Introduction Throughout this case study of a Nice Manager it discusses a company Called Chisum Industries that is looking to promote someone within the company. The company is widely spread throughout Texas. Right now the middle management within the company seems to be a great place to be. There are tons of opportunities to grow and become better leaders or managers for the company. The top management executives that are selecting future candidates for promotions are visiting each branch and doing an investigation to see who may be suited for a promotion for the San Antonio office. Some of the ways they are looking for future candidates is interviewing other coworkers and seeing how their relationships and work ethics are. The four candidates …show more content…
They have come up with possible candidates however, one in particular has come across as too nice which is something that the company wants to stay away from. Being too nice usually allows others to run over you or lets them slack off because you want to be a people pleaser instead of a manager. Being too nice is not a quality that most companies want as a manager of a company. I find issues with this too nice problem for a couple of reasons. In order to be a good manager you must be able to understand your peers and coworkers and understand how they react to management styles in order to best assist them. Having an insight to why people act a certain way is part of being a good manager (Daft, 2014, p. 456). You can be on friendly terms with your coworkers or employees without being seen as weak. There are no problems with being nice. It allows you to have a true open door policy that people feel comfortable approaching you for assistance or issues. If your employees are doing the right thing there is no problem with having their backs. I can understand why the top management has issues with the statement of being nice but it should be weighed on his performance and productivity as well and not just a general …show more content…
That in itself should not be a deciding factor. I myself am a nice guy. However, my Marines and Officers at my last two jobs knew if they messed up that they would be held accountable. After it was over we were done with the situation and moved forward. Understanding the candidates background and knowledge should also have been factors when deciding if he would be able to perform the job proficiently. If they hired someone who is already proficient at communicating with the middle management than that should keep the lines of communication between upper and middle management open. By possibly hiring Harry for the position they may open the position up to a wider variety of team and roles they can partake in (DeRosa & Lepsinger, 2010, p,
While Sandberg (2008) started by profiling a too-nice boss as someone who doesn’t “like confronting people or making decisions that favored one staffer over another,” he went on to further assure us that a too-nice boss would let problems drag for years without attempting to find any solution to them. First, in his opinion, a conflict-avoiding boss would never be able to tell a low performer that he needs to improve and most importantly he simply would
Found in the case study entitled, Promotion from Within at Citrus Glen, is a staffing process concern. The Citrus Glen Company, based in Florida, is a juice producer that supplies orange and grapefruit to food processors, grocery stores, convenience stores and restaurants in the United States. With rapid growth over the last few years, the HR vice president, Mandarine “Mandy” Pamplemousse, has been worried about how to staff the ever-expanding array of positions for Citrus Glen. Her concern is how to hire and promote enough individuals who are qualified for the needed positions. When Mandy is trying to staff internally, she uses a contractor based in Charlotte, NC called, Staffing Systems International (SSI). When positions become available that are appropriate to staff internally, she sends a group of candidates for the position to SSI to participate in the assessment center. The candidates are in the assessment process for three days. Mandy receives the results with recommendations, a few days after
However, due in part to these acquisitions, the Wallace Group faces several problems. The first issue relates to their hiring process and how they choose who to promote. Instead of hiring qualified employees with the proper expertise, they focus more on cutting costs, therefore hiring non-qualified employees. One example of this process is, instead of creating a management development program for training and recruitment of new management, they just promote within. However, they promote technicians to management positions without the proper training, because it's cheaper to do that.
Journal of Promotion Management, 2010, 16, 3,411-427.
The illustrious Chronus Department is a (hypothetical) branch of the Federal Government which analyzes past incidents to determine their particular impact upon current matters. This department is currently seeking to hire a new recruit for training in a recently developed program, where the employee will work to eventually become the department's director. The prospect would ideally have a degree in the humanities field concerning history, culture, and research. It is also vital that the candidate exhibit the ability to work well with others in a leadership role. The position includes an enviable benefits package, complete with vacations, healthcare, and a pension. After conducting interviews and reviewing the relevant information, the Chronus Department hones in on two potential options. They are both quite suitable for the opportunity.
After Bill George and Peter Sims interviewed all 125 managers, they found a common thread throughout each of their interviews: their life stories impacted their passion to lead. After expe...
Exemplary leaders have a profound and positive influence on the commitment and performance of their followers. In order to achieve and sustain success exemplary leaders have to effectively communicate a clear vision, cultivate a team environment and establish cooperative goals. Coach Boone displayed several actions and behaviors that represent The Five Practices of Exemplary Leadership.
The Bridgespan Group. (2009). Making the Right Hire: Assessing a Candidate 's Fit with Your
Almost everyone has had the misfortune of having a leader that should not be in the position of leading others. Unfortunately, I have been in that position. I have had bad managers and supervisors in not just one job, but in two entirely different jobs. One of the jobs was a nutrition associate in a hospital kitchen. The other job was at the restaurant, Cracker Barrel, as a hostess. I will be pulling my experience from both jobs to explain why these leaders were not fit for the position that they held and what they could have done different to be a more effective leader.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Chapter 3: Cultivate managers who share your vision was the most important chapter to me. It talks about putting the right managers in the right positions. Welch says, “What we are looking for…are leaders… who can energize, excite, and control rather than enervate, depress, and control” (p. 35). Managers in a company should bursting with energy and are able to develop and implement a vision and not just talk about those visions. They must also know how to spread enthusiasm throughout the entire company. One of the keys to being a great business leader is getting employees excited about their work. One of the ways to get employees excited about their work is to allow employees more freedom and responsibility then they have now. In order to make this happen, middle managers have to be team members and coaches. They need to facilitate more than control. Managers should be energizers and not enervators. Welch suggests that the only way to last at GE is to get on board, to become a team player, and to adapt oneself to the company’s values and culture when describing the different types of managers that will or will not succeed. The first type of manager delivers on commitments and shares the company’s values. The second type does not meet commitments and does not share the company’s values. The third type misses commitments but does share the company’s values. Welch himself cares more that a manager sticks to the company’s values than meets the numbers. The fourth type delivers on the commitments but does not subscribe to the company’s values. Welch broke these managers into three categories, type A, type B, and type C managers. Type A managers were defined as team players that subscribe to the company’s values. People trust them; they make impacts on decisions, and are leaders who seek to develop high value in other...
Gosling, J. and H. Mintzberg (2003). "The Five Minds of a Manager." Harvard Business Review (November 2003): 1-10.
An important factor in hiring a new employee is their fit. The recognition of their similarities and differences with those of the organization will help to avoid high turnover and increase effectiveness through a stronger organizational culture. The idea candidate that would fill a position such as Andy’s would require conscientiousness, an extent of extraversion and emotional stability. Throughout the film, Andy
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
HRM should review applications as well as search resume databases for the candidates that have the qualifications and skills required for the position. HRM however does not know in depth what the manger is looking for, nor who would be the best fit in the department so they are unable to make the hiring decisions on their own. (Fallon Jr., & McConnell, 2007). HRM should then send the list of resumes to department managers for interview.