Essay about Pb Technologies-Managing People in Organazations

Tell me about a time when you had to make a decision that benefitted the company, but went against your personal values.

1. If you were part of the selection committee for the River Woods plant manager position, based on what you've learned about the sources of personal power in this chapter, describe what you'd consider to be the ideal candidate’s qualifications.

Each stakeholder has a different criterion of responsiveness, because they have a different interest in the organization. Most organizations are similarly influenced by a variety of stakeholder groups. Investors, shareholders, employees, customers and suppliers are considered primary stakeholders, without whom the organization cannot survive. Other important stakeholders are the community, which have become increasing important in recent year.

Kathryn Petersen, the new Chief Executive Officer of DecisionTech, was not a normal CEO of a technology firm. Kathryn a fifty-seven-year-old who had a military and automotive industry background yet she had an extensive history of turning executive teams that were not functioning as a team to one cohesive unit.

My name is _____ and I am currently a consultant of Manger Consulting. Our mission is to provide our expertise in management and staffing services of other organizations I’ll have recommendations on selection decision making for Tanglewood. A detailed selection plan will be generated for the new manager position in Spokane, a panel will be developed for the selection making decision, and guidelines that can be used throughout the chain will be completed.

Currently the Director of Keiser University financial aid office is getting ready to accept a regional position. This change will occur in a few months, however they are getting the office ready for the upcoming changes slowly in order to have a smooth transition. The office director has been working there for 14 years and a lot of the office regulations and rules were molded to her standards. The past few months a couple of directors from other universities has been interviewing for the job. However none were chosen for the position, due to their leadership styles. These leaders style of management were not at all what the office is accustomed to so therefore a more similar leadership style to the one that was there before for 14 years is more appropriate for the environment, the nature of the job and the workers that has been working there for years.

With numerous rewards and recognition under its label, it is now one of the most chosen CRM option in cloud computing. All the initiatives undertaken by it are sustainable, so the impact is hugely reduced on the planet as a whole.

The discussions broke the team members into two distinct groups. The debate that was held about the two candidates revolved main around the values that each member held to be more desirable; friendliness and experience versus reliability and knowledge. The first group argued that the friendlier candidate would be a better fit for the position mainly because the members of that group tended to be more heavily involved in people oriented side of the organization, while the other group and the other candidate were more versed in the technical side of the organization. However, rather than this group meeting basing its agenda on the discussion of the values of the candidates, it was a series of comparison arguments in which each side attempted to argue why the other candidate would not do well in the open position. Both groups turned away from the civility required for such a group discussion to be rational and productive, and instead adopted a hostile approach.

Candidate Tobin failed to deliver an effective and confident brief. The major briefing points were not fully covered and content of the order was vague. SNC did not brief an initial plan to his team and there was not an initial plan in place upon execution. SNC lost leadership credibility as he relied on suggestions and ideas from his team members on how to negotiate the obstacle. One on the team members came up with a successful backup plan which was utilized. SNC did not use effective communication skills throughout the duration of the obstacle which hindered his ability as an effective leader. Time management skills and a proper sense of urgency were also not evident. SNC was not clear on what was originally briefed by the evaluator

The candidate must be rejected because he doest not do well at the interview and the answer must be given after the interview.

No. 1: Evaluate John Taylor and Marty Grayson’s effort to identify the opportunity. Are they the right people for this opportunity? Why or why not?

Training needs for the underperforming employee can be found out as under as as to bring out the best in him and contribute towards his and organizational goals in positive manner.

If the horse race is taking place internally, most boards still choose to search outside of the company for qualified candidates to fill the leadership position (Citrin, 2009). This allows the board to assess how well its internal employees are matching up against external applicants. Horse races can also turn into popularity contests, in which the stakeholders and board members will exercise their stakeholder power (Lawrence & Weber, 2008). This stakeholder power gives the board members and stakeholders the ability to use resources to make an event happen and secure the outcome that they see fit. In turn, this method creates a high stress environment for those competing in the horse race and can even be distracting to the organization as a whole (Citrin, 2009). According to Citrin (2009), in a horse race competition for CEO, there is a clear winner and a clear loser in the battle. In most cases, the loser will end up leaving the company to pursue other executive leadership positions which is a disadvantage because of the loss of long term, quality employee. In the fight for a corporate leadership position, the horse race methodology of selecting a CEO is dated and seems to have far more disadvantages than advantages.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The decision process made was basically to align the position expectations with the skills of the candidates based on the assessment. This will