Case Study: Sheryl Sandberg

Case Study: Sheryl Sandberg

The Chief Operating Officer(COO) of Facebook, Sheryl Sandberg, occupies one of the most powerful seats in the corporate world with her being an equal partner to the already legendary Facebook CEO Mack Zuckerberg.  Her leadership style can be categorized as High Structure and democratically based on the behavioral leadership styles models and theories. According to the IOWA leadership styles, she can be described as being a democratic leader due to her encouragement of participation by all parties in the making of decisions. In her book, Lean In, Sandberg insists on dialogue in the workplace. Sandberg writes, “We hold a company-wide Q&A every Friday where anyone can ask a question or make a comment. When people disagree with decisions, they post to the company-wide Facebook group” (2013). Furthermore, the COO uses her book, “Lean In,” to expound on the hierarchy of the needs of a person that are to be fulfilled for there to be comprehensive and productive work done. According to the Hierarchy of Needs Theory, the satisfaction of social, esteem, safety, and self-actualization are covered. In her book, Sandberg further insists on the Two-Factor theory that categorizes the two higher-level needs as self-actualization, appreciation, and social. That is, she explains that women are to be motivated to succeed in the businessworld through empowering each other and the promotion of equality. Furthermore, the three process motivation theories are also exemplified in the book, “Lean In.” I think that Sandberg’s insistence on the motivation of women is primarily based on the rewards that come with the accomplishment of tasks.

On the other hand, It is my opinion that the type of schedule of reinforcement that will help women advance in business is positive reinforcement.  “Positive reinforcements are pay, promotions, time off, increased status, and so forth. Giving praise is positive reinforcement, and you will learn how to give praise at the end of this section” (Lussier&Achua 2016).  I think that if there is the implementation of motivating with rewards instead of the use of punishment. The five factors of leadership that are presented in the first chapter include leaders-followers, influence, change, organizational objectives, and people. Sandberg corresponds to these leadership skill sets because she sets objectives that encourage those around her to have a positive outlook. Additionally, she influences those in her team to work towards their goals through both her success and admittance of sharing group membership with those in her them. While Sandberg proves to be an exemplary leader, she has to adhere to specific set leadership skills.  I think that emphasis on her managerial skills is to be on her interpersonal skills. Notably, she is a team player that is ready to listen as a leader and also change according to the dynamics presented by others in discussions. Also, her position in the company requires her to have technical skills to ensure that she understands the procedures, methods, and techniques that are necessary for all processes.  Besides, decision-making skills cannot be sidelined as the position of Sandberg places her in a unique standpoint where the company is almost entirely dependent on her everyday choices..

References

Lussier, R. N., &Achua, C. F. (2015). Leadership: Theory, Application, & Skill Development. Cengage Learning.

Sandberg, S. (2013). Lean In: Women, Work, and the Will to Lead. Knopf.