center850008549640October 26, 2014
BMGT 365 1000000October 26, 2014
To turnaround an unprofitable company, Joan imposed new management ideas despite her father’s business practices and culture. With her leadership, Joan will lead and motivate Invitations Inc. employees, and the company will become more profitable. This leadership void threatens Invitation’s Inc “sustainable pattern of customer focus and profitable growth” (Millikin 9). Invitations Inc. needs to continue the momentum and motivation to accomplish growth. Replacing Joan with as the new CEO by use of a search committee represents the obvious solution to the problem. However, this assumes a replacement could and would be Joan’s equal, including leadership and management style, vision, and knowledge. Garrett could allow Joan to transition the leadership role to a replacement of her choice, with approval of Invitations Board of Directors, after a mentoring and trial period. On the other hand, Invitations Inc. could negotiate with Garrett to extend Joan’s stay as CEO to ensure the status quo. This would allow Joan to continue her successful leadership and strategies, or run the company as CEO of Invitations Inc, while decreasing redundancies and increasing operating efficiencies. Analysis of the Alternatives Search committees often replace the traditional hiring of upper management and leadership. The committee must define present conditions and develop a consensus of criteria used in evaluating candidates, including the leadership qualities needed at this stage in the company’s revival plan. Next, the committee can identify, screen, and interview candidates. Afterwards, the committee can recommend candidates to the board for consideration and their eventual decision (Poston 1). Alternatively, if one exists, Invitations Inc. should implement their succession management plan. Evaluation criteria are critical to the search committee. To build consensus,...
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