differently in the Lisa Benton

case study and should do in the future to improve employee satisfaction and retention. First,

Houseworld could have provided clearer job descriptions and expectations for new hires,

including Lisa Benton. Providing clearer job descriptions and expectations would help ensure

that employees have a clear understanding of their roles and responsibilities and can avoid

potential misunderstandings or mismatches between expectations and reality (Masterson,

Sugiyama & Ladge, 2021).

Second, Houseworld could have provided more comprehensive training and development

opportunities for new employees, including Lisa Benton. This would help employees to develop
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the skills and knowledge needed to perform their jobs effectively and would demonstrate the

company's commitment to supporting their growth and development. Third, Houseworld could

have created a more open and collaborative work environment that values innovation, creativity,

and feedback. This would help attract and retain employees who value these qualities and create

a culture that supports growth and development.

Fourth, Houseworld could have provided more opportunities for employees to engage

with senior leaders and provide feedback on company policies and practices. This would help

ensure that employees feel heard and valued and that their input is taken into consideration when

making decisions that affect their work and career aspirations.

Action Planning for Lisa Benton

In order to improve her situation at Houseworld, Lisa Benton can take several proactive

steps. First and foremost, Lisa should clarify her job expectations. She can schedule a meeting

with her supervisor, Deborah Linton, to discuss her role and responsibilities in more detail. By

doing so, she can ask for clear guidance on what is expected of her and how her performance

will be evaluated. This can help her to understand her job better and can prevent

misunderstandings in the future.

In addition to clarifying her job expectations, Lisa should seek feedback from her

supervisor and colleagues on her performance. By proactively seeking feedback, she can receive

constructive criticism and advice on how to improve her work (Masterson, Sugiyama & Ladge,

2021). This can help her to improve her skills and knowledge continuously and can demonstrate

her commitment to her job. Lisa can also build stronger relationships with her colleagues and

work group. She can seek out opportunities to collaborate on projects and share her ideas and
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expertise. By doing so, she can build stronger relationships with her colleagues, which can lead

to increased job satisfaction and productivity.

Lastly, if Lisa finds that her current role and responsibilities do not align with her career

aspirations, she should consider exploring other options within the company or outside of it. This

could include seeking out additional training or education to enhance her skills and knowledge.

By exploring her career options, Lisa can find opportunities to grow and develop professionally.

Action Planning for Houseworld

To enhance the overall performance of Houseworld, the following actions should be

taken to improve the work environment and foster employee growth and development:

Firstly, Houseworld should provide clearer job expectations by creating more detailed

and comprehensive job descriptions for new hires. This will ensure that they have a clear

understanding of their roles and responsibilities, which can prevent misunderstandings and

improve job satisfaction. Secondly, Houseworld should offer training and development

opportunities for new employees, including onboarding programs and ongoing professional

development. Training and development opportunities for new employees can help them acquire

new skills and knowledge, which can improve their job performance and productivity (Singh,

2019).

Thirdly, Houseworld should foster an open and collaborative work environment that

values innovation, creativity, and feedback. This can be achieved by encouraging employees to

share their ideas and input and creating opportunities for cross-functional collaboration. This can

lead to a more positive and productive work environment. Fourthly, Houseworld should solicit

employee feedback by creating more opportunities for employees to provide feedback on

company policies and practices. This can be done through employee surveys, town hall meetings,

or focus groups. By doing so, Houseworld can identify areas for improvement and implement

changes that better meet employee needs.

Lastly, Houseworld should provide more growth opportunities for employees to grow and

develop professionally. This can be achieved through mentorship programs, leadership

development programs, and stretch assignments. By providing opportunities for professional

growth, Houseworld can retain top talent and improve overall performance.

Recommendations

Based on the analysis of the Lisa Benton case study, here are some recommendations that

could help both Lisa Benton and Houseworld:

For Lisa Benton

1. Clarify job expectations: For Lisa Benton, it is essential to clarify her job expectations

by having a meeting with her supervisor to discuss her job description and

responsibilities in more detail. Clarifying job expectations will help her to have a clear

understanding of what is expected of her and ensure clarity and communication in the

future (Masterson, Sugiyama & Ladge, 2021).

2. Build relationships: Lisa should make an effort to build stronger relationships with her

colleagues and workgroup to establish a more positive and collaborative work

environment. This will help her to create a supportive network that can help her to

overcome any challenges she may face in her job.

3. Re-evaluate career goals: It is also important for Lisa to take time to re-evaluate her

career goals and consider whether her current position at Houseworld aligns with her
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long-term aspirations. This will help her to identify any areas of development and explore

potential career paths that align with her interests and skills.

For Houseworld

1. Create clear job descriptions: It is recommended to create clear job descriptions for

new hires that outline expectations, roles, and responsibilities (Mansaray, 2019). This

will ensure that new employees have a clear understanding of their job requirements and

can perform their duties effectively.

2. Offer comprehensive onboarding and training programs: Houseworld should provide

comprehensive onboarding and training programs for new employees to ensure that they

have the necessary skills and knowledge to perform their jobs effectively (Mansaray,

2019).

3. Provide growth opportunities: Houseworld should also provide growth opportunities

for employees to develop professionally, such as mentorship programs, leadership

development programs, and stretch assignments, as this will help employees to build their

skills, gain new experiences, and advance their careers within the organization (Singh,

2019).

Conclusion

The Lisa Benton case highlights the importance of carefully evaluating job opportunities

and understanding the expectations and culture of an organization before accepting a job offer.

The case also emphasizes the significance of effective communication, feedback, and support

from supervisors and colleagues to facilitate professional growth and development.

Lisa Benton's experiences at Houseworld demonstrate the negative consequences of a

poor fit between an individual and their job, organization, and colleagues. Lisa's dissatisfaction
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and eventual decision to leave the company were due, in part, to a mismatch between her

expectations and the reality of her job responsibilities and the company's culture. Additionally, a

lack of effective communication, feedback, and support from her supervisor and colleagues

hindered Lisa's learning opportunities and professional growth.

To improve the fit between an individual and their job, organization, and colleagues,

individuals should conduct thorough research into job opportunities and company cultures, seek

out feedback and guidance from supervisors and colleagues, build relationships with colleagues,

and consider taking on additional responsibilities or projects to expand their skills and

knowledge.
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References

Harvard Business School. (2001). Yvette Hyater-Adams and Terry Larsen at CoreStates

Financial Corp. (Case Study 9-401-023). Retrieved from https://hbr.org/product/yvette-

hyater-adams-and-terry-larsen-at-corestates-financial-corp/401023-PDF-ENG

Mansaray, H. E. (2019). The role of human resource management in employee motivation and

performance-An overview. Budapest International Research and Critics Institute (BIRCI)

Journal, 183-194.

Masterson, C., Sugiyama, K., & Ladge, J. (2021). The value of 21st-century work–family

supports: Review and cross‐level path forward. Journal of Organizational Behavior,

42(2), 118-138.

Pathiranage, J. (2019). Organizational culture and business performance: an empirical study.

International Journal of Economics and Management, 24(2), 264-278.

Singh, D. (2019). A literature review on employee retention with focus on recent trends.

International Journal of Scientific Research in Science and Technology, 6(1), 425-431.

Tims, M., Twemlow, M., & Fong, C. Y. M. (2022). A state-of-the-art overview of job-crafting

research: current trends and future research directions. Career Development International,

27(1), 54-78.