Contemporary Management Capabilities

This report analyzes the case study of sexual harassment allegations against the newly appointed CEO and provides recommendations for the management to assess the situation and decide whether to replace the CEO.

Running head: Contemporary Management Capabilities
Contemporary Management Capabilities

Contemporary Management Capabilities 1
Executive Summary
Managers and top-level leaders are required to develop the key managerial competencies
so that they can become effective leaders. One of the key personal competencies is social
intelligence. It pertains to comprehending the social situation and the capabilities of the manager
to deal efficiently in various social situations.
The other personal competencies are emotional intelligence and interpersonal skills. So,
this report critically analyzes the case study relating to the accusations of sexual harassment on
the newly appointed CEO of the company.
Furthermore, recommendations would be given to assess the situation, on the basis of
which the management shall evaluate whether the present CEO meets the criteria for
appointment. In the adverse case, the CEO would be replaced.

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Contents
Introduction.................................................................................................................................................3
Main body...................................................................................................................................................3
Findings...................................................................................................................................................3
Recommendations...................................................................................................................................5
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

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Introduction
The case study in the given scenario pertains to allegations of sexual harassment against
the newly appointed CEO, in his position as COO of the last company. He was accused by two
previous employees of his last company.
To add on the issue, these stories have gone viral over the social media. However, the
CEO has disclaimed the harassment of these two employees. But on the contrary, these stories
had unique and consistent details and they were given separately without the knowledge of each
other.
This report is intended to be presented before the management. Its aim is to analyze these
issues so that the management gains insight into the situation. Its scope is to cover these issues in
the light of key personal competencies required for an effective leader.
Recommendations shall also be given which shall help the management to judge whether
the CEO is to be replaced or not.
Main body
Findings
The report enlightens the viewers about the key competencies required for an effective
leader. Competency can be defined as the quality of being adequate and competent. The leaders
should possess the essential skills, knowledge, capability and qualification which can help them
to improve their managerial skills.
It would also help them to create an impact on the behavior of their team which can have
a positive influence on the bottom line. It shall also help the company to be managed with a
reliable competency model.
The organization is required to have relevant competencies which are aligned with the
managerial developing programs. Some of the common leadership competencies required by an
efficient leader are as described below.

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Social Intelligence is one of the best predictors of effective leadership. It has a broad
spectrum and can be viewed in terms of comprehending the social situation and dynamics.
Social Intelligence can be described as sensitivity to the social situations, social
performance and the role-playing skills of a leader which are crucial for effective leadership. The
leaders should, therefore, work for the development of their social perceptions and capability to
involve them in a conversation.
Leaders are also required to have strong interpersonal skills. They are viewed as a subset
of social intelligence. It is more of a relationship-oriented aspect of social effectiveness. The soft
skills of a leader are defined by his interpersonal skills (Riggio, 2014).
Furthermore, leaders should also be emotionally intelligent. It is the capability to
communicate at the emotional level. The leaders should comprehend the emotional situation and
emotions of their subordinates and tune them to their own emotions (Аndriukaitiene, Voronkova,
Kyvliuk, Maksimenyuk, & Sakun, 2017).
The leaders must also be prudent enough to view the perceptions of others. They should
be open and consider the point of view of their subordinates. They must be courageous enough to
take calculated risks and to stand up for what they believe is right and for doing the right things.
Another personal competency which is crucial in this regard is conflict management. The
leaders must help their subordinates to resolve and avoid interpersonal conflicts. They must also
have the capability to make decisions which shall lead to a good decision making procedure
(Trivellas & Reklitis, 2014).
Efficient leaders apprehend when to consult their colleagues or involve them in the
decision-making process and when to make a good decision. They also decide when it is time to
step back and let others decide on the matter.
Good leaders are also required to have influencing skills. They should have the capability
to influence others and be able to exert power in a fair and effective manner. They must use their
interpersonal skills to create a positive influence over their team.

