{"id":4531,"date":"2021-01-21T08:55:39","date_gmt":"2021-01-21T03:25:39","guid":{"rendered":"http:\/\/qorax.in\/wordpress\/?p=731"},"modified":"2023-01-10T14:03:55","modified_gmt":"2023-01-10T14:03:55","slug":"selection-approach-for-corporate-executives","status":"publish","type":"post","link":"https:\/\/culturelligence.com\/culture2023\/selection-approach-for-corporate-executives\/","title":{"rendered":"Selection Approach for Corporate Executives"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"4531\" class=\"elementor elementor-4531\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-a4a24fa elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"a4a24fa\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-edf31ed\" data-id=\"edf31ed\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-119f291 elementor-widget elementor-widget-heading\" data-id=\"119f291\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.12.2 - 23-04-2023 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">Selection Approach for Corporate Executives<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-ab8779a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"ab8779a\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-bd2c12e\" data-id=\"bd2c12e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-1c2bc01 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"1c2bc01\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-583d13f\" data-id=\"583d13f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1504dca elementor-widget elementor-widget-text-editor\" data-id=\"1504dca\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.12.2 - 23-04-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p class=\"has-black-color has-text-color\">Selection Approach for Corporate executives are individuals who occupy top-level seats within any organization. Every job family is unique and dynamic in its way with regards to the job requirement; task functions, knowledge, skills, abilities, and other characteristics (KSAOs); contextual factors; individual differences in the form of variability among applicants; etc. Besides, there exist variability and complexity in skills and competencies among different horizontal cuts or job levels.<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><p class=\"has-black-color has-text-color\">As \u201cassessment centers have been a major focus of Industrial and Organizational Psychology and have stimulated a wealth of research, thinking, and applications\u201d (Hollenbeck, 2009a, pg. 132), it is essential that the Industrial and Organizational (I\/O) assessment expertise is well integrated and married to the realities inherent in specific job families. Selection Approach for Corporate executives are individuals who occupy top-level seats within any organization. \u201cExecutive selection is one piece of a broader and more complex talent management system\u201d (Day, 2009, pg. 160).<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><p class=\"has-black-color has-text-color\">This complexity factor is further heightened in \u201ctoday\u2019s turbulent global volatile, uncertain, complex and ambiguous (VUCA) business environment\u201d (Smith &amp; Howard, 2009, pg. 144). Hence, it is imperative to view executive selection as a \u201cholistic, dynamic process\u201d (pg. 145) rather than a \u201csimple linear system\u201d (Smalley, 2009, pg. 174). This can be achieved by taking into consideration the \u201copening-centric fit approach\u201d that \u201cexplicitly evaluates the particular environment that exists\u201d around the executives\u2019 job opening (Bank, Crandell, Goff, Ramesh, &amp; Sokol, 2009, pg. 153).<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><p class=\"has-black-color has-text-color\">The themes that can be considered in this approach include \u2013 \u201canalyses of experience and past successes, and how they relate to the executive job opening success; transferable leadership skills; corporate culture and micro-culture of the job opening; personal goals and motivation; and competencies required to handle specific business challenges associated with the opening\u201d (pg. 153). In other words, using \u201cexecutive integration perspective\u201d will support \u201cassessing, evaluating, and controlling a full range of possible outcome drivers alone and in combination\u201d (Baughman, Dorsey, &amp; Schalm, 2009, pg. 157).<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><p class=\"has-black-color has-text-color\">The above approach can be a foundational blueprint of the selection model for executives. The selection system comprising of assessments, including leaderless group discussions, simulations, interviews, and the like must be built into a business context, competencies, character, competence, business context (BCCCB) cycle (Smith &amp; &amp; Howard, 2009). As \u201cexecutive selection is best viewed as a strategic business decision\u201d (pg. 145), the selection process must encompass \u201cthe bottom-line business challenges\u201d and candidates need to be assessed on their \u201creadiness for specific and sometimes volatile business challenges\u201d (pg. 145) including strategic challenges.<\/p><p class=\"has-black-color has-text-color\">It is imperative to assess the three C\u2019s \u2013 competencies, character, and competence \u2013 as a \u201clogical composite\u201d (pg. 145). It is prudent to evaluate and assess candidates if they demonstrate the observable behaviors (as required at top leadership levels); have the personality traits and emotional\/social intelligence to navigate through the nuances of people resources and business challenges; the experience and knowledge prerequisites to accomplish results and achievements within the organization.<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><p class=\"has-black-color has-text-color\">The selection process must evaluate \u201chow to\u201d and \u201chow do\u201d candidates (in executive position) make good leadership judgments \u2013 \u201cpeoples\u2019 judgments, strategic judgments, and crisis judgments\u201d (Hollenbeck, 2009, pg. 140). Thus, the BCCCB approach \u201ccan provide a business-relevant framework for rich consideration of multiple candidates in an efficient, consistent manner\u201d (pg. 148).<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><p class=\"has-black-color has-text-color\">In a nutshell, the opening-centric fit approach and the BCCCB cycle have the advantage of taking into consideration the business-relevant insights, competencies, personality traits, and competence as a holistic-dynamic selection process. This process, in turn, can provide a \u201ccomprehensive interpretation of the situation \u2013 that is, articulate how each candidate (for the executive position) is equipped to perform in the open job, project how they might interact with potential future peers and bosses, and describe what could derail the candidate\u201d (Bank et al., 2009, pg. 153-154).<\/p><p class=\"has-black-color has-text-color\">\u00a0<\/p><h5>References:<\/h5><p class=\"has-black-color has-text-color\">Bank, J., Crandell, S., Goff, M., Ramesh, A., &amp; Sokol, M. (2009). Executive Selection: Yes, We Can Do Better. Society for Industrial and Organizational Psychology, 2(2), 151-154. Baughman, W. A., Dorsey, D. W., &amp; Schalm, R. M. (2009). Executive Fit Is Negotiated, Not Selected. Society for Industrial and Organizational Psychology, 2(2), 155-158. Day, D. V. (2009). Executive Selection Is a Process, Not a Decision. Society for Industrial and Organizational Psychology,2(2), 15-162. Hollenbeck, G.P. (2009a). Executive selection\u2014what\u2019s right\u2026and what\u2019s wrong. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(2), 130-143. Smalley, M.D. (2009). The executive job is kaput. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(2), 173-176. Smith, A.B., &amp; Howard, A. (2009). Executive selection as a strategic business decision. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(2), 144-150.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Selection Approach for Corporate executives are individuals who occupy top-level seats within any organization. <\/p>\n","protected":false},"author":1,"featured_media":7501,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_canvas","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[],"class_list":["post-4531","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-homeblog","entry"],"acf":[],"_links":{"self":[{"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/posts\/4531","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/comments?post=4531"}],"version-history":[{"count":9,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/posts\/4531\/revisions"}],"predecessor-version":[{"id":8046,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/posts\/4531\/revisions\/8046"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/media\/7501"}],"wp:attachment":[{"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/media?parent=4531"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/categories?post=4531"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/culturelligence.com\/culture2023\/wp-json\/wp\/v2\/tags?post=4531"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}