Operational Management: Auis Case Study Case Study Samples
Type of paper: Case Study
Topic: Education, Students, Project, Management, Workplace, University, Employee, Organization
Operational management: AUIS Case Study
American University of Iraq – Sulaimani brief History
The American University of Iraq – Sulaimani (AUIS) Trustee Board in 2006 set out an intent of establishing an institution that could offer American-style education in Iraq. Dedicated to the promotion and preservation of Iraq’s burgeoning democracy, and determined to provide an alternative education. The rote learning style of education that was the norm throughout Iraq, the Board sought to create the foremost institution of higher education for Iraq’s future leaders.
AUIS opened its doors to students in September 2007, accepting 45 students into its English Writing Program and Language Institute (EWPLI). The University’s English preparatory program, while an MBA program was begun in conjunction with Furtwangler University in Germany. Upon reaching English proficiency, the first cohort of students entered the Undergraduate Academic Program the following spring. Believing that the careful study of modern economics and commerce would be crucial to the development of a peaceful and prosperous Iraq, the University’s first undergraduate programs were in Business.
The Board moved to expand the University’s undergraduate program by offering an International Studies major in the fall of 2008 and an Environmental Science major in the spring of 2010. The creation of an undergraduate engineering program was announced in the autumn of 2010. Meanwhile, the University further developed and strengthened its Liberal Arts Core, which is required of all students, regardless of their area of focus. Extending beyond its early undergraduate and graduate program offerings, a Continuing Education Division offering English and professional training courses was established in 2008. In 2009 AUIS, began to enhance its research capacity by establishing the Center for the Study of Ancient Mesopotamia, Center for Regional Studies, the Center for Peace and Security Studies, and the Twin Rivers Institute.
In 2010 June, AUIS received its five-year award with unconditional accreditation by the American Academy of Liberal Arts, becoming the first university in Iraq to receive such recognition for its high standards in liberal arts education. AUIS have a student both of about 450 students and has reached a phase in its development where careful planning for the future is crucial. During its founding years, decision-makers were rightly focused on the immense day-to-day problems that come with starting a new enterprise. The University has attained its level of maturity where it is essential to take stock of the achievements it has made during its founding years and chart a course for a sustainable future. With that aim in mind, the University’s executive Administrators named a small strategic planning core committee to draft the following document to guide the University’s growth and development over the next five years.
Profession Development Institute (PDI) Director
Robert Ritchie is the AUIS profession development Institute (PDI) director. In the position, Ritchie oversees all curriculum activities related to education provision and creation programs. He is also mandated to foster professional development and growth in the university and directs Masters Executive in Business Administration Program. Ritchie he is an instructor in financial management and the business ethics and Law courses in the university. Ritchie has vast experiences of over 15 years in international development in business has been teaching in the University over 12 years exclusively in MENA region. Ritchie has been primarily instrumental in establishing AUIS’ business start-ups, tactical and strategic management, financial planning and training development in the university. Ritchie is mainly interested in supporting the human resource development through education development.
Business Department Head
Fahrettin Sümer holds two masters degree in economics and political science with an international studies Ph.D. Sümer has a vast expertise knowledge in international relations, economics, international political economy, globalization, foreign policy, and financial crises analysis. Sümer has presented a number of papers at professional conferences such as ISA- South, International Studies Association (ISA), and Southern Politics Association (SPA). He has also achieved such honors such as winning Grand Prize 2002’s ISA-South competition paper and merit-based Governor John West Fellowship on his doctoral studies. Sümer has also carried research on Turkey’s foreign relation policy with EU and the entire Middle East region, and he has a profound interest in Greece’s financial crisis currently. Sümer has vast experience and knowledge in teaching political economy, international relation, international business multiple economics and political courses in Virginia and South Carolina.
Esther Mulnix became AUIS Vice President in 2014 for social sciences professors and academic affairs and currently is AUIS’ acting president. Mulnix oversees the university academy affairs and also she is leading AUIS’ efforts in acquiring accreditations in the United States of America. Mulnix is a scholar with a number of publications of books and journal, and she is editor-in-chief and a co-founder of Hispanic Higher Education Journal. She earned her Ph.D. from the Syracuse University and she has a profound interest in research that focuses on higher education, multiculturalism, and Women leadership.
As the 21st century matures Iraq and Kurdistan has seen high demand of professional studies in the tertiary level of education as the economy expanding rapidly. AUIS should broaden its operation to maintain its market share and develop more student’s base in its Iraq and Kurdistan market. Perhaps AUIS’s biggest challenge in business comes with its expansion due to the need for labor and skilled manpower that can enhance the production of quality education. In the last ten years, many Universities have shifted their organization models that have been effective traditionally to the new models that enhance quality education to its students. Currently, many higher learning institutions are adopting and realizing that tradition strategies of managing their curriculum programs in the dynamic and changing educational requirements. Thus, there are many distinct models that these institutions have adopted in such organization in an effort of incorporating the new innovative ideas and better management skills.
