SAMPLE ASSIGNMENT ONLY

ELECTRONIC ASSIGNMENT COVERSHEET

Course/Unit Information
Qualification Pearson BTEC Level 5 Higher National Diploma in Business
Unit No and Name Unit 4 Leadership and Management
Unit Code L/618/5036
Validity Date June 2023 to December 2023
Batch Onsite Batch

Instructor Information
Name
Email ID
Contact Number

Assignment Information
Schedule Code
Full/ Part Assignment Full Assignment
Date Assignment Issued 06/11/2022
Date Assignment Due 06/12/2022

Student Information
(To be filled by the student prior submitting the assignment)
Name
Student ID
Email ID
Date of Submission December 6, 2022

Your assignment should meet the following requirements.

Please confirm this by ticking  the boxes before submitting your assignment
The first page is completely labeled with my name, instructor name and assignment
 information.
 I have completed and ticked the declaration page.
The contents of my assignment have been submitted to Turnitin and I have
 downloaded the report.
 I have strictly followed Harvard Referencing Style and Citations.
 SAMPLE ASSIGNMENT ONLY
Student Declaration

I, Mr. John Doe hereby confirm that this assignment is my own work and not copied or
plagiarized. It has not previously been submitted as part of any assessment for this
qualification. All the sources, from which information has been obtained for this
assignment, have been referenced as per Harvard Referencing format. I further confirm
that I have read and understood the Demont IMT rules and regulations about plagiarism
and copying and agree to be bound by them.

Students Signature : John Doe

Student Name : Mr. John Doe

Date :

Turn it in :
The full Turn it in report in PDF Format must be uploaded on the LMS along with
the Assignment Brief.
 SAMPLE ASSIGNMENT ONLY
Achievement Feedback Summary

Assessor’s Name Ms. Nadeesha Dilrukshi

Grades
Pass Merit Distinction
Awarded
LO1 Examine leadership and management theories and principles, and their impact on the effectiveness of
an organization.

P1 Achieved/
P1 Discuss different
Not Achieved
theories of leadership in
relation to the management
P2 Achieved/
activities in different M1 Analyse the impact of the
Not Achieved
organisations. application of leadership and
management theories on the
M1Achieved/
P2 Explore different effectiveness of a large
Not Achieved
theories of management in organisation.
relation to the management
D1Achieved/
and leadership activities in
Not Achieved
different organisations.
LO1 and LO2
LO2 Review the influence of different leadership and
management styles on the culture of organisations D1 Critically evaluate the impact
of different approaches to
leadership and management. P3 Achieved/
P3 Assess different Not Achieved
leadership and management M2 Compare the impact of
styles and their application leadership and management P4 Achieved/
in a range of business styles on decision making in Not Achieved
situations in different different organisations.
organisations. M2 Achieved/
M3 Evaluate the importance Not Achieved
P4 Examine the factors that of organisational culture on
influence the development the performance of different M3 Achieved/
of the culture in organisations. Not Achieved
organisations.

LO3 Develop a motivational strategy to optimize organisational performance.

 P5 Achieved/
Not Achieved
P5 Produce a motivational M4 Produce a detailed
D2 Produce a comprehensive
strategy for an organisation motivational strategy for an M4 Achieved/
motivational strategy that
that supports optimal organisation that addresses Not Achieved
effectively addresses all
achievement of intrinsic and extrinsic
variables of motivation to
organisational objectives. motivation. D2 Achieved/
enhance organizational
Not Achieved
performance.

LO4 Apply leadership and management approaches to managing performance to ensure continuous
improvement.

P6 Achieved/
Not Achieved
P6 Apply to a range of
M5 Assess how leadership
business situations, D3 Make recommendations to
and management M5 Achieved/
appropriate leadership and improve performance
approaches for managing Not Achieved
management approaches for management that will ensure
performance supports
managing performance and continuous improvement.
continuous improvement. D3 Achieved/
continuous improvement.
Not Achieved

[To Achieve a PASS, all P grade

descriptors should be achieved; To Date:
PASS/MERIT/
achieve a MERIT, all P and M grade
DISTINCTION/
Overall Result/Grade descriptors should be achieved; To
REDO
achieve a DISTINCTION, all P, M
and D grade descriptors should be
achieved.]

Summative Feedback:

Overall Feedback on current

work with emphasis on how
the student can improve and
achieve higher grades in
future.
 SAMPLE ASSIGNMENT ONLY

GENERAL GUIDELINES
(Please read the instructions carefully)

1. Complete the title page with all necessary student details and ensure that the signature of
the student is marked in the declaration form.
2. All assignments must be submitted as an electronic document in MS Word to the LMS
(Use 12 Times New Roman script).
3. All assignments must be submitted with an accompanying Turnitin report.
4. Assignments that are not submitted to the LMS by the prescribed deadline will be accepted
ONLY under the REDO and RESIT submission policy of Demont.
5. The results are declared only if the student has met the mandatory attendance requirement
of 75% and/or a minimum of 50% under extenuating circumstances approved and ratified
by the Academic Director. The student has to repeat the module (with additional fees
applicable) if the attendance is below 50%.
6. The assignment should not contain any contents including references cited from
websites like www.ukessays.com, www.studymode.com, www.slideshare.net,
www.scribd.com.
7. Students can refer to Wikipedia as a source of information, but the references cited
in Wikipedia must be mentioned.
8. Submit the assignment in a MS Word document with the file name being:
First Name Last Name_ abbreviation of the subject.
Example: John Smith_LM

Quick reference Checklist for the Faculty/Instructor to accept/reject the assignment

before evaluation:

 Adherence to the deadline of submission date.

 Original file, cover sheet and format retained.
 Student information and signature intact.

 Font style and size used as instructed.

 Harvard Referencing Style is strictly followed.

Assignment title Lead and Manage Effectively

Examine leadership and management theories and principles, and their impact on the
LO 01
effectiveness of an organisation

Review the influence of different leadership and management styles on the culture of
LO 02
organisations

LO 03 Develop a motivational strategy to optimise organisational performance

Apply leadership and management approaches to managing performance to ensure continuous

LO 04
improvement.

Vocational Scenario

You are working as a newly appointed, trainee graduate executive for a company of your choice. As a new
employee, you are to complete onboarding training to help you understand leadership and management in
action. As part of this onboarding process, you have been asked to undertake a case study report focusing on
a large organization of your choice. Critically evaluate leadership and management theories, and their impact
on decision-making in the chosen organization, and the factors that influence its culture. The research of
additional business examples should be used to assist in your analysis and evaluation.
*Select a company at the country of your residence.

Assessment Activity and Guidance

1. Explore and discuss different theories of Leadership and Management in relation to the management and
leadership activities in different organizations. Critically Analyse and evaluate the impact of the application
of these theories and approaches on the effectiveness of a large organization.

2. Compare & Assess the impact of different leadership and management styles and their application in a
range of different business situations and decision-making in different organizations comparing your former
selected organization with that of a competing organization example or any other organizational example in
a different industry.

3. Examine the factors that influence the development of the culture in organizations to evaluate the
importance of organizational culture (the role of leaders and managers) on the performance of both
organizations compared above.

4. Produce a comprehensive motivational strategy supported with appropriate literature that effectively
addresses all variables of motivation (intrinsic and extrinsic alongside social, cultural, and organizational
variables) that supports the optimal achievement of organizational objectives thereby enhancing the
organizational performance of the selected large organization.
5. Assess and Apply how appropriate leadership and management approaches helps in managing
performance in the context of your selected large organization that supports continuous improvement. Make
suitable research-backed recommendations to improve performance and ensure continuous development.

Submission Format

You are required to make use of headings, paragraphs, and subsections as appropriate, and all work must be
supported with research and referenced using the Harvard referencing system. You will need to provide a
bibliography using the Harvard referencing system. Inaccurate use of referencing may lead to issues of
plagiarism if not applied correctly. The recommended word limit is 5000–6,500 words, although you will not
be penalized for exceeding the total word limit.

