Career progression

Case study :

Intel was founded on July 18, 1968, by semiconductor pioneers Robert Noyce and Gordon
Moore, who had left Fairchild Semiconductor. Originally called “NM Electronics” for Noyce and
Moore. The company purchased the rights to use the name “Intel,” short for Integrated
Electronics.

The leadership of the company has the following 5 CEOs over 40 years since its inception in
1968. They were Bob Noyce, Gordon Moore, Andy Grove, Craig Barrett, Paul Otellini. Each one
has an individual leadership style and mentoring procedure.

CEO Leadership style/ behaviour Notes

Bob Noyce Supportive Casual in dealings

Gordon Moore Supportive Constantly mentoring

Andy Grove Directive Maintains the standards of performance

Craig Barrett Directive Defines specific goals and expectations

Set challenging targets and innovative

Paul Otellini Achievement oriented
ways of accomplishing them.

The success of intel is attributed to its leadership, each of the 5 its ceos shared a belief in the
strength of having a coordinated progression plan that relied heavily on mentoring. Over the years,
blending of leadership styles, sharing of a variety of knowledge, the encouragement of risk taking,
and the improvement of manufacturing techniques have been instrumental to this organisation’s
success.

#answer 1:

Pros and cons of relying on mentoring and long term leadership development:

Pros Cons

Based on mentor experience, enhanced Time takes for moulding an employee into leader
performance with no mistakes whereas professional available in the market.

Long term leadership provides path for internal Mentoring may cause some friction in the form of
succession discipline, where innovation is left behind.

More sustainable development. Decision making can be a slow process

Growth will be gradual over the years and slow

More information for new ventures.
growth

Can set the standards of leadership, and

moulding employee into a leader.
Pros and cons of a pattern of alternating leadership styles:

Pros Cons

Different problem solving abilities for the similar May lead to confusion among lower level
or different problem employees

Best way to solve the problem can be identified Takes times to adjust for the change in leadership
and practiced for better performance styles.

Organisational culture improves due to diversity in Frequent change in the employee work values and
leadership effects the productivity.

More opportunities in diverse new ventures of

company.

#answer 2:

By using other career management systems, other companies than intel can achieve same level
of stability by:

1. Innovation at work, sustainable development objectives for the firm.

2. Creating great value to the customer, more customer relationship management.

3. Internet of things, Social media marketing, can directly impact our lives and business brands.

4. Keeping short term, Long term goals and working for them simultaneously.

5. Less number of portfolios for the company, less diversification of work, sticking to company
production goals.

6. career anchoring procedure to attain stability in a specific field of work.

Inspite of all these ways of career management, the experience and flow of information source
from the mentor will be missing, that will compromise the additional benefits of productivity to the
company.

Hence the stability attained by intel had been very successful by the experience and observations
during the course of time and that stability can’t be recreated exactly especially considering
change in the ways of doing business, like Internet of things.