BRB Case Study

Individuals:

Paul Lizfeld, the CEO of BRB Inc. is known for having a micromanagement style we can see this when it is said that he would like to be involved in every decision made on his own company especially on the new Israeli department and when it said that he’s very focused on cost control because he says he can’t afford to replace new general managers, especially this new job opening.

The CEO also puts the majority of he’s team members under extreme pressure because the two Vice Presidents of Human Resources felt, if they made the wrong decision in hiring the new general manager for the israeli department, that their jobs would be at stake.

He’s difficult personality i salso a reference trade because plenty of he’s team members already quitted their jobs because they couldn’t handle Paul Lizfeld’s character.

John Conners, the Vice President of Human Resources for the United States, has worked in the company for the past twenty years, has a degree in Engineering and a MBA in Human Resources, so he is well known for hiring the right people for the job offers that BRB had over the years.

Francis O’Leary, the Vice President of Human Resources for the United Kingdom, is known for being a hard worker, constantly studying and for making na excellent judgement at first sight when it comes to people.

Mission Challenges:

We can begin this chapter by talking about the cultural features of Israel: the language, hebrew, there aren’t so many technically qualified people that can speak hebrew, at least that’s what the article leads us to believe. Israel is also a very sensitive state: is constantly threatned by war, has high inflation rates, which leads to an unsatisfied society, a trouble economy and plenty of political and cultural issues.

Another challenge is the CEO’s profile. According to the text, Paul Lizfeld is a difficult person to please and he also plans to be quite involved on the decision making of the israeli operations which places plenty of pressure on the new general manager, whom has to have “nerves of steel”.

There’s also the challenge to hire a person with technical skills, obviously. BRB Inc. is a radar company so it is required to have some expertise on that área.

The Ideal Candidate

To John Conners the right applicant should be capable of dealing with the israeli government, patient, persuasive, sensitive to the israeli conjucture and a charismatic person. He/She should also have technical skills, cultural empathy, a strong sense of politics, is na hebrew speaker and has a familly that supports this change to Israel.

Francis O’Leary thinks that the right person for the job should be an israeli: a person that could be accepted by the division’s employees, has the ability to speak hebre, has the support of their spouses and familly, knows about the israeli government’s regulations and tax structures that would be vital to the success of this next step of BRB Inc.

In the end, it is also importante to say that the ideal candidate should be patient and sensitive to deal with the transactions that will bem made between the company and the israeli government, so that he/she doesn’t look superior to the israelis and doesn’t also feel threatned by them. The charisma should also be taken into considerations