Sergey Brin and Larry Page are the founders of Google. Most would agree that they have a superb product, but in order to grow, the company needed more structure. Together, they agreed to hire Eric Schmidt to join the executive team as the executive chairman. Schmidt quickly began performing the. function, where he created well-structured departments and hired skilled people to perform the various functions of the business. Multiple Choice Joanal planning organizing controlling contingency planning

The critics of scientific management claimed that O managers may ignore appropriate rules and regulations. organizations that need rapid decision making and flexibility may suffer with this approach. managers were not trained to apply the principles of the theory. O it did not help managers deal with broader external issues. O it leads to too much authority being vested in too few people.

As a leader, consulting and seeking advice from experts and authority figures can benecessary for the growth and improvement of an organization. Regardless of their levelof expertise, some individuals and institutions should be challenged. Leaders must beable to effectively evaluate information, regardless of the source’s level of authority orexpertise.Instructions:In a well-structured paper, address the following questions:1. What role do experts and authoritative figures play in business andsociety?2. Why should leaders be willing to challenge experts?3. Why should leaders be willing to challenge authority figures?4. What are the risks of keeping silent when something does not seemright?5. Do you agree with Cialdini's statement below? Why or why not?"Authorities are frequently experts. In most cases, it would be foolish to try to substituteour less informed judgments for those of an expert, an authority." Cialdini, R.(2021) Influence, new and expanded: The psychology of persuasion.…

After Hewlett-Packard fired CEO Carly Fiorina, new CEO Mark Hurd found himself in charge of a struggling, dysfunctional corporation. The strategic vision Fiorina had been using to guide the company—“digital, virtual, mobile, personal”— was vague, and no one knew if it was being executed or not. A confusing matrix structure blurred accountability lines and slowed decision making, and the company reward system was so complex that no one knew how performance affected their bonuses. Talented executives were leaving, and H-P was having trouble attracting new ones.If those troubles weren’t enough, H-P was struggling financially. After acquiring Compaq Computers for $19 billion, it cost H-P another $10 billion to integrate the H-P and Compaq systems. The combined company was riddled with pervasive distrust. And when a board member leaked confidential information to the press, the subsequent scandal (involving spying and phone tapping) ended with Hurd having to testify before Congress…