http://www.businessweek.com/managing/content/jan2009/ca20090130_544017.htm#readerComments
Still in the topic of social responsibility and the CEO's responsibility to support the employees and the community. This article was appealing to me because I think this is a good example of using utilitarianism values in leadership. The founder and CEO for the ad agency Hill Holliday wanted to find a insider to take over after him in the company. He wanted someone who shared his values: “about the work itself, the way both clients and employees were treated, and about the agency's commitment to charity.” I think his values and believes are example on good ethical leadership. He is not only concerned about the company and it profits. His main responsibility is the idea of the company with happy employees and commitment to charity.
This view seems to be similar to the Conceptual skill we can read about in our course book in chapter 3 Skills approach. A leader have the conceptual skill if he or she comfortable talking about the ideas that shape an organization and the intricacies. According to the book is this skill most important in the top management. These skills seems also to be the ones that the founder looking for in a new CEO in the article.
Do you think this skills are important when you looking for a new CEO? Do you need to pick an insider to a CEO to keep the company´s values and commitments, or is it possible to recruit outside the company and hang on to the same things?
- Eva-Lena Juhlin
I agree with Lena when she said this is a good example of utilitarianism in leadership. By having a CEO who is extremely proactive, and who expresses his/her good morals and feeling towards a company, it allows for a trickle down effect on the rest of the organization. When looking for a replacement, it is essential to ensure the new person possesses these same values. Of course, if other employees values the current CEO's morals, then it would be easy to hire from within the company. However, it may also be possible to recruit outside of the company. Just because someone doesn't work for your company, it doesn't mean that they won't be committed.
ReplyDelete- Kelly Moran
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ReplyDeleteGreat reference of Utilitarianism in leadership! I think this depends on the situation that the company is in. If there was a specific reason tailored to why the CEO was leaving that might play into effect; whether it was personal reasons, frustration with the organization, or retirement they all play a part in picking a new CEO.
ReplyDeleteI like what Kelly had to say about replacing within will have a trickle down effect on the rest of the organization and have a continued path or where the company was intended on going!
However, I do feel that if there were some frustrations with in the top level management and the board of directors was looking for a change, than recruiting outside of the firm would definitely be most ideal.
-Kyle Turner
I personally feel that when a company is looking to hire in, it is both wise to pick someone from inside the company who has developed the overall culture of the organization but selecting someone from outside the company can have an overall positive benefit as well. Picking someone from outside the company may contribute to new ideas and concepts that people internally didn't think about due to their comfortableness with the organizations culture.
ReplyDelete-Steve Fagiano