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The company should create a code of conduct for avoiding the cases of sexual harassment
as it creates a negative impact on its goodwill and market value. It also invokes mistrust and lack
of faith amongst the team which can severely impact the productivity of the company (Delia
Davila Quintana, Mora Ruiz & Vila, 2014).
The company needs to develop clear policies which outlines what is sexual harassment
and the consequences for failing to follow these rules. These should be distributed to each
employee and reviewed by the leaders on a regular basis.
The company needs to emphasize that they value a workplace which is free from sexual
harassment. It must be initiated from the top management. It implies that the CEO and other
senior managers must act on it swiftly.
CEO and other senior managers must know the rules relating to sexual harassment. If the
policy of the company requires other activities in relation to training, then there must also be
followed by the CEO and other senior managers (Fisher & Robbins, 2015).
The CEO himself should provide realistic examples which reflect situation and power
dynamics along with the interactions which occur within the job and companies. He should be
able to demonstrate and distinguish acceptable and unacceptable behaviors.
He should guide the employees about the resources provided by the company to share
their grievances and seek advice or get assistance (Galvin, Gibbs, Sullivan & Williams, 2014).
Recommendations
It is therefore recommended that the characteristics of an efficient leader comprise of
integrity, ability to tell the truth and personal credibility. "Credibility forms the foundation of an
efficient leadership" as it is written by Howard Morgan in his book “The Art and Practice of
Leadership Coaching” (Rosh & Lace, 2016).

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Thus the newly appointed CEO must be able to practice what he preaches. His character
can be defined by his method of decision making with the company. He should not allow his
personal agenda to influence his decisions within the company (Feinberg, 2018).
He must surely possess the capability of practicing self-development and constant
learning. He must be approachable and ask for feedback from others. An effective leader must
treat everyone in the same manner.
He must be able to focus on the results that his company wants to accomplish. He must
provide the necessary assistance required by his team so that they can meet their targets He must
be personally accountable for the outcomes of his team.
He must provide continuous support and training to his team and initiate new procedures,
relationships with the client and technology to accomplish the target of his team. He must focus
on the goals of the company and make sure that they get transformed into actions by the various
departments (Noe, Hollenbeck, Gerhart & Wright, 2017).
He must also possess the quality of operating with speed and intensity. He must
accelerate the pace of the group. He must acquaint himself with the cause of the customers. He
must be able to balance with long and short term objectives of the company.
Lastly, an effective leader must be able to able to associate himself with his followers. It
is all about being oriented towards the task (Cascio, 2015).
On the basis of above mentioned qualities of an efficient leader, the board should analyze
whether the newly appointed CEO has the suitable knowledge of the laws and regulations related
to sexual harassment.
His behavior towards his subordinates and fellow employees should be monitored for a
week. Moreover, his past records with the other companies should also be checked. If they turn
out to be ambiguous, then the management should immediately replace him.

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Conclusion
Hence to conclude, it can be said that for assessing the newly appointed CEO in the
context of the case mentioned above, the management should analyze his interpersonal and
social skills. He should also be well accustomed to the laws and regulations relating to sexual
harassment at the workplace.
He must also have the exposure of the training imparted to the employees in this regard.
He must be professional in his behavior towards his team. He must be well focused on
accomplishing the objectives of the company.
He should be able to work in a cooperative manner with his team to achieve the targets of
his company. In the adverse case, he should immediately be replaced.

Contemporary Management Capabilities 8
References
Аndriukaitiene, R., Voronkova, V., Kyvliuk, O., Maksimenyuk, M., & Sakun, A. (2017).
Theoretical insights into expression of leadership competencies in the process of
management. Problems and Perspectives in Management, 15(1-1), 220-226.
Cascio, W. F. (2015). Managing human resources. NY: McGraw-Hill. 1-10.
Delia Davila Quintana, C., Mora Ruiz, J. G. & E. Vila, L. (2014). Competencies which shape
leadership. International Journal of Manpower, 35(4), 514-535.
Feinberg, C.(2018). Seven Human Resources Competencies That Drive Company Success.
Forbes. Retrieved March 30th , 2019 from
https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/05/11/seven-human-
resources-competencies-that-drive-company-success/#24d2546a425e
Fisher, K. & Robbins, C. R. (2015). Embodied leadership: Moving from leader competencies to
leaderful practices. Leadership, 11(3), 281-299.
Galvin, T., Gibbs, M., Sullivan, J. & Williams, C. (2014). Leadership competencies of project
managers: An empirical study of emotional, intellectual, and managerial
dimensions. Journal of Economic Development, Management, IT, Finance, and
Marketing, 6(1), 35.
Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. NY: McGraw-Hill Education. 1-50.
Riggio, R.E.(2014). The Top 10 Leadership Competencies. Psychology Today .Retrieved March
30th , 2019 from
Rosha, A. & Lace, N. (2016). The scope of coaching in the context of organizational
change. Journal of Open Innovation: Technology, Market, and Complexity, 2(1), 2.
Trivellas, P. & Reklitis, P. (2014). Leadership competencies profiles and managerial
effectiveness in Greece. Procedia Economics and Finance, 9(2014), 380-390.