interdependence among people, activities, functions and tasks Workout brings large groups of employees and managers from different levels and functions of the company together to address problems. In the case study of General Electric Workout the CEO Jack Welch appeared to be a transformational leader. His main goal was to make GE the world’s most competitive enterprise, he knew that it would take nothing less than a revolution to transform that dream into a reality. Theorist James McGregor Burns describes
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University) • Various global leadership positions over year career in GE - GE Electronics, GE Medicals, International Marketing • Elected as CEO to begin tenure in September 2001 • Different personality from J. Welch - Easygoing, friendly, natural charisma (lead by example) cf. Jack Welch :Brash, Impetuous, abrasive, feisty (dictatorship) Jeff, breakthrough in the CEO Factory? CEO Process Implementation Long Term Planning CEO Candidacy Programme for an emergency, 1994 CEO Candidates
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“Is Post-Appraisal Weeding good strategy?” Dilip Thosar Paper for The International Research Conference on HRM 25-26 August 2012 at MIT College of Management, Pune Is Post-Appraisal Weeding good strategy? Dilip Thosar Fellow Student, AHRD (Academy of Human Resources Development), Ahmedabad. ABSTRACT Many progressive Indian organizations are seen to annually lead a practice of weeding out their lowest-performing manpower, with the strategic intent of increasing their performance capability and
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of their employees? Take the case of former General Electric CEO Jack Welch and Suzy Wetlaufer. The two met while Wetlaufer was interviewing Welch for Harvard Business Review article, and Welch was still married. Once their relationship was out in the open, some accused Wetlaufer of being unethical for refusing to disclose the relationship while working on the article. She eventually left the journal. Other accused Welch of letting his personal life get in the way of the interest of GE and its
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When thinking of the biggest lie in the world of Human Resource, what comes to mind at the end of the year when most companies consider the annual review and the pay increase that’s tied to the yearly performance ritual? If “we believe in pay for performance” comes to mind, Kris Dunn’s article “The Tyranny of the merit matrix” will help you remove that lie as a human resource professional. As much as human resource professionals would love to see the top performer get a ten percent raise just for
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most admired business leader argue that the only way to get the most out of people is to stretch them. Both business anecdotes and research evidence seem to back this view. “ If you do know how to get there, it’s not a stretch target” former GE CEO Jack welch has said. “we have found that by reaching for that appears to the impossible, we often actually do the impossible ; and even when we don’t quite make it, we inevitably wind up doing much better than we would have done.” As foe the reseach evidence
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Appraisal Case Rank and Yank at General Electrics Forced ranking is a performance appraisal system popularized by Jack Welch when he was CEO of General Electric. It was a system that has been the derogatory label of “rank and yank” by its critics. The intend of the forced-ranking system is to improve the performance level of an operation by getting rid of the bottom 10 percent of performers and hiring replacements who will perform at a high level. Ranking judgments can be made in a variety
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company and what was driving the current growth. He had to consider whether the same strategy would still work, which led to the third reason for a need for change. Immelt knew that he was going to have to keep up the growth that former CEO Jack Welch enjoyed, but Immelt could see that the same strategy of depending on growth from productivity was not going to work. To keep shareholders happy, he had to find another way to keep the reliable growth they were used to ongoing. He decided that
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Case 1: Jack Welch at General Electric Bujar Berisha – G1217167 Mirza Zia – G1213229 Nik Badriah Binti Nik Rahimi – G1215608 Nur Auni Afifah Hanapi – G1210096 Nurul Izzah Aziz – G1214870 QUESTION 1 Based on the definition in chapter, GE under Jack Welch was not able to fulfill his duty. Even though he did create considerable wealth during his tenure as CEO, he did so at the cost the societal harmony and environmental well-being. According to the case, during his time as the CEO of GE, he
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2/19/2014 Methods of Evaluating Capital Budgeting Projects Capital Budgeting Decision Criteria • • • • • Net Present Value (NPV) Internal Rate of Return (IRR) Modified Internal Rate of Return (MIRR) Profitability Index (PI) Payback Period (PB) Evaluate a Project with the Following Cash Flows Net Present Value • NPV is the present value of all project cash flows Year Cash Flow 0 (100) 1 25 2 75 3 25 – – – – Discount at weighted average
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