Recommended Resources:

Textbooks

• ADAIR, J. (2019). Develop Your Leadership Skills: Fast, Effective Ways to Become a Leader People
Want to Follow. Kogan Page.
• KELLY, P. and COLE, G. (2020) Management: Theory and Practice. 9th Ed. Cengage.
• MULLINS, L. J. (2019) Organisational Behaviour in the Workplace 12th Ed. Harlow: Pearson.
 • ORTI, P and MIDDLEMISS, M. (2019). Thinking Remote. Inspiration for Leaders of Distributed
Teams. Virtual Not Distance

Recommended Websites

• Business Training Works Resources (General reference)-www.businesstrainingworks.com

• Management Study Guide Management Functions (General reference)-
www.managementstudyguide.com
• Management Today Leadership News and industry articles (General reference)
www.managementtoday.com
• Mind Tools Leadership (General reference) www.mindtools.com
• TED Talks Business and technology (Video resources) www.tedtalks.com

Web links

• BBC Learning English. The Handy Guide to Management. Available at:

https://www.bbc.co.uk/worldservice/learningenglish/work/handy/handy.shtml
• Businessballs. Likert’s Management Systems. Available at:
https://www.businessballs.com/organisational-culture/likerts-management-systems/
• MindTools. Motivation, Energizing Your People to Achieve Good Things. Available at:
https://www.mindtools.com/pages/article/motivating-your-team.htm
• Motivation theories: Available at: https://businessjargons.com/motivation.html
• Businessballs. Improving Workplace performance: Business Case. Available at:
https://www.businessballs.com/improving-workplace-performance/motivational-case- study-
exercise/

HN Global
• HN Global (2021) Reading Lists. Available at: https://hnglobal.highernationals.com/learning-
zone/reading-lists
• HN Global (2021) Student Resource Library. Available at: https://hnglobal.highernationals.
com/subjects/resource-libraries
• HN Global (2021) Textbooks. Available at: https://hnglobal.highernationals.com/textbooks

Journal article:
• Alma Harris & Michelle Jones (2018) The dark side of leadership and management, School
Leadership & Management, 38:5, 475-477, DOI: 10.1080/13632434.2018.1509276
https://doi.org/10.1080/13632434.2018.
• M. Liphadzi, C.O. Aigbavboa, W.D. Thwala, A Theoretical Perspective on the Difference between
Leadership and Management, Procedia Engineering, Volume 196, 2017, ISSN 1877- 7058,
https://www.sciencedirect.com/science/article/pii/S1877705817331004
• Nafiisa Sobratee; Shamim Bodhanya; Leading in a global context: The balancing act between
leadership and management, JBRMR , Volume 12 Issue 4, 04 Jul 2018
https://doi.org/10.24052/JBRMR/V12IS04/ART-06
• Patrick MacDonald, Stephanie Kelly, Scott Christen, A Path Model of Workplace Solidarity,
Satisfaction, Burnout, and Motivation. First Published April 13, 2014 Research Article
https://doi.org/10.1177/2329488414525467
 • Lara Manganelli, Anaïs Thibault-Landry, Jacques Forest, Self-Determination Theory Can Help You
Generate Performance and Well-Being in the Workplace: A Review of the Literature First Published
March 13, 2018 Research Article https://doi.org/10.1177/1523422318757210

Start your assignment on the next page

SAMPLE ASSIGNMENT ONLY

INTRODUCTION

Summary

As a trainee graduate executive at Kumo, I, Yumna Zeshan Javaid, am

currently undergoing onboarding training to demonstrate leadership
and management in action.
Figure 1 Kumo Ai (Kumo, 2023)

This report focuses on an in-depth examination of Google's leadership and management

processes and their influence on decision-making. It explores different theories and their
practical application within the organization, as well as the factors that shape Google's
corporate culture. The analysis includes comparisons with other companies, highlighting
 various leadership styles and their impact on performance. Furthermore, the report presents a
motivational plan, evaluates the role of leadership in driving continuous improvement, and
provides research-based recommendations for enhancing performance and facilitating
ongoing development.

Company Introduction

Google LLC, founded by Sergey Brin and Larry Page in 1998, is a subsidiary of Alphabet
Inc. Google, led by CEO Sundar Pichai, dominates worldwide online search queries,
providing a wide range of internet services and goods. Google has become one of the most
significant corporations in the world, thanks to its search engine and advertising income (Hall
& Hosch, 2023).

Google, a renowned technological corporation, has initiatives to organize

and make available global access to information. Its search engine allows
visitors to locate a variety of web information. Google serves a wide
range of requirements, including work, organization, communication, and
company growth, through its large spectrum of goods and services.
Leveraging artificial intelligence (AI), Google continually enhances its
offerings, pushing boundaries and delivering valuable solutions (Google,
2023).

Google's success stems from its iterative product development, robust

Figure 2 LOGO search engine algorithms, and effective monetization through Google
(Google, 2023) AdWords. It has also launched popular services like YouTube, Google
Maps, Google Apps, and Google Cloud (Beattie, 2023).

TASK 1

o Explore and discuss different theories of Leadership and Management in

relation to the management and leadership activities in different
organizations. Critically Analyse and evaluate the impact of the application of
these theories and approaches on the effectiveness of a large organization.

Leadership and Management

Leadership is the act of directing and motivating groups of people towards shared goals. It is
not limited to formal positions of power and can be exhibited by anyone. Effective leadership
involves building trust and collaboration through activities like communication and active
listening. It is a skill that can be learned and developed, rooted in an individual's mindset and
values. By focusing on behaviors and being self-aware, we can cultivate genuine and
influential leadership (Mickinsey, 2022). Leadership is not defined by seniority, titles, or
personal traits. It involves leveraging social influence to engage people and optimizing their
efforts toward a shared objective. The emphasis is on employee empowerment and
involvement, which extends beyond management (Kruse, 2013).
 Business leadership encompasses the ability of a company's management to establish
ambitious goals, make bold choices, surpass the competition, and motivate people to realize
their full potential. It encompasses intangible qualities that can be challenging to measure but
have a substantial influence on a company's culture and overall performance (Twin, 2022).

Leadership and management are intertwined yet have distinct objectives. Management
concentrates on activities and procedures to ensure efficiency and goal attainment.
Leadership inspires and motivates people by directing them toward a long-term vision. While
managers have formal authority, leadership may manifest itself at any level. Leaders put
people first and encourage cooperation while managers focus on managing the business. Both
are critical to the success of a company.

Different Leadership Approaches

A leader's management and direction of their team are characterized by their leadership style.
Personality, morals, and talents all have an impact on it. Depending on the circumstance,
leaders may use a variety of styles. Knowing one's leadership style makes it easier to pinpoint
strengths and opportunities for development (IMD, 2023).

Figure 3 Various
Styles (Usmani, 2022)

Below are summaries of five diverse leadership approaches or styles, accompanied by a brief
overview of their strengths and weaknesses:

TRANSFORMATIONAL STRENGTHS WEAKNESSES

Transformational leadership focuses on i. Transformational leaders I. Lacks operational focus and

redefining group objectives, fostering
dedication, and redesigning mechanisms
to achieve goals. It promotes capacity
development, personal commitment,
and inspires followers by addressing
higher-order needs. This style fosters
trust, respect, self-reflection, and mutual
recognition of accomplishments. (Hay,
2006).
Transformational leaders prioritize
future objectives and create an
environment that embraces change.
They empower their followers to unlock
their full potential and promote personal
growth (IMD, 2022).
analyze, envision, and unite
employees in a common
purpose, motivating them
to engage purposefully.
ii. Inspiring change through
vision.
iii. Promotes Ethical Culture
iv. Morale-boosting through
effective communication.
v. Empowers employees
through autonomy.
details.
II. Risk of demotivation and
burnout.
III. Risk of disruptive change
outcomes.
IV. Continuous Feedback is
Vital.
V. Poor communication
undermines leader's influence
(Harbor, 2023).
 VI. Long-term focus may neglect
(Thompson, 2019) short-term goals (Indeed
Editorial Team, 2022).

Netflix CEO Reed Hastings is a prime example of transformational leadership, having

transformed the streaming market with his original ideas and creative content. Netflix's rapid
expansion, which has seen it exceed Blockbuster and outpace HBO in terms of subscriptions
and Award nominations, is a testament to Hastings' effective management style, which
emphasizes employee autonomy and a driven by results culture (Moran, 2020; Quain, 2018).
Google demonstrates transformational leadership by encouraging its employees to step
outside the box and prompt industry disruption.

TRANSACTIONAL STRENGTHS WEAKNESSES

Transactional leadership encourages and i. Goals are the exclusive I. Lacks motivation for
directs followers by using rewards and objective of teams. innovation and
punishments, emphasizing goal creativity.
attainment, while upholding the status quo. ii. Task-oriented concentration
While successful in basic and urgent II. Goals are generally
situations, it may restrict leaders' and iii. Can boost productivity and short-term.
followers' inventiveness and growth motivation.
potential (Cherry, 2022). III. Reliance on the
iv. Success is easily authority of the leader.
Transactional leadership is concerned with quantifiable (Martins, 2022).
the interactions between leaders and IV. Limited intrinsic
followers in order to attain performance v.Straightforward, rule-based motivation.
goals, sustain the present organizational management style (Brandon
state, and highlight extrinsic incentives. It is Gaille, 2018). V. Punishments and
chastised for its short-term and one-size-fits- reprimands harm
all approach, which ignores contextual morale.
considerations (McCleskey, 2014).

In order to maintain excellent performance and prevent overlooking, Bill Gates, a superb
example of a transactional leader, carefully supervises operations. This has contributed to
Microsoft's innovative success (Louis Carter, 2022). Similarly, Google exemplifies
transactional leadership by establishing clear goals, rewards, performance reviews, and
feedback in order to encourage and improve staff performance.

