Assignment代写范例-埃里克·施密特领导素质分析。本文是一篇留学生Assignment格式范例,在这项Assignment中,作者将全面分析埃里克·埃默森·施密特的领导风格,他曾是著名互联网公司谷歌的首席执行官。在2001年至2011年期间,埃里克·施密特领导谷歌公司成为世界上变化最大、最受欢迎的公司之一。最初的谷歌只是一家搜索引擎网站公司,埃里克·施密特就像一位魔术师,在这家公司创造了奇迹,并成为行业先驱。下面就一起来看一下这篇Assignment写作范文的具体内容。
1. Introduction: 简介
In this assignment, I am going to analyze the leadership style of Eric Emerson Schmidt which one was the CEO of the famous internet company Google comprehensively. Over the period of 2001 to 2011, Eric Schmidt leaded the Google company to become one of the most variable companies and the most popular companies in the world. The initial Google is just a searching engine website company, Eric Schmidt likes a magician made a miracle in this company that build up as a industry pioneer.
The business philosophy of Eric Schmidt:埃里克·施密特的经营理念
As Harold Koontz said: “Management is an art of getting things done through and with people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can cp-operate towards attainment of group goals. ”
正如哈罗德·孔茨所说:“管理是一种通过正式组织的团队中的人来完成事情的艺术。它是一种创造一种环境的艺术,在这种环境中,人们可以表演,个人可以合作,实现团队目标。”
The full title of CEO is chief executive officer, a important responsibility of CEO is to management the whole company in a positive direction. Every large companies have a evident style as same as their CEO, the CEO runs the company in their own personal style. Eric Schmidt used socio-human approach in his organizational process. And this style was not only used in Google company, but also he used in his first company-SUN which is a same internet technological company as Google and it is famous of JAVA. Because Eric thinks both are same type company, he can use similar style to lead the company. The socio-human approach is a opposite way to technical rational approaches, it is more flexible and humanized to treat employees. the Google is not a traditional company, it depends on its power of innovation. In order to let the employee have better innovative thinking, Eric used this solution to make more advantages for the company. In detail, Eric use a mode which is small team management mode. He made each team have different duty in every areas. That mode is more effective than the old school management mode in real business practice. This approach has following favors :Frist one is that it allows the company to have bigger possible to attempt, let the company has newborn things as much as possible, so the change of success will be lager. There are many famous companies dying because lock of innovation such as Yahoo and IBM. Secondly, this approaches can make employees build up their sense of responsibility as the masters of this company, let them not feel working in a big company. And Eric give the decision-making power to the team, in the process of development, the team mates can have their right to change and improve the product, that also is a benefit thing for their customer. As the famous management education master Peter Ferdinand Drucker said “The man who focuses on contribution and who takes responsibility for results no matter how junior is in the most literal sense of the phrase, ‘top management’”. This is also Eric’s goal for using this mode. Thirdly, to reduce the cost of internal coordination, they believe that fast is better than slow in the Google company. The small team management mode can develop more products in shorter time because the team can use their decision-making power to make quick decision, to the failure of adjustment will be repaired easily and quickly. Comparing with other IT companies like Microsoft. When the Microsoft company developed the new windows system, there was a large group members which is several hundreds people to join this subject, it lead to take over years and progress slowly. This is a major point of the Google company can exceed the Microsoft company. The small working team can improve effectively and it is better than the large working group in this specific industry. A good idea will not become effective unless the action commitments have been built into the decision from the begining.
CEO的全称是首席执行官,CEO的一项重要职责是以积极的方向管理整个公司。每个大公司都有一个明显的风格,就像他们的首席执行官一样,首席执行官以自己的个人风格管理公司。埃里克·施密特在组织过程中使用了社会人的方法。这种风格不仅在谷歌公司使用,他还在他的第一家公司SUN中使用,这家公司与谷歌是同一家互联网技术公司,以JAVA闻名。因为埃里克认为两者都是同一类型的公司,所以他可以用类似的风格来领导公司。社会-人的方法与技术-理性方法相反,它对待员工更加灵活和人性化。谷歌不是一家传统的公司,它依赖于其创新能力。为了让员工有更好的创新思维,Eric使用此解决方案为公司创造更多优势。具体来说,埃里克使用的是一种小团队管理模式。他让每个团队在每个领域都有不同的职责。在实际的商业实践中,这种模式比旧的学校管理模式更有效。这种方法有以下好处:第一,它允许公司有更大的尝试,让公司尽可能多地拥有新生事物,因此成功的改变将更大。有许多著名的公司因为创新的锁定而死亡,比如雅虎和IBM。其次,这种方法可以让员工建立起作为公司主人的责任感,让他们感觉不到在大公司工作。Eric将决策权交给团队,在开发过程中,团队成员可以有权更改和改进产品,这对他们的客户也是一件好事。正如著名管理教育大师彼得·费迪南德·德鲁克所说:“一个专注于贡献并对结果负责的人,无论多年轻,从最字面意义上来说,就是‘最高管理层’”。这也是Eric使用此模式的目标。第三,为了降低内部协调的成本,他们认为在谷歌公司,快比慢要好。小团队管理模式可以在更短的时间内开发出更多的产品,因为团队可以利用他们的决策权做出快速决策,调整失败的问题将很容易和快速地得到修复。与微软等其他IT公司相比。当微软公司开发新的windows系统时,有一个数百人的大团队成员加入了这个主题,这导致了多年的时间和缓慢的进展。这是谷歌公司可以超越微软公司的一个主要点。小的工作团队可以有效地改进,并且在这个特定行业中比大的工作团队更好。除非从一开始就将行动承诺纳入决策中,否则好的想法不会变得有效。
This kind of organization structure is organismic and duo to the Google is a information technology company, duo to that situation, Eric thinks it can help company have better advantage in IT industry environment. The faster update is Google’s powerful weapon to win their competition.
