AP Moller-Maersk Case Study

A recommendation for AP Moller-Maersk is to provide its employees with diversity training that will allow them to create and cultivate a more inclusive culture, as they are about to expand into a larger, more global environment.
The first step to implementing this change would be to create a sense of urgency. This could be done by providing examples of companies that have failed due to a lack of diversity. It could also be beneficial to explain that while the company is recovering well, AP Moller-Maersk is still in a difficult position financially from the past several years. The vulnerability of the company in this situation is critical to convey. It is also important to remind them that if the business is successful and thrives in the …show more content…
It is important to first determine whether or not training is the issue by determining if there are performance gaps. It was seen through the failed initiatives that the accelerated leadership programs were not producing longer-lasting employees. However, it was not noted how these employees were selected for the program. It is possible that they only selected the high technical performers to advance, when the people who have more of a relationship focus will last longer with the company and be more successful in leadership roles. Therefore, it is important to be aware that those people have high ability, but low motivation in that role. In this case, it would be inappropriate to train them, but maybe we should consider a different position for that …show more content…
While it was mentioned that they were worried about the speed of progression to leadership, the only measure that was actually cited was on attrition. Therefore, it is impossible to determine whether or not the training was actually successful. It is possible that the training was so great at teaching specific knowledge that the people were given flashy offers from other companies or other outside factors. It is important to remember that success should be measured by what is learned and how it is put into action.
Another challenge facing AP Moller-Maersk is whether or not to continue with their current policies on rehiring boomerang employees. Boomerang employees are a valuable asset because they are already familiar with business practices and have relevant expertise within the company. As mentioned in the case, many people move around laterally within the organization. A former employee will be able to move around more easily, as they already have experience with the organizational politics at play. Therefore, they may be more successful and productive in their jobs than new external hires, especially early