4 - MGT 415 October 13, 2011 Part 1 1. Immelt made me feel...

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon
MGT 415 October 13, 2011 Part 1 1. Immelt made me feel more at ease after explaining the five main things that his company looks for in a potential employee: ability to learn, determination, teamwork, passion, and attitude. These are all non-quantitative components of selecting an employee. The reason why Immelt focuses on these five things is because if a potential candidate already has the majority of these qualities, the only training GE will have to do is the actual work training. If college graduates do not already have what Immelt is looking for in these components, they most likely will never learn how to work as a team or how to become passionate about something. Anyone can train for a company after obtaining the job. After 6 months of training, anyone can ultimately be a professional. However, you cannot train leaders. 2. Ancona’s beliefs on leadership cover a lot that many people seem to over-think. The four key leadership capabilities that Ancona discusses are Sensemaking, Relating, Visioning, and Inventing. The main concept that I appreciate the most is Relating. This concept includes three different areas: inquiry, advocacy, and connecting. Many leaders forget that their ideas are not always the right ones or the best ones. That sounds obvious, but supervisors tend to get caught up with the authority they have on other employees without realizing. It takes a strong, bold leader to listen and understand people and the way that they think, being open to different employees’ perspectives, build relationships with people who have different ideas, and take those different ideas to create change. 5. I fully support Sternberg and his beliefs, as I am not the best “book smart” student. As we have discussed in class before, book smarts is not everything. Street smarts and creative smarts play roles as well. Sternberg points out that much of what we learn in school is memorization and is not applied to real-life situations. In order to not overlook potential candidates for a particular job, Sternberg, and I, believe that society must stop measuring intelligence through IQ scores or GPAs. If we do not eliminate these types of measurements all together, we should at least include more intelligence tests that measure street and creative smarts as well, to give chances to other people with different perspectives and mindsets. 9. I truly enjoyed reading “Getting Things Done” by David Allen, not only because I believe his strategies have much potential in managing time and obtaining less stress, but also because I want to practice these ideas myself, as it relates to almost every college student I know. I thought it was fascinating how he states that one of the main objectives is to capture all the things that need to get done, form these tasks into a structural, logical system, but this long list of unfinished tasks must be off your mind. This brings me back to my SOC 258 Self and Society class. We read an article that talked about how college students and employees at different companies have constant “full plates.” It is hard to
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 2
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 4

4 - MGT 415 October 13, 2011 Part 1 1. Immelt made me feel...

This preview shows document pages 1 - 2. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online