这种组织结构是有组织的,由于谷歌是一家信息技术公司,由于这种情况,埃里克认为它可以帮助公司在it行业环境中拥有更好的优势。更快的更新是谷歌赢得竞争的有力武器。
The leadership of Eric Schmidt:埃里克·施密特的领导层
The definition of leadership is ‘Leadership is the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement ‘(Stogdill. 1950). The effect of leadership is that make strong motivated to the staffs, let staffs work in unity and achieve goals.
领导力的定义是:“领导力是影响一个有组织的团体在制定目标和实现目标方面的活动的过程”。领导的作用是激发员工的积极性,让员工团结一致,实现目标。
According to trait theories of leadership, the leadership is relate to leader’s personality, In Stogdill’s five traits Model: Intelligence, Dominance, Self-confidence, High level of energy, and Task-relevant knowledge. Based on Eric Schmidt’s career , cover news and public speech, Eric at least has intelligence, dominance, and Task-relevant knowledge, these three models can find obvious evidences from his business career. It also can mean Eric has agreeableness, conscientiousness, and openness to experience.
根据领导力的特质理论,领导力与领导者的人格有关,在斯托格迪尔的五个特质模型中:智力、支配力、自信、高能量和任务相关知识。根据埃里克·施密特(Eric Schmidt)的职业生涯、封面新闻和公开演讲,埃里克至少拥有智力、统治力和与任务相关的知识,这三个模型可以从他的商业生涯中找到明显的证据。这也可能意味着埃里克具有亲和力、责任心和对经验的开放性。
Firstly, it is clear to see his self-confidence because he believe his employees, he can give the right of decision-making to every teams. Secondly, his openness to experience is also easy to find, during his CEO career in Google these ten years, the Google company developed many newborn product not only in their search function such as Chrome, Android, and so on. Third one is his conscientiousness, as a survey about 313 private company choosing their CEO, there are 215 successes, in these 215 CEO, Almost of them have conscientiousness. That means how conscientiousness important to a successful CEO. Eric Schmidt has been a leader in three big IT company, all of them become famous and successful in their profession area especially these companies have a higher maker value. Eric’s conscientiousness is proved by he having a strong sense of organization, and word hard. He organises the google engineering team in 70:20:10, it means seventy percent group focus on their product in the area of search function, twenty percent team work on product in other development area like Android, then the least ten percent team works in newborn things like pilotless automobile. Until now the Google still use this structure when they develop product.
首先,可以清楚地看到他的自信,因为他相信他的员工,他可以将决策权交给每个团队。其次,他对经验的开放性也很容易发现,在他在谷歌的十年CEO生涯中,谷歌公司开发了许多新产品,不仅在搜索功能方面,如Chrome、Android等,他们几乎都有责任心。这意味着尽责对于一个成功的CEO来说是多么重要。埃里克·施密特(Eric Schmidt)是三家大型IT公司的领导者,所有这些公司都在其专业领域中成名并取得成功,尤其是这些公司的创客价值更高。埃里克有很强的组织意识,说话也很认真,这证明了他的责任心。他在70:20:10组织了谷歌工程团队,这意味着70%的团队专注于搜索功能领域的产品,20%的团队致力于其他开发领域的产品(如Android),然后至少10%的团队致力于无人驾驶汽车等新生事物。直到现在,谷歌在开发产品时仍然使用这种结构。
In the other hand, there has another theory about leadership:Behavioral of theories of leadership. There are two fundamental types of leader behaviours : ‘Initiating structure’ and ‘consideration’. Initiating structure refers to behaviour which focuses on the achievement of objectives and includes clear supervision and role clarification, planning of work and a results orientation. Consideration includes behaviours which encourage collaboration and focus on supportive network, group welfare and the maintenance of job satisfaction. (Brooks, 2009)
另一方面,还有另一种关于领导力的理论:领导力的行为理论。领导者行为有两种基本类型:“启动结构”和“考虑”。启动结构是指侧重于实现目标的行为,包括明确的监督和角色澄清、工作规划和结果导向。考虑因素包括鼓励合作的行为,并关注支持性网络、群体福利和保持工作满意度。
Eric Schmidt is a consideration structure in this theory. There are some points to prove that. Primarily, Eric give a wonderful and comfortable working environment, this working environment has been first most popular working environment in the world for four years at American Fortune magazine. This is a evident welfare for employees. Secondly, Eric insists to give the power of decision-making to each work team, he is highly trusted to his professional employees, at mean time, the employee get a stronger sense of encourage than a good working environment. Eric get a vehement support from his employees during company developing time virtually.
