Eric Schmidt Leadership Qualities Analysis

1. Launch:

In this assignment, I will analyze the authority style of Eric Emerson Schmidt which was the CEO of the famous internet company Google comprehensively. Over the time of 2001 to 2011, Eric Schmidt leaded the Google company to become one of the most varying companies and the most popular companies on the globe. The initial Yahoo is merely a searching engine unit website company, Eric Schmidt likes a magician made a magic in the corporation that build-up as a industry pioneer.

  1. The business viewpoint of Eric Schmidt:

As Harold Koontz said: "Management can be an art to getting things done through and with people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can cp-operate towards attainment of group goals. "

The full subject of CEO is chief executive officer, a important responsibility of CEO is to management the complete company in a positive route. Every large companies have a noticeable style as identical to their CEO, the CEO runs the company in their own private style. Eric Schmidt used socio-human procedure in his organizational process. Which style had not been only used in Google company, but also he used in his first company-SUN which really is a same internet technical company as Google which is famous of JAVA. Because Eric feels both are same type company, he may use similar style to lead the business. The socio-human methodology is a opposing way to complex rational approaches, it is more versatile and humanized to treat employees. the Yahoo is not really a traditional company, it depends on its electric power of innovation. In order to let the worker have better progressive thinking, Eric used this way to make more advantages of the company. In detail, Eric use a setting which is small team management setting. He made each team have different work atlanta divorce attorneys areas. That function is more effective than the old school management method in real business practice. This process has following mementos :Frist one is that this allows the business to have bigger possible to try, allow company has newborn things whenever you can, so the change of success will be lager. There are various famous companies dying because lock of creativity such as Yahoo and IBM. Secondly, this approaches can make employees build-up their sense of responsibility as the masters of the company, let them not feel employed in a large company. And Eric supply the decision-making capacity to the team, along the way of development, the team mates can have their right to change and enhance the product, that is a benefit thing for their customer. As the famous management education master Peter Ferdinand Drucker said "The person who targets contribution and who calls for responsibility for results no matter how junior is in the most literal sense of the expression, 'top management'". This is also Eric's goal for making use of this mode. Thirdly, to lessen the expense of interior coordination, they think that fast is preferable to slow-moving in the Yahoo company. The tiny team management method can form more products in shorter time because the team may use their decision-making capacity to make quick decision, to the inability of adjustment will be restored easily and quickly. Contrasting with other IT companies like Microsoft. Once the Microsoft company developed the new house windows system, there is a large group customers which is several hundreds people to join this subject matter, it lead to take over years and improvement slowly. That is a major point of the Google company can go over the Microsoft company. The tiny working team can improve effectively and it is better than the top working group in this type of industry. An excellent idea will not become effective unless the action commitments have been included in your choice from scuff.

This kind of organization framework is organismic and duo to the Yahoo is a information technology company, duo compared to that situation, Eric considers it can help company have better benefits in IT industry environment. The faster update is Google's powerful weapon to earn their competition.

  1. The command of Eric Schmidt:

The definition of command is 'Command is the process of influencing the activities of an prepared group in its initiatives toward goal setting and goal achievement '(Stogdill. 1950). The result of leadership is that produce strong enthusiastic to the staffs, let staffs work in unity and achieve goals.

According to trait ideas of control, the control is relate to leader's personality, In Stogdill's five attributes Model: Cleverness, Dominance, Self-confidence, Higher level of energy, and Task-relevant knowledge. Based on Eric Schmidt's profession, cover media and public conversation, Eric at least has cleverness, dominance, and Task-relevant knowledge, these three models can find clear evidences from his business job. It also can mean Eric has agreeableness, conscientiousness, and openness to experience.

