Peter Loesch Case Study Answers

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Question 1
Peter Loescher was hired by Siemens when the company was experiencing extremely difficult times. After the bribery scandal, the main goal was to gain back the trust and respect from the customers and partners, as well as building a new vision. The company’s board of directors decided that they needed a person from outside of the company, who had no connection and loyalty to previous vision, and no affiliation with previous management team.
In my opinion, the company owners hired Loescher for a specific purpose to change the overall team perception of how work is supposed to be done. I think they wanted him to completely change the atmosphere at the workplace and relationships between managers and subordinates. Taking in consideration
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Everyone needed to go through the interview process, disregarding their status and previous experience. I completely agree with this approach. As a new person to the company, organizing the interview process is the best way to get to know people and learn what their strengths and weaknesses are. If I was on a position of a new CEO, I would do exactly the same thing. It would show the other leaders that I do not have personal preferences, and everything is fair and transparent. If you are truly the best in what you do, the company needs you.
• What are the risks and benefits of Loescher’s approach?
One of the benefits of his approach is the clear understanding of who is responsible for what within the company. By selecting and assigning people to specific leadership positions, Loescher would be able to control the process from top to bottom. If something goes wrong, he would easily be able to find managers responsible for it and take action.
Another benefit of Loescher’s approach is that it gives a chance to young perspectives and talented leaders to start their journey at a key leadership position. They are highly motivated and have fresh ideas of how to help the organization become better. They are very enthusiastic, striving for success and trying to prove that they are the best
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That is, how did you go about addressing the assignment and what did you learn from it?
I really liked the idea of this assignment as a “work on your own” type. There was no written assignment or discussion board associated with it, so I had no pressure and could really just enjoy the readings and videos for my own benefit. The provided information made me think about myself and other leaders that I had experience working with.
Ancona’s article revealed the signs of our leadership capabilities. While reading about each of them, I realized that at some point in life I could relate to a weak sense making and weak visioning, but not to the extent where it was impossible to change.
Within my organization there were times when I had to ask myself “Why are we doing this?”, or “Does it really matter”? When a lot of people within the organization ask the same questions, it means that higher leadership did not do a good job in explaining the overall vision. The result of this leadership weakness can be lack of motivation from the employees and therefore the lack of productivity. If people do not have a sense of purpose in what they are doing, the results might be extremely

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