Google has a management team, which is headed by the chief executive officer and co-founder known as Larry Page. Larry page holds a bachelor’s degree in the field of engineering from Michigan state university. In addition, he as well holds a master in computer science from the University of Stanford. In terms of leadership, he forms the composition of the members of the national advisory committee in the University of Michigan’s department of engineering. Moreover, Larry together his co-founder he was accorded an honor of the Marconi Prize in the year 2004, and he forms a trusteeship partnership in the X Prize board of trustees. Thus, in the same year he was elected to the national academy of engineering. Hence s, this paper endeavors to examine the detailed explanation behind Larry’s brief background information, his leadership style and philosophy, his personal organizational values and an evaluation on how his values influences the ethical behavior of the organization’s members (Cleveland, 2002).
On the other hand, Larry page’s leadership styles ranges from management of talent, supportive attitude, flexibility in terms of products release and better treatment of employees of the organization (Scott, 2008).
In relation to talent management, Larry page identifies new abilities and commitments in the innovative industry, and gives tem space to explore their might in dealing with diverse situations regarding the subject of Google and its continued expansion. Additionally, his supportive attitude is directed to the employees of the Google organization, which is aimed at increasing their morale in working in the organization and as well redoubling their efforts to increase output per individual (Holbeche, 2010).
Moreover, Larry employs the style of flexibility in dealing with the issues of the company’s performance. This incorporates diverse thoughts into the organization’s research base, thus increasing the associated innovation and further invention thereof. Thus, it is of essence to note that the better treatment of the employees of the Google organization is as well envisaged in the leadership styles of Larry Page. It is a primary aspect in his leadership, upon the increased determination to work and focus are embraced by all persons responsible in this company. In addition to this, another special feature is the case where, he considers all goals to be of equal significance, guides Larry (Marr, 2010). He therefore does not disregard any objective of the organization so long as it is of economic and overall potential to the organization as a whole.
Larry believes in a philosophical perspective of simple exposure to new adventures opens ones’ full potential to explore the unknown picturesque in the surrounding of an individual. Thus, the alignment of these attributes to culture is based on the singular manner in which Larry’s flexibility and ability to embrace dynamism can result to the incorporation of diverse culture in the collective mode of operation (Barrows & Neely, 2011).
Moreover, the personal values portrayed by Larry page include among others, the strong believe in thoughts that propel technology forward by a ten times figure and the focus he has in working for the company. In addition to this the organizational values include, coaching, modeling, mentoring as well as educating on the criterion for assortment and rewarding top individuals (Brin, Page & Google (Firm), 998).
These value i.e. both organizational and personal as aforementioned, have a significant impact in the ethical behaviors within the organization in diverse ways. First, a personal focus can result to change in perspective of those employees, whose attitude and way of looking at issues is pessimistic in nature. They can copy from the example of Larry to inculcate in them acceptable mechanisms of approaching issues and proper methods of finding solutions that encompass joint efforts of doing so. Secondly the determination exhibited by Larry can as well increase productivity by changing other people’s ethics such being result oriented regarding any business endeavor (Spreitzer, & Pertulla, 2004).
Strengths and Weakness of Larry Page
Strengths
For any company to conquer and succeed in its area of business, the management team, particularly the top executive must be apt and talented in offering the best management practices based on the prevailing situations in the market. For instances, the single most behavior that can affect an organization and its junior employees include the ethical behavior of the CEO (Cleveland, 2002).
As a point of departure, Google’s CEO, Larry Page, has a very powerful philosophy. Consider the following statement
“We shall build great things, which do not exist” (Cleveland, 2002).
The above philosophy is a motivation in itself, over years; Google has been seen working towards greater heights of success without much attention with what the competitors are doing to create similar or different products. The Google Company under the leadership of Page has endeavored to offer distinctive services through motivated continued innovation. The philosophy of the CEO has changed the culture for the company over a few years, with the hiring department leading the park. In this case, all the employees are well interrogated and tested for talent (Marr, 2010). The CEO believes that a group of talented employees will turn the things up and down to see that the company is a head of its competitors. Google endeavors in hiring smart people who can help in the continued struggle to create new and sophisticated features. On the other hand, the kind of leadership practiced by Page, which is based on transformation and transition, helps in producing results. This implies that, the employees at Google are determined to have the company’s present image and attributed features to be transformed and transitioned in tandem with the ever-changing, technological world. Page is ability of openness to innovative ideas and the inner drive to discover more complex ideas, which will help find solutions that are attributed to the present technological questions, has remained one of his foremost strength.
