Yes. When you inherit a mess you aren’t at fault. But there are limits. Trump likes to constantly blame literally every president before him for his failings. Unfortunately a lot of people believe it.
That said, It’s going to be a good tactic for new management to somewhat do the same and specifically point out the bad policies the trump admin made.
Also. –
It’s actually a common phenomena for companies to hire women or people of color right as the company is already on a trajectory for failing so they can blame it on that person.
The argument against this phenomena is that “not all companies do it”.
Doesn’t mean it’s not a common tactic. It is.
Plenty of big companies have been know to pull this tactic.
Then the guy who actually ran the company into the ground can get hired by some other company saying when he left it was running fine.
Yet the women who were ceos when the company closed, will get black listed.
More specifically, women are more likely to occupy positions that are precarious and thus have a higher risk of failure—either because they are appointed to lead organizations (or organizational units) that are in crisis or because they are not given the resources and support needed for success.[5][6]
Within historically Black colleges and universities, minority leaders were more often appointed than white leaders under all circumstances, but in other universities, minority leaders were appointed to leadership positions primarily in times of crisis. These leaders are also likely to suffer from high visibility, scrutiny and performance pressures that their white counterparts do not receive.
Glass cliff positions risk hurting the women executives’ reputations and career prospects because, when a company does poorly, people tend to blame its leadership without taking into account situational or contextual variables.[4] Additionally, women who are appointed to glass cliff positions may be subject to increased criticism from shareholders, who may lack confidence in their leadership. In contrast, Men who assume leadership in times of crisis are less likely to experience this backlash, and suffer fewer reputation based consequences.[4] Researchers have found that female leaders find it harder than male ones to get second chances once they have failed due to having fewer mentors and sponsors and less access to a protective “old boys’ network”.[29]
Yes. When you inherit a mess you aren’t at fault. But there are limits. Trump likes to constantly blame literally every president before him for his failings. Unfortunately a lot of people believe it.
That said, It’s going to be a good tactic for new management to somewhat do the same and specifically point out the bad policies the trump admin made.
Also. –
It’s actually a common phenomena for companies to hire women or people of color right as the company is already on a trajectory for failing so they can blame it on that person.
https://en.wikipedia.org/wiki/Glass_cliff
The argument against this phenomena is that “not all companies do it”.
Doesn’t mean it’s not a common tactic. It is.
Plenty of big companies have been know to pull this tactic.
Then the guy who actually ran the company into the ground can get hired by some other company saying when he left it was running fine.
Yet the women who were ceos when the company closed, will get black listed.
More specifically, women are more likely to occupy positions that are precarious and thus have a higher risk of failure—either because they are appointed to lead organizations (or organizational units) that are in crisis or because they are not given the resources and support needed for success.[5][6]
Within historically Black colleges and universities, minority leaders were more often appointed than white leaders under all circumstances, but in other universities, minority leaders were appointed to leadership positions primarily in times of crisis. These leaders are also likely to suffer from high visibility, scrutiny and performance pressures that their white counterparts do not receive.
Glass cliff positions risk hurting the women executives’ reputations and career prospects because, when a company does poorly, people tend to blame its leadership without taking into account situational or contextual variables.[4] Additionally, women who are appointed to glass cliff positions may be subject to increased criticism from shareholders, who may lack confidence in their leadership. In contrast, Men who assume leadership in times of crisis are less likely to experience this backlash, and suffer fewer reputation based consequences.[4] Researchers have found that female leaders find it harder than male ones to get second chances once they have failed due to having fewer mentors and sponsors and less access to a protective “old boys’ network”.[29]