Charlotte Beers at Ogilvy & Mather Worldwide Research Paper

Charlotte Beers at Ogilvy & Mather Worldwide - Research Paper Example Moreover, the analysis will seek to analyze the means by which Beers and her team members engaged in a creative process for developing division which will be elaborated upon. Finally, the analysis will consider whether or not Beers and her team effectively communicated the buy-in for all respective compliments of the question. Through such analysis, it is the hope of this author that the reader will gain a higher level of inference with respect to some of the best practices for business leadership and management as well as some of the key pitfalls that might exist with regards to a new CEO/leader seeking to affect key changes within an existing firm/organization. With respect to what Beers was attending to accomplish as CEO of the firm in question, it can definitively be stated that she sought to reengage a level of success and profitability that had been experienced in years past. As the case study defined, Ogilvy & Mather was once a market leader and exhibited best practices that s erved to promote its vision and name throughout the market (Starr, 2011). However, in the recent past, this level of profitability had diminished and the firm was no longer a market leader with respect to the specialty upon which it was founded. Crafting a new vision for an existing firm is oftentimes dangerous process. This is due to the fact that even though the current vision might not be effective, it is oftentimes not the fault of the vision itself; rather, it is the fault of the level of implementation that patient is experiencing. This was very much the case with regards to Beers and the way in which her team sought to extrapolate and redefine the existing vision of Olgilvy and Mather Worldwide. Similarly, as a function of crafting this particular approach, she and her team went through a series of steps through which they assess the current vision and sought to approach whether or not it could continue to be relevant within the current environment. This was a highly effectiv e approach due to the fact that it helped the team to realize some of the existing strengths that the firm still could leverage without fundamentally shifting the focus that had previously defined such a level of success within the past. Moreover, with regards to analysis of the actual process through which Beers and her team came to analyze and craft the redefined vision, it is the understanding of this author that this particular approach was both enlightened and highly effective (Mink, 2011). Rather than merely coming into the scene and demanding a rapid level of change to increase profitability, the CEO instead sought to engage stakeholders within the firm and encourage their input into improving the process as a whole. Realizing that she had a certain disadvantage in understanding the situation, Beers leveraged the expertise of her team in helping to craft the vision that would seek to promote the future profitability and survival of the brand in the future. Lastly, the questio n of whether or not Beers and 13 were able to effectively communicate the buy-in for this project to the respective stakeholders in middle and lower management within the firm comes into a degree of question. Whereas the process through which stakeholder buy-in within upper management was leveraged as a means of furthering the best interests of the business entity highly was highly effective, the communication necessarily broke down after this

Women in Engineering & Science Disciplines Term Paper

Women in Engineering & Science Disciplines - Term Paper Example Women engineers are generally very few in the workplace. In the case of the United States, 53% of the people in all entry-level jobs are women (Shellenbarger 3). However, at the director level, only 35% of people are women. Also, 24% of the people in senior vice president positions are women. This indicates that there is a general issue with the rise of women in the corporate world. This implies that the general trend has some impact on engineering, which is seen to be traditionally a male-dominated field. One of the reasons identified by Shellenbarger (3) is that women lack sponsors who would nominate them into top positions in engineering and scientific organization. This is because they often do not put themselves up for these top jobs when compared to their male counterparts. Women prefer to stay away from stressful problems and jobs. Thus, they end up becoming content with these lower level jobs. Secondly, females are not found in the engineering field because most training that would get them to become engineers are designed for only males or males only find themselves in those fields (Ovide 1). This is because there are some tough training and recruitment programs that are not often disposed of favorably towards women. Due to this, women find themselves in the back role of these engineering entities and they end up becoming more or less the less dominant voice in the industry. The GM boss, Dan Akerson stated that women are not often put into engineering positions because most managers do not use plans and systems that are robust enough to get the best pool of talents. In other words, recruitment systems are not thorough enough to give women the chance. She stated that if directors and managers were to widen their HR net, they would be able to locate and find hard-working women through a conscious and concerted effort to go out and look for such persons to fill up important vacancies.