Questions Do you think that GEs approach to succession management would work for all organization?
Unit VII Case Study Melissa
For this assignment, complete the case study titled, “Succession Management at General Electric” located on page 301 in Chapter 10 of your textbook. Read the case study and answer the three questions that follow. Explain your responses using what you learned through this unit.
Answer all three questions in one Word document. Your entire case study should be a minimum of two pages in length and use APA style.
Information about accessing the Blackboard Grading Rubric for this assignment is provided below.
Case Study
Succession Management at General Electric
General Electric (GE) is widely recognized for its leadership talent and its succession management system. One of the best examples of succession management is how GEs former CEO Jack Welsh shaped and elevated the companys philosophy, practice, and reputation for developing leaders. In a speech, Welch stated, “From now on, choosing my successors the most important decision Ill make” GEs commitment to developing leaders from within has yielded positive results for both the companys employees and for GE. In fact, the program has been so successful that its been widely emulated by other global organizations.
Measuring and developing talent lies at the forefront of GEs business strategy discussions. Ges operating system, referred to as its “learningulture in action,” entails year round learning sessions in which leaders from GE and outside companies share best practices with one another and generate ideas for new practices. Every GE business is responsible for having succession plans for key leadership roles.
GEs succession management system is fairly simple. GE managers and executives are moved from job to job every two or three years, and each job for change or promotion is a well-though-out process, the provides mangers with much-needed experience and exposure to certain elements of the business, This has allowed GE to build a management team that is very knowledgeable and experienced. Performance management and leadership assessments help to identify future leadership talent, and a comprehensive leadership development plan helps prepare these people for what they need for the next level. GEs employee management system tracks individual employees progress and regular organizational succession reviews help to keep the talent pipeline full. GE also makes it one of its business leasers top goals to help their people grow and move them along their career paths In addition to business results, leaders are also expected to hit employees growth and development targets.
Questions
- Do you think that GEs approach to succession management would work for all organizations? Why or why not?
- What are some possible disadvantages of moving people to new jobs every two or three years?
- Why does GEs succession management approach work so well?
