6/8/2011: Rich Linton and Frances Dyke have now posted the phase II Huron report, here – a 143 page powerpoint. It doesn’t make them look like very good managers. President Lariviere has fired Linton from his VP for Research job, and has hired a search firm and posted an ad for a replacement for Dyke, to start ASAP. Rumor has it that Linton will get a job running some sort of UO PeaceHealth research consortium, while Dyke will be given a sinecure for the last year of her contract. A few excerpts from the report.
The University of Oregon has a culture with a high reliance on “the Oregon Way” as a justification for inaction, acceptance of the status quo, and slow response on a variety of efforts, which fosters an environment with a lack of accountability and willingness to change.
There is a general sense of entitlement across the University of Oregon. Individuals do not recognize the limitations of their own relative skill sets or thoroughly understand their place within the organization. The broader community believes they have a right to weigh in and be updated on management decisions but do not want to dedicate the time and effort to participate in meetings or discussions on the issues.
In ORSA and the broader community, there is a strong resistance to changes in any business process and the progress can only be gradual. The slow pace of implementing change within ORSA can be attributed to a variety of factors, such as a lack of trust in the current Huron leadership and lack of appreciation for the “big picture” or best practice, based upon Huron’s experience working with other major research institutions. Staff has voiced concerns about change for change sake and “ulterior motives” of the Huron team.
I’m wondering if they have also extended the Huron contract. And yes, as a member of the “broader community” – that is, part of the faculty – I believe I have the right to be updated on management decisions!