Critical Analysis of Leadership and Management at Google

This report provides a critical analysis of leadership and management within Google, examining the application and effectiveness of various leadership theories. The analysis begins with an introduction outlining the report's purpose and provides a brief overview of Google. It then delves into a comparison of leadership and management approaches, drawing upon theories such as Frederick Taylor's scientific management, Bass's transformational leadership, and Hertzberg's two-factor theory. The report evaluates the practical implications of these theories within Google's organizational structure and culture, followed by an assessment of Google's leadership and management performance, supported by key performance indicators (KPIs). The report also explores situational leadership by Hersey and Blanchard and its impact on Google's performance. The report concludes with a summary of the findings and a discussion of the overall effectiveness of leadership and management practices within the organization.

DEVELOPING
LEADERSHIP AND
MANAGEMENT SKILLS

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION...........................................................................................................................3
Analysis and comparison of leadership and management......................................................3
Organisational leadership and management performance......................................................6
Performance KPIs...................................................................................................................8
Comparison of organisations..................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Appendice......................................................................................................................................11

EXECUTIVE SUMMARY
The file discusses about critical analysis of the leadership and management in organisations. It
does a theoretical framework with its implications and assesses the impact through performance
metrics in an organisation.
INTRODUCTION
The file is about critical analysis of leadership and management in an organisation. Leadership is
the visionary guidance of someone who can inspire the employees and direct them to achieve a
common goal within a team, their role is very elaborated in the sense that they guide the
employees both in personal as well as professional terms. Management is the form of leadership
within an organisation who give directions to a team to achieve the targets set by the team and
deploy people who would be the right fit to achieve the results and get the work done in the
organisation. The critical analysis will consider both good as well as the bad points in the
leadership and management techniques being followed by the organisation. The theoretical
analysis has been provided and the implications on the organisation are provided. Various
theories like scientific management theory of Fredrick and theory of Bass and Burns have been
discussed. The theories suggest how the leadership follows a certain approach which moulds the
working environment as well as the subordinates of the organisation. Various key performance
indicators have been provided of the organisation which show the effects of leadership and
management in the organisation. The organisation taken here is google for studying critical
analysis of the leadership and management. Google is an American MNC that specialises in
Internet related services and products, which includes online advertising, search engine, cloud
computing and other software and hardware.

Analysis and comparison of leadership and management
Leadership and management can be compared with each other using the theories given by
Fredrick Taylor.
The theory focuses on having more of efficient workers. It being also called the classical
management which emphasises efficiency (Willis, Clarke and O'Connor, 2017). The theory
reflects the sayings of Fredrick as employees should be rewarded for increase in productivity but
they should not be scolded for minor mistakes. The principal objective of the management is to
get the maximum prosperity for the employer or the organisation but it should also be containing
the maximum prosperity for every employee. The theory basically breaks down assignments into
subtasks, then delegates responsibilities and workers are trained, performance is monitored and
then work is allocated between the managers and employees. Fredrick Taylor has believed that
the primary function of managers is to plan and train. Taylor has recognised the efficiency can be
improved if there was a reduction in process at places where time taken can be reduced to
achieve results in less time (Hallinger and Kovačević, 2021). The management has to identify the
areas where the process can be made simple. Taylor laid stress on the fact that every individual
should be assessed for skills and deployed the job accordingly. The principles being given by
Taylor are as follows:
a) Each task has to be looked at scientifically to determine the best way to perform the job.
b) Hiring the workers and delegating them tasks according to skills and providing them training
to work at increased rate of efficiency.
c) Worker performance needs to be monitored and instructions to be provided when they require.
d) The work has to be divided between management and labour in a way that management can
do the planning and training part, and workers execute the work efficiently.
Implication of the theory
Google makes use of the theory in a way which follows the scientific way proposed by the
theory. Executives with right talent are hired for google. People who get recruited in the
company are the ones who have the possession of relevant skills or are experienced in the same
type of work. After the hiring is done, the deployment of the workers are done in a way that each
employee gets satisfaction for having received their field of interest and are also provided an
environment where they can freely converse with each other thus company having a
decentralised approach which increases efficiency and quick solution of any grievances (Willis,

