Values-Aligned Leadership Model
Smoking is not only an unhealthy and disgusting habit, but it costs companies thousands of dollars each year in additional healthcare expenditures and lost productivity. For these reasons, Rob chose not to hire Cathy, a smoker who was otherwise well-qualified for the floor manager position at ShopRight Super Store. This was the deciding factor that led him to hire another equally qualified candidate. He was trying to do what was right for the company according to his perspective, but was his decision justifiable, legal, ethical and even biblical? I will address these questions and the implications of this decision. Then, using the decision-making framework provided by the Values-Aligned Leadership Model, I will recommend the best course of
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Rather than make a fast assumption on Cathy’s character based on her smoking habit, I believe that Rob should consider more criteria and character traits to make a more informed decision. It is important to consider not only skills and experience when hiring, but to assess the attitudes of each candidate. In his book, Hiring for Attitude, Mark Murphy says, “Attitude, not skill is the top predictor of a new hire’s success or failure. Because even the best skills don’t really matter if an employee isn’t open to improving or consistently alienates coworkers, lacks drive, or simply lacks the personality to succeed in that culture. Skills still count, but the data overwhelmingly tell us that attitude is the hiring issue that should demand more focus” (Murphy, 2012, p. xv). Murphy suggests discovering the attitudes and traits that most often lead to success and top performance. I believe that Rob should enlist the help of other leaders or managers to discover these traits so that he may expand his view of each candidate. When he does this, hopefully it will illuminate the best candidate for the position—the one who most closely fits within the culture of the company, who aligns with its values, and is motivated by the purpose. This serves the customers by providing better service, the team members by selecting the best manager to lead them, the executives by sharing the passion and vision for the company, and ultimately, the shareholders by generating more revenue and profit in an ethical
Rather than make a fast assumption on Cathy’s character based on her smoking habit, I believe that Rob should consider more criteria and character traits to make a more informed decision. It is important to consider not only skills and experience when hiring, but to assess the attitudes of each candidate. In his book, Hiring for Attitude, Mark Murphy says, “Attitude, not skill is the top predictor of a new hire’s success or failure. Because even the best skills don’t really matter if an employee isn’t open to improving or consistently alienates coworkers, lacks drive, or simply lacks the personality to succeed in that culture. Skills still count, but the data overwhelmingly tell us that attitude is the hiring issue that should demand more focus” (Murphy, 2012, p. xv). Murphy suggests discovering the attitudes and traits that most often lead to success and top performance. I believe that Rob should enlist the help of other leaders or managers to discover these traits so that he may expand his view of each candidate. When he does this, hopefully it will illuminate the best candidate for the position—the one who most closely fits within the culture of the company, who aligns with its values, and is motivated by the purpose. This serves the customers by providing better service, the team members by selecting the best manager to lead them, the executives by sharing the passion and vision for the company, and ultimately, the shareholders by generating more revenue and profit in an ethical