Mark Zuckerberg and Facebook Leadership

Mark Zuckerberg, along with his Harvard friends, started Facebook, an American social media platform and software firm, in 2004. Facebook has evolved, becoming a powerful marketing platform, pushing projects to expand internet connectivity in underdeveloped nations, and dabbling with artificial intelligence and simulated reality (Hoffmann et al., 2018). Facebook, overseen by CEO Mark Zuckerberg, has grown to encompass over 1 billion engaged users every day, the vast majority of whom employ the site through its mobile app (Hoffmann et al., 2018). Similarly, Facebook’s Messenger program has grown itself into a billion-user ecosystem. High-profile investments such as Instagram since 2012 plus WhatsApp and Oculus VR in 2014 have only increased Facebook’s popularity and impact as a socializing network and technological heavyweight platform.

            The revolutionary VR device Oculus Rift, which started delivering to clients in 2016, offers Facebook a chance to become the dominant player in the future age of graphical interfaces. As Facebook explores its digital reality goals the key concern is if it could integrate VR and its purpose description of connecting the globe and making it simple for individuals to communicate what matters to them alongside their family and friends (Tardieu et al., 2020). Facebook’s Social VR program aims to expand the Facebook encounter towards virtual reality. The industry’s 17,000 workers did not build a $380 billion enterprise by avoiding such allegedly impossible tasks, and whatever they have demonstrated so far has generated considerable interest. All these facebook achievements can be traced from the excellent leadership qualities of Chief Executive Officer(CEO) Mark Zuckerberg (Chow, 2020). Mark is in charge of the firm’s strategic orientation and brand development. He is in charge of the layout of Facebook’s services and the advancement of its fundamental infrastructure and technology.

Part 1

Leadership Style of the Chief Mark Zuckerberg

Most experts believe there is a clear distinction between respectable and authoritative leadership styles. Nevertheless, following a careful inspection, there are numerous such points along the line separating these two types that there is often no discernible difference. However, what is most remarkable is that genuinely excellent leadership is frequently a blend of different styles. Minor adjustments in rules, attitudes, and cultures can dramatically affect power transmission. Mark Zuckerberg is definitely among these shocks (Tardieu et al., 2020). Transactional leaders are concerned with ensuring that activities run smoothly. Such leaders would utilize administrative powers, rewards, and a variety of motivations to inspire staff to achieve their maximum potential. On a daily level, such leaders are concerned about meeting benchmarks.

Transformational leaders strive to go above and beyond the ordinary daily activities, focusing primarily on establishing a solid group of staff through group development. Transformational leaders inspire their teams by setting objectives, applying rewards, and giving individual and career development opportunities. Mark Zuckerberg exemplifies the qualities of a transformative leader. He is recognized as a motivator who encourages his workers by providing them with a precise picture of the institution’s performance. He explains the procedures that must be taken to accomplish such objectives. His concepts are revolutionary, while his boldness, daring, and enthusiasm distinguish him as a transformative leader that workers look forward to following.

Zuckerberg is well-known for having a goal-oriented attitude and is committed to guiding his employees to create the most prominent social networking platform globally. For example, every Friday at its offices in Menlo Park, California, Facebook hosts a discussion forum for its staff and customers. It is an open forum whereby Zuckerberg is supposed to share his ideas on the organization’s future. Mark has a strong belief in his staff and workers, and the CEO cherishes their contributions. He does not believe that he is the lone man responsible for Facebook’s achievement. Mark emphasizes establishing relationships with his staff to change them towards his corporate vision (Chow, 2020). He constantly creates a favorable atmosphere in which to develop new initiatives. With his concept of building a good atmosphere, he has managed to fulfill his corporate objectives in a shorter period and obtain a comparative advantage above its competitors.

