Organizational Dilemma

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1.0 Introduction………………………………………...1 2.1 Recruitment and selection process……………1Question 1……………………………………………….3Question 2……………………………………………….5 2.0 Insider………………………………………………5 3.2 Advantages……………………………………..5 3.3 Disadvantages………………………………….7 3.0 Outsider……………………………………………..8 4.4 Advantages……………………………………..8 4.5 Disadvantages………………………………….9Conclusion……………………………………………10References……………………………………………11| 1.0 Introduction

Organisational dilemma is a challenge for every organization nowadays; it is all about how to match discrepancy between individual needs and aspirations on the one hand and the organizational goals on the other. Organizational dilemma may include different types of problems, which are connected with recruitment and hiring, promoting within or from outside, job satisfaction and dissatisfaction. The process of making decision where the important issue is connected with dilemma of whether promoting from within or look elsewhere had always been as a long term decision making process for Chief Executive Officer (CEO). In 2010, Mike Joseph was faced with this dilemma while appointing the successor for its chairman and CEO, for his organization.

1.1 Recruitment and selection process
Creating a personal plan is the first step of the recruitment and selection process. Organization has to start searching for prospective employees, driving them to apply for a job and when they get the desired amount of candidates they start selection process. For recruiting process first of all organization has to identify the required qualifications; they must make sure they give the whole information to applicants to let them fully understand what they are wanted to be hired for. In our case Mike Joseph, who was orchestrating the organization between 2005 and 2010, was looking for a new candidate to fill the vacancy of the new chairman and CEO. The second step for managers is building a pool of candidates that can contain of both internal and external one, choosing them in terms of selection tools, such as tests to screen out most applicants, background investigations and physical exams to identify viable job candidates. The case took into consideration two candidates from both inside and outside of the company. After this, supervisors and others interview final candidates to make the final choice. According to our case the decision of Mike Joseph was in favor of an outsider Mike Ullman, passing over Jessica Robert, who was instrumental in turning around the company from 2005 to 2010. This case wants us to identify whether it was a correct decision or not, considering and identifying the reasons why outsider was selected for the particular vacancy passing over the experienced and instrumental worker of the company.

Question 1

“HR managers facilitate plans to integrate diverse talents to work productively towards a common goal”. Sunita Devi (2012 p19) The importance of a proper hiring has become on the first place for every company nowadays. There has been a huge amount of researches that justified how important it is to have the right person on the right place. Considering the situation that happened in our case, I can say that choosing the new candidate for the CEO position can be considered as a wise and proper choice. This choice can be viewed in terms of diversity at work. If this or that organization doesn’t have enough candidates to fill the needed vacancy they can start looking for employees from outside. Outsider is a new person, who can provide new knowledge, skills and experience. He or she can be a new component for organization that can provide updates for the company, bring it up to a new level by upgrading its structure. According to the book “Principles of Human Resource Management” 15th edition by Snell & Bohlander 2010, it was said “When the president or CEO of the organization retires, a chain reaction of promotion occurs. Everyone moves up a slot, and someone...
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