SITUATIONAL/ CONTINGENCY STRENGTHS WEAKNESSES

Situational leadership is tailoring your i. Enhanced Decision- I. Complexity and Potential for
leadership style to each particular scenario or making. Overwhelm.
job in order to fulfill the demands of the team
or team members. In order to empower staff ii. Effective II. Incompatibility with
members and unleash their potential, Communication repetitive tasks.
situational leadership empowers managers to
adapt to their work settings and the people iii. Situation-Based III. Assessment of employee
they lead. Leadership for Optimal maturity is challenging.
Results
To bring forth the most in their employees IV. Short-term focus overlooks
and manage the changing work environment, iv. Strategic Resource long-term development.
situational leaders demonstrate flexibility, Allocation
active listening, clear guidance, involvement V. Confusion as a result of
encouragement, and coaching abilities (Judy v. Optimizing Growth and repeated approach
Wolf, 2022). Team Success (Salama, adjustments (Indeed
2023). Editorial Team, 2023).

Former US Secretary of State and four-star general Colin Powell stressed the necessity of
situational leadership in managing heterogeneous teams. He tailored his leadership style to
his subordinates' talents and shortcomings, enhancing their chances of success. Powell's
flexibility in high-stakes circumstances demonstrated the need of situational leadership
(Mcguire, 2020). Google values situational leadership, modifying techniques to match the
demands of the team and respond to a changing work environment. This encourages
creativity, cooperation, and progress.

CHARISMATIC STRENGTHS WEAKNESSES

A form of leadership known as

charismatic leadership is characterized
by the leader's admirable character
traits. With the help of charismatic
leadership, which stresses interpersonal
skills and good communication, leaders
may motivate and persuade. It entails
having a distinct vision and the capacity
to influence people and go forward
under trying circumstances (Gayan,
2023).
In order to persuade people, charismatic
leadership especially in times of crisis
combines charm, communication, and
empathy. Charismatic leaders have
great communication skills, empathy,
confidence, and charisma, which they
use to motivate and engage their
followers (Lee, 2020).
i. Inspiration and motivation
to reach full potential.
ii. Increased sense of
teamwork and belonging.
iii. Clear communication of
goals and objectives.
iv. Challenging and engaging
work (Miller, 2022).
v. Emotional appeal and
strong connection.
vi. Boost in productivity and
loyalty (Panchal, 2021).
I. Over-Reliance on Leader
(Chron, 2021).
II. Work burnout and emotional
fatigue.
III. Perceptions of charisma may
vary.
IV. Inattention to details and
practicality.
V. Unrealistic expectations and
risk of manipulation.
VI. Lack of collaboration as of
leader’s strong influence.
 Martin Luther King Jr. is a model of charismatic leadership, inspiring hope and effecting
enduring change via peaceful methods. He gathered people behind a shared goal of peace and
prosperity through his tremendous communication talents. He had a deep and enduring
influence on American culture through his charismatic leadership (Indeed Editorial Team,
2022). Google's culture also values charismatic leadership, with leaders inspiring others via
excellent communication, vision, and enthusiasm, while also encouraging innovation and
cooperation.

EMOTIONAL STRENGTHS WEAKNESSES

Emotional leadership acknowledges and

manages emotions, resulting in an
uplifting work atmosphere. Empathetic
leaders boost positive emotions and use
emotional intelligence to shape attitudes
and actions. They are critical for firms
that want to achieve success via
sensitivity and empathy (Wan, et al.,
2022; Acciona, 2022).
Goleman, Boyatzis, and McKee
identified six "emotional leadership"
styles: Visionary, Coaching, Affiliative,
Democratic, Pacesetting, and
Commanding. Each style has unique
strengths and weaknesses, and the most
effective style depends on the context
(Mind Tools Content Team, 2023).
i. Improved employee
morale and job satisfaction.
ii. Increased productivity and
better performance.
iii. Adaptive leadership style.
iv. Enhanced communication
and conflict resolution.
v.Talent development and
increased motivation
(Exploring Your Mind,
2020).
I. Incompatibility with
repetitive tasks.
II. Impulsive decision-making.
III. Lack of rationality while
making proper decisions.
IV. Possible conflicted work
environment (Kokemuller,
2021).
V. Potential for unethical
behavior.

Nelson Mandela is an example of emotional leadership philosophy. He inspired and

encouraged others in the struggle against South Africa's apartheid because of his empathetic
nature and capacity for emotional connection. Mandela's emphasis on forgiving others and
promoting unity demonstrated the value of emotional intelligence in bringing about social
change and creating shared objectives (Spodek, 2016; Kevin & Freiberg, 2018). Google and
other organizations incorporate emotional leadership theory, which focuses on recognizing
and managing emotions to enhance employee engagement and achieve organizational
success.

Google's Leadership Style

Leadership plays a crucial role in shaping the culture at Google. The leaders shape the
company's culture by prioritizing individual needs, creating a comfortable work environment,
and fostering loyalty and creativity (Tran, 2017). Google's approach to leadership is also
well-known for emphasizing innovation, creativity, and teamwork. Google's leadership style
is known as dispersed leadership, and it is a hybrid of several leadership styles, including
authoritarian, democratic, laissez-faire, and paternalistic leadership (Financhill, 2023).
Through mentoring, empowerment, diversity, and a results-oriented attitude, Google's
leadership values people, supports innovation and creativity, and promotes collaborative
practices. Google's leadership style stresses employee empowerment and creativity by
recruiting outstanding people and enabling creative flexibility (Manimala, et al., 2013).

Sundar Pichai, Google's CEO, has a collaborative, innovative, transparent, and diverse
leadership style. He emphasizes collaboration, creativity, and open communication. Google's
success as a leader in the tech sector is greatly attributed to Pichai's strategy (Kushan, 2022).
He is also well-known for his charm, calm and serene manner, and exceptional
communication abilities (Panchal, 2021).

In general, Google's leadership philosophies have developed through time, fusing aspects of
innovation, cooperation, strategic vision, and financial sagacity to promote an atmosphere of
creativity, superiority, and sustained achievement.

TASK 2

o Compare & assess the impact of different leadership and management styles
and their application in a range of different business situations and decision-
making in different organizations comparing your former selected
organization with that of a competing organization example or any other
organizational example in a different industry.

Microsoft’s Leadership Management Style

Figure 4 Microsoft (Novet, 2020)

Microsoft employs a combination of centralized and decentralized management approaches

to accommodate its size and complexity. This allows the company to utilize both methods of
production effectively. While the corporation is mostly centralized, with authority making
decisions, it has also dispersed various activities to meet its growth and complexity. This
provides for uniform work output and universal performance and advancement requirements,
while still allowing for flexibility and adaptation in specific areas (Cuofano, 2023; Doshi &
Chek, 2017).

Microsoft has further undergone a massive makeover centered on organizational culture,

efficiency, coordination, and unlimited leadership routes under the leadership of Satya
Nadella. Nadella emphasizes the need of establishing a learning-oriented culture and fosters
decision-making that is realistic. Alignment with the overall corporate plan is ensured via
routine meetings and performance evaluations. Furthermore, Microsoft promotes a culture in
which individuals may assume leadership responsibilities regardless of their initial
professional path. Microsoft is well-positioned for future success in the market because of
Nadella's excellent leadership style and dedication to innovation (Dudovskiy, 2019).

At Microsoft, Nadella's transformative leadership style encourages and pushes individuals to

attain their greatest potential. The organization values efficiency, creativity, and a pleasant
working environment. For mutual growth, the culture links business objectives with
employee goals (Le, 2021; Dudovskiy, 2019). The firm develops talent and leaders through a
variety of programs and initiatives such as hackathons and high-risk projects that create a
growth mentality and stimulate learning and innovation (Dweck & Hogan, 2016).
Overall, Microsoft's management and leadership style, guided by Satya Nadella, integrates
diverse approaches and emphasizes a culture of learning, efficiency, and positive leadership.
The company's commitment to results, integrity, and inclusivity fosters productivity,
cooperation, and innovation, driving its continued growth and success.

Google’s Leadership Management Style

Figure 5 Google's Leaders (Hernandez, 2015)

Google's management style, as adopted by CEO Larry Page, is democratic and prioritizes
employee participation in decision-making. Innovating, being creative, and working together
are valued by the firm, which prioritizes the user. Google's management ideas of great
independence have impacted other successful organizations throughout the world.
Furthermore, Google uses a hybrid management technique that includes aspects of both
centralized and decentralized methods. Although there is some centralization in areas like
infrastructure management and product creation, the business also promotes a democratic and
decentralized approach, giving lower-level staff members the authority to make crucial
choices (Yu, 2016).

