Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
¶ … high profile manager ( CEOs listed ). Please include information person's personal professional background, management style skills research person effective manager/leader.
High profile managers -- Meg Whitman
Fort Lauderdale
Margaret Cushing Whitman was born in 1956 in Cold Springs Harbor, New York to Margaret Cushing and Hendricks Hallett Whitman. She went to Cold Spring Harbor High School, which she graduated in three years, being one at the top of her class.
Whitman had wanted to become a doctor and even enrolled in the math and science classes and the Princeton University. During one summer vacation however, she was attracted to economics due to an activity of selling advertisements for a magazine. She as such dropped out of medical preparation and started to study economics. She earned a B.A. cum laudae and an MBA from the Harvard Business School in 1979.
Throughout her career, Meg Whitman has occupied several functions, some of the more notable of them including:
Leading positions in several firms, such as toy company Hasbro Inc., flower products company FTD Inc., footwear company The Stride Rite Corporation, entertainment firm the Walt Disney Company or consulting firm Bain & Company.
President and Chief Executive Officer of eBay Inc., from 1998 through 2008
Part time strategic advisor to Kleiner, Perkins, Caulfield and Byers, a firm activating in the private equity sector
Starting with September...
She had been with the firm since 1998, when eBay employed 30 staffs and generated $4 million in revenues. Upon her departure, the company was employing 150,000 staffs and generating $8 billion in revenues (Santa Maria Times, 2009).
The managerial style of Meg Whitman while at eBay had been characterized by structure and vision. She took the product the company had created and assigned executives in charge of all aspects related to the product and the management of the firm. She was also in charge of company expansion, listing on the stock exchange market and the purchase and sale of Skype (for a considerable gain for eBay).
In 2007, Whitman resigned from her position at the auction website, but remained as an advisor to the new CEO until 2008. She stated that her time at eBay had been personally and professional beneficial, but that ten years was sufficient time to be spent in one institution. She also added that the move would be good for herself and the company, which was in need of a new leadership style and a new vision, in order to further evolve (Kopytoff, 2008).
The leadership style implemented by Meg Whitman represents the primary reason for her success and popularity within the business…
References:
Kopytoff, V. (2008). Whitman quits eBay CEO post as of March 31. San Francisco Chronicle. Edition of January, 24.
Terry, M. (2011). Meg Whitman's successful leadership style. The Big Bang. http://thebigbangbloggers.blogspot.ro/2011/04/meg-whitmans-successful-leadership.html accessed on October 24, 2012
(2009). Meg Whitman right for job. Santa Maria Times. December edition.
(2010). Meg Whitman: The laser light with a big smile. Geronimo Coaching Now. http://geronimocoachingnow.com/?p=61 accessed on October 24, 2012
(2012). HP executive team -- Meg Whitman. Website of Hewlett-Packard. http://www8.hp.com/us/en/company-information/executive-team/meg-whitman.html accessed on October 24, 2012
(2012).Meg Whitman. Biography. Bio True Story. http://www.biography.com/people/meg-whitman-20692533 accessed on October 24, 2012
Business (general) Please list sections according to instructions Exercise 1.1: Review of Research Study and Consideration of Ethical Guidelines Option 1: Stanford Prison Experiment Go to: http://www.prisonexp.org, the official site for the Stanford Prison Experiment. What do you think the research questions were in this study? List 2 or 3 possible research questions (in question format) that may have been the focus of this experiment. What happens when you put good people in an evil place?
Leader and Background Jeff Bezos is one of the prominent and renowned leaders in the present day. He is the founder and Chief Executive Officer (CEO) of Amazon. Prior to founding Amazon, Bezos worked at hedge fund D. E. Shaw where he thrived and became the firm’s senior vice president in just a span of four years. However, he had an aspiration of creating a startup and in 1994 he quit
total rewards programs for firms. This is from a large number of high profile scandals (i.e. Tyco) that are highlighting how these abuses have been taking place. To prevent these kinds of challenges in the future, there will be a focus on the current issues impacting companies and how they can address these issues. Once this happens, is when specific policies and procedures will be introduced to help firms
That irony is not lost on many of the high technology executives who at one time advocated disintermediating their entire dealer channel and taking their largest customers direct only to discover that trust is the greatest catalyst of efficient transactions of all (Smith, Manna, 2004, 377, 378). 4. Why Disintermediation Failed to Live Up to the Hype Before discussing the reasons why disintermediation failed to live up to the hype associated with
Economic Motivators for Employers on Employment Rates for People With Disabilities in Atlanta Qualitative Research Quantitative Research Definition of Disability Statistics for Individuals with Disabilities Effects Of ADA On Persons With Disabilities Economic Motivators for Employers Hiring People with Disabilities Factors Affecting Economic Motivators for Employers Lack of Information and Knowledge Regarding Economic Motivators Misconception about Individuals with Disabilities Inaccessible Hiring Strategies Conflicts with Existing Programs Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs Unemployment Among People with Disabilities Summary Conclusion CHAPTER
Economic Motivators for Employers on Employment Rates for People With Disabilities in Atlanta Qualitative Research Quantitative Research Definition of Disability Statistics for Individuals with Disabilities Effects Of ADA On Persons With Disabilities Economic Motivators for Employers Hiring People with Disabilities Factors Affecting Economic Motivators for Employers Lack of Information and Knowledge Regarding Economic Motivators Misconception about Individuals with Disabilities Inaccessible Hiring Strategies Conflicts with Existing Programs Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs Unemployment Among People with Disabilities Summary Conclusion CHAPTER