This week, you will evaluate the impact of the new CEO on of Google, INC. including cultural issues, leadership issues, and performance models
Submit your paper as an 7 page Microsoft Word document, using APA style.
Running head: CEO SELECTION 1
CEO SELECTION 1
CEO Selection: Google
CEO Selection: Google
Google Inc. is American multinational technology corporation provides internet related services and products like internet search engine, online advertisement technology, software, data hardware and cloud computing. It’s often thought to be the top technological organizations around the world. As this is well known company, its important to have a succession plan to help identify potential candidates in upper level management like the Chief operating Officer. According to Georgakakis and Ruigrok (2017), succession planning is the process in which a company identify and develop potential high-level leaders who can replace the old leaders when they leave, retire or pass away. In determining the CEO of Google and to start the succession planning, we must a matrix or job audit form of an ideal candidates, provide details of methods and tactics used internally and externally for this position and lastly, provide strategies to identify the candidates.
Describing Ideal Candidate
In determine CEO of Google, Hughes (2014) believes that succession planning requires an awareness of job descriptions and function. Therefore, it is important to understand the essential personal and professional qualities which would allow the company to pick the ideal candidate. Also, the company must access the background of the ideal candidate which will display the his or her success in one job and the potential for success in the next job, as well as the individual’s appropriateness for a role based on personal preferences. Hughes (2014) states that specialization and task variety, task identity, task significance, autonomy, span of control, independence and interdependence, and job pace are all essential qualities attributes and characteristic to consider that relates to the ability to learn from previous experience. This is an essential attribute because it enables the leader to be able to effectively plan for the future (Steed, 2012). Every human is bound to make mistakes from time to time and it is essential to understand and learn from the mistake to avoid the mistake from happening in the future.
Another essential attribute that the current CEO has is effective communication skills. Communication plays a major role in every organizational setting because it enables the various departments and parties within the organization to understand each other precisely (Kouzes, 2017). Through effective communication skills, Google has been able to motivate its workforce to meet various organizational goals more effectively and it shows. Steed (2012) notes that through effective communication, the CEO has been able to precisely translate the perspective of business challenges and potentials, and the actions expected from the workforce to attain the organizational goals, through a language that is easily understood by the workforce.
Steed (2012) believes that creating relationships are another essential attribute. This attribute has enabled Google to create positive relationships throughout the world while providing their services globally, which has enabled Google to develop loyalty as well as a positive image for the company nationally. This allows Google’s leadership attributes to display key roles in the decision-making process to keep the organization running smoothly and working towards organization goals and their organizational goals (Steed, 2012).
Despite having various attributes that promote the organizational performance, Google also has various leadership traits and less essential qualities that significantly have a negative impact on his leadership approach. One of the traits is poor integrity. According to Tracy (2017), integrity is doing the right thing even when no one is around. Often, the lack of moral integrity tends to be a red flag about the future of the organization. This is because the workforce tends to follow their leaders and if the leader does display integrity, it does not take long before the workforce begins to walk in the same shoes as their leader. Hence, this impacts the performance of the organization and the development of leaders.
Another trait that tends to harm the CEO’s leadership is lack of adaptability. It important for leaders to be able to motivate his or her team to reach the organization goals and objectives. Therefore, leaders must be diverse and able to develop various leadership strategies that promote and support each member of his or her workforce (Tracy, 2017). Tracy (2017) believes that if leaders focused on using one leadership approach in all the organizational situations, it will not be successful due to different personalities and their drive of the employees. This approach can cause a decrease in morale of his team and in turn, the performance of satisfactory and quality of services to the customers has been negatively impacted.
Methods and Tactics Used Internally and Externally for CEO
According to Dave and Soni (2020), recruitment and selection are the two most important tasks performed in determining the most desired candidate for any job. Dave and Soni (2020) states that recruitment is the process of seeking and appealing qualified applicants for employment to your organization. Carrero, Krzeminska, and Härtel (2019) states there are different methods and tactics in internal and external sources of recruitment. For instance, for internal sources of recruitment, Carrero et al. (2019) outlined these as transfers, promotion, demotion, upgrading, retired and retrenched employees, whereas, the external sources of recruitment are advertisements, outsourcing, placement agencies, consultancies, employment exchanges, and labour contractors.
