I think Mark Zuckerberg uses a combination of task-oriented and people-oriented behavioral leadership styles. He demonstrates a top-notch task-oriented style because I think it is the best fit for his top-level management-type position. He has goals or targets involving revenue, customer retention, growth and expenditure to name a few. He understands the needs to achieve the goals or company targets and how to connect his team together to achieve ‘their’ goals as a company. No doubt, a task-oriented management style is important especially in a leadership role.
This is critical for success because he is involved directly with the success (or failure) of Facebook. He intertwines a people-oriented management style in order to energize his employees because it aligns with his passion: connecting people and making them feel appreciated for the work that they do. One of the biggest benefits of people-oriented management is that the focus on employee relationships makes employees feel that they make a difference in the company. I mean Zuckerberg works in a glass office; he leads by example. And better, more effective efforts come from people who believe that they are a part of a company’s success.
Working alongside your boss, every day, wearing flip flops sends the message that it is the work that matters, not the type of suit you wear. While being a people-oriented leader is clear, Zuckerberg too continues to demonstrate his seamless ability to hold strong and delicately balance when and how to achieve the company targets while keeping his family, I mean team, in mind.
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I believe Zuckerberg is a perfect example of path-goal theory. Path-goal leaders as we know, need to adapt their style to one that allows their subordinates to achieve a specific goal. This can be done by being directive, supportive, participated, and achievement oriented. Zuckerberg fits all criteria. Throughout the growth and development of Facebook he has changed his style to continuously achieve their overall goal. To start he began the company as a directive leader; providing guidance and instilling the psychological structure that the company needed in order to have constant expansion.
It is hard to convey an idea to another, especially if it is one that could change the way society operated. Once Zuckerberg set the foundation of psychological structure, he could sit back and play a more supportive role. Being supportive allows for the vision of Facebook to take hold. Currently though Zuckerberg is the best demonstrator of a participative style. Facebook is self-sustaining and continues to evolve and adapt to meet both the needs of the company and the world.
Mark Zuckerberg illustrates the transformational leadership style in action. He is described as encouraging and aggressive. A person who always demands constant innovation and growth, he loves debates and challenges. Mark Zuckerberg illustrates the transformational leadership style in action. He is described as encouraging and aggressive. A person who always demands constant innovation and growth, he loves debates and challenges. He uses all 3 styles of leadership (autocratic, democratic, and laissez-faire). He commands his employees to do their assigned work but also constantly asks for feedback from everybody. He believes in his employees and treats them equally.
He uses all 3 styles of leadership (autocratic, democratic, and laissez-faire). He commands his employees to do their assigned work but also constantly asks for feedback from everybody. He believes in his employees and treats them equally. He throws out the old traditional hierarchies rather than slotting people into roles based on age and experience, his employee’s ideas are valued in clear and obvious ways.
Part of doing away with hierarchies is breaking down the barriers between executives and other employees. Zuckerberg’s office has glass walls for goodness sakes. He single-handedly took an idea and using his own skills and savvy he turned it into an empire. He changed the way we stay connected with each other. He has a clear vision: His life’s ambition is to create a more open and connected world and his commitment to that goal is unwavering.
Whether or not his employees agree with his decisions, Zuckerberg has the courage to act and the intelligence to back up his decisions and he shows respect for his employees by measuring the quality of their work, not by nitpicking the way they dress or decorate their desks. Flip flops and hoodies are valued over a tie and suit. He creates a positive work environment with many perks which naturally keep people motivated and goal-oriented all while continually communicating with one another which builds trust and encourages collaboration and innovation.
Besides, it is hard to bash a boss who reportedly provides free lunches and a relaxed work environment. Being able to de-stress without leaving your workplace is priceless. This empowers his employees who can act in creative ways outside the confines of bureaucracy and tradition that exist at many other larger companies. He is visible and transparent too. Despite his fortune he remains engaged and deeply involved with the vision and operations of Facebook. Zuckerberg commitment to effective and regular communication without the need for micro-managing is admirable.
Despite all these strengths he has weaknesses like any other CEO. One of his weaknesses that he is aware of is that sometimes he doesn’t consult with his board before he makes decisions. This could obviously be deemed as detrimental to some. In my opinion, I feel it can sometimes make the company better. It is the company that he built and at the end of the day it is how he sees it and wants it to grow in the future.
