scenario 2: One might ask: what are the main qualities of employees who will be successful in their jobs? There really is quite a bit of difference between those in positions of authority and power versus those involved in the day-to-day activities of the organization. As we discussed in our management chapter, we have the leader-generalist-strategist versus the manager-specialist-tactician.
Take for an example the qualities are helpful in a small business versus those in a large company. We can get a quality experience, and education in small businesses in that it is a baptism of just being thrown into the water and you learn how to swim in the moment.
Large companies breed bureaucrats doing the same process and generating for management the same figures and reports for years. Quite a bit of politics present. Go along to get along type atmosphere. One might need an empathetic mentor.
Quite a bit of difference in the employees of these two types of organizations. Perhaps the tale of two different types of professionals. Small businesses allow us to be 'the' decision-maker as long as it works. A wrong decision may cause your career to derail. This and the fact that you competitor across the street can quite easily undercut you 'pricewise'.
Answer the following questions:
a.) So, who might you hire if the decision-maker or the 'order-taker' applies for a job with your company? Under two different scenarios each can be successful. However, would you be interested in hiring 'the 'rebel' as someone who has no talent, won't take orders, and won't follow directions'?
b.) Might this mean that, be it a 'tall-type organization' or the team approach, the traits for success entail having some talent, taking orders (and they have to be delegated), and merely following directions? Might these be traits similar to raising successful offspring?
Full Answer Section
- Assessing Individual Merit:Both the decision-maker (who demonstrates initiative) and the order-taker (who demonstrates reliability) might possess valuable skills and experience. It's crucial to evaluate each applicant based on the specific job requirements, their skills, experience, and their fit within the team and company culture.
- The "Rebel":Hiring someone solely based on their rebellious nature is risky. While independent thinking and innovative spirit are valuable, they need to be accompanied by appropriate talent, willingness to learn, and collaborative skills.
(b) Traits for Success: Beyond Orders and Directions:
While
taking orders and following directions are essential aspects of any job, successful employees often possess a broader set of skills:
- Adaptability and Learning:The ability to learn new things and adapt to changing circumstances is crucial in today's dynamic work environment.
- Problem-Solving and Initiative:Being able to identify and solve problems and take initiative without needing constant supervision are valuable assets.
- Communication and Teamwork:Effective communication and the ability to work collaboratively are essential for success in most workplaces.
Similarities to Raising Successful Offspring?
The comparison to raising successful offspring has some parallels, as both involve
nurturing individual potential while also
instilling essential skills and values. However, it's important to remember that
workplace dynamics are different from family dynamics.
Conclusion:
Hiring decisions should involve a thorough evaluation of an applicant's
skills, experience, and cultural fit within the organization, regardless of their perceived archetype. Successful employees go beyond simply following orders and possess a
combination of essential skills that contribute to their own and the organization's success.
Sample Answer
Hiring Decisions: Balancing Skills and Temperament:
The scenario raises valid points about the differences between leadership and execution roles and the distinct environments of small businesses compared to large corporations. However, hiring decisions go beyond these dichotomies.
Addressing Your Questions:
(a) Hiring the Decision-Maker vs. Order-Taker:
While the scenario presents the decision-maker and order-taker as contrasting archetypes, successful hiring requires a more nuanced approach: