Article Paper Critique: Becker-Birnbaum International Case Study

This case study revolves around Aliyah Jones, a VP at Becker-Birnbaum International, who must choose a new marketing director. She faces a dilemma: Molly, a brand manager she knows well, or Ed, a rising star. An algorithm suggests both are equally qualified, but Aliyah has a personal preference for Molly. The analysis involves evaluating the case, summarizing the situation, and justifying the decision. The paper argues that Aliyah should trust the algorithm and hire Ed, emphasizing the importance of unbiased decision-making and considering Ed's ability to build connections across departments. The critique highlights the risks of nepotism and the benefits of an objective approach. The conclusion reinforces the recommendation to hire Ed, emphasizing his suitability for the role and Aliyah's responsibility to choose the most qualified candidate. The paper uses various references to support its claims.

Running Head: ARTICLE-PAPER CRITIQUE
ARTICLE PAPER CRITIQUE
Name of the Student
Name of the University
Author Note

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Summary of the case study
The case open with the scenario where Aliyah Jones was attending a farewell
toast. It was a farewell occasion of Anne Bank, a longtime colleague of Aliyah. Aliyah
was unable to focus on the occasion as she was much into the thought of who is going
to replace Anne Bank next. Aliyah was the VP of Becker International and the position
became vacant at that moment was a position of a talented marketing director.
Consulting with the HR department of the organization she finalized two candidates for
the position of marketing director. The two finalists were namely Molly Ashworth and Ed
Yu. Molly was the brand managers on Aliyah’s team in the division of cleaning. On the
other hand, Ed was one of the rising stars from the beauty division of BBI.
Aliyah has a personal preference and respect for Molly. According to the
previous record of the company, Molly started a new subscription for the cleaning
products of BBI that grew stronger within the past two quarters. For Molly’s contribution,
the company experienced greater consumer support and preference. Hence, Aliyah was
intimately familiar with the protégé’s of Molly and she was certain that Molly would be
the perfect choice for the position. However, Christine Jenkins, another VP of the
company recommended the resume of Ed to Aliyah. Ed was observed as a highly
potential employee for the company. Similar to Molly, Ed also possessed his own BBI
story of success. His contribution for the company made sixty percent increase in the
sales of the company.
During the time of giving farewell toast to Anne, Aliyah thought about the
interview sessions with Molly and Ed to recollect the potentiality of both the finalists. Ed
appeared late for the interview, however that did not impact the interview and the later
impression. Ed was quite clear and crisp to provide answers to the asked question of
Aliyah. On the other hand, the interview with Molly was also well spent as Aliyah was
well aware about Molly’s efficiency. After the interview session the contribution of
algorithm create a dilemma for Aliyah. It presented the fact that both the interviewees
were equally potential. Molly is a person to mind her own business and contribute for
the organization only. However, Ed was gifted with the ability to build strong connection
with the members of other sections of the organization. The network analysis of the

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company algorithm supporting Ed and Aliyah wants to hire Molly for the position of
marketing director. Hence, the question is whether to leave the decision of hiring right
employee on the algorithm or not.
Justification of the decision
Concerning the situation, it can be said that Aliyah should leave the decision on
the algorithm and select Ed for the position of marketing director. As a VP of the
company, all the relationship must be clear, defined and bounded (Cohan, 2019). There
should be no place for personal liking and personality. According to the study, personal
relationship or preferences always results into dissatisfaction in the long run (Harris,
2018). On the other hand, agreeing with the algorithm will help Aliyah to play safe for
the organization. Any reverse consequences in near future will not impact on her
decision of hiring employee for the organization (Wilson, 2019). The benefits of hiring a
familiar person is undeniable (Tzevelekos, 2017). Aliyah is well versed with the
efficiency of Molly and there is no need of background research for making the decision.
On the other hand, selecting the familiar one does not lower down the risk
factors. The risk of nepotism is always linked with this kind of decision making
(Stegmaier et al., 2017). Nepotism refers to showing favoritism as observed by the other
existing employees of the organization. Here, Aliyah knows Molly only after joining the
organization. It has been observed that the person might start taking advantage of
favoritism (Henle et al., 2020). On the other hand, in future, any negative consequences
can ruin the existing relationship between Aliyah and Molly. Hence, Aliyah should let the
algorithm take the decision and hire Ed for the position of marketing director. As a plus
point, it should not be neglected that Ed has the ability to build strong connectivity
among all the sections of the organization.
Conclusion
In conclusion, it can be said that, as a VP it is a tough decision for Aliyah to
decide whom to recruit for the position of marketing director. Both the employees are
talented in either way. Aliyah knows that Molly is expecting some positive news after the
official interview for the position. On the other hand, the brilliant capabilities of Ed

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cannot be overlooked. The interview with Ed was also went clear and sharp. Keeping all
this in mind, it is recommendable to Aliyah to select Ed for the position of marketing
director. It will help her to show the unbiased nature of her in front of the organization. It
will not impact the relation between Molly and Aliyah. Concerning all the facts, Ed can
be the perfect candidate for the position of marketing director. As the position demands
efficient overseeing between all the departments of the organization. Ed has good
connection among all the sections of the organization and will be successful to
communicate the marketing plans among the entire organization. Aliyah’s core
responsibility is to serve the company with qualified employees appropriate for the
particular position.

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References
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(2020). Eldercare and Childcare: How Does Caregiving Responsibility Affect Job
Discrimination?. Journal of Business and Psychology, 35(1), 59-83.
Stegmaier, M., Lewis-Beck, M. S., & Park, B. (2017). The VP-function: A review. The
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Tzevelekos, V. P. (2017). Human Security and Shared Responsibility to Fight
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