1.

SC, Vice President for research and development at GLF was under
constant pressure to get a new director of research. She had shortlisted
three candidates to fill the position, and was in high dilemma to select
one of them.
1. As per the trait approach, person SC should select AL due to her
experience in different departments of GFL. She has deployed four new
successful products into the market. She was associated with every
project with full dedication and persistence. AL was successful in every
role she has performed in the company and was very creative, and
insightful.
2. Trait approach focuses on the characteristics of leaders rather than
the followers. In other words, trait approach releases characteristics,
and traits that are highly essential for a successful leader.
Trait approach is highly helpful in the selection of the right candidate
because this approach describes the desired qualities for a successful
leader. This approach also considers the leadership approach of a
candidate that is beneficial for the employees as well as the
organization.
3. The weakness of the trait approach states that sometimes traits or
characteristics that have been provided about the candidates are
ambiguous, and uncertain. There are various adjectives that define a
leader’s personality.
In this case, three candidates possess essential leadership qualities but
are their ability cannot be ensured to maintain their leadership as a
director research in future.
2.
1. possesses a great leadership quality as well as a strong will to be
succeeded.
 Despite the death of her spouse, she was optimistic about the
future of her company.
 She used a turnaround strategy and studied business strategies
and intricacies.
 She was a visionary leader who was committed to the company's
success.
 Despite her illness, she never puts her work or her life on hold.
 She was modest, compassionate, and considerate to her
employees.
 She was upbeat and concerned about other people's well-being.
Hence, it is concluded that Carol holds a strong and empathetic
leadership trait.
2. Carol Baines’ hard work and other leadership traits played a big part
in the expansion of the company.
 Her strength and determination were very important and resulted
in the company's expansion.
 She was diligent in learning her company's business plan
 She took significant steps toward its expansion by investing
heavily in advertising, sales, and service.
 Her perseverance paid off, as she was able to assist the
organization in expanding its operations.
3. Carol Baines would be a leader in other business situations
  Although not being active in her husband's business, she
successfully ran it after his death.
 She suffered from a variety of health problems in addition to the
difficulties she faced. She battled back, though.
 She became a role model for her coworkers and family members.

3.
1. Pat Nelson looks for the proper traits in the people he recruits,
according to the trait approach. A multitasking applicant with a
polished demeanor is required for a banking position.
When evaluating candidates for the position of credit analyst, Pat
Nelson searches for specific criteria, according to the situation.
 He used to seek for attributes in candidates such as interpersonal
skills, confidence, poised behavior, and initiators.
 candidates are expected to maintain a sense of self-secrecy.
 For financial occupations, analytic and technological abilities are
also essential.
 People who work in the banking business must have strong work
ethics, commitment, and a willingness to work.
As a result, it can be argued that Person P's desired attributes traits
were justified.
2. Because the above criteria are essential for efficient performance by
a credit analyst, the upper management's retention difficulty could be
unrelated to Pat Nelson's recruitment criterion.
Upper management's assessment of the recruitment process could be
incorrect. It's likely that the candidates are quitting because of
corporate regulations and procedures.
Aside from that, they may be forced to quit the firm due to
 poor working environment,
 excessive targets or other obstacles
3. Pat Nelson's recruitment strategy should not be altered. He should,
on the contrary, proceed with greater care and commitment. He
should, however, abandon his annual practice of picking applicants
from the same institute. When it comes to employing candidates for
the greater purpose of him company and his responsibility, he should
look into other universities.
Your organization, Radisson Hotel , has a strong commitment to diversity and
inclusion. This commitment is regularly communicated by leadership and your
direct manager. The organization has taken concrete steps to increase
diversity and inclusion, such as diversity training, embedding diversity
into annual performance measures and setting “soft” targets for
diversity in hiring. You're the hotel food and beverage manager for
Radisson's Toronto location. As part of your duties, you're responsible for hiring,
coordinating and supervising food service staff. You're looking for a cook for one
of the three onsite restaurants and have interviewed a number of candidates.
You have narrowed it down to two candidates. Both are recent graduates of
George Brown College's culinary program and have part-time experience
working in restaurants while in school. Both interview well and seem
well-suited for the role. In the context of this decision, the hotel's metrics
identified a gap in women chefs and cooks. There are no women chefs at
Radisson Toronto, and only 15% of Radisson Toronto's cooks are women.
It's also close to year-end performance reviews. At your mid-year review,
your boss had asked what you are doing, or planning to do, to increase the
level of diversity within food and 
beverage as the diversity numbers have remained unchanged in your area. You hate to admit
this but you're concerned that the woman candidate won't work the long and late
evening hours required in the restaurant. Your experience has been that many
women cannot or do not want to commit in the same way men once they have children.