As we can all agree that Iraq has experienced many years of conflict over the couple of years. Thus, as a factor this has adversely affected the opportunity of Iraq citizens from gaining skills and knowledge thus the AUIS’s biggest challenge such intend of changing its MBA from PDI to a business department will be based on its workforce. Perhaps one of the most significant changes that AUIS can make to its large workforce across Iraq will be implementing its transformed organization strategy. The strategy will consist changing completely the manner in which AUIS works. Often many learning institution will start the process through changing the most crucial part of the development of better workforce that will enhance the realization of AUIS goals. The human resource department is critical to such changes collectively with changes in the financial management department of the organization in a long-term business.
As much as any organization should have employees on checks and balance using organizations rules to employees they should not be rigid and strictly as they are now in AUIS. Strict rules often make employees feel they are not part of the company. Through giving employees more rights of participation in the institution’s affairs through distribution of powers to the employee. Such a strategy will ensure there is minimum number of ‘bosses’ in the company. The employees of the university will feel more acceptable in the workforce and actual running of the company by equal participation. Learning institutions are encouraging its employees to purchase their shares as universities’ entity and operation units. Shares and stock buying give the employees’ confidence as they work in their institution through the shares they have purchased. Through the company ownership employees will work better with a lot of motivation as they aspire in more returns on their investment thus such institutions achieve its educational goals. The strategy will drastically reduce the employees’ complaints and constraints as it encourages working hard with employee and increase innovation in education. AUIS should consider such a strategy in their MBA initiative of better professional studies to its students and the Iraq society.
AUIS should also change its project management policies especially in its teams and its job designs. Many institutions are increasing embracing project management to achieve projects objectives of the organization. Project management can be defined as the discipline of applying skills, knowledge, tools and management techniques to plan activities to meet the expectations of project stakeholders. The art of project management developed in early 1990’s that put emphasis on establishing high standard practices in project management. In realistic corporate world, any organization has a common objective of increasing productivity and efficiency from the available scarce resources in the supply. There is a lot of diversification starting from ideas to different professional backgrounds with different beliefs. In any organization intending to have effective project management, there must be effective communication that is networked, interdependent, and culturally diverse.
Learning institutions such as AUIS practically require transformational leadership that can ensure better service delivery to its existing and potential students. The complex and dynamic nature of projects, their Interdependence within an organizational setting show the need for excellent Project Managers for better project performance. Currently, new approach for many institutions is organizing workload and particular jobs through setting up project teams that will consist of workers. Institutions that follow such models always keep project management key roles such as project sponsors, project co-workers, and project leaders. However, all the employees of the university are expected to be involved in different project teams at the same time. The kind of organization structure in such project is a project-focused teaming strategy creating a knowledge-based, organization networked ‘spaghetti’ group model.
The relationship between organizing projects teams and its performance is based on the project manager’s ability to lead efficiently. Through providing directions as well as motivating co-workers project teams have worked more efficiently and resulted in positive company growth in the process. It is evident that project managers must integrate the interconnections with the key stakeholders in selecting skills regarding group process as well as establish leadership equilibrium. Indeed, these functions are all recognized critical success factors in the everyday practice as a project manager. Due to the time factor, project manager is obligatory orchestrate on how the project work and output are to be scheduled, organized and completed as stipulated in the charter of the project. It can be enhanced through effective communication increasing proper coordination of the team members. Past research in project management has centered mainly on the role of project teams as well as management models and techniques that are believed to enhance effective in project management. In recent days, project management research has focused on mainly concepts such as project management maturity, program as well as Portfolio management, strategic project offices, and finally risk management. Any institution that has implemented such strategies has secured better support systems that have based its values and goals with its employees motivated to succeed in the market.
The AUIS MBA program is student based curriculum, with interactive and dynamic programs focusing on working environment and business aspects both in the international front and Iraq. Thus, project management, finance and leadership are key in making any curriculum transition from the current PDI department to Business department. However, the exposure of new learning way such as engaging students can equip students with skills and knowledge thus enhancing students’ success in the specific careers. Traditionally, employees were motivated through the use of motivational induces such as vocational packages, salary raise, bonuses and even medical plans. Although such induces can still be applicable to AUIS in advocating for workers to work harder and efficiently, there is an alteration of such employee selections.
As much as the world is becoming more competitive in terms of business, institutions are also making their employees compete collectively. The rewards are not only given on the basis of hard work only but also they consider the employees who work hard and quantitatively in their selection. Through such satisfaction, the students feel that their needs are collectively taken care of, thus building the their loyalty with the AUIS, in the long run.