tag:blogger.com,1999:blog-3297339528199658886.post1238784672176875020..comments2023-08-04T05:52:20.805-05:00Comments on LeadershipTheory and Behavior: So What Does Google Think??Professor Robbinshttp://www.blogger.com/profile/05888371487484973438noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-3297339528199658886.post-32225832676726092602009-11-11T12:43:40.749-06:002009-11-11T12:43:40.749-06:00Thanks for your comments, everyone! I completely a...Thanks for your comments, everyone! I completely agree with you in regards to the reflection of Theory Y in the leadership model of Google. <br /><br />Marisa, I think you bring up a good question. As I mentioned, it seems like the culture, values, and leadership are all aligned at Google. So to answer your question, maybe a different industry or different culture should also have a different model of leadership. Creativity and innovation is valuable is any organization but of course that could look different for any one company. Therefore, maybe the big take away from the Google example is that at the end of the day, it is important that all these aspects of your company are aligned in order to drive the best performance. So leadership should look different in varying organizations because no two organizations are exactly the same.Allison Wilderhttps://www.blogger.com/profile/17736934602628977721noreply@blogger.comtag:blogger.com,1999:blog-3297339528199658886.post-25858831842903900702009-11-11T00:50:09.274-06:002009-11-11T00:50:09.274-06:00In addition to the idea of Theory Y by McGregor, t...In addition to the idea of Theory Y by McGregor, this also makes me think of our recent reading in regards to intrinsic and extrinsic motivation. It seems that Google is nurturing both, but really put their faith in the intrinsic motivation of their staff.<br /><br />I also wonder how this leadership style would work in a different industry that doesn't thrive as much on creativity and innovation. Would Theory Y and this openness to staff freedom be as helpful?Marisahttps://www.blogger.com/profile/13222428706745303267noreply@blogger.comtag:blogger.com,1999:blog-3297339528199658886.post-88899663683492412052009-11-10T14:19:36.146-06:002009-11-10T14:19:36.146-06:00Allison, I agree with Christopher too, that Google...Allison, I agree with Christopher too, that Google has Theory Y written all over it. In fact, I think Theory Y answers your question - about Google's decision to not make development programs mandatory. According to Theory Y, people actively seek responsibility when they are committed to a vision. Google employs people who fit into its culture of trust and teamwork and then develops a shared vision with them. <br /><br />Like other Theory Y proponents, it probably believes that these intrinsically motivated employees will make good use of any opportunity that they think will help them develop. Therefore, I think Google does a good job at practicing its professed values by not making these development programs mandatory. The results speak for themselves.Shilpa Shindehttps://www.blogger.com/profile/02768549337946902273noreply@blogger.comtag:blogger.com,1999:blog-3297339528199658886.post-73989953748202061472009-11-10T10:16:19.062-06:002009-11-10T10:16:19.062-06:00Allison-
I definitely see Theory Y written all ov...Allison-<br /><br />I definitely see Theory Y written all over Google, and I'm personally a fan. And I think it works generally. I think of Pixar and IDEO and Apple in general. Combined with Google, they all have a very similar mantra/ style of working environment- you are your own leader, now create! <br /><br />So I think this loose control is an excellent form of empowerment and does cultivate a multitude of leadership. I'm a big fan of this style of "leadership", because someone at the top of all these companies does make the conscious decision to run their corporations in this manner and the leadership does trickle down to every employee.<br /><br />Thanks, Allison!Christopherhttps://www.blogger.com/profile/12395379086282824691noreply@blogger.com