Leadership Development: Mark Zuckerberg

This report examines the leadership style of Facebook CEO Mark Zuckerberg, drawing on various media reports. It identifies his style as transformational, highlighting his risk-taking, vision, and determination in building Facebook into a global brand. The report delves into aspects of his leadership, including his approach to change management, fostering a positive corporate culture, building strong employee relations, and structuring the organization. Zuckerberg's leadership is characterized as demanding yet inspiring, fostering innovation and employee satisfaction. The report concludes by emphasizing his accessibility, communication skills, and ability to motivate employees towards continuous growth, making Facebook a desirable workplace.

RUNNING HEAD: LEADERSHIP DEVELOPMENT
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Leadership Development
Mark Zuckerberg
Submitted by:

Mark Zuckerberg 2
Contents
Introduction......................................................................................................................................2
Leadership style...............................................................................................................................3
Mark Zuckerberg.............................................................................................................................3
Facebook Environment....................................................................................................................3
Working for Mark Zuckerberg........................................................................................................4
Change Management.......................................................................................................................5
Corporate Culture............................................................................................................................7
Organizational Structure..................................................................................................................8
Employee relation............................................................................................................................8
Conclusion.......................................................................................................................................9
References........................................................................................................................................9

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Introduction
The report follow examine the leadership style of Facebook CEO Mark Zuckerberg. Information
from different media reports is extracted to uncover information about his leadership style. He is
a transformational leader, and has eventually learned from his mistakes by taking risk. His vision
has helped in creating a big brand name in the market. It is through his determination; he held
the position of Top 10 Ceo in the world.
Leadership style
Transformational leadership style is focused on maintaining a normal workflow of operations.
The leaders are driven by disciplinary power awards and incentives. The Leaders are able to
satisfy himself by doing things on day-to-day basis. He creates a solid performing team with a
motive to grow. These kinds of leaders give an opportunity to grow at a personal and
professional level (Ahamefula, 2014). These leaders act as a motivator who inspires them in
achieving organization vision. A leader classifies the effective steps essential to achieve goals.
His thoughts are troublesome that allow in gaining a continuous result. Confidence, courage and
vigour are the important characteristic in a transformational leader (Bolman and Deal, 2017).
Mark Zuckerberg
He was born in 1984 in White loins of New York. His father was a dentist and mother was a
Psychiatrist. During his sophomore year in Harvard University, he left the place to focus on
Social network. This led to creation of Facebook. He set up the first office in 2004; through

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which Mark turned down offers from giant Multinational. Mark was not driven by the money but
was interested in creating an open flow of information through Social Networking. With the
guidance of Steve Jobs, Mark was able to set up a management team focusing on building a
strong network. Mark is a goal oriented leader with a focus on leading a team to become an
efficient organization. Mark Zuckerberg is the youngest billionaire in the world due to World’s
well-liked website Facebook (Smith, 2013).
Facebook Environment
The headquarter of Facebook is in Menlo Park, California. Mark hols question and answer round
on each Friday taking question from each and every employee. The open forum allows
employee to share their views and perception about the company. Facebook work environment is
friendly and involves individual participation. The employees are given freedom in decision
making. The organization is market by innovative mindset and a healthy platform for ambitious
people. Facebook believes in keeping people happy about themselves. For the reason employees
at Facebook are more content and satisfied due to the easy-going culture. Mark Zuckerberg
stands among the Top 10 positions of world’s CEO (Walter, 2014). People working with him are
satisfied with his way of doing business. Employees feel content and ready to work efficiently
for the company in order to gain competitiveness. For a Multinational organization it is
important t create trust with the employees. This will certainly help the organization in managing
the future contingencies. Facebook is a global organization following a unique way to doing
business. Employees are given freedom to think creative. It is considered as one of the most
suitable organization on the basis of work environment. It is due to Mark’s leadership style that
the organization is able to establish a name within a short tenure. Mark act as a motivator who

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inspires employees in achieving organization vision. He describes the effective steps essential to
attain goal. His ideas are disruptive that allow in gaining a continuous result. It is a dream of
every individual to work under Mark Zuckerberg due to his innovative ideas and understanding.
It is his vision and dedication that helped in gaining an effective market position. This is
important for a business organization in managing desirable position for accommodating
sustainability (Aritzeta, Ayestaran and Swailes, 2005).
Working for Mark Zuckerberg
The process of recruitment at Facebook is based on hiring those who are ready to accept the
challenges. The employees certainly fit into the organizational design and learn fast due to
intensive training process. Employs are given freedom to choose their projects as per the
convenience. This allows in creating independence and foster courage in decision making.
According to Mark, great people work with courage to manage the organizational goals.
Employs should be hired on his skillet and passion (Samson, 2013).
Mark has grown as a leader in last 5 years and pushed employees to manage the organizational
culture and goals. He has started pushing employees to accept the challenges and to work
accordingly. He is more focused and goal oriented looking out for constant market opportunity.
By the time, Mark has become more competitive and focuses on gaining long term sustainable
goals. Facebook follow the mindset of Mark Zuckerberg and allow in managing sustainable
objectives. Employees are more easily going and feel confident frothier job. It is the organization
consistent transformational approach that helps in managing effectiveness. The organization is
able to motivate employees in a positive way by securing willingness to accept challenges. The
organizational structure and a clear leadership style act as a mode to gain a regular insight. In

