Zuckerberg’s Leadership: Style, advantages and disadvantages
Leadership paradigm refers to the all the beliefs of the kind of leadership an organization has. In an organization with hierarchical leadership, the leadership paradigm reflects the alpha’s leader operating style. The stability of an organization is a factor of the basis of environment at which the organization operates. The issue of good leadership is a major issue in most of our organizations. The success of an organization entirely relies on its leadership. Good leadership has however deserted most of our organizations in the society (Miguel et al., 2012).
Nonetheless, Facebook, under the leadership of Mark Zuckerberg, has however surpassed the odds of poor leadership. The incorporation has acted as an example of the good leadership. The prominent feature of its leadership is the balancing of power and its goals. Zuckerberg leadership offers lessons to other leader on several accounts. The exemplary issues of his leadership are the intuition of leadership style to reflect the incorporations needs. Another area is the ability to be able to ensure blending of the incorporation’s workers with its operations. Lastly, there is the issue of ability to ensure high performance within the highly demanding working environments.
Zuckerberg’s leadership is both entrepreneurial as well as transformation. His leadership however is more of transformational leadership. Much of his management aims at transforming the technological social platform rather than raise the shareholders’ dividends (Miguel et al., 2012). However, he encourages the devising of ways to improve income generation through the social media as well
Transformational leadership aims to transform an organization constantly. Zuckerberg advocates for a constant dynamism (Miguel et al., 2012). The organization is product driven, its goal is to create a more open, and connected place is by nature a call for constant dynamism in the products offered to reflect the social needs in the society.
In order to keep abreast with the dynamism, Zuckerberg uses selective recruitment of his staff. Individuals undergo a training program if they have relevant skills to the organization’s operations. The training aims to orient the staff to think like Zuckerberg. This is in the perspective of his radical love for changes in the organization’s operations. One of the things that the staffs are required to internalize is the fact that the organizations enemy is the status quo.
It is uncommon for leadership to prioritize its goal at the expense of the monetary benefits. Facebook leadership stems fromhonorary leadership qualities. Zuckerberg focuses more on the actualization of the organizations goal (Miguel et al., 2012) rather than the capital income generated by the platform. Zuckerberg once wrote a letter to theorganization shareholders concerning the issue of the organizations goals. The main implication of his letter was that achieving the organization’s goal had an upper hand compared to the capital benefits of the shareholders. The business was just a platform supporting the achieving of this goal.
However, Zuckerberg’s leadership can also be argued to be transactional. Three major pillars formed the basis of the Zuckerberg’s leadership. These objectives are the creation of applications that enhance media social interactions, the development of better products that easily sell in the market. The final pillar is the improvement of the business platform. According to Zuckerberg, the business platform aims to make it the most valued company. Another important implication of his transactional leadership is his deviation from the initial goal of the company of opening up the whole world. He led his team in the incorporation of business transactions within the social media.
One of the astounding features of Zuckerberg’s leadership is his encouraging nature (Miguel et al., 2012). He freely interacts with his employees with the intent of receiving ideas and for correction. The good relations created with employees enable him to win their trust and loyalty. This creates a conducive working environment that encourages maximum productivity from the workers. The more astounding feature that encourages his employees is the fact that he does not consider faults to be mistakes. He believes in the ideology that there are no mistakes. He actually came up with a monthly event for the company (Miguel et al., 2012). During this event, the Facebook engineers have the green light to implement crazy ideas. The main intention of this event is to create forums to come up with new ideas while encouraging idea sharing.
Zuckerberg’s leadership stems from core principles that have seen the rise of his company. These principles are usually referred to as the 5 Ps. They include passion, purpose, people, product and partnership. These guidelines have ensured a consistency in the actualization of Facebook’s mission. They give the outer cover of the company’s leadership.
The initial goal for the starting of the Facebook was to enhance social interactions (Miguel et al., 2012). This goal has been the major item of achievement for the company. Zuckerberg has always been radical in the developing systems geared towards the creating social platforms. He goes to the extremes of sacrificing the company’s resources risking the shareholders’ share with the aim of improving the social platform.
One major difference between Facebook and most of the other organizations is its purpose. Rather than being a company aiming at production of services and products, Facebook is more of a movement. It aims at keeping in touch with people and enabling people to interact.
The Facebook incorporate uses the flat management structure. Zuckerberg as the alpha leader does not control everything but gives the rest of the staff room for developing interests and for taking risks as is with the hackathon initiative. The staff also undergoes frequent training on the hacker way whose objective is to radicalize innovations.
All of Facebook’s products aim at achieving the ultimate goal of the organization of social openness and connection. The guiding ideology (Miguel et al., 2012)on this is the “Move Fast. Break Things.” This ideology aims at encouraging actualization of new ideas. These ideas must however be relevant to the mission of Facebook.
Advantages and disadvantages
The flat management organization that Zuckerberg uses is vital for creation of good staff relations that is crucial in achieving idea sharing (Miguel et al., 2012). Moreover, it also helps in enabling the application of the user based stakeholders model of approach. Moreover, this model of management helps to eradicate all the odds associated with the various job groups. The openness of his leadership creates conducive environment for projects innovations without fear of stigmatization.
Technological social society is dynamic in nature. Social platforms need to reflect this dynamism in order to be able to counter social society needs. The constant training of staff with the hacker way and the hackathon initiatives are hence vital in achieving this requirement.
The selective recruitment at the organization is quite essential. The selective picking of staff based on their potential is very important in the organization. It ensures recruitment of only staffs equipped for the tasks of the organization.
The major drawback to Zuckerberg’s leadership is his recruitment model for young staffs who train in the hacker’s way (Miguel et al., 2012). Team building skills comes with experience. His method of recruitment therefore deprives the organization the necessary skills vital for the long-term business management.
Facebook products may require development at the expense of the shareholders’ dividends(Miguel et al., 2012). This ponders a great problem in the future of the organization. It limits its management to short-term bases while it should focus on long-term bases.
Zuckerberg’s leadership model is quite good considering its effectiveness in the dynamic environment of his job. The shortcomings of his management are far much below the frontline compared to its advantages. The effectiveness of his leadership has earned him a lot of accreditation. He has been among the highly rated leaders in the Glassdoor rating.
Miguel H., Jessi H. & Caitlin K. (2012).Inside Facebook. Fortune, 165 (4), 112-122. Retrieved fromhttp://eds.b.ebscohost.com/ehost/detail/detail?vid=8&sid=e56f156a-5db4-4659-aad5-a83bcc4cf5ed%40sessionmgr113&hid=108&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bth&AN=73033375