Corporate Leadership : Google, Stryker, And Activision Blizzard

Servant leaders puts their followers first versus the goals and objectives of the organization, which limits organizational strategy and processes and lacks continuous improvement of core competencies; therefore, there is no research to date that proves this leadership style increases organizational performance (de Waal & Sivro, 2012). In contrast, as a positive, communication strategies of servant leaders are rewarded with employee loyalty and decreased staff turnover which increase patient outcomes and satisfaction due to staff feelings of appreciation and compassion from the servant leader (Marquis & Huston,

Servant leadership is best applied in mature organizations where the needs of shareholders are valued above profit.

Servant leadership is defined by a willingness of a leader to put the needs, desires, recognition and success of their employees and organization above their own interests. They often inspire followership through their example resulting in deeply loyal subordinates that are motivated to emulate the leader’s behavior not out of fear or a desire to please and impress but because of its intrinsic value. Reading through the results of my Seven Habits Profile I noticed that I was comparatively deficient on a few of the foundational and organizational habits such as putting first things first and beginning with the end in mind. Conversely, I had a much higher level of empathetic traits with synergy, seeking first to understand, and thinking win-win taking the top three spots. These traits are highly consistent with servant leadership.

Over the course of my career, I have tried to model various leadership behaviors based upon successful leaders that I have worked with or for. This has led me to incorporate different styles into my own. Considering my current leadership strengths and how I view successful leaders I will use a servant leadership theory to analyze my own competencies. Servant leaders have 9 different aspects comprised of: emotional healing, creating value for the community, conceptual skills, empowering, helping subordinates grow and succeed, putting subordinates first, behaving ethically, relationships, and servanthood (Boone & Makhani, 2005, pg. 86). The aspects of a servant leader are those that I personally value and identify with. In addition to this, it is my belief that servant leaders, because they are people oriented, are more effective in a variety of environments and situations.

Leadership is the elaboration of group inspiration. One person entrusted as leader can implore the aid, and support of supporters in the accomplishment of a common mission. According to Gurdjian, Halbeisen, and Lane “Becoming a more effective leader often requires changing behavior. But although most companies recognize that this also means adjusting underlying mind-sets, too often these organizations are reluctant to address the root causes of why leaders act the way they do” (Gurdjian, Halbeisen, and Lane, 2014) However, today abundant businesses engross importance on the improvement of leaders. Some of the ultimate leaders were formerly followers, such as in instructive businesses. One aspect as leaders many have to contemplate in striving

Organizational Culture is based upon a system of shared meaning, held by a group of members that distinguishes one organization from the other. Therefore Google’s culture was and still is based upon its foundation, in

Leadership and management for many go hand in hand, and may be perceived as one in the same. In the book titled, The Servant (1998), James C. Hunter challenged this mainstream view, and literally turned this concept, which so many are coached on, upside-down. The notions of what characterizes a virtuous leader, as well as what it means to serve others, are the primary focal points of Hunter’s book. He did an eloquent job of revealing his theory concerning effective leadership by using an allegorical approach which, made the content easier to digest and much more personable. The Servant deeply resonated with me, and I gained significant value from the attitudes Hunter presented which, I can apply to my schooling, personal life, and future career paths. I was also able to discern what I felt to be applicable elements regarding the mark of a worthy leader, and arrived at my own theories.

Throughout the world there are new companies opening up on a daily basis, some of these companies will find success while many will struggle and eventually close. A large part of makes a company find success is the type of leadership that is found at the top and engrained throughout the company. This done with how the employees are treated and starts with the Companies Mission Statement. When someone is hired they look to what their company’s values and standards and if how the management treat their employees and workers go hand in hand with this. During this paper I will contrast one Servant Leadership Company (South West Airlines and one Standard leadership Company (The New York Times). I will also show why the Servant Leadership

For many generations the concept of servant leader has been used in religious arenas as a positive influence. Since the early 1970’s the actual term was coined as the concept has been applied to the general business world. The characteristic of a leader to show servant type tendencies has been universally held as positive attribute for anyone in a leadership role. But how is a servant leader measured? Are their acid or litmus type tests based on fulfillment of key characteristics that distinguish a leader as a servant leader? In this paper the concept of servant leadership, identification of servant leaders, developing servant leaders, and the impact servant leaders have in organizations will be reviewed. Perspectives will include those

By being a servant leader, I will put the needs of my employees first to ensure that my company is socially responsible through quality customer service rendered by me and employees. Since leadership is considered a critical force in producing positive outcomes in organizations through the performance of employees, it is very important to take servant leadership seriously (Grisaffe, VanMeter, Chonko 2016). My main and foremost priority as a servant leader is to serve others with real selflessness before aiming for profit. For instance, as a non-medical owner of a care

Being a servant leader empowers others to become better people. Without such leadership, Kelleher’s employees would feel as if they do not matter, but in reality they are the most important assets to the airline company.

Culture at Google – Has there not enough been spoken about the culture at Google?

Google’s organizational structure is less about control and meeting goals set by the company. The company is more focused on employees meeting the objectives that they have set for themselves. Google takes some aspects of the Laissez Faire style of leadership as all employees are given freedom to create and determine their own deadlines and ideas for projects. The managers act

The strategy of focusing on getting information to millions of people internationally is the foundation of Google. Another strategy in which Google is unique is their culture. Google creates an atmosphere of creativity, teamwork and brainstorming which has helped win them a spot in the top 10 of Fortune magazine’s best companies in which to work.

Google has a unique approach of keeping an effective organization culture by keeping innovation running and going through employee empowerment. According to an article from Forbes, Google’s secrets are empowering employees and creating as many channels as they can in order for manifestation, distinguishing different people and ideas (Google 's Secrets of Innovation, 2013). Furthermore, in order to create a strong culture Google has an open culture where employees have the ability to directly email the company leaders. Hence, Google enriches their innovative leadership by enhancing the ability to encourage interactions between top leaders and subordinates. Another fascinating channel Google uses to boost company culture is through Google Cafes. Typically, when employees have a place, topic and motive new ideas spur and innovative interactions are stimulating. Secondly, Google’s management system and their eight pillars of innovation has lead them to maximize their full