 Role of Mark Zukerberg Achieving the Organizational Objectives

             Zuckerberg’s Facebook achievement can be linked to a variety of characteristics. First, the CEO is always enthusiastic about the goals at hand. The youthful entrepreneur has constantly stood on the cutting edge of creating robust technologies that can revolutionize how individuals interact with others(Chow, 2020). He supports the employment of technology to meet the interests of many individuals all around the globe. Because of Zuckerberg’s devotion, he can advise and encourage his supporters better. The organization values the principle of continuous learning. This strategy caters to the demands of numerous employees to increase performance and thus achieve the organization’s short and long-term goals.

             Additionally, Mark’s efforts have resulted in the company’s achievement and accomplishment. According to Facebook’s senior management, the chief executive officer (CEO) strives relentlessly to guarantee that each target is met on schedule. He communicates with his staff, solves their issues, and contributes to various initiatives. He constantly urges his subordinates to strive harder to get excellent outcomes. This characteristic actively supports the corporate goals. As a leader who values civil discourse, he encourages his staff to submit technology enhancements and recommendations for Facebook. The CEO is well-known for having a goal-oriented attitude and is wholly committed to improving the firm.

            The success and significant accomplishments of Facebook throughout the years may also be linked to Zuckerberg’s sense of purpose. This enables him to recruit the proper partnerships, financiers, consumers, and staff more efficiently. This ability makes it simple for the organization to develop innovative tactics to provide favorable outcomes. This attribute illustrates why Zuckerberg considers it easier to interact with individuals from all over the globe. This method has simplified things for Facebook to provide commendable items to a more significant number of clients. Zuckerberg’s aggression is another notable characteristic. As a mentor, Zuckerberg coaches his employees to better the intended goods and create new skills.

            The most effective corporate social responsibility initiatives can incorporate corporate responsibility principles and use a simple approach strategy to fix instead of negating the difficulties. This notion has grabbed the central position with Mark Zuckerberg’s statement that his family will donate 99 percent of their Facebook assets to the progress of human capacity and support equality (Hoffmann et al., 2018). This strategy shows how Facebook deals with its challenges in Corporate Social Responsibility. Previously reprimanded for significant gender pay disparities, Facebook is prioritizing boosting the number of women it employs into professional and management responsibilities along with all divisions in the expectations of building an inclusive staff and the beliefs of reverence and participation required for individuals to do their excellent work (Tardieu et al., 2020). The industry’s senior leadership agreed that CEO Mark Zuckerberg is highly appreciative of women in the industry. Zuckerberg’s efforts in dealing with cross-cultural issues are evident by how Facebook is currently hiring individuals from different cultures worldwide.

Part 2

Mark Zuckerberg’s Leadership Styles and Skills

A leader’s leadership approach describes how they direct, motivate, guide, and manage individuals’ groupings. Exceptional leaders can inspire political revolutions and societal transformation. These leaders also motivate people to achieve, grow, and innovate. Whenever someone examines a couple of the people they consider to be excellent leaders, they may find considerable differences in how each individual serves. On the other hand, educators have developed a plethora of theories and ideas that assist us in understanding, recognizing, and comprehending distinct leadership methods. Leadership styles exist on a spectrum, spanning from authoritarian to laissez-faire, with several types in between.

As a transformative leader, Zuck actively promotes his employees — he is constantly searching for new methods to handle issues, such as ideas to develop the firm ( Like In cases of acquisitions, Instagram, and WhatsApp), and he relishes a challenge (Hoffmann et al., 2018).  In terms of management approaches, Zuckerberg blends laissez-faire with authoritarianism and democracy. He expects the allocated job to be accomplished, but he always looks for input. He trusts in each worker’s ability and that everyone is being treated equally.

Mark Zuckerberg exemplifies an autocratic leader. Facebook has grown to become the world’s largest social media platform. Nevertheless, even after the corporation’s position is changed publicly, Zuckerberg can still retain the power to initiate and challenge each crucial choice. Furthermore, Zuckerberg’s leadership is perceived as both comforting and confrontational. He has established himself as a person who continually calls for continuous innovation and growth; consequently, Mark has an established zest for debates and difficulties. The CEO is noted for periodically abdicating his role in the corporation and making thoughtful choices on his own, ignoring the thoughts of others and his team. In terms of his subordinates’ management style, Zuckerberg frequently urges his staff to produce and show the output and determination more than established at the start. This strategy is considered perplexing and unpleasant; nonetheless, Zuckerberg has demonstrated it to be highly successful since employees produce more than anticipated while restricting their involvement in most task elements (Tardieu et al., 2020). The Chief Executive Officer of Facebook attempts to force his workers to perform increasingly fast and under extreme pressure. This attribute is an indicator of authoritarian leadership.

