QHO577 Value Driven Leadership Essay Sample

Examining the Principles of Value-Driven Leadership: An In-Depth Essay

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Introduction Of Value-Driven Leadership

The attainment of success at the individual, team, and organizational levels is contingent upon the presence of effective leadership. Effective leaders have the ability to inspire and motivate their team members towards achieving shared goals, thereby fostering a congenial work environment. According to Sunderman (2023), this fosters innovation, expansion, and financial gain. Google is an example of a business that has adopted a values-driven leadership approach that prioritizes cooperation, empathy, and creativity. During the initial year of assuming leadership roles, individuals may encounter various challenges, including but not limited to building rapport with team members, determining priorities, and effectively assigning tasks to subordinates. To surmount these challenges, leaders require a blend of competencies, mindsets, and convictions that enable them to lead their teams effectively. The acquisition of abilities, characters, and values by emerging leaders can be facilitated through the adoption of Google's values-driven leadership methodology. This approach can also enhance their efficacy in fulfilling their responsibilities.

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This essay aims to examine Google's leadership approach centred on values and the challenges that newly appointed leaders may encounter during their initial year of tenure, as posited by Flynn (2022). The significance of acquainting oneself with team members, soliciting guidance and support, establishing SMART objectives, and effectively delegating responsibilities have all been expounded as crucial strategies for surmounting these challenges. The essay has underscored the significance of continuous education and training in achieving effective leadership. By adopting these methods, newly appointed leaders can enhance their preparedness to excel in their role and make valuable contributions towards the success of their team and organization.

Requirement 1

One of the top technology businesses in the world, Google, is renowned for its unique value-based leadership style (Jain, 2022). The business has been successful in promoting its basic beliefs in all of its workers, which has helped it to grow into a creative and effective business.

Values-Driven Leadership Approach at Google

Google's values-driven leadership strategy is founded on the company's guiding principles, which include "focus on the user and all else will follow," "fast is better than slow," "democracy on the web works," "you can make money without doing evil," and "great just isn't good enough." These principles have been implemented into the business' operations, decision-making procedures, employee training programs, and corporate culture.

Relevant leadership theories:

  • Transformational leadership theory – the value-driven leadership strategy used by Google is consistent with the transformational leadership theory, which emphasizes the leader's capacity to inspire and encourage followers to realize their full potential. An organization's vision, its employees' sense of purpose, and their motivation to contribute to the cause are the main concerns of transformational leaders (Riabova, 2023). The management of Google has been effective in motivating its workforce to be innovative, creative, and productive, which has aided in the development of the business. Transformative leaders are those who are able to establish strong relationships with their followers based on trust, openness, and mutual appreciation. The top executive at Google has established a culture where workers feel appreciated, respected, and empowered (Zheng, 2022). Employees are encouraged to communicate their thoughts and opinions, which builds a sense of community and nurtures creativity. The organization values open communication.
  • Servant leadership theory –another relevant theory that can be utilized to access Google's value-driven leadership style is the servant leadership style (Saputra, 2022). This approach places a strong emphasis on the ability of the leader to serve their followers rather than be served by them. Instead of concentrating on their own needs or desires, servant leaders put their follower's needs first and seek to meet them. The top executive at Google has established a culture where workers are supported in their personal and professional development, and their needs are prioritized. To support employees in improving their abilities and advancing their careers, the organization provides a variety of training and development programs (Megawaty, 2022). The business provides a variety of advantages to its workers, including complimentary meals, and fitness centres, which shows the company's commitment to meeting the needs of its employees.