Clarke and O'Connor, 2017). The worker performance is monitored by the managers of the
department and employee is also assisted in the form of any training and development they
require. Google is known for efficient team work which can realise the deadlines given in a
specified period of time.
Bass Transformational theory
The theory talks of a leadership style which can be called the transformational leadership in the
way described as effect of leadership style of a leader on subordinates. The leader transforms the
subordinates by the use of following methods:
a) The leader ensures that subordinates are aware of the importance of tasks and awareness is
increased on the same.
b) The leader keeps the priority of the organisation and team in priority and seeks own interest
later. The same thing leader tries to ensure for team members also.
c) The leader initiates the subordinates' needs that are of higher order.
The theory is basically a motivator for subordinates where the leaders motivate subordinates to
become the leaders in future. The leader tries to bring an inclusion of the leadership qualities like
increase in the role and responsibilities of the subordinate. Also, the strengths and the weakness
analysis of the subordinates is done by the leader and the leader trains the subordinates in taking
work accountability by self. The theory can be said as of moral and psychological theory of
approach which connects leadership with employees (Hallinger and Kovačević, 2021).
The Bass theory thus helps predict staff the value of task, inclination of staff towards
organisational goals before interest of own, giving them higher roles and responsibilities which
can help in transformation of staff.
In Google, employees are motivated by the leaders in every way possible. They are always told
of the vision behind each project rather than just accomplishing the deadlines. Leadership and
motivational talks are always provided to employees of how they have to manage the

organisation later on and what skills they need to acquire. Leaders here always recognise the
talent in employees by giving them roles which can further enhance learning of employees.
Speaking of transactional leadership theory, it means that the leadership which focuses on getting
the work done by employees and respect the order and structure of the organisation. They also
frame the rules and regulations in a way that discipline is followed. They expect the employees
to follow suit. However, there is not much scope for creativity and innovation as the employees
have to follow a structured model. The employees have to fulfil the deadlines of the organisation.
Organisational leadership and management performance
The leadership description is given as follows in Bass transformational theory which can be
described as under:
a) Idealized influence: The influence of the leader is in a way that serves as a role model for
followers. The followers always trust and respect the guidance given by leader and they try to
emulate the individual and internalize on the ideals.
In Google, there are experienced leaders whom employees look forward to. They are
seen as ideal people to follow by employees and the employees try to imbibe the qualities of a
leader and emulate the qualities like time management, leading a group, presentation skills
through them to advance in their career (Hallinger and Kovačević, 2021).
b) Intellectual stimulation: The leaders not only challenge the status quo and encourage
creativity among the employees. They motivate employees to come up with new ideas and
develop a sense of innovation in them.
At google, employees are motivated to present their ideas and come up with innovations
whether the concept is big or small. This encourages an environment of work flow where barriers
are not present.
c) Individualized consideration: This is a supportive approach being followed by leaders in
which consideration is given by leaders to their subordinates to have free communication with
them and feel free to discuss ideas as and when they feel it important. It also involves

encouraging the employees in different projects according to their performances and help by
training measures to sharpen the skills.
d) Inspirational Motivation: The leaders here are visionary and want the employees also to
share the same vision and feel the motivation for reaching the goals (Dolph, 2017).
Hertzberg's two factor theory
The theory is also known as dual factor theory which factors out hygiene and motivation theory.
They are independent factors working at the work place. Speaking of the hygiene factors, it can
be said that an employee has expectations of some kind which can be related to the initial period
of the organisation. Hygiene factors include job security, payment structure, clean and secure
working conditions, flexible seating arrangements, employee benefits etc. Once these factors are
fulfilled at the work place, the next are the motivational factors. The motivational factors are
those which the employee requires after spending some time in the organisation. They are
promotional aspects, recognition for work, more importance given in job role and responsibilities
and good and unbiased performance management measures (Dolph, 2017).
At google, the implications of the theory can be seen in a practical way. The hygiene
factors can be seen in place with employee getting compensation best in the industry, employee
benefits like privilege leaves, provident fund ,insurance etc. Employees are free to choose their
seating as and where they feel like. They can also sit in the company garden with their laptops.
They can get the cafeteria facilities available just nearby their working place. The ambience of
the working conditions is such that employee gets motivated seeing the working conditions.
Later on, the motivational factors are also fulfilled which the employee expects as
appreciation for their work. The company promises rewards being given in functions for work
done by the employee, the performance management measures are unbiased and employee
suggestions are taken to improve the current process in performance management. The
employees also do not have to face a hierarchy problem in getting the queries solved as
decentralisation is practised in the company. Timely promotions provided by the company on

