Introduction
National Products employs 500 workers and recruits a general manager for a strategic product line. This process entails a sophisticated examination of three internal candidates—Charley Adams, Bill Stuart, and Ray Johnson—whose personalities are different. Susan Thomas, Vice President for Human Resources, has an uphill task in evaluating their personal characteristics, motivation levels, and leadership styles. This particular decision will have a huge effect on the course the product line will take as well as the general organization’s performance.
Problem Statement
One important problem with National Products is identifying the best general manager from the group of internal aspirants. Charley Adams’ focus on togetherness and working together clashes with Bill Stuart’s problems with communication and management and Raymond Johnson’s perception of the company as his possession. Predicting the consequences of these characteristics upon the selected candidate’s prospects for success in the general manager position would be even more complex than assessing these different motivations. A thorough knowledge is required as to whether the approach used by each candidate’s managerial style and motives align with the multi-dimensional tasks and challenges that make up this job to ascertain his suitability for success, which will guide the product division well into the future.
Success Factors and Strategies
An example of how national products cultivated a cooperative environment is Charley Adam’s loyalty toward teamwork. This established power creates the strength from which the prospective nominee draws success. Using and strengthening this spirit of cooperation within the company can significantly improve the overall working relationship among teams. The other important thing one should examine is identifying and anticipating the vulnerabilities in each leader’s strategy. Admitting and controlling such weaknesses will enable National Products to improve the general manager’s possible strengths as he manages other professionals within the organization. The company adopts this strategic approach that combines the existing strengths and potential areas for development to prepare the selected candidate for the position’s challenges.
Approach Leaders Should Take
Leaders must be meticulous in their assessments, focusing on the strengths and weaknesses of any individual candidate. The right mix of cooperativeness with some degree of authoritativeness defines the successful general manager (Hansen et al., 2020). To maintain this balance, National Products must conduct a leadership training and mentorship program for the newly chosen candidate. They provide a framework for addressing the person’s shortcomings, interpersonal skills, and management capability. Through investing in the developing proficiency of the designated candidate, leaders may positively preoccupy competent leaders equipped with all necessary skills to deal fairly with the complexities of the leadership.
Recommendations
Upon examination, Susan Thom should opt for external applicants who are fit for the general manager job at National Products. Although there are strong points that can be observed in Charley Adam, Bill Stuart, and Ray Johnson, the possibility of failure is inevitable because they have weaknesses as well as different personal objectives for taking the job. External candidates have advantages as they possess a new and more focused set of skills required for the complex job (Hong, 2020). A case for promoting an internal candidate to reduce the possibility of the individual having difficulties overcoming his weaknesses leads towards a manager that can handle the job, help the team through the process, and ensure the overall survival at the product division level in the long run.
Conclusion
Choosing a general manager for National Products will lead to severe repercussions. In this case, a good leader strikes a balance between collaboration and aggression, manages individuals’ inadequacies, and synchronizes them with fluid organizational expectations. This is where it comes into play: although strong points of the internal candidates necessitate a fresh approach involving new skills, which fit the required capabilities of the considered job. Through a careful approach to leadership development and recruitment, National Product can be postured ready to sustain success into the future in the dynamic atmosphere surrounding its products division and overall organizational setting.
References
Hansen, S. D., Miller, D. R., & Noack, D. (2020). The impact of charismatic leadership on recruitment, development and firm performance. Journal of Managerial Issues, 32(2), 215-126. https://search.proquest.com/openview/6c3e3bd7f0a5893a5975926276552716/1?pq-origsite=gscholar&cbl=32030
Hong, B. (2020). Power to the outsiders: External hiring and decision authority allocation within organizations. Strategic Management Journal, 41(9), 1628–1652. https://onlinelibrary.wiley.com/doi/abs/10.1002/smj.3182
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