Find Two Ads For Management Or Executive Positions

Find Two Ads For Management Or Executive Positions Copy And Paste Th

Find two ads for management or executive positions. (Copy and paste them) What leadership attributes (competencies) are mentioned in these ads? (There are eight [8] listed in Chapter 12, p. 460). Personality Self-concept Leadership Motivation Drive Integrity Knowledge of the Business Cognitive Intelligence (IQ) and Practical Intelligence Emotional Intelligence (E.Q.) If you were on the selection panel, what methods (or questions) would you use to identify these specific leadership attributes (competencies) in job applicants? (For example, what questions would you ask the applicant to decipher his or her leadership competencies? BE SPECIFIC).

Paper For Above instruction

The process of recruiting and selecting suitable management or executive candidates is crucial for organizational success. An effective way to understand what qualities organizations seek in potential leaders is to analyze real-world job advertisements. This paper examines two recent ads for such positions, identifies the leadership attributes (competencies) emphasized within them, and discusses strategies to assess these attributes during the selection process.

Analysis of Management/Executive Ads

The first advertisement, from a multinational corporation seeking a Vice President of Operations, highlights competencies such as leadership, drive, and integrity. The role emphasizes leading teams, inspiring innovation, maintaining ethical standards, and possessing a deep understanding of global logistics and supply chain management. The ad specifically mentions the importance of motivation and drive for achieving operational excellence, alongside integrity to uphold corporate reputation and foster ethical culture.

The second ad, from a regional financial services firm recruiting a Chief Financial Officer (CFO), emphasizes knowledge of the business, cognitive intelligence, and emotional intelligence. The ad underscores the need for strategic thinking, analytical skills, and strong interpersonal abilities. It stresses that candidates should demonstrate self-awareness, emotional resilience, and the capacity to influence stakeholders effectively.

Leadership Attributes (Competencies) Mentioned

  • Personality Self-concept: An awareness of one’s strengths, values, and professional identity.
  • Leadership: Ability to influence and guide individuals or teams toward organizational goals.
  • Motivation: Internal drive to achieve and excel.
  • Drive: Persistence and determination in overcoming challenges.
  • Integrity: Upholding ethical standards and honesty.
  • Knowledge of the Business: Understanding the industry, market dynamics, and operational aspects.
  • Cognitive Intelligence (IQ): Analytical and problem-solving abilities.
  • Practical Intelligence: Applying knowledge effectively in real-world situations.
  • Emotional Intelligence (E.Q.): Skills in self-awareness, empathy, and relationship management.

Assessing Leadership Attributes During Selection

To accurately evaluate these competencies in job applicants, a structured interview approach combined with behavioral and situational questions is highly effective.

Questions to Assess Personality Self-concept and Leadership:

  • Can you describe a time when you faced a significant challenge at work? How did you perceive your role in overcoming it?
  • How do you view your strengths and areas for development as a leader?

Questions to Assess Motivation and Drive:

  • What motivates you to perform at your best, especially during difficult times?
  • Describe a situation where you went above and beyond your responsibilities. What pushed you to do so?

Questions to Assess Integrity:

  • Tell me about a time when you had to make an ethical decision that was difficult. What was the outcome?
  • How do you ensure transparency and honesty in your work?

Questions to Evaluate Knowledge of the Business:

  • Can you explain a recent strategic decision your company made and the reasoning behind it?
  • How do you stay updated with trends and changes in our industry?

Questions to Measure Cognitive and Practical Intelligence:

  • Describe a complex problem you solved. What was your approach?
  • Give an example of a situation where you had to adapt quickly to changing circumstances. How did you manage it?

Questions to Assess Emotional Intelligence:

  • Tell me about a time when you had to manage a conflict within your team. How did you handle it?
  • Describe a situation where you needed to influence someone who was initially resistant. How did you approach it?

By combining these targeted questions with behavioral interview techniques, the panel can better discern the presence and strength of each leadership attribute in the candidate. Observing responses, body language, consistency, and problem-solving approaches provides insight beyond just verbal answers.

In summary, analyzing real ads highlights the core competencies valued in leadership roles. Applying structured, competency-based interview questions allows organizations to select candidates who demonstrate these critical attributes, ultimately fostering effective leadership and organizational success.

References

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  • Morgan, R., & Liker, J. (2016). The Toyota Way: 14 Management Principles from the World’s Greatest Manufacturer. McGraw-Hill Education.
  • Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
  • Roberts, R. D. & Roberts, K. (2007). The relational leadership model. Leadership & Organization Development Journal, 28(2), 110-124.
  • Yukl, G. (2013). Leadership in Organizations. Pearson Education.
  • Zaccaro, S. J., & Klimoski, R. J. (2001). The nature of organizational leadership. In G. R. Ferris & J. R. P. Gelfand (Eds.), Handbook of Leadership Theory and Practice. Oxford University Press.
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