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Sundar Pichai – Case Study

Melanie-Rose Elasmar
20245040
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Melanie-Rose Elasmar 20245040

Sundar Pichai – Case Study

According to Douglas McArthur, “A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader but becomes one by the equality of his actions and the integrity of his intent” (Ignat, 2017). Leadership is an act of leading and influencing a group of individuals or followers to gain their objectives along with the company’s objectives. It includes a guiding group of individuals, making decisions be it easy or difficult, developing a clear vision, improving efficiency, setting achievable goals, provide a group of individuals with the proper knowledge and necessary tools that they need to achieve the goals. A leader not only just leads a group of individuals but also brings motivation and makes a positive impact on the people around them. A leader is a mindful, calm, and talented person who knows how to bring the best out of the situation. Ronald Reagan said, “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things” (Prasad, 2018). The Chief executive officer of Google (largest search engine in the world) Sundar Pichai, has gained global success via his simplicity, devotion, and preparedness for his job. Sundar Pichai is regarded by many new entrepreneurs as skilled, polite, and resilient in avoiding office theatre and politics, which has benefited his career and generated powerful individuals. This essay aims to discuss the
leadership process and challenges. Further, this essay will discuss the leadership approach shown by Google chief executive officer Sundar Pichai and analyse how his leadership approach has been influenced within varied business contexts.

Leader’s traits, and behaviors

 Autocratic leadership is referred to as a style of leadership in which the leader is more focused on making decisions with executives and collects fewer inputs from team members.

 Transactional Leadership is referred as a style of leadership in which a leader relies on the system of rewards and punishments to motivate and engage its followers.

 Charismatic Leadership – As its name says, a leader to influence their followers uses this leadership style by using their communications skills, persuasiveness, and charms.

 Transformational Leadership – As the name of this leadership says that it is
transformational, meaning that according to the need and demand of the situation leaders transform. They create a vision by identifying the needs of their team and then guide their team towards that goal through inspiration and motivation.

Inclusive leader: Pichai is considered a forward-thinking leader and believes in empowering people. "Do not just recognize your achievement, but focus on the success of others," he says of his technique of primary leadership. He looks to be at ease in his leadership role (Immelman & Griebie, 2020). By emphasizing teamwork, he avoids confrontation. Rather than engaging opponents, he likes to wait for issues to resolve themselves.

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Simplicity: New York Times interviewed Sundar Pichai in which he said that, "There was a simplicity to my existence, which was quite wonderful compared to today's world." “We lived in a little home shared with other renters. We spent the night sleeping on the living room floor.

There was a drought while I was growing up, and we were concerned (Hamilton, 2021). Even now, I can't sleep unless a bottle of water is nearby. Before we had ours, other people's households had refrigerators. It was a big deal."

Not visionary: According to polls done within the Google organization, an increasing percentage of Google employees are losing faith in their CEO's vision. When employees were asked if Pichai's vision of Google's success inspired them during an internal audit, 78 percent responded yes, a 10% decline from the prior year. When asked if they trusted Pichai and his executive team to run the company efficiently and effectively in the future, 74 percent of employees responded positively, a drop of 18 percent from the previous year (Royal, 2020). The worsening of these

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Sundar Pichai is known as an "Affiliative leader." Affiliative leadership is best described as "putting people first." This leadership style is concerned with fostering collaborative
relationships with the team. Pichai's Affiliative leadership style may be observed in the following comment from Pichai himself "as a leader, it is critical to focus on the success of others as well as your own." Sundar Pichai is a selfless leader who believes in the success of everyone around him, which has won his workers' respect and loyalty. Because of his intellect, enthusiasm, risk-taking abilities, originality, honesty, professionalism, and work ethic, Sundar was also able to encourage the team while working in a business full of extremely intelligent individuals (Sunder, 2018). Sundar Pichai has extensive knowledge of the industry and Google. As a consequence, people respect him and his opinions. Sundar has a penchant for creating products that are both user-friendly and technically excellent. In 2009, he introduced the Chrome browser, which was quickly followed by Chrome OS. By effectively leading such endeavors, he demonstrated his capacity to swim against the tide. During the process, he developed the ability to handle additional responsibilities and obligations, as well as prestige and authority.

He is optimistic about the success of others. Sundar Pichai encourages people to achieve and helps them by removing impediments, and he believes in collaboration (Chuckry, 2019). The vision of Pichai is clear about what does he want or what he does not. He communicates his vision with everyone in the organization, making sure that everyone is understanding that what is the goal and what are they needed to do to achieve that goal. Pichai is prepared to make tough decisions, take calculated risks, take on new challenges, and go out on a limb for a cause they believe in. Affiliative leaders have the fortitude to make difficult decisions and develop a vision necessary to bring it to fruition. From inside, he is fueled by desire. "It's critical to follow your dreams and your feelings," he adds. Do something that piques your interest" (Gibson & Ewing, 2020). It may take several efforts for us to reach the summit, but we must make the initial move and break out from our cocoon. "If you don't fail sometimes, you're not being ambitious enough," Google CEO Eric Schmidt says.

Employees will continue to work from home in countries such as India and Brazil, where COVID instances have increased in recent months. In his email, Pichai encouraged Google workers in locations where COVID-induced lockdown limitations have been lifted to work three days from home and two days from wherever they work best (Giansiracusa, 2021). "We'll transition to a hybrid workweek in which most Googlers spend three days in the office and two days wherever they work best" Pichai stated in his email to his employees. Because when employees are in the work place they will be focused on collaboration, their product areas and functions will play a role in determining which days the team will meet in the office. Employees may be delighted to come in when they want/need to collaborate, but employers must give adequate value to the consequences of such collaboration chances.

Due to the nature of the job, certain tasks may need more than three days on-site each week," Pichai wrote in an email to his staff. Pichai also stated that workers will be able to apply for totally remote work based on their position and team needs. "You will be able to apply for remote employment inside your product or role" (Cagan, 2017). Whether you want to relocate to a different office or work entirely from home, your remuneration will be adjusted to reflect your new location," he explained. Employees at Google will be permitted to work from a place other than their main office for up to four weeks every year. Employees will have more freedom over the summer vacation. By leaving the door open for total remote employment, Google can cast a far larger global net for talent. Many of their brightest technical minds will not want to come into an office and can be quite productive working from anywhere (Sutherland & Janene-Nelson, 2020).

Sundar Pichai – Case Study

leader and has faced challenges in his journey and overcome them. He has helped Google in

Sundar Pichai – Case Study

Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.

Giansiracusa, N. (2021). Gravitating to Google. In How Algorithms Create and Prevent Fake News (pp. 119-150). Apress, Berkeley, CA.

Gibson, R., & Ewing, R. (2020). Transforming the curriculum through the arts. Springer International Publishing.

Ignat, C. (2017). PROJECTING AMERICAN POWER THROUGH MILITARY LEADERSHIP.

In International Scientific Conference" Strategies XXI" (Vol. 2, p. 126). " Carol I" National Defence University.

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Melanie-Rose Elasmar 20245040

Sundar Pichai – Case Study

Sutherland, L., & Janene-Nelson, K. (2020). Work Together Anywhere: A Handbook on Working Remotely-Successfully-for Individuals, Teams, and Managers. John Wiley & Sons.

Veliu, L., Manxhari, M., Demiri, V., & Jahaj, L. (2017). THE INFLUENCE OF LEADERSHIP STYLES ON EMPLOYEE'S PERFORMANCE. Management (16487974), 31(2).