In dealing with Google and their internal source of recruitment of an ideal CEO, the best approach is a promotion to an ideal candidate that was part of the succession plan. According to Carrero et al. (2017), establishing standards of what success looks like and metrics on how we are measure is vital for examining if the succession plan is effective. Therefore, during this period, we have identified the ideal candidate and will work and develop their key skills, attributes and knowledge to fit the role. This tactic lets us decide what establishes a successful program with methods to determine employee satisfaction with personal training and development, management satisfaction with employee performance and employee’s job readiness, goals achievement, and retention. In exploring the external source of recruitment for Google, the best would be outsourcing. According to Kabiraj and Sinha (2016), outsourcing is a business practice that sends services or some job functions in the organization to a third party. Kabiraji and Sinha (2016) believes that in the IT industry, an outsourcing initiative with a technology provider can included different operations like the entirety of the IT function, disaster recovery, network services, software development, tech support, and upper level management. The benefits of outsourcing are that it helps with lower costs, increase efficiency, increase the focus on strategy and core competencies and it brings in innovation, intellectual property and new leadership (Kabiraji & Sinha, 2016).
However, selection is highly important. Dave and Soni (2020) notes selection process is the ability to differentiate between applicants in order to hire desirable candidates. Kabiraji and Sinha (2016) categorized some selection methods as skills assessments, background check, drug testing, and hiring manager interviews. In dealing Google, the best selection approaches are the use of skills assessments, background checks, and drug testing. Skills assessments are designed to identify gaps of training that many be needed as well as measuring skills and knowledge (Kabiraji & Sinha, 2016). This could help in examining the potential CEO’s decision-making skills and leadership skills that is needed for this position. A background check is needed to ensure safely and no prior issues that can harm the company’s future brand. Lastly, a drug check is done to ensure stable that employees are reaching their full potential and is not influence by an illicit drug. We must be certain that the CEO if fully aware of all issues and will not be impaired to make those decision.
Strategies for Identifying the Desirable Candidates
In order to identify desirable candidate for the CEO of Google, there are strategies that need to be put in place. For starter, a succession plan helps to maintain and keep talent in the pipeline (Georgakakis & Ruigrok, 2017). Georgakakis and Ruigrok (2017) describes this process as a year to three-year preparation, not pre-selection. In doing so, the organization can profit from the standards of identifying crucial job attributes and employees’ skills, knowledge, social relationships and organizational cultures which allows the organization to prepare the next generation of workers, thereby ensuring the seamless movement of talent within the organization. Another strategy is a looking within the market and having a competitive edge. Steed (2012) describes a competitive strategy as a long term plan the company develop towards achieving a competitive advantage over its competitor when it relates to strengths and weakness of the two companies. By having a competitive advantage, Google wouldn’t need the advisement because talent would want to be part of this organization. Kouzes (2017) states that competitive advantage contributes to more customers and higher brand loyalty that attached new employees. Also, with new talent from the outside, this will provide innovation or thinking outside the box which can impact maintain quality performance.
To be able to effectively acquire the right candidate for the CEO position at Google, there are several steps the organization can take, with succession planning at the top. Georgakakis and Ruigrok (2017) believes that succession planning is the process of developing key employees to replace key upper level management members. Additionally, this process enables the organization to understand what attributes, skills and knowledge is required in these positions to help create a clear vision of the organization. Also, Georgakakis and Ruigrok (2017) states that succession planning helps the company to position itself to minimize risk and develop a strategic plan to evaluate current business needs and goals.
Carrero, J., Krzeminska, A., & Härtel, C. E. (2019). The DXC technology work experience program: disability-inclusive recruitment and selection in action. Journal of Management & Organization, 25(4), 535-542.
Dave, M., & Soni, K. (2020). Recruitment & selection process: A study on pacific industries Ltd. Our Heritage, 68(1), 9096-9107.
Georgakakis, D., & Ruigrok, W. (2017). CEO succession origin and firm performance: A multilevel study. Journal of Management Studies, 54(1), 58-87.
Hughes, R. L. (2014). Becoming a strategic leader: Your role in your organization’s enduring success (2nd ed.). San Francisco. CA: Jossey-Bass. 978-1-118-56723-4.
Kabiraj, T., & Sinha, U. B. (2016). Strategic outsourcing with technology transfer under price competition. International Review of Economics & Finance, 44, 281-290.
Kouzes, J. M. (2017). The leadership challenge, (6th ed.). San Francisco, CA: Wiley. 9781119278962.
Google, INC. (2019). Mission statement academy: Google mission and vision statement analysis. Retrieved from: https://mission-statement.com/google/
Steed, A. (2012). An exploration of the leadership attributes and methods associated with successful lean system deployments in acute care hospitals. Quality Management in Health Care, 21(1), 48-58. https://doi.org/10.1097/qmh.0b013e318241825c
Tracy, B. (2017). Leadership weaknesses: How to spot the qualities of a bad leader. Forbes Magazine. https://www.forbes.com/sites/forbescoachescouncil/2017/11/29/leadership-weaknesses-how-to-spot-the-qualities-of-a-bad-leader/#75139db37a56