Mark Evans and Harold Daw are the two finalists for managerial position in Milan. While Mr. Evans has seven years of management experience at three different sites in one region of the United States, Mr. Daw has seven years of comparable management experience at two sites in different regions.

QUESTION

Mark Evans and Harold Daw are the two finalists for managerial position in Milan. While Mr. Evans has seven years of management experience at three different sites in one region of the United States, Mr. Daw has seven years of comparable management experience at two sites in different regions. Both are adaptable and want international managerial experience. Mr. Evans speaks fluent Swedish, and Mr. Daw speaks fluent French. Both have similar personal characteristics except that Mr. Evans is divorced and has no children and Mr. Daw has a wife and a teenager who is a junior in high school. Mrs. Daw is currently employed, and the company cannot guarantee that Mrs. Daw can find suitable employment in Italy should her husband be selected for the overseas assignment.

QUESTIONS:

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Mark Evans and Harold Daw are the two finalists for managerial position in Milan. While Mr. Evans has seven years of management experience at three different sites in one region of the United States, Mr. Daw has seven years of comparable management experience at two sites in different regions.
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1. Which finalist is better qualified in terms of competence? Why?

2. Which is better qualified in terms of adaptability? Why?

3. Which is better qualified in terms of personal qualifications? Why?

4. Whom would you select for the overseas assignment? Why?

ANSWER

Choosing the Ideal Candidate for the Overseas Managerial Assignment in Milan

Introduction

In the search for the most suitable candidate for an overseas managerial position in Milan, two finalists have emerged: Mark Evans and Harold Daw. This essay will assess the qualifications of both candidates in terms of competence, adaptability, and personal qualifications. After careful consideration, a recommendation will be made regarding the selection of the most suitable candidate for the overseas assignment.

Competence

Both Mark Evans and Harold Daw possess seven years of management experience, showcasing their competence in the field. However, Mark Evans’ advantage lies in his experience at three different sites in one region of the United States. This diverse exposure would have allowed him to handle a range of challenges, navigate various organizational cultures, and develop a comprehensive understanding of management practices. As a result, Evans has a broader scope of experience, making him the more qualified candidate in terms of competence.

Adaptability

Adaptability is a crucial attribute for a candidate seeking international managerial experience. While both Evans and Daw have expressed their desire for such an opportunity, their language skills play a vital role in determining their adaptability (McArthur et al., 2017). Mr. Evans’ fluency in Swedish may be advantageous for potential collaborations with Swedish-speaking individuals or organizations, but it may have limited usefulness in an Italian context. On the other hand, Mr. Daw’s fluency in French is more advantageous due to its wider usage and potential for communication with French-speaking individuals in Milan and other international settings. Therefore, Mr. Daw possesses greater adaptability due to his language skills.

Personal Qualifications

Considering personal qualifications, both finalists possess similar characteristics, demonstrating their potential to excel in a managerial role. However, their family situations present a significant point of distinction. Mr. Evans, being divorced and without children, may have greater flexibility and availability for the overseas assignment. In contrast, Mr. Daw has a wife and a teenage child who is a junior in high school (Luthar & Cicchetti, 2000). While family dynamics should not be the sole determinant of a candidate’s suitability, it is crucial to consider the potential impact on the candidate’s focus and commitment. Mr. Daw’s family situation might introduce additional challenges, particularly if his wife cannot secure suitable employment in Italy. This could potentially affect his ability to fully dedicate himself to the managerial role. In terms of personal qualifications, Mr. Evans appears to have an advantage due to his relatively uncomplicated personal circumstances.

Recommendation

Based on the evaluation of competence, adaptability, and personal qualifications, it is recommended that Mark Evans be selected for the overseas managerial assignment in Milan. Evans’ diverse management experience in multiple sites within the United States provides him with a broad skill set and understanding of different organizational environments. Although Mr. Daw’s fluency in French offers adaptability, Mr. Evans’ experience at multiple sites outweighs this advantage (Gorbatov et al., 2018).

Furthermore, Mr. Evans’ personal situation, being divorced and without children, suggests a higher level of flexibility and commitment towards the overseas assignment. While family considerations are important, they should not compromise the effectiveness of the managerial role.

Conclusion

Selecting the right candidate for an overseas managerial assignment is a critical decision for any organization. In this case, Mark Evans emerges as the more qualified candidate in terms of competence, adaptability, and personal qualifications. His extensive management experience and adaptability to new environments, combined with his flexible personal circumstances, make him the ideal candidate for the overseas managerial position in Milan. By selecting Mr. Evans, the company can enhance its chances of success in a foreign market while capitalizing on his diverse skill set and commitment to the role.

References

Gorbatov, S. A., Khapova, S. N., & Lysova, E. I. (2018). Personal Branding: Interdisciplinary Systematic Review and Research Agenda. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.02238 

Luthar, S. S., & Cicchetti, D. (2000). The construct of resilience: Implications for interventions and social policies. Development and Psychopathology, 12(4), 857–885. https://doi.org/10.1017/s0954579400004156 

McArthur, E., Kubacki, K., Pang, B., & Alcaraz, C. (2017). The Employers’ View of “Work-Ready” Graduates: A Study of Advertisements for Marketing Jobs in Australia. Journal of Marketing Education, 39(2), 82–93. https://doi.org/10.1177/0273475317712766 

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