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Google Company: Larry Page’ Leadership Style Research Paper

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Updated: Jul 30th, 2021


Organizations are complex entities that require dedication and accuracy with regard to management and other related undertakings. Google is famous for its adherence to universal determinants of leadership within organizations (Bonnici, 2011). It embodies the appropriate leadership and management style that bolsters the overall desire for dominance in a competitive market regime. Google’s success in provision of technological solutions is indicative of proper and dynamic leadership within its ranks. In most cases, organizations strive to uphold the proper leadership style in order to guarantee success in recurrent activities that manifest in diverse areas of engagement (Bonnici, 2011).

Background of CEO

Larry Page is an American entrepreneur who has influenced the business landscape in contemporary society. He came into the limelight after he cofounded Google in collaboration with Sergey Brin. His academic background in computer science has given him an upper hand with regard to the management of affairs at the helm of Google (Bonnici, 2011).

Since assuming Google’s leadership and management on April 4, 2011, Larry has managed to entrench and propagate efficiency and progressive leadership in the corporation. His leadership style is inclusive and dynamic because it offers an opportunity for interaction and engagement between employees and organizational leaders. His passion for progress and productivity makes it necessary for employees to adopt innovative strategies that guarantee positive results. Evidently, Larry Page has had immense influence on the success of Google (Bonnici, 2011).

Leadership style and philosophy

Leadership style plays an important role in determining progress and productivity with regard to organizations. It guarantees retention and propagation of appropriate practices that guarantee success in all pertinent areas of interest that characterize corporate undertakings. Larry Page epitomizes a unique leadership style that not only precipitates success for Google, but also sets him apart from his peers (Bonnici, 2011). He accentuates dynamic leadership that creates the impetus for success in different areas of interest within the organization. Larry believes in innovative leadership because he understands his position as a leader in a competitive market segment. With regard to achieving market leadership, Larry said that

“I would rather have people think we’re confused than let our competitors know what we’re going to do” (Carlson & Dickey, 2012).

Despite earlier reservations, people have learnt to appreciate Larry’s leadership because it exhibits dynamism and innovation (Bonnici, 2011). Larry is a transformative leader who believes in inclusive leadership in all areas of engagement within the organization. His futuristic demeanor makes it necessary for employees to strive towards excellence and productivity. He also motivates employees to pursue efforts that bolster realization and actualization of core values that define the existence and propagation of Google in the market (Bonnici, 2011).

His leadership philosophy creates room for generation of dynamic ideas that support basic ideals as articulated in Google’s vision and mission statement. Larry’s leadership style aligns with Google’s organizational culture because it embodies recurrent features and attributes of its cultural orientation. Google’s organizational culture revolves around efficiency and productivity in the workplace (Bonnici, 2011). When asked about his plans for Google, Larry said that

“My job as a leader is to make sure everybody in the company has great opportunities, and that they feel they’re having a meaningful impact and are contributing to the good of society. As a world, we’re doing a better job of that. My goal is for Google to lead, not follow that” (Carlson & Dickey, 2012).

Personal and organizational values

It is important for organizational leaders to have values that accentuate recurrent clamor for success and productivity within corporate jurisdictions (Imen, 2014). For instance, their personal attributes should reflect organizational values that define existence and operation in the market. In order to guarantee productivity in organizations, there must be fusion in terms of personal and organizational values (Imen, 2014). Organizations that fail to strike such balance cannot sustain operations in competitive markets. In Google’s case, there is a favorable fusion of personal and organizational values that define its operations in the technology market. Most of its corporate engagements are supportive of values that promote its vision and mission statements (Imen, 2014).

Google’s organizational values embody productivity and innovation as pillars of excellence in the market. The corporate entity strives to uphold operations that guarantee innovation and progress in its market segment. Innovation is an important aspect of production, especially in the technology industry (Imen, 2014).

Due to the dynamic nature of technology, organizations must conduct regular surveys in order to determine recurrent needs and demands in the market. This gives them opportunity to formulate products and services that reflect inherent needs in the market. Google also provides favorable working conditions for their employees. The workplace environment plays an important role in determining motivation among employees. Through motivation, employees sustain input that ultimately bolsters productivity and resilience in the workplace (Imen, 2014).

Larry’s personal attributes are relevant and appropriate with regard to organizational values that define Google’s existence in the market. For instance, he is an innovative leader who believes in the regular evaluation of progress in his corporate jurisdiction. Larry is constantly featuring in efforts that seek to entrench the culture of innovative foray into new alignments that manifest in the market (Imen, 2014).