埃里克·施密特是这一理论中的一个考虑结构。有几点可以证明这一点。主要是,埃里克提供了一个美妙舒适的工作环境,四年来,这种工作环境一直是《美国财富》杂志世界上最受欢迎的工作环境。这显然是员工的福利。其次,埃里克坚持将决策权交给每一个工作团队,他得到了专业员工的高度信任,同时,与良好的工作环境相比,员工得到了更强烈的鼓励。埃里克在公司发展期间几乎得到了员工的大力支持。
Above two theories of leadership can not explain the leadership style of Eric Schmidt well, in order to give more thoughtful explanation. We appoint the third theory-Situational theories. One of situational theories is Fiedler contingency theory. This model asks the estimate of both the leader’s style and three broad characteristics of the situation:leader-group member relations, task structure, and position power. Primarily, In leader-member relations of Eric and his employees, it easy to prove they are real great, as the organization structure which Eric made, he and his employees have highly trusted with each other. That also can relet to situational leadership theory, his subordinates have enough ability to achieve his requirements, and he do not need to give too much guide to them. Secondly, the task structure is very clear in Google until now, Eric insists his 70:20:10 structure for the engineering development group. Thirdly, the position power of Eric is not very stong, because he give a part power of decision-making to every engineering development teams.
以上两种领导理论都不能很好地解释埃里克·施密特的领导风格,以便给出更深入的解释。我们指定了第三种理论情境理论。情境理论之一是Fiedler权变理论。该模型要求评估领导者的风格和形势的三个主要特征:领导小组成员关系、任务结构和职位权力。首先,在埃里克和他的员工的领导-成员关系中,很容易证明他们是真正伟大的,因为埃里克所建立的组织结构,他和他的员工彼此高度信任。这也可以借鉴情境领导理论,他的下属有足够的能力达到他的要求,他不需要给他们太多的指导。其次,到目前为止,谷歌的任务结构非常清晰,埃里克坚持他70:20:10的工程开发组结构。第三,埃里克的职位权力不是很大,因为他给了每个工程开发团队部分决策权。
Conclusion:结论
All in all, Eric Schmidt is a intelligent, professional, and accommodating leader. As we know that the Google culture is freedom and innovation since two originator of Google Sergey Brin and Larry Page starting the Google company until Eric been invited to be a CEO of this company, this culture never change. Eric’s experience is also perfect for the Google, first advantage is that he has a B. S. degree in electrical engineering at Princeton University and a phd degree in EECS at the university of California, Berkeley. These professional knowledge makes big different with normal CEO for the Google company. Second one is his ideal working experiences, before he came to the Google, the companies that he worked are all IT companies. Effectiveness is a habit, that is a complex of practices. The most significant thing is that he can run these companies very well and make outstanding achievement. Eric Schmidt makes the two originator believe he is the prefect role for The Google CEO. No matter using what theories to analyse the leadership of Eric Schmidt, he has proved that he is a suitable leader for this company during his career of Google CEO. Comparing with the famous Steve Jobs, Eric is not charming and distinctive as Jobs, but his leadership style is more appropriate for the Google Company.
References:参考文献
Koontz H. The management theory jungle[J]. Academy of Management Journal, 1961, 4(3): 174-188.
Drucker P F. People and performance: The best of Peter Drucker on management[M]. Routledge, 1995.
Stogdill R M. Leadership, membership and organization[J]. Psychological bulletin, 1950, 47(1): 1.
lan Brooks (2009). organisational behaviour. 4th ed. Essex: Person Education Limited. p167.
Assignment范文总结埃里克·施密特是一位聪明、专业、通融的领导者。我们知道,自从谷歌创始人谢尔盖·布林和拉里·佩奇创立谷歌公司以来,谷歌文化就是自由和创新,直到埃里克被邀请担任该公司的首席执行官,这种文化从未改变。埃里克的经验对谷歌来说也是完美的,第一个优势是他拥有普林斯顿大学电气工程学士学位和加州大学伯克利分校EECS博士学位。这些专业知识与谷歌公司的普通CEO大不相同。第二个是他理想的工作经历,在他来到谷歌之前,他工作的公司都是IT公司。有效性是一种习惯,是一种复杂的实践。最重要的是,他能够很好地管理这些公司,并取得杰出的成就。埃里克·施密特让两位创始人相信,他是谷歌CEO的最佳人选。无论用什么理论来分析埃里克·施密特的领导力,他都证明了在担任谷歌首席执行官期间,他是这家公司的合适领导者。与著名的史蒂夫·乔布斯相比,埃里克不像乔布斯那样迷人和与众不同,但他的领导风格更适合谷歌公司。本站提供各国各专业Assignment代写或写作指导服务,如有需要可咨询本平台。
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