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Boeing Company

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“The Boeing Company’s Board of Directors Fires the CEO”

Problems

After reading the case, some questions are apparent. The questions are very helpful to find out Boeing’s Problems. * Why Boeing’s board fired the former CEO, Conduit, only due to the scandal happened in Conduit’s tenure? * Why Stonecipher could receive such high pension and benefits, even after retired and resigned? Is the payment method for the directors appropriate? * Why the board appointed James Bell, who was not a member of board or of any committees before the assignment, to serve as acting CEO after Stonecipher? Is there any formal succeeding plan for the CEO? * Why Boeing just fired Stonecipher but did nothing to that women executive? If the relationship was not the only reason for the resignation, what were the other reasons? Because that woman, Debra Peabody, worked in the company’s government-relations office? * Did Boeing treat its CEO’s resignation so careless, even the CEO brought obvious operating improvement during the short 15 months? * Why that informant could intercept the company’s CEO so easily? Is Boeing’s corporate security appropriate, especially Boeing was cooperating with Air Force? * Why the board made Stonecipher’s affair public while not private, even that relationships had no direct impact on the company’s performance?
In conclusion, some problems that Boeing faced are as follows:
First, Boeing was dependent on its main customer—Air Force so much that the company had lost independence. The board worried government’s reflection when any incident happened. In the KC-330 tankers scandal, the board fired Conduit to reduce government’s pressure. Again, in Stonecipher’s affair incident, the board fired the CEO but protected that woman to avoid some potential problems, such as downgrade of government’s trust, bad communication, and legal issues. The customer—Air Force is much more important than the company’s CEO, in the Boeing directors’ eyes.
Second, Boeing’s corporate security system had a big problem. If the CEO could be intercept, what else information could be safe? Especially, Boeing was a partner with Air Force.
Third, the retired Stonecipher could still receive very much high pension and benefits from the company. Also, Stonecipher’s compensation didn’t be affected by his resignation. Is Boeing’s payment method and policy appropriate when the company facing operation troubles?
Fourth, will the new acting CEO work well? And how to find a proper candidate in time? The Boeing didn’t have a formal succeeding plan of the CEO.
Fifth, Boeing’s committees may need to redesign Committees | Members (From the Board) | Audit | John H. Biggs; Linda Z. Cook; W. James McNerney, Jr.; John M. Shalikashvilli (chair) | Finance | John H. Biggs (chair); Linda Z. Cook; W. James McNerney, Jr.; John M. Shalikashvilli | Compensation | John E. Bryson (chair); Kenneth M. Duberstein (chair); Paul E. Gray; John F. McDonnell; Lewis E. Platt; Rozanne L. Ridgway; | Governance, Organization and Nominating | John E. Bryson; Kenneth M. Duberstein; Paul E. Gray; Lewis E. Platt; Rozanne L. Ridgway | Special Program | John M. Shalikashvilli (chair) |
Stonecipher was not a member of any committee. Compensation committee, and Governance, Organization and Nominating committee are the two most important committees. Because Lewis Platt, the non-executive chairman of the board was in them. But the special program committee only had one director from board.

Alternatives/Recommendations
In the next three years, Boeing should try to decrease the government’s impact on the company’s governance and operation. 1. Select experienced directors and other managers to form a specific committee to deal with all contracts from the government, separate these contracts with regular businesses. And let the committee investigate the corporate security system then improve it.
Pros: Clarify who should be responsible for the problems about the contracts; Help the regular businesses develop; Concentrate skilled staff to avoid problems;
Cons: Possible higher cost and compensation; People in the committee will be severely impacted by government; May cause a climate of unrest inside and outside 2. Set a formal succeeding plan of CEO and find out an appropriate candidate of Stonecipher as soon as possible
Pros: Keep the company’s direction and operation stable and healthy 3. Consider decrease pension and benefits level for the current directors, as well as Stonecipher.
Pros: Increase the company’s circulating fund to invest or operate
Cons: Damage the directors’ personal benefits 4. Develop new products for the regular businesses and move forwards the civil aviation area.
Pros: Reduce the government’s impact in the long terms; help Boeing to extend and strengthen balance sheet by its advanced technologies and skilled employees
Cons: High initial investment and long return periods

Implementations
The specific committee—hire Stonecipher as consultant but don’t pay extra pensions; add design managers, production managers, and information experts
Succeeding plan—set a strategic schedule and use group meeting to decide the candidates and negotiate a new compensation policy.
New Products—Let special program committee conduct it and add new members.

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