This personal value is appropriate for Google because its values embody innovation and regular appraisal with regard to trends in the market. The organizational leader is also futuristic and dynamic. He believes in progressive change that guarantees productivity and hegemony in the market. This attribute is compliant with Google’s organizational values because the corporate entity endeavors to foster futuristic structural and institutional domains of engagement (Imen, 2014). Larry also understands the importance Google and what it means to several people. He once said that

“If we were motivated by money, we would have sold the company a long time ago and ended up in a beach.” (Carlson & Dickey, 2012)

Influence on ethical behavior within the organization

Due to the complex nature of organizational entities, it is important to understand numerous dynamics that govern their sustenance and propagation in the market. Such dynamics play an important role in ensuring compliance with inherent structural and institutional realities that define organizations in contemporary settings. Leaders who fail to exhibit proper leadership style often inspire negativity and incongruence with regard to the realization of ideals and aspirations that define the existence of their organizations (Imen, 2014).

Larry appreciates the role of innovation in determining future of Google in the technology market. He understands the importance of regular appraisal that seeks to determine recurrent needs in the market. This attribute is likely to influence ethical behavior in the organization because it impetus for value growth and replication among employees. His approach to innovation is likely to arouse contagion within organizational ranks. Employees are likely to emulate his desire for innovative and dynamic leadership (Imen, 2014).

Larry is also transformative in terms of his approach to leadership. He believes in the formulation of products and services that satisfy inherent needs in the market. This personal value is likely to influence ethical behavior within the organization because employees will emulate their leader (Schermerhorn, 2012). His transformative and futuristic demeanor inspires positive action among employees in the organization. By emulating his personal values, employees strive to bolster the overall desire for productivity and dominance in technology. Evidently, Larry’s personal attributes are likely to influence ethical behavior in the organization (Schermerhorn, 2012).

Larry’s strengths and weaknesses

Leadership style determines the extent of success and progress in undertakings that suffice within organizations. Larry’s greatest strength lies in his ability to listen and control social situations (Schermerhorn, 2012). Good listening skills are important because they enable proper communication and interaction in the workplace. Larry also understands the value of social equity in the workplace. He values the delivery of substance as opposed to the style of delivery. Larry also understands diverse internal dynamics that characterize operations within the organization. The aforementioned strengths are crucial in enhancing Larry’s influence with regard to leadership in Google (Schermerhorn, 2012).

One of Larry’s weaknesses is the inability to articulate Google’s vision and mission in diverse contexts (Schermerhorn, 2012). This is informed by his introverted nature which makes it difficult for him to pursue such platforms. Larry also lacks the requisite experience that suffices in organizational leadership and management. This affects his ability to inspire and actualize progress in the organization. Another weakness is Larry’s inability to foster discipline in terms of scheduling. Apparently, he does not like rigid schedules that affect his personal planning. This reality presents conflicting interests in terms of service delivery in the organization (Schermerhorn, 2012).

Quality that contributes most to leadership success

As earlier indicated, Larry embodies numerous qualities that contribute to success in leadership. One such quality is the ability to take risks and the creation of innovative structural frameworks in the organization. This quality is vital because it embodies Google’s vision and mission. Google’s vision supports innovation in terms of provision of products and services in the market. Larry’s preference for innovation defines various operations that suffice within Google (Schermerhorn et al, 2012).

Larry’s communication style

Communication is an important aspect with regard to organizational leadership and management. Success in corporate leadership depends on the ability to relay ideas through appropriate communication strategies. Communication and collaboration influence group dynamics because they inspire unity of purpose (Schermerhorn et al, 2012). Through such efforts, employees understand their role in the realization of ideals that characterize the organization.

However, leaders should use their influence and power in order to understand the inherent dynamics that suffice in organizations. Larry understands the role of politics and power in determining the future prospects of the organization (Schermerhorn et al, 2012). He uses his power to influence positive action in the organization. This makes it possible for him to pursue innovation and other important aspects of Google’s propagation in the market. Larry uses collaboration as an avenue for collective efforts in the organization (Sameer, 2012).


Organizational leadership is an important aspect with regard to Google and other corporate entities in contemporary society. Corporate leaders must adopt styles that accentuate the overall desire for success and progress in diverse thresholds of engagement (Sameer, 2012). This gives them an opportunity to advance their mission and vision with regard to specific corporate entities. Larry Page is an example of leaders who strive to guarantee success within diverse areas of engagement in contemporary organizational setting. His penchant for dedication motivates employees with regard to the realization of ideals and aspirations that define Google’s propagation in the market (Sameer, 2012).


Bonnici, C. A. (2011). Creating a Successful Leadership Style: Principles of Personal Strategic Planning. Lanham: Rowman & Littlefield Education.

Carlson, N., & Dickey, M. R. (2012). . Web.

Imen, K. (2014). Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions. Intangible Capital, 10(1), 26-51.

Sameer, L. (2012). Leadership styles and conflict management of executives. Indian Journal of Industrial Relations, 48(1), 172-180.

Schermerhorn, J. R. (2012). Organizational Behavior. Danvers: John Wiley & Sons.

Schermerhorn, J. R., Osborn, R. N., Uhl-Bien, M., & Hunt, J. G. (2012). Organizational Behavior. Hoboken: John Wiley & Sons.

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