Group Assig

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University Canada West *

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MISC

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Management

Date

Feb 20, 2024

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docx

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Uploaded by ProfessorMask18863

1 Group Assignment University Canada West Dr. Michele Vincenti March 19, 2023 Words: 4474 without references

2 Executive Summary The paper starts with an introduction where the explanation of the differences between the transformational and transactional leadership styles, motivation, the resistance to changes of leaders, and the advantages of adopting participatory leadership are addressed, among other concepts. Subsequently, it is answered if Pichai should worry that Google workers leave the company because they do not like its management style, then explained the management style of Pichai and stated the factors could explain the evolution of this fashion, answers whether Pichai should work for Alphabet and Google simultaneously to innovate descriptively and finally if you should have a riskier attitude and act faster. Recommendations are included in each section and the conclusions of the case study analysis are confirmed.

3 Introduction by Natalia Jiménez The purpose of this document is to address the situation of the company generated in Google when Sundar Pichai was CEO, through the research of a bibliography related to leadership that supports the answers to the different questions required. In general, it is important to know that the results of the multilevel analysis reveal that only differences in transformational and transactional leadership styles, as well as the size of the work team, are connected to the performance of the workforce. (Vignoli, 2018). In the case of a company like google, the size of the teams is very large, however in the results of the graphs of the case study, over the years can be evidenced by excellent management, continuous improvement, and focus on the result. This can be taken as a success story in managing Google administrators. On the other hand, there is a connection between the resistance of the leaders and the intentions to oppose the change was reduced by the characteristics of transformational leadership of the followers. (Oreg, 2011). From that perspective, the personal qualities of leaders and transformational leadership practices could help explain why people want to oppose meaningful organizational change. In that order of ideas, Google might have experienced this kind of behavior for some employees during leadership changes. For the analysis to be made, it can be taken into account that studies show that leaders who adopt participatory and transformative leadership are more likely to foster a motivating environment among their workforce. Employees can usually choose transformational rather than transactional leadership. Managers who want to be more effective should encourage,

4 help and improve the skills of their staff. (Alghazo, 2016). With this, a good path to take for a leader is there as a key factor of success when leading teams is to have motivational tools. Supporting the above, a study examined the impacts of job motivation, leadership style, and competence on job satisfaction, as well as the effects of these factors on performance, the effects of job satisfaction on performance, and the effects of these factors on performance through job satisfaction. The results showed that job satisfaction is negatively and significantly affected by job motivation. (Hajiali et. al., 2022). So, if you want to prevent an employee from quitting, he must really feel motivated. Source Free image (Freepik, n.d.2023)

5 Answer to question number 1 by Natalia Jiménez It is a worrying factor that an important group of executives leaves a company and even more so that one of the reasons is the style of leadership according to the case study, it may have been related to the management of Should Pichai. Then the possible reasons that could have generated a massive defection of the managers of the subsidiary of the company Google, Alphabet are abhorred: Communication management Studies analyze leadership style and communication skills, finding that they may affect employee job satisfaction and communication, supported in a significant correlation between the task of supervisors and relational leadership styles and their communicator competence, resulting in a connection between leadership, communication, and employee satisfaction with work and communication. (Madlock, 2008 An internal communication strategy could be a good way to approach the Pichai team towards the team of directors who are thinking of quitting the company, sharing tools that they can use to make suggestions about opportunities to improve leadership style or some gaps that Pichai needs to work on, could prevent similar future situations.

6 Lack of autonomy and engagement With a transactional leadership style, employees are not even granted freedom, but rewards are a source of motivation for them. The transactional leadership style is successful because it makes people happy to work for the company and because employee satisfaction is crucial in customer service centers. A transformative leadership style is more adaptable and encourages individual autonomy and innovation, employee performance improves, and a transformative leadership style improves employee performance. (Hafeez, et. al., 2012). According to the above, a style transformative is a good option for Pichai to create an atmosphere related to autonomy that is exposed in the study case some directors feel that need more and less bureaucracy. On the other hand, when investigating the factors that affect employee engagement, particularly the role that leadership style plays. The results show that employee engagement and leadership styles have important correlations. It is important that the company achieves the commitment of employees, as well as the impact that leadership styles because they have a close relationship in the creation of work culture (Popli, 2016). So, for the case study, it is important to highlight that if the employee has lost commitment to the company, effective HR procedures and proper leadership philosophies in Google are required to increase participation, sense of belonging, and reviewing leadership style because it can affect these factors exposed in employees. Likewise, studies support that managers who tend to lead in a participatory manner, workers expressed more happiness with criteria that include the nature of the work, co-

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