champion the tough issue

Topics: Management, Corporate governance, Board of directors Pages: 2 (662 words) Published: September 27, 2013

The case “Women board directors: championing the tough issues” describes five different cases regarding with how women board member raise the tough issues and how to deal with it. The situation and the issues are different with each other but the main storyline goes similarly. A minority group which usually one woman individual found out an internal problem from the company and struggling with pushing the resolution but most of other board members were feeling reluctant or disagree with her opinions. Moreover, in some of the case such as “CEO compensation” and “CEO performance”, the “minority group” also have to face some office political issues. For example, Both Jane and Sandra were dealing with the “misplaced loyalty” from their colleagues when the issues are matters with their CEO. The situations keep varied. In case of that, the purpose of this paper is to analyze the different situation in these cases and give a brief evaluation on the importance of difficult questions and challenging issues raising in decision-making team. Moreover, some Asia culture elements can be involved in comparing with American business. Admittedly, an environment with cooperation, trust and collegiality is extremely important to a board of a company. However, regarding with a board, which is usually also a most important decision-making board, it has a large down-side when making a bad decision. As the case described at the beginning, lots of big company suffered loose due to the “group think”. Thus, a culture that not blindly agree with others need to be created and challenging issues should be raised for the board. However, how to push the issue throughout the team is extremely tough. As all of the case illustrated, most of board member will disagree or ignore them. The reasons are always various. In the case “ CEO management style”, colleagues realized the issue but were more focusing on the high performance of CEO and feel reluctant to push it. The proper measures should...
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