Firstly, it is clear to see his self-confidence because he believe his employees, he can give the right of decision-making to every clubs. Second, his openness to experience is also no problem finding, during his CEO profession in Google these a decade, the Yahoo company developed many newborn product not only in their search function such as Stainless-, Android, etc. Third one is his conscientiousness, as a survey about 313 private company choosing their CEO, there are 215 successes, in these 215 CEO, Almost of them have conscientiousness. That means how conscientiousness important to an effective CEO. Eric Schmidt has been a leader in three big IT company, most of them become famous and successful in their occupation area especially these businesses have a higher maker value. Eric's conscientiousness is proven by he having a solid sense of company, and expression hard. He organises the google anatomist team in 70:20:10, this means 70 % group concentrate on their product in the area of search function, twenty percent team work on product in other development area like Android, then the least 10 % team works in newborn things like pilotless automobile. As yet the Yahoo still utilize this framework when they develop product.

In the other hands, there has another theory about leadership:Behavioral of theories of leadership. You will find two important types of leader behaviours : 'Initiating composition' and 'concern'. Initiating composition identifies behaviour which targets the success of objectives and includes clear supervision and role clarification, planning of work and a results orientation. Awareness includes behaviours which encourage collaboration and focus on supportive network, group welfare and the maintenance of job satisfaction. (Brooks, 2009)

Eric Schmidt is a consideration structure in this theory. There are a few points to show that. Generally, Eric provide a wonderful and comfortable working environment, this working environment has been first most popular working environment on earth for four years at American Fortune magazine. That is a noticeable welfare for employees. Second, Eric insists to give the power of decision-making to each work team, he's highly trusted to his professional employees, at mean time, the worker get a more robust sense of encourage when compared to a good working environment. Eric get a vehement support from his employees during company developing time virtually.

Above two ideas of leadership cannot explain the management design of Eric Schmidt well, in order to provide more thoughtful justification. We appoint the third theory-Situational theories. Among situational theories is Fiedler contingency theory. This model asks the estimate of both leader's style and three wide characteristics of the problem:leader-group member relationships, task structure, and position vitality. Mostly, In leader-member relations of Eric and his employees, it easy to verify they are really real great, as the organization composition which Eric made, he and his employees have highly respected with one another. That can also relet to situational control theory, his subordinates have enough ability to achieve his requirements, and he do not need to give too much guide to them. Second of all, the task framework is very clear in Google as yet, Eric insists his 70:20:10 framework for the anatomist development group. Finally, the position ability of Eric is not so stong, because he give a part ability of decision-making to every anatomist development teams.

  1. Conclusion:

All in all, Eric Schmidt is a sensible, professional, and accommodating leader. As we know that the Google culture is liberty and invention since two originator of Yahoo Sergey Brin and Larry Page starting the Google company until Eric been invited to be always a CEO of this company, this culture never change. Eric's experience is also exquisite for the Yahoo, first advantage is the fact that he has a B. S. level in electrical engineering at Princeton University and a phd level in EECS at the school of California, Berkeley. These professional knowledge makes big different with normal CEO for the Yahoo company. Second you are his ideal working encounters, before he came up to the Yahoo, the firms that he did the trick are IT companies. Effectiveness is a habit, that is a complex of practices. The most significant thing is that he can run these companies perfectly and make fantastic achievements. Eric Schmidt makes both originator believe he's the prefect role for The Google CEO. Regardless of using what ideas to analyse the control of Eric Schmidt, he has proven that he is a suitable head for this company during his job of Google CEO. Evaluating with the famous Steve Careers, Eric is not captivating and distinctive as Careers, but his command style is more appropriate for the Google Company.

  1. References:
  1. Koontz H. The management theory jungle[J]. Academy of Management Journal, 1961, 4(3): 174-188.
  2. Drucker P F. People and performance: The very best of Peter Drucker on management[M]. Routledge, 1995.
  3. Stogdill R M. Leadership, membership and group[J]. Psychological bulletin, 1950, 47(1): 1.
  4. lan Brooks (2009). organisational behavior. 4th ed. Essex: Person Education Limited. p167.
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