Google promotes a democratic leadership style that fosters an open and collaborative culture,
encouraging employees to freely share their ideas and opinions. Managers actively engage
subordinates in the decision-making process, ensuring inclusivity and fairness. This approach
aligns with Google's commitment to innovation and social interaction, facilitating a
democratic and participative environment (Smarter, 2023). In order to empower people with
the most expertise and proximity to the issue to make choices, the company's management
philosophy places a strong emphasis on delegating decision-making responsibility to
individuals or teams. The use of this strategy is consistent with their high-freedom
management tenets, which guarantees that choices about hiring, firing, performance
evaluations, pay, and recognition are done fairly and democratically (Schwantes, 2016).
Google adopts a leadership style that encourages managers and teams to actively participate
and contribute, creating a sense of ownership and drive. The culture of the organization
encourages creativity, cooperation, and open communication, allowing for the sharing of
varied ideas. The management principles of Google promote autonomy, innovation, and
continuous learning.
In essence, Google's leadership management style is defined by inclusion, democratic
decision-making, an emphasis on innovation, a flat organizational structure, and a
commitment to employee growth and development (Tran, 2017).

Difference between Microsoft and Google’s Leadership Management Styles

Figure 6 Google & Microsoft (Technology & Trends, 2015)

Each company has a specific organizational culture and method of doing business, and
Microsoft and Google are no different.

MICROSOFT GOOGLE

• Synthesis of multiple management • Google's leadership style is

systems. democratic.
• Focus on organizational culture. • Promotes open communication
• "Learn-it-all" philosophy and collective decision-making.
(Microsoft, 2019). • Decentralized
• Satya Nadella's transformational • High-freedom management
leadership. principles.
• Inclusive leadership regardless of • Culture of openness and
background. innovation.
• Results-driven philosophy. • Emphasis on employee
• Emphasis on efficiency and empowerment.
practicability. • Commitment to continuous
• Culture of constant learning, improvement.
creativity, and integrity. • Promotes idea sharing, ownership,
• Adaptability in the technological and motivation.
world.
Microsoft's leadership management style focuses on fostering a strong organizational culture,
ensuring efficiency and practicality, and promoting positive leadership. In contrast, Google's
leadership management style emphasizes innovation, creativity, and collaboration. Microsoft
incorporates various management styles, while Google adopts a democratic approach that
encourages employee input. Satya Nadella, Microsoft's CEO, follows a transformational
leadership style, whereas Google empowers individuals and teams by decentralizing
decision-making authority.

Although Google and Microsoft both place a strong emphasis on invention and cooperation,
Google promotes independence, creativity, and democratic decision-making while Microsoft
lays a stronger premium on effectiveness, utility, and coordination. Overall, in a company,
teams and departments might have different leadership management styles that can change
gradually.

TASK 3

o Examine the factors that influence the development of the culture in

organizations to evaluate the importance of organizational culture (the role of
leaders and managers) on the performance of both organizations compared
above.

Organizational Culture:

Organizational culture refers to the set of values, beliefs, attitudes, systems, and rules that
outline and influence employee behavior within a company. It is the collection of traits that
make a company what it is, and it affects all aspects of a business, from punctuality and tone
to contract terms and employee benefits. organizational culture reflects the way people
perform tasks, set objectives, and administer the necessary resources to achieve objectives
(Huff, 2014).
Google's organizational culture is built around the pillars of innovation and a superior
employee experience. The company's corporate culture emphasizes change and direct social
links within the firm, in support of the organizational structure's flatness. Google's corporate
culture has the following primary characteristics.

• Open
• Innovative
• Smart, with an emphasis on excellence
• Hands-on
• Supports small-company-family rapport.

Google's organizational culture creates a warm, welcoming environment that encourages

employees to share information and support innovation. The company's culture aligns with its
organizational structure, which is relatively flat and supports informal communication
between different organizational units (Smithson, 2022).
 Factors influencing culture development at Google.

Google is known for its unique organizational culture, which is built around the pillars of
innovation, openness, and socialization (StudySmarter, 2023). Here are some factors that
influence the development and importance of culture in Google:

Leadership Behavior and Google's leadership style is distributed leadership, a blend of different
Style styles. The company hires smart engineers, promotes the most brilliant
into leadership positions, and then pretty much leaves them alone. The
assumption is that they are smart and will figure it out or ask questions if
they need help. This approach has worked well for Google, attracting and
retaining some of the best talent in the industry (Financhill, 2021).

Organizational Values and
Mission
Google's mission is to organize the world's information and make it
universally accessible and useful. The company's values and mission
provide the foundation of its culture. Leaders and managers play an
important role in promoting and enforcing these values, influencing how
employees perceive and identify with them. When leaders maintain and
consistently reinforce organizational values, they strengthen culture and
improve performance (Comparably, 2016).

Communication and Google believes in internal transparency. On every software engineer's

Transparency first day, he or she gets access to almost all of Google's code, every
employee can view the personal goals and objectives of every other
employee, and the company holds all-hands meetings every Friday where
anyone can ask the founders questions about anything. As a rule, the
company likes to "default to open". This approach fosters trust,
transparency, and collaborative culture (D’Onfro, 2018).

Employee Engagement and
Development
Google's employee engagement strategies are designed around the culture
of innovation. The company believes that recruiting and retaining
innovators is its competitive advantage. Their superior business results
result from their people managers making exceptional people
management decisions. Google's people strategies are confounding
representations of this ultimatum. Every activity and every people policy
of Google has the potential to become an individual research topic
(Joseph, 2020).

Perks and Incentives
Google offers many perks to its employees, such as on-site benefits,
flexible schedules, and opportunities for skill development. Employees
can bring their pets to work, catch up on sleep in a nap pod, or receive a
haircut from an on-site hairdresser. These perks contribute to a positive
culture that increases job satisfaction and overall productivity
(OfficeVibe, 2013).
 In conclusion, Google's unique organizational culture is built around innovation, openness,
and socialization. The company's leadership behavior and style, organizational values and
mission, communication and transparency, employee engagement and development, and
perks and incentives all contribute to the development and importance of culture in Google.

Importance of organizational culture on performance:

Organizational culture plays a vital role in driving performance and achieving business
objectives. Here, we will compare the impact of organizational culture on performance at
Google and Microsoft:

GOOGLE MICROSOFT

Employee Google's lifestyle is constructed around the
Motivation and concept that happy employees are efficient
Performance employees. The agency presents a
comfortable and bendy painting
environment, encourages creativity, and
offers various perks together with free food,
on-website gyms, and well-being packages.
Google also values worker increase and
improvement, offering possibilities for
getting to know, ability improvement, and
professional improvement. This empowers
and motivates personnel to perform higher
(Smithson, 2022).
Microsoft's culture also promotes
employee motivation by emphasizing
accountability, increase mindset, and
empowering employees to do
meaningful work. The corporation
encourages personnel to take ownership
of their paintings and presents
opportunities for professional boom and
development. Microsoft also values
paintings-lifestyles balance, providing
flexible paintings preparations and
wellness applications (Dudovskiy,
2019).

Innovation and Google's lifestyle is constructed around Microsoft's subculture additionally

Technological innovation and a superior employee
Advancement experience. The employer encourages
hazard-taking, experimentation and fosters
an environment that triggers creativity.
Google invests heavily in studies and
improvement, encouraging personnel to
discover new ideas and push technological
obstacles. This tradition allows Google to
create amazing merchandise and hold its
aggressive side (Smithson, 2022).
emphasizes technology and innovation,
with a focal point on hard personnel to
be extra innovative and innovative. The
organization invests heavily in research
and improvement, encouraging
employees to explore new ideas and
push technological limitations.
Microsoft's culture of innovation has
caused the improvement of many
groundbreaking merchandises, along
with Windows, Office, and Xbox
(Gërguri, 2023).

Collaboration and Google fosters collaborative and open
Teamwork surroundings, promoting open
communication and shared ideas. The
company values variety and inclusion,
encouraging employees to carry their
Microsoft also values collaboration and
teamwork, encouraging effective
communication and understanding
sharing between enterprise devices. The
corporation promotes a culture of range
 particular perspectives to the desk. Google
also promotes a supportive and inclusive
work environment, where personnel sense
valued, recognized, and rewarded for his or
her contributions (Luenendonk, 2014).
and inclusion, encouraging personnel to
carry their unique perspectives to the
table. Microsoft also values open
communique, shared ideas, and crew
trouble-fixing, developing surroundings
where employees work together
seamlessly (Nguyen Le, 2023).

Customer Google's way of life emphasizes customer
Satisfaction and satisfaction, specializing in meeting
Loyalty consumer needs and exceeding expectations.
The corporation places awesome emphasis
on turning in excellent patron stories, with a
focal point on a customer-centric layout.
Google strives to offer great customer
support, solve troubles speedy, and
constantly improve the overall patron
experience (TwoTeachers, 2023).
Microsoft also prioritizes customer
satisfaction, with a subculture that
emphasizes responsiveness to clients
and a dedication to empowering
absolutely everyone on earth to acquire
greater. The enterprise places first-rate
emphasis on turning in first-rate client
reviews, with a focal point on a
customer-centric layout. Microsoft
strives to provide outstanding customer
support, resolve issues quickly, and
continuously enhance the general
consumer level (Microsoft, 2023).