Skills and behaviours of effective value-driven leaders:

To effectively promote their fundamental beliefs and foster an environment where these values are supported, effective values-driven leaders display a variety of abilities and behaviours. These abilities and actions include:

  • Leading by example - Values-driven leaders who are effective lead by example and live out the principles they support. The executives of Google set an example by putting the needs of their customers first, being creative and imaginative, and encouraging an open and transparent culture.
  • Encouraging open communication - Effective, values-driven leaders promote open communication among their workforce (Cardona, 2022). The top executives at Google encourage an atmosphere where input is received and encouraged, and they desire employees to express their thoughts and opinions.
  • Empowering employees - By allowing their staff the freedom to make their judgments and take responsibility for their work, effective, values-driven leaders empower their teams. Employees at Google are encouraged to be original and creative, and the company gives them the tools and support they need to succeed.
  • Being adaptable and flexible - Values-driven leaders that are successful are flexible and adaptive, able to respond to changing situations and modify their plans as necessary. Being flexible and receptive to fresh concepts and methods has helped Google's leaders navigate the continuously changing digital industry.
  • Demonstrating ethical behaviour- Effective, values-driven leaders uphold the company's basic values and act ethically on all sides of their work. The executives of Google have been effective in fostering a culture of ethics and integrity, which has contributed to the development of trust with stakeholders and customers.

Requirement 2

Value-driven leaders are crucial to the growth, management, and success of their teams, effective people management practices that are in line with their core values and corporate culture must be used to accomplish this (Schrijver, et.al, 2022). To grow, manage, and lead their teams, value-driven leaders in Google should use three people management strategies, which are given in detail and defend in this response.

Three people management activities

  • Encouraging team collaboration- In a remote or hybrid work setting, team collaboration is crucial to efficient people management. By building an open and inclusive culture where everyone feels comfortable sharing their ideas and working together towards common goals, leaders should promote collaboration within their teams (Monaghan, et.al, 2023). The collaboration workspaces that Google has developed allow for all-in-one collaboration among staff members, even when they are not physically present. Leaders can use collaboration tools like virtual whiteboards, video conferencing, and online chat platforms to promote team cooperation in a remote or hybrid work environment.
  • Continuous feedback and coaching –value driven leaders should use continuous feedback and coaching as part of their people management strategy and improve their employees. It helps in creating a culture of openness, cooperation, and trust. It also gives people the chance to grow their abilities and accomplish their goals, regular feedback and coaching sessions help leaders understand the team's strengths, limitations, and potential development areas (Munive, 2023). The “G2G” programme, used by Google, is a peer-to-peer coaching programme where staff members give feedback to one another. This programme promotes a culture of continuous coaching and feedback. Regular virtual meetings, video conferencing, and instant messaging applications can be utilized to give continuous feedback and coaching in a remote or hybrid work environment.
  • Empowering employees- another crucial people management strategy that values-driven executives should use to guide and manage their teams is employee empowerment. Giving employees the knowledge, abilities, and support they require to take initiative and own their work is empowerment. Giving employees the freedom to work independently while remaining part of a larger team is crucial (Kouzes, 2023). Given the flexibility to pursue their passion projects, Google's employees are empowered in a special way that has encouraged innovation and creativity. Leaders may empower their staff in a remote or hybrid workplace by giving them the tools and resources they need to operate effectively, as well as providing them with clear direction and support.

Values-driven executives should use effective people management techniques including continuous coaching and feedback, promoting teamwork, and enabling staff to build, manage, and lead their teams successfully. In a remote or hybrid work setting, where communication and collaboration might be difficult, these activities are crucial. The culture of trust, cooperation, and empowerment that these exercises help leaders create will enable their employees to accomplish their objectives and contribute to the success of the company (Brissaud, 2022). By successfully implementing these practices, Google has been able to foster a supportive and productive workplace. These actions are crucial in establishing a supportive, encouraging, and happy work atmosphere where people feel appreciated and empowered. Even in a remote or hybrid work environment, Google has been effective in implementing these practices, which has helped the company in developing a culture of tolerance, innovation, and trust.

