Inbreeding negative eugenics.docVIP

 PAGE \* MERGEFORMAT 5 Inbreeding negative eugenics ‘Human capital’: How do you choose his successor? The selection criteria and evaluation methods for that? Murali: I ICI had been working for 17 years, was first in charge of the work done in India. At that time the boss in choosing me, exactly what I have done a lot of things for business and finance, and many other management positions, worked to the need to upgrade time. Our business growth is very fast, although the staff were very good, but in such a rapid development period, require a very large changes and break new ground, has a huge driving force for development in order to encourage enterprises to go forward faster. Selection of successors from within, can not meet the requirements to achieve such a breakthrough, so my idea is to find his successor from the outside, rather than my boss look like from inside the company. Of course, promoted from within the enterprise is even more simple, but certainly there will be no major breakthrough, because the successor has already been set in a frame inside the better. Just like what the Chinese call ‘inbreeding’ is not conducive to ‘eugenics’ as. My successor does not require our business or industry is well aware, only he is a good leader and change who can bring fresh blood and vitality of enterprises. Clearly, the selection criterion is not whether he has knowledge of the industry or enterprise, but whether they have the managers should possess the following qualities, this should be quite special some of the qualities. Of course, such people need to humble. In short, as long as there is a creative person who could do the cause of motivated people, and able to learn, other conditions is not important. ‘Human capital’: As a CEO, how do you look at the living environment of uncertainty in business? How to grasp the uncertain environment in the controllable factors? Murali: no more than the environment of business survival, including internal environment a