Figure 7 Organizational Culture (Babbitt & Edmonds, 2023)

All in all,
both Google and Microsoft understand the importance of organizational lifestyle in driving
overall performance and accomplishing enterprise targets. By nurturing a subculture that
aligns with their values and vision, both companies can attract and retain top talent, foster
innovation, and maintain a competitive edge in their respective industries. A positive culture
promotes employee engagement, innovation, and patron pride, ultimately impacting the
performance and fulfillment of the organization.

TASK 4
 o Produce a comprehensive motivational strategy supported with appropriate
literature that effectively addresses all variables of motivation (intrinsic and
extrinsic alongside social, cultural, and organizational variables) that supports
the optimal achievement of organizational objectives thereby enhancing the
organizational performance of the selected large organization.

Motivation

The primary force that propels us to pursue and complete our aims, motivation is a crucial
component in developing and achieving goals. It serves as a potent driving factor behind
human activity, inciting rivalry and encouraging social ties (Psychology Today Staff, 2023).
Motivation is an internal mechanism that motivates one to seek out and interact with their
surroundings. Motivated and consistent goal-directed conduct is a hallmark of it. The
fulfillment of physical and psychological demands including autonomy, mastery, belonging,
accomplishment, power, closure, purpose, and self-esteem has an impact on motivation.
Along with objectives, beliefs, and desired feelings, one’s surroundings and social context
also play a big part in how motivated they are (Souders, 2019).

Motivating people requires leadership qualities as well as an awareness of human needs.

Aligning organizational and employee requirements, praising and rewarding, being a role
model, including employees in decision-making, developing team spirit, empathizing with
subordinates, and providing meaningful and difficult work are all key recommendations. By
putting these concepts into practice, leaders may excite people and drive corporate success
(Juneja, 2015).

Importance and Impact of Motivation

Motivation is essential in situations like goal setting and priority management. It brings
clarity by instilling a desire to pursue a certain goal, whether motivated by external or internal
sources. Individuals can determine the essential steps toward their goals with the help of
motivation. Furthermore, motivation aids in the establishment of priorities, allowing
individuals to focus their efforts and make required compromises, whether in terms of social
activities or time allocation (Torres, 2023).
To achieve both business objectives and employee contributions, motivation is essential.
While reducing labor challenges, it improves productivity, resource usage, and performance.
Motivated personnel put out more effort, dedication, and inventiveness in their job. Involving
workers in decision-making, giving clear job descriptions, building a nice work environment,
delivering competitive remuneration, and cultivating a supportive corporate culture are all
strategies for increasing motivation (Sharma, 2019).

In summary, motivation is a key element that propels people toward success, personal
development, and goal achievement. It improves performance, productivity, and contentment
while also contributing to a prosperous and vibrant atmosphere.

Different Types of Motivation and variables affecting them:

o Extrinsic motivation- Extrinsic motivation is fueled by external incentives or

penalties, both tangible as well as intangible. It might be either beneficial or
 detrimental. Money, grades, promotions, accolades, and discounts are all examples.
Extrinsic motivation, while less effective in the long run than intrinsic drive, can be
advantageous for task completion. Excessive dependence on extrinsic incentive may,
over time, weaken learning and intrinsic drive (Johnson & Villines, 2023; Legg,
2018).

o Intrinsic motivation- Personal pleasure, a sense of success, and fulfillment are

examples of intrinsic motivation. Instead of being motivated by incentives from
outside sources, it is driven by the intrinsic enjoyment of an activity. It fosters
innovation, development, and a thirst for knowledge and skill-building. Engaging in
intrinsically gratifying activities can help to stimulate intrinsic motivation. Contrary to
external rewards, intrinsic motivation ultimately offers a more substantial and long-
lasting source of motivation (Falk, 2023; Cherry, 2023).

o Social and Cultural variables- A multitude of social and cultural factors impact
motivation. The things that people find inspirational are influenced by cultural norms
and values (Razzak, 2016). The pursuit of objectives and behavior can be influenced
by social reasons, which might differ between cultures. Cultural factors have an
impact on the drive for accomplishment, whereas social and cultural standards
determine motivation at work. Through their impact on interpersonal connections,
group dynamics, and social interactions, these social and cultural factors have a
considerable impact on motivation. While cultural motivation is impacted by values,
beliefs, conventions, and practices that mold goals and ambitions, social motivation
includes elements like social approbation, competitiveness, collaboration, and a sense
of belonging (Kornadt, 2015; Erez, 2008).

o Organizational variable- Organizational factors have a significant influence on job

motivation. This comprises organizational objectives that offer direction, incentive
systems that promote success, employee needs attention, and creating job happiness.
Other significant factors affecting employee motivation are professional principles
and leadership style. Organizations may cultivate an atmosphere that encourages and
sustains high levels of employee motivation by managing certain organizational
characteristics well (Browne, 2023).

Driving Factors of Motivation

Understanding what motivates people at work is essential for boosting performance since
motivation drives our behavior. Maintaining motivation and excellent performance requires
having faith in one's capacity to complete activities and setting realistic goals. Understanding
these driving variables is critical for increasing overall productivity.

Below are a few specific driving factors of motivation;

1. Job Security, Positive Environment, and Communication- Employee motivation is

greatly influenced by job security and a favorable work environment. Additionally,
regular communication on job security reassures employees of their worth, while open
spaces and encouraging dialogue improve the work atmosphere.
2. Fostering Motivation through Positive Culture and Recognition- Honoring and
acknowledging an employee's accomplishments strengthens their performance and
motivates them to continue in that direction, and a great business culture that places a
 high value on compassion, inclusivity, and employee health generates motivation and
a fun work environment (Indeed Editoral Team, 2023).
3. Rewards/ Non-Monetary Incentives- Non-monetary incentives, such as
acknowledgment for outstanding performance and success, may considerably boost
morale, foster a good work atmosphere, and inspire high performance (Morgan
McKinley, 2023).
4. Autonomy, mastery, and purpose- Autonomy, mastery, and purpose, as stated in
Daniel Pink's book "Drive," are the three main sources of motivation. Autonomy
entails self-direction, mastery entails a desire for development, and purpose motivates
the search for meaning and fulfillment (Choi, 2017).

Potential motivational strategies that Google could adopt include:

Listed below are a few potential ways that "Google" can use to assist motivate its staff;

• Surveying and soliciting feedback from workers on a regular basis and further acting
on it is a must to ascertain their contentment, additionally Google can pinpoint areas
for development, and include them in establishing corporate policies and activities.
• Google may boost employee engagement by allowing for more flexibility in work
hours and locations. Employees will be more motivated if they can attain a better
work-life balance.
• Google can set aside funds for workers' self-directed learning and development,
allowing individuals to choose courses, workshops, or certifications that are relevant
to their professional objectives and desires.
• To recognize and inspire high-performing staff, Google can adopt compensation
schemes like as bonuses and stock awards and avoid being biased at all times. The
company can also build procedures to acknowledge and praise workers' efforts, such
as peer recognition programs.
• In order to maintain employee knowledge and foster trust, Google must foster open
and honest communication even more. Employee involvement in decision-making
develops ownership and empowerment.

It's crucial to remember that these are only a few tactics that should be customized to
Google's particular requirements and culture and periodically assessed for their efficacy in
raising employee enthusiasm.

TASK 5

o Assess and apply how appropriate leadership and management approaches

helps in managing performance in the context of your selected large
organization that supports continuous improvement. Make suitable research-
backed recommendations to improve performance and ensure continuous
development.

Continuous Improvement
A systematic method known as "continuous improvement" aims to enhance processes,
services, and goods throughout time by making both small-scale adjustments and significant
advancements. Increasing productivity, enhancing quality, and reducing waste, entails
finding areas that may be improved, assessing those areas, and gradually making modest
changes. The goal of continuous improvement is to produce large outcomes by making
modest, intentional improvements (ASQ, 2023; Kanbanize, 2023). It is driven by feedback,
cooperation, and data. It is a basic idea that applies to all sectors and enterprises of any size
(Millard, 2022).

Importance of Continuous Improvement

Continuous development boosts competitiveness and helps organizations prepare for the
future (Echtelt, 2021; Nieminen, 2021). Continuous development is critical for organizations
since it provides several advantages. It boosts productivity and efficiency by optimizing
workflows and decreasing wasted time and resources. It boosts employee engagement and
connections, resulting in a happier workplace. Costs are decreased and customer satisfaction
is enhanced by minimizing waste and faults. Through innovation and adaptation, continuous
improvement helps firms to stay ahead of the competition. Faster cycle times are made
possible, as well as increased adaptability and resistance to change (Miles, 2022).

PDCA Model (4 stages of continuous improvement)

The Deming Cycle, often known as the PDCA framework for continuous improvement, is
possibly the most straightforward and widely used continuous improvement paradigm
(Nieminen, 2021). A collaborative approach to problem-solving, the PDCA cycle (Plan-Do-
Check-Act) helps organizations execute change and improve procedures. Teams that use the
PDCA cycle create hypotheses, test them, then refine them in a cycle of continuous
improvement. For identifying, examining, and resolving business issues, the PDCA cycle is
an effective tool (Martins, 2022).