performance metrics is also a satisfaction for the employees with they getting an increase in the
job roles and responsibilities (Hur, 2018).
Performance KPIs
The positive effects of leadership on organisational performance can be seen by the profits being
registered by the company which have increased over the years. In year 2019, google had
registered $ 161.85 billion which has increased to $ 181.69 billion in 2020. Google maintains a
market share of 92.41% in March 2021. Google does a formal mid point check in with
employees regarding performance management instead of annual review to let employees know
they are on right track. The employee retention is approximately a median of 1.1 years which is
slightly higher than industry average of technocrats.
Situational leadership by Hersey and Blanchard
The situational leadership is a sophisticated approach which identifies four leadership
approaches:
a) Telling: The leader tells employees about directions and thus has a directive and approach
which is authoritative.
b) Selling: The leader is the decision maker but communicates and persuades employees and
doesn't just simply directs.
c) Participating: The leader gets participated with team members in decision-making. The
leader encourages and is democratic in approach (Thompson and Glasø, 2018).
d) Delegating: The leader deploys the employees as per their capabilities on decision-making
responsibilities although the work is overseen.
In addition to these leadership approaches, there are four levels of maturity for followers:
Level M1: The followers have low commitment as well as low competence.
Level M2: The followers have high commitment but low in competence.
Level M3: The followers have low commitment and confidence but have high competence level.
Level M4: The followers have high competence as well as high commitment and confidence.

Comparison of organisations
The organisation Google can be compared with yahoo who can be considered as one of the
oldest pioneers in search engines. The profits registered by Yahoo was $5.17 billion and google
has registered profits of $181.69 billion. Yahoo registered a market share of 1.53% in 2020 while
google registered a market share of 92.41%. Google has an employee turnover of 1.1 years as
median.
It can be said that while yahoo was the pioneer in search engines although now google
has taken over the same with a more simplified approach. The google has expanded after 2004 to
become the market leader in search engines with capturing a monopoly in the market share and
thus setting the benchmark.
CONCLUSION
It can be said that leadership and management have a slight difference in definitions but a large
difference in the way of approach. Leadership is more of visionary approach where the leader
would like to bestow the vision on employees for the growth of the organisation. The leader is
more like a mentor for the employees, is more participative and supportive not only in
professional but also in personal terms. Management is like more of a formal structure where
managers would like to get the work done by employees within the deadlines. They assign roles
according to capabilities and monitor the same time and again. However, leader would like the
employees to develop more skills which can come handy to them as well as the organisation.
Leader would like employees to self-monitor their work and become managers of their own
work. With theoretical framework, it has been explained that scientific approach to work can
help in more clear delegation of responsibilities, more clear responsibilities to be performed by
management. Transformational leadership and its positive effects on the leadership has been
elaborated. The key performance metrics of the company have been highlighted and the impact
of leadership approach being followed can be seen. The expectations of the employees have been
discussed in Hertzberg's theory and its positive impact on employee performance and behaviour.

The situational leadership theory classified the leaders as well as the followers according to
different criteria. A comparison of organisations on basis of performance metrics has been
provided in the case study.
REFERENCES
Books and Journals
Willis, S., Clarke, S. and O'Connor, E., 2017. Contextualizing leadership: Transformational
leadership and Management‐By‐Exception‐Active in safety‐critical contexts. Journal of
Occupational and Organizational Psychology, 90(3), pp.281-305.
Hallinger, P. and Kovačević, J., 2021. Science mapping the knowledge base in educational
leadership and management: A longitudinal bibliometric analysis, 1960 to
2018. Educational Management Administration & Leadership, 49(1), pp.5-30.
Dolph, D., 2017. Foundations of Leadership—Theories and Strategies for Success. Apply
Today!, p.26.
Thompson, J., Camp, J.R., Trimble, J.E. and Langford, S., 2020. Leadership Styles. The Wiley
Encyclopedia of Personality and Individual Differences: Clinical, Applied, and Cross‐
Cultural Research, pp.499-504.
Hur, Y., 2018. Testing Herzberg’s two-factor theory of motivation in the public sector: is it
applicable to public managers?. Public Organization Review, 18(3), pp.329-343.
Thompson, G. and Glasø, L., 2018. Situational leadership theory: a test from a leader-follower
congruence approach. Leadership & Organization Development Journal.
Wright, E.S., 2017. Dialogic development in the situational leadership style. Performance
Improvement, 56(9), pp.27-31.
Delanoy, N. and Kasztelnik, K., 2020. Business Open Big Data Analytics to Support Innovative
Leadership and Management Decision in Canada. Business Ethics and Leadership, 4(2),
pp.56-74.
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of educational leadership &
management. Sage.
Bush, T., 2018. Research on educational leadership and management: Broadening the base.
Online
https://www.mckinsey.com/search?q=google%20key%20performance%20indicators
https://www.mckinsey.com/search?q=Yahoo%20key%20performance%20indicators

Appendice
Performance Indicator (Google) Year 2020
Employee Turnover 1.1 years
Revenue $181.69 billion
Market Share 92.41%
Ozsoy, E., 2019. An empirical test of Herzberg's two-factor motivation theory. Маркетинг і
менеджмент інновацій, (1), pp.11-20.