Quiz 9: Creating and Maintaining High-Performance Organizations
The case depicts an automobile company's way of providing training to its newly hired employees. It truly believes in its traditional culture of frugality and discipline. According to company's report, the constant improvement of the company's products is the outcome of its culture. The case described all the four approaches somehow. These four approaches are interpersonal relationships, formal education, job experience and assessment. It is mentioned that company T keeps on taking advices from its retired managers. These managers are told to advice the newly appointed employees. This reflects the use of interpersonal relationships. The newly appointed employees are sent to a business school where they can learn about the basic of working in the company T. This reflects the use of formal education. Though assessment is not mentioned in the case, formal education must have some sort of assessment at the end of the training program The approach of job-experience is not highlighted, but the people who are appointed for senior executives post are recruited on the basis of experience they have. Although their experience does not restrict them from attending business schools and learns the basics. In a way, all the four approaches are interwoven in the employees' development.
To break the glass ceiling means to remove the invisible barriers that prevent people from rising to senior positions. Many people don't get equal opportunities to show their talents and skills. They try hard but because of some kind of suppressions they can't step forward. In the company EY, it was considered must to break the ceiling at a point in time. It was because the company wanted large number of employees as most of its senior executives were retired. The company thought of a good and ethical step. It decided to give equal chances to women to prepare them for the senior positions. The company wanted to retain the best people. Women have lots of responsibilities along with their jobs, in order to overcome this issue; the company started the procedure of flexible and feasible working hours. They offer the same to minorities. The company took this step to cope with the rising demands in the number of employees. Till now, almost men were there on the top position, the concept of breaking the ceiling came in front to retain those female employees who because of some unavoidable reasons not able to work as per their potential. Providing flexible hours and equal opportunities for growing, the company broke the ceiling for the women and the minorities.
Succession planning is a process of identifying and developing new leaders. This is done as an advance preparation to make old leaders capable enough to take the place of old leaders who get retire or leave the company due to any reason. Experience and capable employees get the chance to come forward through this process. Succession planning should be done for all departments of a company. If an organization fails to engage in succession planning for HR leaders, they will face following long-term consequences: • The company will face issues when a senior HR manager leaves the position due to any reason. Since HR department is not prepared with any succession planning, all of a sudden nobody will be able to justify that position. • If HR department itself is not aware about the ins and outs of succession planning, it won't be able to train the other departments efficiently which in turn leads to misinterpretation of company's goals and targets. • HR department is a link between the management and the employees; if the link is weak, no productive outcome can be achieved in terms of successive planning. HR department is responsible for the organization of all the training programs, it should be the first to learn and understand all the things so that it can communicate the detailed explanation to the other teams in a proper manner. Succession planning is a program to save company from the overburden of finding a right candidate all of a sudden, this should be applicable to all the departments equally.