Figure 8 PDCA cycle (Profit, 2023)

P- plan Planning and brainstorming for ideas.

 D- do Testing solutions were provided and implemented.

C- check Assessing the efficiency and determining whether the result differed.

A- act To fully realize your solution's benefits after confirming its efficacy, it is
essential to roll it out across the whole business (Miles, 2022).

Kaizen at Google

Kaizen is a Japanese idea that emphasizes constant development across all areas of a
company (Daniel, 2023). While Google is not recognized for following Kaizen, it embraces
comparable ideas by cultivating a culture of invention, learning, and cooperation. In order to
constantly enhance its services and products, Google encourages its workers to experiment
with novel concepts and ideas. The organization embraces the spirit of Kaizen, encouraging
continuous development and progress, by placing a strong focus on feedback, data-driven
decision-making, and iterative processes (Tran, 2017).

The first debut of Gmail, a widely utilized tool, was a substantial advance in email services,
but Google remained dedicated to continual innovation and development. Gmail was given
the "Beta" designation to show its commitment to constant improvement. Employees at
Google actively engage in initiatives to enhance their services and products every day, and
the company's culture is based on the idea of continuous development. By taking this
strategy, Google is certain to continually work to better serve its clients and preserve its
competitive edge (Editorial Team, 2012).

Important aspects that lead to Kaizen

Leadership and management approaches Managing Performance

Google is well-known for its innovative, The simplicity of Google's performance

creative, and collaborative approaches to
leadership and management. The guiding
principles of Google's management
approach include decentralized leadership,
employee empowerment, and effective
coaching (Manimala, et al., 2013). They
hold distinctive leadership roles like Chief
Culture Officer and Chief Internet
Evangelist and adhere to a culture of great
independence (Thompson, 2019). Research
is done by their People Analytics team to
find good management techniques (Evanish,
2023).
management strategy allows even the tiniest
businesses to simply implement its tools and
procedures. The company's performance
management strategy is distinguished by its
emphasis on clarity, simplicity, and
employee empowerment. Google has the
ability to achieve high performance
throughout its expanding workforce by
setting aspirational goals, assessing
performance, training people, and allowing
them to take responsibility for their job
(Staff Circle, 2022; Mugabe, 2022).

Customer Centricity Information Management

 Google is renowned for its client-centered
philosophy, which is mirrored in its goal
statement: "to organize the world's
information and make it universally
accessible and useful” (Pereira, 2023).
Google places a premium on user
experience by emphasizing simplicity,
speed, and relevance. They appreciate client
input and take it into account when making
improvements to their goods and services.
By making investments in R&D and
leveraging data to customize experiences,
Google promotes innovation and
customization. They are also devoted to
accessibility and making their goods
accessible to all people.
At Google, information management refers
to a range of tactics and procedures for
efficiently classifying, archiving, and
making use of information (McGovern,
2007). Through effective information
management systems, Google assures the
safe handling and preservation of
information (Google, 2023). The
company places a premium on data security
and privacy, putting in place strict
safeguards to protect user data from
unwanted access or breaches. In order to
manage client information, Google uses a
variety of techniques, placing a strong
emphasis on structure, including users in the
creation of new products, and facilitating
easy access to pertinent information.

CONCLUSION & RECOMMENDATIONS

Recommendation:

Here are some recommendations for Google to improve performance and ensure continuous
development:

✓ Foster Innovation: Google has been acknowledged for its modern lifestyle. To
maintain its competitive part, Google has to keep prioritizing and encouraging
innovation throughout all areas of its commercial enterprise. This can be carried out
by means of presenting personnel with dedicated time and resources for exploring
new thoughts, fostering collaborative surroundings, and promoting past-practical
collaboration.

✓ Expand Market Reach: While Google already has a significant global presence,
there are still untapped markets and opportunities to explore. Google should focus on
expanding its market reach by tailoring its products and services to cater to the
specific needs and preferences of diverse regions and cultures. This may involve
customizing offerings, localized marketing strategies, and partnerships with local
organizations.

✓ Provide regular training and development opportunities: Google has what some
say is the world’s most progressive human resource organization. Its ‘People
Operations Practice’ includes a strong focus on a merit-based reward/incentive
program and developing employees to reach their fullest potential. Provide regular
 training and development opportunities to employees to enhance their skills and
knowledge.

✓ Foster Ethical AI Development: Given Google's involvement in artificial

intelligence (AI), it's miles critical to broaden and set up AI systems ethically. Google
should invest in research and development of AI technology that prioritize equity,
transparency, and duty. Additionally, Google must actively engage in discussions and
collaborations with industry peers and professionals to set up ethical tips and
frameworks for AI usage.

✓ Continuously assess the workplace for potential risks: Google has a culture of
safety and well-being. The company provides ergonomic workstations, healthy food
options, and on-site medical services to promote employee health and safety.
Continuously assess the workplace for potential risks and implement a health and
safety management system.

✓ Establish clear performance goals and expectations: Google has a clear goal-
setting process that involves setting ambitious objectives and key results (OKRs)
establishing clear performance goals and expectations for employees and providing
regular feedback and recognition for their achievements.

✓ Implement a transparent and fair reward and recognition system: Google has a
merit-based reward/incentive program that recognizes and rewards employees for
their contributions. Implement a transparent and fair reward and recognition system
that motivates employees to perform at their best.

By implementing these recommendations, Google can effectively manage performance,

foster a culture of continuous improvement, and drive organizational success. Continuous
monitoring and evaluation will help identify areas that require further improvement and allow
for adjustments to be made to ensure ongoing development and growth.

Conclusion

In conclusion, creating a motivating and innovative work environment, investing in employee

development, and embracing continuous improvement are crucial factors for enhancing
organizational performance at Google. By prioritizing employee satisfaction, fostering a
culture of innovation, and providing regular training and development opportunities, Google
can drive employee engagement and unleash their full potential.

Furthermore, Google can leverage its strong leadership practices, performance management
systems, and transparent reward and recognition programs to motivate and inspire its
employees. By embracing a culture of continuous improvement, guided by principles such as
Kaizen and the PDCA cycle, Google can continuously refine its processes, products, and
services to stay ahead in the dynamic technology industry.

Effective leadership, supported by way of employee motivation and continuous development

efforts, will permit Google to attain its organizational goals, preserve its function as a global
technology chief, and drive normal organizational overall performance. Regular evaluation,
model, and a commitment to excellence will make sure that Google maintains to thrive and
innovate in the ever-evolving digital panorama.

