The rationale of this paper is to assess the leadership of Page Larry. Page was born 1973 on March 26. He is a graduate from Michigan University in Bsc Computer Engineering and graduate from Stanford University in Msc Computer Science. In the year 19998, Sergey Brin and Page Larry founded Google Company. The company simultaneously grew to be the best globally as a search engine. The company is credited as the best institution to work for, besides, has approximately 46000 workers. It is probably a difficult and tiring task to be the chief executive officer for Google Company, for that reason, Page Larry must be an effective leader to achieve the credits above of Google.
Larry Page models leadership through innovation. Larry is persistently on the move anticipating transforming Google Company for the better. Page has an equal as well as the open method of leading or managing, making Larry a democratic leader. Page Larry normally urges his workers to trust in crazy concepts and is embracing all ideas since those are the concepts, “which could actually change the globe.” Because Page is an introvert, more often than not, he hear as well as include creative ideas from others. Page strives to operate fast and encourages quick decisions to be reached to have an active management method at Google. To achieve this, Page requests the workers to provide him 60-word pitches or notifications on their current tasks so he may regularly be engaged but as well be effective (Kurtz & Boone, 2011).
Page inspires a common vision by putting his best in avoiding an autocratic approach of leading or managing by enabling his workers to collect more ideas and insight to assist Google develop. Larry insists on being engaged in hiring fresh workers and endeavors to recruit brilliant graduates. Page can be described as a leader who is working many steps every time to ensure that he may offer what is most appropriate for Google Company as well as his workers and that makes Page a great leader who boosts services and maintain workers’ happiness (St & Harrison, 2010).
Larry Page looks for novel opportunities, which can need experimentation and risk taking by believing in audacious or daring ideas. Through pursuing big ideas, which could reform the globe, Larry believes in attracting incredibly smart individuals and obtain something valuable, even if that is not one’s original goal. Larry concentrates on allowing workers to takes notice of their daring ideas as well as nurtures the best of these people. Additionally, Page empowers or enables others through offering them freedom so that they may make the best out of personal creativity. Larry is not a CEO, who gausses on the idea of assisting or empowering workers to assist the business. Larry words his mindset on empowering workers “my duty as a manager is to ensure everyone within the firm has opportunities; besides, that they feel significant influence as well as contributing positively to the community (Achua & Lussier, 2010).
Page recognizes as well as appreciates the contributions of workers by offering them both non-financial and financial motivation. The rewards and benefits of Google involve health care coverage or health insurance, retirement benefits, on-site nurses, physicians, or convenient medical services, free transportation, free gym facilities, massages, and fitness. Additionally, Google offers family allowance and time off for new parents, as well as emergency assistance or travel insurance (Williams, 2013). Larry concentrates on the bond between workers and families these benefits assist in creating. Workers at Google are treated equally and are free to establish whatever they wish that makes them believe empowered or feel a belonging sense. Larry employs Mayo and Herzberg's motivation theory as well as a hierarchy of needs by Maslow (St & Harrison, 2010).
Larry has managed to establish a community spirit among employees of Google Company. Larry insists that Goggle Company should be as a family to workers because he trusts one gets better productivity when workers feel the firm is as a family. Instead of minding the hours an employee works, Larry takes notice of the output. Page innovates as well as creates a stronger bond with workers while designing the appropriate things he may do for them. The health care costs of Google Company have increased faster in comparison to other firms because it cares for workers' health by ensuring they remain healthy as well as quit smoking (Williams, 2013). This makes workers happy and productive. Larry requests the main personnel out of about 4000 workers to send him sixty-word notifications on their present projects. Larry promotes quicker decisions as well as openness or transparency. The executives just go to the firm meeting one in a week to team up as well as make quick decisions or choices (Kurtz & Boone, 2011).
Larry reflects the leadership definition in many perspectives. Larry maintains that his workers should pursue the qualities: assist workers with development of career; become a good manager; empower the team and never micromanage; become a good listener as well as listen to juniors or team. Additionally, Larry believes in expressing the interest of team members’ well-being and success; being result oriented and productive; having technical skills for advising the team; having an explicit vision as well as strategy for the group; besides, Larry employs a participating style of leadership as well as laissez-faire style of management (Achua & Lussier, 2010).
In conclusion, some of the key points include that Larry Page models leadership through innovation. Page inspires a common vision by putting his best in avoiding an autocratic approach of leading or managing by enabling his workers to collect more ideas and insight to assist Google develop. Larry Page looks for novel opportunities, which can need experimentation and risk taking by believing in audacious or daring ideas. Page recognizes as well as appreciates the contributions of workers by offering them both non-financial and financial motivation. The rewards and benefits of Google involve health care coverage or health insurance, retirement benefits, on-site nurses, physicians, or convenient medical services, free transportation, free gym facilities, massages, and fitness. Larry has managed to establish a community spirit among employees of Google Company. Larry insists that Goggle Company should be as a family to workers because he trusts one gets better productivity when workers feel the firm is as a family. Larry reflects the leadership definition in many perspectives. Larry maintains that his workers should pursue the qualities: assist workers with development of career; become a good manager; empower the team and never micromanage; become a good listener as well as listen to juniors or team.
References
Achua, C. F., & Lussier, R. N. (2010). Effective leadership. Mason, Ohio [u.a.: South-Western.
Kurtz, D. L., & Boone, L. E. (2011). Contemporary business. Hoboken, NJ: Wiley.
St, J. C., & Harrison, J. S. (2010). Strategic management fundamentals. Australia: South-Western Cengage Learning.
Williams, C. (2013). Management. Mason, OH: South-Western Cengage Learning.
