MGMT6004 Performance Management

Bia Blasta Sncaks also popularly known as BBS is a manufacturing, marketing and distributing food company in Ireland and the United Kingdom. The company has been going through some turbulent times and it wants to hire an able person as the Director of Strategy, Marketing and Public Relations. BBS believes this will help in analyzing the possible failures and shortcomings of the company. There are three great candidates chosen for this role out of which only one will be selected on the basis of their leadership skills, managerial skills, experience and strong  credentials.

• Innovators -The CEOs have to be creators and innovators of new ideas, products and services (Vlachos, Panagopoulos and Rapp,2013).

• Challengers – The leaders have to have a competitive streak about them. The company might lose a lot ((Ng et al. 2015).

• Strategy builders – They need to think ahead and look into things from various perspectives. They are the one who implements different strategies that will be effective for the organization (Ho et al. 2015).

• Knowledge of the Industry – The CEO of the company is expected to have profound knowledge of the industry he belongs to.

• Integrity – Honesty is one of the most significant qualities of any leader. If he himself is not honest about everything then he cannot accept the employees to do the same. Transparency should be practiced at all costs (Algahtani, 2014).

• Good Communicator – A leader should be a good communicator and know how to communicate well among his juniors, employees, co-workers and other board members. Communication can resolve most of the problems and tensions (House et al.2013).

• Good Negotiator – The head of the company should be able to negotiate well the clients and employees. He should have good negotiating capabilities as this will help him sail through tough situations (Shanafelt et al. 2015).

• Practice – CEO should be the person who walks the talk. HE should not merely be a preacher

• Empathetic – A leader should not be full of pride or arrogance. Rather he should have empathy for everyone who is a part of the organization. He should know that his employees are his asset and he should be there for them whenever needed.
• Good Listener – The one who heads any organization has to be a good listener. After hearing everyone out only then he should take any decision.

• Lack of Integrity – Integrity is one of the most valuable characteristic of a leader. It develops respect and goodwill in others for a leader (Ciulla,2014).

• Lack of Adaptability – Leaders are the ones who can adapt and adjust to any situations and circumstances. Hence, they need to implement new ways and methods whenever required (Santamaría, 2014).

• No Vision – Having a mission is one thing and having a vision is another thing. Leaders are driven by the future. They are always planning for the betterment of the future. Bad leaders are satisfied with the status quo (Schoemaker, Krupp, and Howland, 2013).

• Lack of Accountability – As leaders are expected to get credit when the employees perform well or the company cracks a deal, similarly when things go wrong the leader should be ready to take the charges. They should be able to be accountable for the achievements and the failures equally.

• Self-centered – If a leader is always thinking about himself and his utilitarian motives then the company will suffer. A leader should be focused on the well being of his employees and also of his organization (Chuang, 2013).

• Arthur has a reputation of having excellent leadership qualities.

• He is in the good book of everyone which means he is an honest and empathetic person.

• His dedication to his work is clearly proven by the growth of the BBS brand.

• He is known to be a very sociable person among his peers and colleagues.

• Arthur’s presentations are known to be full of humor and wit this means he enjoys his works and he love his job

• . He is believed to have gifted leadership abilities.

• It is also said that he cannot accept failures and has had emotional outbursts.
• I would give him a 7 out of10.

• Ciara is known to be a very competitive and ambitious

person.

• She produces startegic reports for the company.

 

• Though not much is known about her conduct with her juniors and other employees, she is said to be driven and loyal to the company.

• Ciara also prefers keeping her personal and private life separate.

• She likes balance.

• She loves staying fit and healthy.

• I would give her 9 out of 10.

• Angela’s achievements has been remarkable.

 

• She has turned the tables for Choconux aftershe joined as the co-owner and the CEO of the company.

• The sales of the brand has rapidly increased over the years.

• She has a reputation for being honest and confident.

• She has the leadership qualities required forturning the growth rate on the profitable side. • I would give Angela a 8 out of 10.