Mark Zuckerberg exemplifies the transformative leadership approach in practice. Instead of declaring objectives, he specifies every action required to achieve those objectives. Zuckerberg is full of daring thoughts and self-assurance. As a result, he is the leader that the staff is eager to imitate. He is fascinated and passionate about what he is accomplishing, how he gets it done, and how he can always progress. He admires technology’s ability to link individuals all over the globe. Effective communication is critical in creating confidence and managing any organization. From the start, Zuckerberg is always available to his staff. He wanders the hallways, chats to staff, make inquiries, and tries to understand people on an individual level.

As the CEO who oversees many employees, a laissez-faire leadership style is noticeable. As a result of leading numerous people, he adopted this leadership style. It is evident because he is innovative motivating and must make critical judgments when necessary. However, he must communicate his leadership abilities to all of his employees. For him to flourish, he must believe and depend on each employee’s hard work and for them to do well. Mark allows his employee’s creativity and independence while providing minimal guidance (Hoffmann et al., 2018). For example, Facebook leases out a public park once per year and invites its whole office workforce to participate in dodgeball, basketball, and football. In the Facebook workplace, employee satisfaction and joy are crucial. Zuckerberg assumes that people will be highly efficient if their workers are satisfied and relaxed.

Leadership theories describe why and how certain people develop as leaders. These theories are concerned with the attributes and activities individuals could develop to strengthen respective leading capabilities (Tardieu et al., 2020). The following are some of the top attributes that experts believe are necessary for effective leadership:

• High moral values and integrity
• Excellent self-organization abilities
• Effective learner
• Encourages employee development
• Encourages engagement and affiliation

Initially, leadership theories were mainly concerned with distinctive traits and actions of leaders. Nevertheless, as years passed, beliefs shifted to emphasize a leader’s following and the situational character of leadership. For instance, early views, like the great man theory and the characteristic model, concentrated on intrinsic abilities that leaders are born possessing. The next phase, which included behaviorist theory, situational leadership theory, and contingency theory, focused on what leaders do rather than what attributes individuals possess (Chow, 2020). According to a study, the last level contains transactional and transformational theories, which analyze the interaction involving the leader and his subordinates.

Conclusion

            Mark Zuckerberg possesses several characteristics which make him a good leader. Moreover, his honesty and professional ethics must be adjusted. Previous controversies have harmed the firm. Hence, it should be in Zuckerberg’s best interests to modify his methods to recover and avoid such issues altogether. Failure to do so may lead to a corrupted business environment or perhaps his dismissal as Chief exec. Zuckerberg’s revolutionary leadership style is propelling Facebook into a bright future (Hoffmann et al., 2018). He has thrived as a leader because he acknowledges and inspires his corporation’s continuing progress. Zuckerberg recognizes and acknowledges how he has created numerous errors inside his firm. However, as a transformational leader, he works to translate those missteps into possibilities for development.

References

Chow, T. W. (2020). Leader versus manager: Lessons from top business executives. Annals of Management and Organization Research, 2(1), 53–65.

Hoffmann, A. L., Proferes, N., & Zimmer, M. (2018). “Making the world more open and connected”: Mark Zuckerberg and the discursive construction of Facebook and its users. New Media & Society, 20(1), 199–218.

Tardieu, H., Daly, D., Esteban-Lauzán, J., Hall, J., & Miller, G. (2020). Leadership—What Is Required of Leaders and Leadership to Achieve Digital Success? In Deliberately Digital (pp. 95–105). Springer.