留学本科管理学课程作业

留学本科管理学课程作业

来源:www.51fabiao.org作者:cinq发布时间:2014-01-01 09:12
How might a company use the process of goal setting to help it implement its succession plan? Be sure to consider the barriers to successful implementation that it might encounter.

留学本科管理学课程作业

How might a company use the process of goal setting to help it implement its succession plan? Be sure to consider the barriers to successful implementation that it might encounter.

A company can use the process of goal setting to help it to implement its succession plan.  Specific practices are (Collins, 1999), first of all, a company should develop clear and correct goals, according to its strategic goals to set the goals for its succession plan. Then, it should communicate with its employees, so that the employees will clearly understand the contents of the goals, and what their responsibilities are. Again, it should provide right incentives, right incentives include two aspects. Firstly, the goals that a company sets up should be properly, making the employees feel that the goal can be achieved and have important significance, then the goals will be incentive and the employees can be encouraged. Secondly, material incentives should be reasonable, which should effectively motivate employees, specifically including two aspects: on the one hand, the extent of incentives should be linked to employees’ performance, so that incentives can reflect the value of employees. On the other hand, the ways of incentive should be linked to the company's strategic goals and can not ignore longer-term issues. Finally, managers of the company should conduct periodic reviews, allowing their employees to know that whether their work meets the goals well, in what aspects they have done a good job and what areas still need to be improved.
The barriers might be encountered include: unreasonable setting of goals, unrealistic goals, difficulties in completion or other problems; improper reward system, including failing to effectively stimulate staff or errors in the ways of staff motivation; inconsistence between succession and dynamic and complex environment, managers’ lack of confidence or fear of failure causing reluctance to establish goals, etc. When a number of adverse factors appear, it will result in failure of succession plan, management also fail to take new measures to deal with. Some constraints of an enterprise’s may lead to risk of failure of succession plan, for example, if the potential of staff of a company is limited to be enhanced or the company has excessive debts, its succession plan may be at risk.
When asked if Apple would provide more details about Job’s second leave of absence, a company spokeswoman responded: “We’ve said all we’re going to say.” Is Apple obligated to offer any more details, particularly about the health of its CEO? One lawyer who advises corporate boards on such questions says that such details are materials to investment decisions only “if you’re asking shareholders to make decision based on [that] information…You can’t expect the company”, he adds, “to give a blow-by-blow account of Steve Job’s health.” What do you think? If you were an Apple investor, what information would you regard as “material” to your decisions? What would you want know in deciding whether to keep or sell your shares of Apple?
Apple has an obligation to provide more details about succession planning, because relevant legal requirements provide that a company must disclose information that could affect investors' stock trading decisions, the information includes corporate profits, mergers and acquisitions, new products, etc. A company also must disclose its CEO’s compensation, stock ownership and personal profile and so on. In addition, a company must disclose the CEO’s retirement, death, resignation and other information.
However, in practice, many companies do disclose their succession planning, but the information is not disclosed in detail, which is mainly due to the vague of relevant laws and regulations, about what information in the end a company needs to provide, companies can decide largely (Chang et al., 2008). Apple’s practice is, excepting what must be provided and provided by laws, they will not disclose any other information. Although Apple does not have to disclose more information, its shareholders may require more transparency. Because Jobs was a genius, his charisma brought Apple exceptional value, Apple’s major strategic products were very successful, which was closely related to the leader’s thinking, talent. His health could largely influence the investors’ decision-making of buying and selling stocks, because many consumers trusted Jobs very much. If he would not be Apple's leader any more, many consumers might no longer choose Apple’s products, major changes would occur in Apple's performance. Therefore, I think that Apple should provide more detailed information relating to Jobs’ health and their succession planning.
If I were an Apple investor, I would be very concerned about Jobs’ health, as well as implementation and details of Apple's succession planning. Because for Apple, he was very a key figure, if Apple disclosure his health, that I would continue to keep Apple's shares, if the company’s provided information about his health and succession planning was not detailed, I might give up Apple’s shares.