References
Acciona, 2022. Acciona. [Online]
Available at: https://people.acciona.com/professional-development/emotional-leadership/
[Accessed 19 June 2023].
ASQ, 2023. ASQ. [Online]
Available at: https://asq.org/quality-resources/continuous-improvement
[Accessed 1 July 2023].
Babbitt, M. S. & Edmonds, S. C., 2023. Businesss Leadership Today. [Online]
Available at: https://businessleadershiptoday.com/the-key-elements-of-organizational-
culture/
[Accessed 7 June 2023].
Beattie, A., 2023. Investopedia. [Online]
Available at: https://www.investopedia.com/articles/personal-finance/042415/story-
behind-googles-success.asp
[Accessed 11 June 2023].
Brandon Gaille, 2018. Brandon Gaille. [Online]
Available at: https://brandongaille.com/16-advantages-and-disadvantages-of-transactional-
leadership/
[Accessed 16 June 2023].
Browne, T., 2023. Chron. [Online]
Available at: https://smallbusiness.chron.com/variables-impact-organizations-motivational-
strategies-65359.html
[Accessed 25 June 2023].
Cherry, K., 2022. Very Well Mind. [Online]
Available at: https://www.verywellmind.com/what-is-transactional-leadership-2795317
[Accessed 16 June 2023].
Cherry, K., 2023. Very Well Mind. [Online]
Available at: https://www.verywellmind.com/what-is-intrinsic-motivation-2795385
[Accessed 25 June 2023].
Choi, J., 2017. Delivering Happiness. [Online]
Available at: https://blog.deliveringhappiness.com/the-motivation-trifecta-autonomy-
mastery-and-purpose
[Accessed 30 June 2023].
Chron, 2021. Chron. [Online]
Available at: https://smallbusiness.chron.com/benefits-using-autocratic-permissive-
management-styles-37189.html
[Accessed 18 June 2023].
Cuofano, G., 2023. Four Week MBA. [Online]
Available at: https://fourweekmba.com/microsoft-organizational-structure/
[Accessed 21 June 2023].
Daniel, D., 2023. Tech Target. [Online]
Available at: https://www.techtarget.com/searcherp/definition/kaizen-or-continuous-
improvement#:~:text=Kaizen%20is%20a%20compound%20of,War%20II%20Japanese%20qu
ality%20circles.
[Accessed 6 July 2023].
Doshi, H. & Chek, L. H., 2017. Organization and Management: An Extensive Analysis on
Microsoft and Costco. International Journal of Business and Management, 10(4), pp. 2-36.
Dudovskiy, J., 2019. Research-Methodology. [Online]
Available at: https://research-methodology.net/microsoft-leadership-a-new-era-for-
multinational-technology-company/
[Accessed 20 June 2023].
Dweck, C. & Hogan, K., 2016. Harvard Business Review. [Online]
Available at: https://hbr.org/2016/10/how-microsoft-uses-a-growth-mindset-to-develop-
leaders
[Accessed 21 June 2023].
Echtelt, R. v., 2021. AG5. [Online]
Available at: https://www.ag5.com/11-benefits-of-continuous-improvement-to-future-
ready-organizations/
[Accessed 2 July 2023].
Editorial Team, 2012. Incremental Innovation. [Online]
Available at: http://www.incrementalinnovation.com/innovation-management-
overview/continuous-improvement-trend
[Accessed 6 July 2023].
Edunow, 2023. Edunow. [Online]
Available at: https://edunow.me/management/sundar-pichai-leadership-style/
[Accessed 20 June 2023].
Erez, M., 2008. Work Motivation. 1st ed. New York: Routledge.
Evanish, J., 2023. Light House. [Online]
Available at: https://getlighthouse.com/blog/google-management/
[Accessed 6 July 2023].
Exploring Your Mind, 2020. Exploring Your Mind. [Online]
Available at: https://exploringyourmind.com/emotional-leadership-daniel-goleman/
[Accessed 19 June 2023].
Falk, S., 2023. Harvard Business Review. [Online]
Available at: https://hbr.org/2023/03/understand-the-power-of-intrinsic-motivation
[Accessed 25 June 2023].
Financhill, 2023. Financhill. [Online]
Available at: https://financhill.com/blog/investing/larry-page-leadership-style
[Accessed 20 June 2023].
Gayan, G., 2023. Vantage Circle. [Online]
Available at: https://blog.vantagecircle.com/charismatic-leadership/
[Accessed 18 June 2023].
Geeknack, 2020. Geeknack. [Online]
Available at: https://www.geeknack.com/2020/07/31/google-leadership-principles-at-a-
glance/
[Accessed 19 June 2023].
Google, 2023. About. [Online]
Available at: https://about.google/brand-resource-center/brand-elements/
[Accessed 11 June 2023].
Google, 2023. About.google. [Online]
Available at: https://about.google/
[Accessed 11 June 2023].
Google, 2023. Google. [Online]
Available at: https://cloud.google.com/solutions/customer-data-platform
[Accessed 8 July 2023].
Hall, M. & Hosch, W. L., 2023. Britannica. [Online]
Available at: https://www.britannica.com/topic/Google-Inc/Google-Earth
[Accessed 11 June 2023].
Harbor, M., 2023. Business Finance articles. [Online]
Available at: https://businessfinancearticles.org/transformational-leadership-style-
advantages-disadvantages
[Accessed 15 June 2023].
Hay, I., 2006. Transformational leadership: characteristics and criticisms. E-Journal of
Organizational Learning and Leadership, 5(2).
Hernandez, J. G., 2015. Jesus Gil Hernandez. [Online]
Available at: https://jesusgilhernandez.com/2015/10/19/google-leadership-lessons-and-
rules/
[Accessed 21 June 2023].
IMD, 2022. IMD. [Online]
Available at: https://www.imd.org/reflections/transformational-leadership/
[Accessed 13 June 2023].
IMD, 2023. IMD. [Online]
Available at: https://www.imd.org/reflections/leadership-styles/
[Accessed 12 June 2023].
Indeed Editoral Team, 2023. Indeed. [Online]
Available at: https://www.indeed.com/career-advice/career-development/factors-of-
motivation
[Accessed 30 June 2023].
Indeed Editorial Team, 2022. Indeed. [Online]
Available at: https://www.indeed.com/career-advice/career-development/pros-and-cons-
of-transformational-leadership
[Accessed 15 June 2023].
Indeed Editorial Team, 2022. Indeed. [Online]
Available at: https://in.indeed.com/career-advice/career-development/charismatic-leader
[Accessed 19 June 2023].
Indeed Editorial Team, 2023. Indeed. [Online]
Available at: https://www.indeed.com/career-advice/career-development/situational-
leadership
[Accessed 16 June 2023].
Johnson, J. & Villines, Z., 2023. Medical News Today. [Online]
Available at: https://www.medicalnewstoday.com/articles/extrinsic-motivation
[Accessed 25 June 2023].
Judy Wolf, M. P., 2022. Better Up. [Online]
Available at: https://www.betterup.com/blog/situational-leadership-examples
[Accessed 16 June 2023].
Juneja, P., 2015. Management Study Guide. [Online]
Available at: https://managementstudyguide.com/leadership-motivation.htm
[Accessed 25 June 2023].
Kanbanize, 2023. Kanbanize. [Online]
Available at: https://kanbanize.com/lean-management/improvement/what-is-continuous-
improvement
[Accessed 1 July 2023].
Kevin & Freiberg, J., 2018. Forbes. [Online]
Available at: https://www.forbes.com/sites/kevinandjackiefreiberg/2018/07/19/madiba-
leadership-5-lessons-nelson-mandela-taught-the-world-about-change/?sh=78f8d3ae41ba
[Accessed 19 June 2023].
K. & Freiberg, J., 2018. Forbes. [Online]
Available at: https://www.forbes.com/sites/kevinandjackiefreiberg/2018/07/19/madiba-
leadership-5-lessons-nelson-mandela-taught-the-world-about-change/?sh=78f8d3ae41ba
[Accessed 19 June 2023].
Kokemuller, N., 2021. Bizfluent. [Online]
Available at: https://bizfluent.com/transformational-leadership-benefits-and-
limitations.html
[Accessed 19 June 2023].
Kornadt, H.-J., 2015. Social Motives and Their Development in Cultural Context. Online
Readings in Psychology and Culture, 5(3).
Kruse, K., 2013. Forbes. [Online]
Available at: https://www.forbes.com/sites/kevinkruse/2013/04/09/what-is-
leadership/?sh=2fd209b25b90
[Accessed 11 June 2023].
Kumo, 2023. Kumo. [Online]
Available at: https://kumo.ai/
[Accessed 10 June 2023].
Kushan, M., 2022. Medium. [Online]
Available at: https://medium.com/@maleeshakushanme/how-sundar-pichais-leadership-
style-has-shaped-google-s-success-ec2901f0bbb1
[Accessed 20 June 2023].
Lee, S., 2020. Torch. [Online]
Available at: https://torch.io/blog/what-is-charismatic-leadership/
[Accessed 18 June 2023].
Legg, T. J., 2018. Health Line. [Online]
Available at: https://www.healthline.com/health/extrinsic-motivation
[Accessed 25 June 2023].
Le, T. N., 2021. Grove. [Online]
Available at: https://blog.grovehr.com/microsoft-company-culture
[Accessed 21 June 2023].
Louis Carter, 2022. Louis Carter. [Online]
Available at: https://louiscarter.com/transactional-leadership/
[Accessed 19 June 2023].
Manimala, M. J., Wasdani, K. P. & Wasdani, K. P., 2013. Ivey Business Journal. [Online]
Available at: https://iveybusinessjournal.com/publication/distributed-leadership-at-google-
lessons-from-the-billion-dollar-brand/
[Accessed 20 June 2023].
Martins, J., 2022. Asana. [Online]
Available at: https://asana.com/resources/transactional-leadership
[Accessed 15 June 2023].
Martins, J., 2022. Asana. [Online]
Available at: https://asana.com/resources/pdca-cycle
[Accessed 5 July 2023].
McCleskey, J. A., 2014. Situational, Transformational, and Transactional Leadership and
Leadership Development. Journal of Business Studies Quarterly, 5(4), pp. 117-130.
McGovern, G., 2007. CMS wire. [Online]
Available at: https://www.cmswire.com/cms/web-content/google-changes-information-