• Arthur has good communication and human relation skills. Ciara lacks this skill. She is not a very social person.

• Angela and Ciara are very strong women and pragmatic. Whereas, Arthur is emotionally driven.

• Arthur cannot accept failures. These two women understand that failures are important and inevitable in any business.

• Ciara is aware and is inclined to contribute towards social causes. She also volunteers and is a conservationist. This makes her a humble person than Arthur and Angela.

• Angela lacks communication skills and she seems less concerned about her co-workers and employees. She lacks empathy towards others.

• The educational and family background of Ciara is more appealing. Her after was a CEO. Whereas Angela’s mother was an waitress and father a plumber. Arthur’s mother was a lecturer and father was a dentist.

After going through the profile of each of the candidates and after analyzing their family and educational background I have decided that Ciara will be the best candidate for this position.

• Her father was also a CEO.

• She cycles to work everyday which makes her a responsible person towards the environment.

• She has the highest intelligence quotient among all the candidates.

• Arthur is also driven by emotions. Ciara is pragmatic and a realist.

• She is full of wisdom and knowledge. Ciara is tenacious and persistent.

• She might be a bit aloof from her peers and colleagues but I believe that only gives her more clarity to think and take decisions.

• Ciara is known to be honest, fiercely loyal and trustworthy.

• I believe she will be there for others in times of need and be empathetic to all.

• She is someone with humility and a reasoning mind.

• Ciara volunteers at her local bookstore and is known to be an activist too.

• Her dedication not only towards her work but also towards the environment and society should be rewarded with this deserving post.

• The mission of the organization is to provide affordable and quality products for everyone.

• Also to expand the organization in many different countries.

• To provide the best services and to become one of the leading organizations in the world.

• We also want to have the best working environments and the best employees.

The long-term vision of the company is to be known for :

its working efficiency, environment friendly work

culture and its contribution to society in every field.

The core values of the organization are :

integrity,

respect for each other,

empathy,awareness of the

environment,

sustainability,

accountability and loyalty.

Shanafelt, T.D., Gorringe, G., Menaker, R., Storz, K.A., Reeves, D., Buskirk, S.J., Sloan, J.A. and Swensen, S.J., 2015, April. Impact of organizational leadership on physician burnout and satisfaction. In Mayo Clinic Proceedings (Vol. 90, No. 4, pp. 432-440). Elsevier.

Ng, D., Nguyen, D.T., Wong, B.K.S. and Choy, W.K.W., 2015. A review of Singapore principals’ leadership qualities, styles, and roles. Journal of Educational Administration, 53(4), pp.512-533.

Ho, S.S., Li, A.Y., Tam, K. and Zhang, F., 2015. CEO gender, ethical leadership, and accounting conservatism. Journal of Business Ethics, 127(2), pp.351-370.

Vlachos, P.A., Panagopoulos, N.G. and Rapp, A.A., 2013. Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership. Journal of business ethics, 118(3), pp.577-588.

House, R.J., Dorfman, P.W., Javidan, M., Hanges, P.J. and de Luque, M.F.S., 2013. Strategic leadership acrosscultures: GLOBE study of CEO leadership behavior and effectiveness in 24 countries. Sage Publications.

Santamaría, L.J., 2014. Critical change for the greater good: Multicultural perceptions in educational leadership toward social justice and equity. Educational Administration Quarterly, 50(3), pp.347-391.

Algahtani, A., 2014. Are leadership and management different? A review. Journal of management policiesand practices, 2(3), pp.71-82.

Ciulla, J.B. ed., 2014. Ethics, the heart of leadership. ABC-CLIO.

Schoemaker, P.J., Krupp, S. and Howland, S., 2013. Strategic leadership: The essential skills. Harvardbusiness review, 91(1), pp.131-134.

Chuang, S.F., 2013. Essential skills for leadership effectiveness in diverse workplace development.