Organizational Dilemma

2345 Words Mar 10th, 2013 10 Pages
Table of contents 1.0 Introduction………………………………………...1 2.1 Recruitment and selection process……………1Question 1……………………………………………….3Question 2……………………………………………….5 2.0 Insider………………………………………………5 3.2 Advantages……………………………………..5 3.3 Disadvantages………………………………….7 3.0 Outsider……………………………………………..8 4.4 Advantages……………………………………..8 4.5 Disadvantages………………………………….9Conclusion……………………………………………10References……………………………………………11 |
1.0 Introduction
Organisational dilemma is a challenge for every organization nowadays; it is all about how to match discrepancy between individual needs and aspirations on the one hand and the organizational goals on the other. Organizational dilemma may include different types of problems, which are
…show more content…
Bringing in to a company a new staff means a wish to change and refresh it. Choosing outsider Mike Ullman as a new CEO can start a new chapter for the company and progress the development of it. Well-known thought leader in HR Dr John Sullivan once said that hiring from outside is a great way to get proven talent for the organization. His words can be considered as a good advice for those companies who has dilemma of either promoting within or from outside. A talented candidate who has already shown his or her skills in another company can be a valuable worker for the organization. They can perform even much better comparing with existing employees who has been working for the company for quite long time, bringing diversity to it. Chief Executive Officer of the ICLIF Leadership and Governance Centre said: “The key question about HR is, whether or not it is keeping up with the changing world and responding effectively to the business leaders’ cry to help” (2011). In my opinion the same situation was in the case. As it is known a turnaround was orchestrated by Mike Joseph, Jessica Robert and Allen White, where Jessica Robert and Allen White were brought from outside and were the first outsiders to join in their respective positions. Company also wanted to differentiate the structure of their organization by bringing in new kinds of skills and knowledge. Promoting candidate from outside can also be used as a valuable
Open Document