management-001259.php
[Accessed 6 July 2023].
Mcguire, K., 2020. Starting Business. [Online]
Available at: https://www.startingbusiness.com/blog/situational-leadership-examples
[Accessed 16 June 2023].
Mickinsey, 2022. Mickinsey. [Online]
Available at: https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-
leadership
[Accessed 11 June 2023].
Microsoft, 2019. Microsoft. [Online]
Available at: https://www.microsoft.com/en-gb/industry/blog/cross-
industry/2019/10/01/introduce-learn-it-all-culture/
[Accessed 25 June 2023].
Miles, M., 2022. Better Up. [Online]
Available at: https://www.betterup.com/blog/continuous-improvement
[Accessed 5 July 2023].
Millard, M., 2022. Kainexus. [Online]
Available at: https://blog.kainexus.com/continuous-improvement/central-principles-of-the-
continuous-improvement-model
[Accessed 1 July 2023].
Miller, H. L., 2022. Leaders. [Online]
Available at: https://leaders.com/articles/leadership/charismatic-leadership/
[Accessed 18 June 2023].
Mind Tools Content Team, 2023. Mind Tools. [Online]
Available at: https://www.mindtools.com/as8cal8/six-emotional-leadership-styles
[Accessed 18 June 2023].
Moran, A., 2020. Starting Business. [Online]
Available at: https://www.startingbusiness.com/blog/transformational-examples
[Accessed 15 June 2023].
Morgan McKinley, 2023. Morgan McKinley. [Online]
Available at: https://www.morganmckinley.com/hk/employers/talent-solutions/insight/top-
9-factors-impact-employee-motivation
[Accessed 30 June 2023].
Mugabe, F., 2022. Hr-Congress. [Online]
Available at: https://hr-congress.com/2022/05/10/google-introduces-a-new-employee-
performance-approach-called-grad/
[Accessed 6 July 2023].
Nieminen, J., 2021. Viima. [Online]
Available at: https://www.viima.com/blog/continuous-improvement
[Accessed 2 July 2023].
Novet, J., 2020. CNBC. [Online]
Available at: https://www.cnbc.com/2020/02/21/microsoft-senior-leadership-team-under-
satya-nadella.html
[Accessed 20 June 2023].
Panchal, R., 2021. Leader Boy. [Online]
Available at: https://theleaderboy.com/charismatic-leadership-style-advantages-
disadvantages/
[Accessed 18 June 2023].
Panchal, R., 2021. Leader Boy. [Online]
Available at: https://theleaderboy.com/sundar-pichai-personality-style-traits-qualities/
[Accessed 20 June 2023].
Pereira, D., 2023. Business Model Analyst. [Online]
Available at: https://businessmodelanalyst.com/google-business-model/
[Accessed 6 July 2023].
Profit, 2023. Profit. [Online]
Available at: https://www.profit.co/blog/task-management/what-is-the-pdca-cycle-how-to-
integrate-the-pdca-cycle-okrs/
[Accessed 5 July 2023].
Psychology Today Staff, 2023. Psychology Today. [Online]
Available at: https://www.psychologytoday.com/us/basics/motivation
[Accessed 25 June 2023].
Quain, S., 2018. Chron. [Online]
Available at: https://smallbusiness.chron.com/impact-kindle-ipad-book-publishing-business-
47705.html
[Accessed 15 June 2023].
Razzak, N. L. A., 2016. Cultural factors impacting student motivation at a health sciences
college in the Eastern Province of Saudi Arabia. Cogent Education, 3(1).
Salama, F. Y., 2023. Making Business Matter. [Online]
Available at: https://www.makingbusinessmatter.co.uk/advantages-and-disadvantages-of-
situational-leadership/
[Accessed 16 June 2023].
Schwantes, M., 2016. Inc.. [Online]
Available at: https://www.inc.com/marcel-schwantes/googles-insane-approach-to-
management-could-transform-your-company.html
[Accessed 25 June 2023].
Sharma, Y., 2019. Linkedin. [Online]
Available at: https://www.linkedin.com/pulse/impact-employee-motivation-performance-
yogita-sharma/
[Accessed 25 June 2023].
Smarter, S., 2023. Study Smarter. [Online]
Available at: https://www.studysmarter.us/explanations/business-studies/business-case-
studies/google-organisational-culture/
[Accessed 25 June 2023].
Souders, B., 2019. Positive Psychology. [Online]
Available at: https://positivepsychology.com/what-is-motivation/
[Accessed 25 June 2023].
Spodek, J., 2016. Inc. [Online]
Available at: https://www.inc.com/magazine/202303/ali-donaldson/need-some-help-heres-
how-to-hire-a-remote-assistant.html
[Accessed 19 June 2023].
Staff Circle, 2022. Staff Circle. [Online]
Available at: https://www.staffcircle.com/blogs/how-to-manage-performance-the-google-
way/
[Accessed 6 July 2023].
Technology & Trends, 2015. Empower It. [Online]
Available at: https://www.empowerit.com.au/blog/technology-trends/google-apps-vs-
microsoft-office-365-whats-your-pick/
[Accessed 25 June 2023].
Thompson, J., 2019. Chron. [Online]
Available at: https://smallbusiness.chron.com/four-elements-transformational-leadership-
10115.html
[Accessed 13 June 2023].
Thompson, S., 2019. Chron. [Online]
Available at: https://smallbusiness.chron.com/googles-business-leadership-organizational-
culture-58108.html
[Accessed 6 July 2023].
Torres, N., 2023. Imaginated. [Online]
Available at: https://www.imaginated.com/blog/why-motivation-is-important-in-life/
[Accessed 25 June 2023].
Tran, S. K., 2017. GOOGLE: a reflection of culture, leader, and management. International
Journal of Corporate Social Responsibility, 2(1), pp. 1-14.
Tran, S. K., 2017. GOOGLE: a reflection of culture, leader, and management. International
Journal of Corporate Social Responsibility, 2(10).
Twin, A., 2022. Investopedia. [Online]
Available at: https://www.investopedia.com/terms/l/leadership.asp
[Accessed 12 June 2023].
Usmani, F., 2022. PM Study Circle. [Online]
Available at: https://pmstudycircle.com/leadership-styles/
[Accessed 10 June 2023].
Wan, J., Pan, K. T., Peng, Y. & Meng, L. Q., 2022. The Impact of Emotional Leadership on
Subordinates' Job Performance: Mediation of Positive Emotions and Moderation of
Susceptibility to Positive Emotions. Frontiers in Psychology , Volume 13.
Yu, H. H., 2016. IMD. [Online]
Available at: https://www.imd.org/research-knowledge/strategy/articles/google-vs-
amazon-how-a-strong-ceo-boosts-innovation/
[Accessed 25 June 2023].
Comparably, (2016) Google Mission, Vision & Values. [online] Comparably. Available at:
https://www.comparably.com/companies/google/mission [Accessed 7 Jul. 2023].
D’Onfro, J., (2018) How Google’s culture of transparency helps it prevent ‘backstabbing’.
[online] Business Insider. Available at: https://www.businessinsider.com/google-culture-of-
transparency-2015-4 [Accessed 7 Jul. 2023].
Dudovskiy, J., (2019) Microsoft Organizational Culture - Research-Methodology. [online]
Research-Methodology. Available at: https://research-methodology.net/microsoft-
organizational-culture-2/ [Accessed 7 Jul. 2023].
Financhill, (2021) Larry Page Leadership Style. [online] Financhill. Available at:
https://financhill.com/blog/investing/larry-page-leadership-style [Accessed 7 Jul. 2023].
Gërguri, F., (2023) The Company Culture at Microsoft. [online] Employee Experience
Magazine. Available at: https://www.emexmag.com/the-company-culture-at-microsoft/
[Accessed 7 Jul. 2023].
Huff, R., (2014) Organizational culture. [online] Encyclopedia Britannica. Available at:
https://www.britannica.com/topic/organizational-culture [Accessed 7 Jul. 2023].
Joseph, R., (2020) World’s Best Employee Engagement Strategies - Google. [online] Empuls.
Available at: https://blog.empuls.io/google-employee-engagement/ [Accessed 7 Jul. 2023].
Luenendonk, M., (2014) The Google Way of Motivating Employees. [online] Cleverism.
Available at: https://cleverism.com/google-way-motivating-employees/ [Accessed 7 Jul.
2023].
Microsoft, (2023) Empowering our employees – Microsoft Corporate Social Responsibility.
[online] Microsoft. Available at: https://www.microsoft.com/en-us/corporate-
responsibility/empowering-employees [Accessed 7 Jul. 2023].
Nguyen Le, T., (2023) Inside Microsoft company culture: Intriguing and functional. [online]
blog.grovehr.com. Available at: https://blog.grovehr.com/microsoft-company-culture
[Accessed 7 Jul. 2023].
OfficeVibe, (2013) 7 Secrets of Google’s Epic Organizational Culture. [online] Officevibe.
Available at: https://officevibe.com/blog/7-secrets-of-googles-epic-organizational-culture
[Accessed 7 Jul. 2023].
Smithson, N., (2022a) Google’s Organizational Culture & Its Characteristics (An Analysis).
[online] Panmore Institute. Available at: https://panmore.com/google-organizational-culture-
characteristics-analysis [Accessed 7 Jul. 2023].
Smithson, N., (2022b) Google’s Organizational Structure & Organizational Culture (An
Analysis). [online] Panmore Institute. Available at: https://panmore.com/google-
organizational-structure-organizational-culture [Accessed 7 Jul. 2023].
StudySmarter, (2023) Google Organisational Culture: Management | StudySmarter. [online]
StudySmarter US. Available at: https://www.studysmarter.us/explanations/business-
studies/business-case-studies/google-organisational-culture/ [Accessed 7 Jul. 2023].
TwoTeachers, (2023) Motivation at Google: The Key to Attracting, Retaining, and
Empowering Talent. [online] Two Teachers. Available at:
https://www.twoteachers.co.uk/post/motivation-at-google-the-key-to-attracting-retaining-
and-empowering-talent [Accessed 7 Jul. 2023].