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order to work for Mark, it is relevant to manage the organizational objectives and to deliver
sustainable results (Bolman and Deal, 2017).
Change Management
The changes in the company are incorporated efficiently due to a systematic process. Changes in
the organization are implemented through a proper way. To create a clear vision, Mark take
assistance of the mentors who eventually provides a clear vision for the company. Zuckerberg
leadership style is fearless, tireless, and challenging. The results of his leadership, interpreted
him as an unthinkable talent within the employees. The leadership style is considered
demanding, belligerent, and hopeful to employees. Facebook focus on the culture fostering
healthy relationship with employees. Multinational organizations across the world are ready to
use similar organizational culture in order to manage efficiency. It is through their continuous
motivation and dedication that the organization is able to manage objectives to be more effective.
The organization is market by innovative mindset and a healthy platform for ambitious people.
Facebook believes in keeping people happy about themselves. It is important for an organization
to focus on healthy relationship with the employees. Facebook fosters healthy relationship with
the employees in order to retain them for a longer time-period. As a transformational leader, his
continuous instinct to work hard and to develop market effectiveness has helped in gaining
effectiveness (Antoniadis, 2017).
Mark Zuckerberg understands his weakness and is forever open to proposition from his
subsidiary, conceding them with prospect. This action has led to debates for not providing
approval vociferously to his people. He is focused on structuring the right kind of relationships
with the employs (Nahavandi, 2016).

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Zuckerberg is a democratic leader, focusing on compassion to his people and on group
relationships. The employees are extremely confident to share personality thoughts and
proposals. This leadership style is well-suited to the organization making them competent in
different expertise (Gerbaudo, 2017).
Zuckerberg is seen as a democratic leader as his leadership style endorses better job satisfaction
and higher productivity. His Focus is to create more open and connected environment by giving
people the power to share (Brown and Treviño, 2006). He found a 3-pillar strategy, which
involves building the best and most ubiquitous mobile product; constructing a platform to create
a new app and to enable people to share (Daft, 2014). Facebook is considered as one of the
valuable place in the world for considering thought and value. Zuckerberg also employs his 5P’s
elements of success, which are:
Passion – as successful leaders, Mark is always dedicated and keeps the force fully charged all
the time.
Purpose –He finds reason and has a significant association to generate a great product.
People – The Company has managed to make a well-built and influential team to achieve the
visions and goals.
Product – The product does not only make a normal product, but also focus on innovative
products.
Partnerships – In order to gain a significant market position, Facebook has adopted a
sustainable market plan focusing on customers demand; they have make strong and powerful
partnerships (Namin-Hedayati, 2014).

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Corporate Culture
Under his guidance the company came out with flying colors. He fosters a strong corporate
culture that includes policies like play, aggressive and process. The corporate culture has been
critical for the organization in gaining competitiveness. The hierarchy of the organization is flat
that allows every individual to participate in the decision making. Every person can keep his
vision regarding the organizational growth(Bass and Riggio,2006). This helps in managing the
organizational task in a well effective way. The organization culture attracts people across the
world. The sense of openness allows the people working at Facebook to be more innovative and
well-organized. The company organizational structure is against hierarchy system that fosters the
employees working at a lower level to interact with the one working at top-notch level
(Northouse, 2013).
Organizational Structure
Zuckerberg is at the top position giving all commands. He enjoy three most authority and power
to formulate organizational goals. The structure Of Facebook is an illustration of narrow span of
control. There are lesser managers who are answerable to the manager for the work. There is a
flat organizational structure with fewer levels of employees foster with narrow spans of control.
In This way they have removed hierarchy at Facebook is able to improve its business by
reducing costs, improving communication speed and developing a more supple work condition
(Barak, 2013). Facebook work environment is friendly and involves individual participation. The
employees are given freedom in decision making. The organization is market by innovative
mindset and a healthy platform for ambitious people. Facebook believes in keeping people happy
about themselves (Rasing, 2011).

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Employee relation
The organization is focused in building strong relation with the employees. The employees are
motivated by giving benefits that help in balancing the work and personal life balance. They are
giving lucrative perks that help in retaining employees on a long run. The employees are
provided with better facilities to create a healthy work environment. The employees are
motivated in a positive way hence creating a sustainable environment. The company is
outperforming due to a team of dedicated employees. This has helped in motivating the
employees in giving better results on a long run (Fischer, et al 2016).
Conclusion
The transformational leadership style continues to develop an amicable environment. As a leader
he understands and motivates employees to gain continuous growth. He is an entrepreneur,
strategist, philanthropist .Mark believes in developing relationship through effective
communication. He is accessible to the employees making the organization as one of the
innovative place to work. The workers are allowed to put forward an innovative idea in order to
gain a regular insight. . It is a dream of every individual to work under Mark Zuckerberg due to
his innovative ideas and understanding. It is his vision and dedication that helped in gaining an
effective market position.

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References
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Antonakis, J., 2017. The nature of leadership. Sage publications.
Aritzeta, A., Ayestaran, S. and Swailes, S., 2005. Team role preference and conflict management
styles. International Journal of conflict management, 16(2), pp.157-182.
Barak, M.E.M., 2013. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bass, B.M. and Riggio, R.E., 2006. Transformational leadership. Psychology Press.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brown, M.E. and Treviño, L.K., 2006. Ethical leadership: A review and future directions. The
leadership quarterly, 17(6), pp.595-616.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
Fischer, M.D., Dopson, S., Fitzgerald, L., Bennett, C., Ferlie, E., Ledger, J. and McGivern, G.,
2016. Knowledge leadership: mobilizing management research by becoming the knowledge
object. human relations, 69(7), pp.1563-1585.
Gerbaudo, P., 2017. Social media teams as digital vanguards: the question of leadership in the
management of key Facebook and Twitter accounts of Occupy Wall Street, Indignados and UK
Uncut. Information, Communication & Society, 20(2), pp.185-202.

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Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
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