The CEO, Page has immensely influenced the employees’ culture of commitment and hard work by fostering supportive working milieu (Barrows & Neely, 2011). This aspect has seen the employees’ morale to work and produce good results increase. It is imperative to note that, good working conditions for employees form the foremost motivational drive towards achieving good results, and this has to be offered by the top executive management of the company. Page has ensured that all it employees in various departments are consulted before making any decision that affects a certain department and the company in large. This culture is aimed at wider consultative platforms, which will offer an opportunity to get an assorted opinion in order to make a sound decision (Barrows & Neely, 2011). Page believes that involvement of employees in the company’s decision-making process is a powerful tool of making the employees to won the company and they feel part of the company. This is another point of strength that has made the company excel in its endeavors.
The other strength attributed to page is the ability to avoid a conflict of interest between him and the organization. Most companies have failed to achieve their set goals because the top executive management members struggle to achieve their own goals at the expense of the organizations (Barrows & Neely, 2011). This conflict between the CEO’s and the organization is a worst enemy of achieving the set goal of an organizational and it is a detrimental character, which any one of the CEO is supposed to practice. The practice of this behavior success not a reflect a leader who is concerned about the company.
In essence, the values of any CEO is always set to influence the organizational culture, which in turn works to change the organizations’ growth, effectiveness and the employees is behavior. For instance, it is observable that Page is a smart and intelligent person who is well informed about internet and technological advancement (Cleveland, 2002). This value is attributed to the organizational culture of the ever craving for the smartest and intelligent people from across the world that are given an opportunity to innovate and implement new ideas, and this is why Google remain a head of other numerous competitors in the industry.
Weaknesses
This refers to the attributes that will lead Page not to succeed as a CEO. They include his character of the deep-seated behavior, which is attributed to the tantrums and tempers. In addition, the attitude of promising to practice delegation of responsibility but instead opts to practice micro management. This is not a good aspect of leadership since it may down grade the abilities of other talented departmental leaders. Additionally, like any other CEO, page some time uses prejudice to make the organization’s decisions. This is not a healthy practice sicne it indicates the elements of discrimination.
Communication and Collaboration
Google’ management embraces a horizontal way of communication. Information flows from the top most level through various middle level to the lowest levels and similar pattern is followed ion case there is information to be passed to the lower ranks. This systematic flow of information helps in avoiding competition and political influence over the management of the company (Schmidt, Rosenberg, & Eagle, 2014). There is respect on the existing systems of communication and this has played a fundamental role in boosting the moral value of the organization. In essence, the power dynamics in the company have been avoided by this method of information channeling, which is considered as a powerful tool of management.
Best Quality of Page
Creativity and innovativeness have been the greatest contributors as far as the success of Larry Pages endeavors are concerned. The possession of new ideas and the process of actualizing them in real life situations has been a landmark milestone in the formation of Google and as a result, the massive job opportunities created, owe their existence to his innovative mindset. Creativity has as well facilitated the expansion of Google from a small organization of about 100 users to millions who currently utilize the website worldwide (Barrows & Neely, 2011).
In conclusion, the teachings and mentoring activities can result to strong ethical build-ups as far as the issue of better performance and becoming future role models are concerned. Therefore, in the detailed study of Larry Page’s background, leadership style and philosophy, the cultural alignments of the mentioned values, the personal and organizational values and the evaluation of each value in reference to the ethical concerns of the internal environment of the company, demonstrates how overall proper management in any business organization is ideally inevitable. This aimed at maximizing output and setting the pace for other organizations to follow.
Thus, the aforementioned organization has experienced performance related issues over the years and as a result, the diverse exploration of this situation based on the application of the values exhibited by Larry is fundamental if the subject of positive trends in public advancement of the organization is anything to go by.
In addition, Page’s strengths in internet and technology serve as the foremost aspect of his leadership since it encourages the culture of the organization’s employees. This has helped the company to hire talented and smart individuals from across the globe, which has boosted the innovations of Google, thus putting it a head of other companies in the industry. In addition, the ability to control his won interest from conflicting with those of the company has helped him come out a strong and successful CEO that Google has ever had in the recent past. This makes all the employees follow suit in focusing the goals set, instead of personal success. The employees have succeeded in working as a team. This is indeed a good culture.
References
Barrows, E., & Neely, A. (2011). Managing Performance in Turbulent Times: Analytics and Insight. Hoboken: John Wiley & Sons.
Brin, S., Page, L., & Google (Firm). (1998). Google. Mountain View, CA: Google.
Cleveland, H. (2002). Nobody in charge: Essays on the future of leadership. San Francisco: Jossey-Bass.
Holbeche, L. (2010). HR leadership. Amsterdam: Butterworth-Heinemann.
Marr, B. (2010). The intelligent company: Five steps to success with evidence-based management. Chichester, U.K: John Wiley & Sons.
Schmidt, E., Rosenberg, J., & Eagle, A. (2014). Google: How Google works
Scott, V. A. (2008). Google. Westport, Conn: Greenwood Press.
Spreitzer, G. M., & Pertulla, K. H. (2004). Leadership. Hoboken, NJ: Wiley.
