Mark Zuckerberg’s, Indra Nooyi’s & Howard Schultz’s Leadership Styles

Mark Zuckerberg is an effective leader. He is always open to innovation. He uses strategic management and effective planning in order to reach high results.

His  role of the successful leader is conditioned by several factors. He is always open to innovation and technological advances. At the same time,  people describe him as self-assured and assertive. Moreover,  he is perfectly aware of his strong and week traits and makes everything possible to take all benefits from positive ones and to correct negative ones.  Zuckerberg spends time to build good human relations with other people, including his board. He is ready to listen to other people, but, at the same time, he always knows what he wants and he is ready to put effort to persuade people to follow his goals and ideas.  Zuckerberg sets goals, which go further than financial profit. He has a passion for his work and chooses people who share his passion.

Zuckerberg is an example of a transformational leader. He sets up goals for the big group of people. He is aware of his responsibility and he sets mission in accordance with needs of big group of people. His success as a leader is defined by his ability to set major goals, which are important  not only for his employees, but also for big number of other people who use his products. “Zuckerberg is undeniably a leader of his generation—Generation Y, or “Millennials”—and his donation is setting an important precedent for his peers: that supporting social causes is more important than accumulating tremendous wealth” (Stahl, 2015).  Zuckerberg is a good professional. He is competent in what he does and this quality enables him to understand all parts of the process. Zuckerberg was originally good in building relations with people and this finally enabled him to turn his biggest passion into his main occupation. He created a network which enabled people to connect with each other. His communicative skills enabled him to create a unique method of communication. Like all good leaders, Zuckerberg managed to feel the peculiarity of the time. He became able to answer the challenge of the time and created a unique product which totally corresponded to the necessity of the time.  “His vision was that of a more open and connected world. And throughout the growth of Facebook, he has stuck to his vision – that of a product that offers value while connecting people and building a world with more empathy” (Shah 2015).   Like a transformational leader,  Zuckerberg is open, proactive and extraverted. He managed to create a  kind of organizational culture which helps all people develop their potential and show the best results.  He uses such methods as inspirational motivation, intellectual stimulation and individual approach.

Howard Schultz,     Starbucks CEO presents another type of transformational leader. Same like Mark Zuckerberg, he turns to innovation and formulating major goals as his main strategies. At the present moment, Starbucks is one of the most successful businesses in the world. Specialists believe that Howard Schultz’s leadership style make a great contribution to the success of the company. Like many other successful leaders, Schultz is absolutely fond of his work. He has a  passion for what he does and he manages to pass his enthusiasm to people. Inspirational motivation is one of effective tools used by Howard Schultz. In addition, Schultz pays great attention to his team. He is perfectly aware that success can be achieved through the effective performance of all members of the group. That is the reason he puts much effort to choose creative and effective managers. Schultz is open to new experience and innovation. “Schultz has found two key strategies to temper his urge to meddle: He recruits top performers and encourages them to step up and push back against his ideas when they don’t agree” (Lebowitz, 2016). Schultz prefers strong personalities in his team. He likes people who can bring something new to the organization and who are ready to fight for their ideas. Schultz is ready to change his opinion in the case when the members of his team give him persuasive arguments to do so. Schultz combines basic characteristics of the transformational leader. He uses idealized influence, inspirational motivation, intellectual stimulation and individualized consideration as his leadership methods. All these methods define him as a transformational leader. Being a strong and charismatic personality, Schultz manifest the characteristics of the trait leader as well. He has high self esteem and self presentation. As he himself points out, “Belief in ourselves and in what is right catapults us over hurdles, and our lives unfold” (Schultz and Gordon, 2011, p. 7). These characteristics make him an interesting and charismatic personality. At the same time, Schultz’s personal qualities do not make him distanced from other people. Vice versa, his company is famous for caring and supportive attitude to all employees. Employees of the company have medical insurance, have comparably higher wages and other benefits. Schultz does his best to demonstrate integrity on different levels. He is always honest with his employees, shareholders and customers, and this attitudes helps to develop trust and understanding.

Indra Nooyi , a chief manager of the PepsiCo presents the type of reliable and consistent leader. Her leadership can be described as situational leadership since she changes her approach to choose style, which is the most suitable for the situation. She is always open to communication with her employees. She is also aware of the customers’ needs and desires. She makes effort to be aware about all changes which take place in the market. Her leadership goals coincide with the goals, declared by the company. PepsiCo describes customer satisfaction, providing workplaces, taking care about nature and surrounding and increasing their income as their primary goals. Indra builds her leadership style in accordance with these goals. As she noted in the interview, “It doesn’t mean subtracting from the bottom line that we bring together what is good for business with what is good for the world” (Useem, 2008).  This words prove that Indra Nooyi makes the best effort to combine use and profit.  She is also highly task-oriented leader. She sets goals and wants her team to fulfill them.

Indra Nooyi describes her leadership style with five basic characteristics, which are: competency, courage and confidence, communication, consistency and compass (Bhasin, 2011}. These qualities named by Indra reveal her basic priorities. She combines courage and innovation with careful attitude to her employees and customers. She spends much time in order to ensure the quality of the goods produced by the company. She also believes that only constant learning and self-improvement can help to reach success. At the same time, Indra pays much attention to stability and consistency. As she describes it in one of the interviews: “Consistency. Remaining steady, reliable, and determined allows for credibility and a baseline to measure your successes and failures” (Bhasin, 2011}.

At the same time, Indra is a very charismatic leader, and her leadership style can be partially called trait leadership, since a lot of her authority is based on her personal charisma. Same like Howard Schultz, Indra Nooyi shows certain characteristics of the trait leadership.

 She provides personal information to public. This has a positive effect on employees and customers. They feel that Nooyi is a real person, who shares their worries and problems.

References

Bhasin,  Kim (August 2011)  Here’s The Philosophy PepsiCo CEO Indra Nooyi Uses To Lead Her Cohorts, Business Insider.

 Lebowitz, Shana (March 2016). 2 brilliant management strategies Howard Schultz used to build the Starbucks coffee empire, Bussiness Insider. Accessed November 21, 2016 , http://www.businessinsider.com/management-strategies-of-starbucks-ceo-howard-schultz-2016-3>

 Pollitt, D. (2014). Starbucks puts a degree on the menu for 135,000 employees [Electronic version]. Human Resource Management International Digest, 22(6), 21-23. doi:10.1108/HRMID-08-2014-0117

Stahl , Ashley (December 2015).    What Mark Zuckerberg’s Leadership Means For Millennials. The Little Black Book of Billionaire Secrets. The Forbes. Accessed December 21, 2016 http://www.forbes.com/sites/ashleystahl/2015/12/09/what-mark-zuckerbergs-leadership-means-for-millennials/#feabb72496db.

Shah, Priya Florence (March 2015). 7 Qualities That Make Mark Zuckerberg An Ace CEO, LInkedin. Accessed November 21, 2016. <https://www.linkedin.com/pulse/7-qualities-make-mark-zuckerberg-ace-ceo-priya-florence-shah>.

Schultz, H., & Gordon, J. (2011).Onward: How starbucks fought for its life without losing its soul. Emmaus, Pa.: Rodale.

Useem, Michael (Nov 2008). America’s Best Leaders: Indra Nooyi, PepsiCo CEO. US News. Accessed November 20. http://www.usnews.com/news/best-leaders/articles/2008/11/19/americas-best-leaders-indra-nooyi-pepsico-ceo

The terms offer and acceptance. (2016, May 17). Retrieved from

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"The terms offer and acceptance." freeessays.club, 17 May 2016

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"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

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