Case Study On Choosing A Successor

Administrators of companies often confront the dilemma of choosing the best person to take their position. Choosing a successor often involves complex and emotional decisions. However, the most important thing of all is to consider the best traits that promotable employees must have. In choosing a successor, Haden (2014) suggest employees who are humble, optimistic, and adaptable. Moreover, employees who influence others to do good, volunteer to do extra responsibilities or tasks, and are self-aware deserve the promotion as well. This paper responds to questions related to the topic of choosing a successor.
If Taneshia becomes the successor, her biggest problem will be her arrogant characteristic and inability to listen to other people’s opinions. Although Taneshia does well in her job, she is opinionated and pompous. She is also described as pushy because she squeezes out the energy of people under her to do more and achieve more. Haden (2014) describes arrogant employees as those individuals who think they need not be taught because they know everything. Felipe, on the other hand, has high interpersonal skill and cares a lot for other people. However, Felipe has no experience in the center as he was assigned to the field. Moreover, Felipe is involved in an issue of using work hours doing his master’s studies. Amanda would be the most potentially qualified successor. She has experienced doing all types of jobs. She is a people-person, and she excels in everything she does.
On the other hand, it would not be wise for Pail to consider an outside candidate to be his successor. Although that person gained experience from other organization, still the training she has with the previous employer is different from the training that employees receive from Paul.

References

Haden, J. (2014). 9 Sensational Traits of Highly Promotable Employees. Inc.com. Retrieved 8 March 2015, from http://www.inc.com/jeff-haden/9-sensational-traits-of-highly-promotable-employees.html