Requirement 3

It is predicted that the people management activities that were discussed before will result in success at Google for both individuals and teams, as well as for Google as an entire organization. Employees who are provided with ongoing coaching and feedback have a better chance of improving their performance, which is essential for individual achievement (Schermuly, 2022). Managers that provide their employees with consistent coaching and feedback have the ability to help their employees realize their full potential and contribute to the culture of continuing learning and growth that Google encourages. At Google, fostering a sense of belonging is critical to the success of a team, which is why encouraging cooperative behaviour inside the team is so important. By encouraging collaboration among its employees, Google can tap on the vast knowledge and experience of its workers to tackle difficult problems and spur outgrowth innovation.

Approaches are expected to lead to individual

Empowering employees is essential to the success of an organization because it inspires individuals to accept responsibility for the tasks they perform and to make important contributions to the firm's objectives. By allowing its employees the autonomy to pursue their own interests, Google can help cultivate a culture that values innovation and trust, one in which individuals are inspired to take risks and think in novel ways.

When working remotely or in a hybrid context, these activities related to managing people become considerably more vital. It's possible that Google's emphasis on continuing coaching and feedback, promoting teamwork, and empowering employees is at least partially responsible for the company's success with remote work. Google is able to maintain its high standards of individual, team, and organizational success even in a remote or hybrid work environment because the company provides its employees with the tools and resources they require to work efficiently from home. Executives at Google who are driven by their values engage in people management methods that are successful and that encourage success for individuals, teams, and organizations. These programs establish a supportive environment at work, one in which employees feel valued, empowered, and encouraged, which in turn enhances output, creativity, and teamwork. As Google continues to grow and alter its working environment, it will be critical for the company to place a strong emphasis on operations related to people management.

Requirement 4

Regardless of my own preferences and areas of strength, I anticipate that the first year of my new role as a leader will be fraught with a number of big challenges. I predict that it will be difficult to manage my relationships with the other members of my team, particularly those who have more experience than I do or who have been with the organization for a longer period of time than I have (Askari, 2022). A diverse range of experiences, points of view, and methods to problem-solving are present in the workforce, which presents another possible barrier. I believe that developing relationships with my coworkers that are founded on trust and respect, as well as getting to know them on a personal level, will significantly improve my readiness to perform effectively in my role. I will get a more in-depth understanding of their points of view by fostering open and honest conversation and listening attentively, and I will work toward making the workplace a more upbeat and welcoming environment for everyone.

Another difficulty I foresee as a new leader is establishing priorities and setting goals for my team (Stanley, 2022). Given that I may be unfamiliar with the company's aims and the responsibilities placed on me and my team, it is crucial that I set aside time to learn about these things. By working with my team, we can set goals for ourselves and the group that are in line with the company's overall vision.

The third difficulty I anticipate is in the area of delegating duties and responsibilities. There's a temptation, as a new leader, to take on all the responsibilities myself, but doing so would be exhausting and would prevent my team from developing their full potential. I will practice delegating more effectively to better prepare myself for this role. My team members' strengths and areas for improvement help me allocate tasks that best utilize their skillsets. Tasks will be accomplished on schedule and to standard if the leader provides clear instructions, backs them up, and checks in regularly. I can monitor the status of tasks more effectively if I check in on them regularly. By distributing tasks and responsibilities fairly, I can inspire my team to take initiative and improve the team's performance. This method will help create an environment where team members feel appreciated and driven to do their best work.

I understand the significance of fostering a positive and fruitful workplace culture in light of the values-driven leadership style employed by innovative companies like Google. By making personal development a top priority, I will be better prepared to meet the difficulties of my role. By immersing myself in the principles of values-driven leadership, I intend to grow as a leader and help foster an environment where everyone can thrive professionally and personally.

Conclusion

The essay concludes that effective leadership involves a combination of abilities, attitudes, and beliefs that enable leaders to inspire and encourage their teams to succeed as a whole. With a focus on empathy, cooperation, and innovation, Google's values-driven leadership strategy offers a helpful foundation for developing these abilities and characters. To succeed in first year of leadership, new leaders must overcome several obstacles, including establishing relationships with team members, establishing goals and priorities, and efficiently delegating duties. Getting to know team members, receiving advice and support from peers and mentors, defining SMART goals, and allocating duties based on team members' skills and interests are important ways for overcoming these difficulties. Continuous learning and growth are also necessary for good leadership since new leaders must keep well-informed of business trends and best practices to effectively manage their teams.

