Your department is hiring a senior manager to direct a group of strong and effective project managers who work on the company’s high-visibility, customer-facing, strategic initiatives.  It’s important to find someone who can quickly ramp their knowledge of your company’s customers, business partners, and product/service offerings. In addition to content expertise, the new hire should be a very strong leader, as he/she will be managing experienced project managers as well as assuming the helm on a couple of the enterprise’s most complex and business-critical initiatives. It is also imperative that this new manager work well across multiple stakeholder functions within the company.  To that end, you’ve assembled a cross-functional panel representing 8 peer departments who have each interviewed the candidates and provided thorough feedback.  Finally, it is worth noting that this is an expensive role, and the candidates vary pretty widely in terms of their current salaries.  If you don’t spend too much on this role, you’ll have just enough slack in your budget to hire a half-time admin, which everyone else in the department really wants you to do – all feel the pain of printing, assembling, and binding proposals when there isn’t someone whose job description encompasses that set of tasks. A summary of the qualifications and background information about 5 candidates is shown in the Table attached (image). Solve this using the table and the “rating-and-weighting” approach (single-attribute value functions, swing weights).

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Your department is hiring a senior manager to direct a group of strong and effective project managers who work on the company’s high-visibility, customer-facing, strategic initiatives.  It’s important to find someone who can quickly ramp their knowledge of your company’s customers, business partners, and product/service offerings. In addition to content expertise, the new hire should be a very strong leader, as he/she will be managing experienced project managers as well as assuming the helm on a couple of the enterprise’s most complex and business-critical initiatives. It is also imperative that this new manager work well across multiple stakeholder functions within the company.  To that end, you’ve assembled a cross-functional panel representing 8 peer departments who have each interviewed the candidates and provided thorough feedback.  Finally, it is worth noting that this is an expensive role, and the candidates vary pretty widely in terms of their current salaries.  If you don’t spend too much on this role, you’ll have just enough slack in your budget to hire a half-time admin, which everyone else in the department really wants you to do – all feel the pain of printing, assembling, and binding proposals when there isn’t someone whose job description encompasses that set of tasks.

A summary of the qualifications and background information about 5 candidates is shown in the Table attached (image). Solve this using the table and the “rating-and-weighting” approach (single-attribute value functions, swing weights). 

Criteria
Industry.
Experience
Candidate Ax
10 years at
your main
Feedback
from Cross-
Functional.
competitor; 4
years at your
#1 customerx
Leadership &
Management
Experience employees
A-has led-
teams of
who are lower-
level than the
group here. He
talks a good.
game, but
there aren't
any data points
to suggest
what he will dox
Candidate BX
Master's
Degree that is
exactly
targeted for
your field; -6.
years as a
sales rep
serving your
key customers
B has led field.
sales teams.
but has not
managed an
in-office team.
like the one in.
question
Interviewers.
Interviewers.
were very
loved B's.
impressed with interpersonal.
Candidate CX
10 years in
unrelated
industries; 2.
years at a mid-
tier competitor
Military.
background
coupled with
extensive
study of
interpersonal.
psychology
makes Can
inspiring and
effective
leader whose
Linked-In
account has
dozens of rave.
endorsements
from past
reports
Interviewers.
did not favor.
C's unrelated.
Candidate DX
Worked for 5.
years at your
company in a
different
department.7.
years ago; has
been in
supplier of a
unrelated field less important
since but
wants to
return nowX
While working.
in the
unrelated
field, D.
acquired.
extensive
management
experience at
the level.
above what
you're hiring
for now
Candidate Ex
4 years at the
supplier of
your most
important
component; 4
years at a
Interviewers.
knew of D's
reputation
component; 3.
years at a
reseller¤
E has had no
more than
three direct
reports at any
time in the
pasto
Interviewers.
were
encouraged by.
Transcribed Image Text:Criteria Industry. Experience Candidate Ax 10 years at your main Feedback from Cross- Functional. competitor; 4 years at your #1 customerx Leadership & Management Experience employees A-has led- teams of who are lower- level than the group here. He talks a good. game, but there aren't any data points to suggest what he will dox Candidate BX Master's Degree that is exactly targeted for your field; -6. years as a sales rep serving your key customers B has led field. sales teams. but has not managed an in-office team. like the one in. question Interviewers. Interviewers. were very loved B's. impressed with interpersonal. Candidate CX 10 years in unrelated industries; 2. years at a mid- tier competitor Military. background coupled with extensive study of interpersonal. psychology makes Can inspiring and effective leader whose Linked-In account has dozens of rave. endorsements from past reports Interviewers. did not favor. C's unrelated. Candidate DX Worked for 5. years at your company in a different department.7. years ago; has been in supplier of a unrelated field less important since but wants to return nowX While working. in the unrelated field, D. acquired. extensive management experience at the level. above what you're hiring for now Candidate Ex 4 years at the supplier of your most important component; 4 years at a Interviewers. knew of D's reputation component; 3. years at a reseller¤ E has had no more than three direct reports at any time in the pasto Interviewers. were encouraged by.
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