In conclusion, effective leadership is a journey of continuous learning and development. New leaders can improve their readiness to succeed in their position by adopting Google's values-driven leadership approach and putting special emphasis on developing strong relationships with team members, setting goals and priorities, and delegating tasks effectively.

References

  • Askari, S., Kessler, D., Smyth, P. and Finlayson, M., 2022. Evaluating occupational performance coaching to support fatigue management for people with multiple sclerosis: A feasibility study.Clinical Rehabilitation,36(9), pp.1244-1256.
  • Brissaud, D., Sakao, T., Riel, A. and Erkoyuncu, J.A., 2022. Designing value-driven solutions: The evolution of industrial product-service systems.CIRP annals,71(2), pp.553-575.
  • Cardona, P. and Rey, C., 2022.Management by Missions: Connecting People to Strategy through Purpose(p. 156). Springer Nature.
  • Flynn, G. ed., 2022.Leadership and business ethics(Vol. 60). Springer Nature.
  • Jain, P., 2022. Spiritual leadership and innovative work behavior: the mediated relationship of interpersonal trust and knowledge sharing in the hospitality sector of India.Leadership & Organization Development Journal, (ahead-of-print).
  • Kouzes, J.M. and Posner, B.Z., 2023.The leadership challenge: How to make extraordinary things happen in organizations. John Wiley & Sons.
  • Megawaty, M., Hamdat, A. and Aida, N., 2022. Examining linkage leadership style, employee commitment, work motivation, and work climate on satisfaction and performance.Golden Ratio of Human Resource Management,2(1), pp.01-14.
  • Monaghan, J., Brady, S.M., Haswell, E.S., Roy, S., Schwessinger, B. and McFarlane, H.E., 2023. Running a research group in the next generation: combining sustainable and reproducible research with values-driven leadership.Journal of Experimental Botany,74(1), pp.1-6.
  • Munive, A., Donville, J. and Darmstadt, G.L., 2023. Public leadership for gender equality: A framework and capacity development approach for gender transformative policy change.Eclinicalmedicine,56, p.101798.
  • Riabova, A. and Pogodin, S., 2023. Universities, Cultural Diversity and Global Ethics: Opportunities for Moral Leadership. InProceedings of Topical Issues in International Political Geography(pp. 323-332). Cham: Springer International Publishing.
  • Saputra, F. and Mahaputra, M.R., 2022. Effect of job satisfaction, employee loyalty and employee commitment on leadership style (human resource literature study).Dinasti International Journal of Management Science,3(4), pp.762-772.
  • Schermuly, C.C., Creon, L., Gerlach, P., Graßmann, C. and Koch, J., 2022. Leadership styles and psychological empowerment: A meta-analysis.Journal of Leadership & Organizational Studies,29(1), pp.73-95.
  • Schrijver, J., Lenferink, A., Brusse-Keizer, M., Zwerink, M., van der Valk, P.D., van der Palen, J. and Effing, T.W., 2022. Self?management for people with chronic obstructive pulmonary disease.Cochrane Database of Systematic Reviews, (1).
  • Stanley, D., 2022. Leadership theories and styles.Clinical Leadership in Nursing and Healthcare, pp.31-60.
  • Sunderman, H.M. and Hastings, L.J., 2023. Theory-driven approach to developing socially responsible leadership in emerging adults: Commitment.
  • Zheng, Y., Epitropaki, O., Graham, L. and Caveney, N., 2022. Ethical leadership and ethical voice: The mediating mechanisms of value internalization and integrity identity.Journal of Management,48(4), pp.973-1002.
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