Essay范文-乔布斯和比尔盖茨领导风格对比

领导风格一直都是organizational behavior 这门课程中最热门的topic之一，毕竟伟大的企业都是由伟大的领导者创造的，而他们管理和运营这个企业的风格决定企业的文化和社会影响力。领导风格通常是由被领导者“感受”到的，他们有时偏重于监督和控制，有时偏重于表现信任和放权，有时偏重于劝服和解释，有时偏重于鼓励和建立亲和关系。今天的范文是一篇分析领导风格的essay，通过对比乔布斯和比尔盖茨两位伟大领导对于员工的不同的管理风格，我们可以进一步了解不同的领导力是如何来引导和激发员工潜力的。

Compare two leadership practices of Steve Jobs and Bill Gates

Introduction引言

Average leadership style (ALS) points out that there are three kinds of leadership styles in different organizations: autocratic leadership, democratic leadership and laissez-faire leadership. This essay will demonstrate the characters of autocratic leadership and democratic leadership with two publicly known figures, Steve Jobs and Bill Gates. 

平均领导风格（ALS）指出，在不同的组织中有三种领导风格：专制领导、民主领导和自由放任领导。本文将以两位知名人物史蒂夫·乔布斯和比尔·盖茨为例，展示独裁领导和民主领导的特征。

Jobs is a typical autocratic leader and he promoted the corporation of Apple Inc. to be endowed with his personal characters. On the other hand, Bill Gates is a typical democratic leader. The democratic working environment helped Microsoft to become one of the most successful corporations in the world.

乔布斯是一位典型的专制主义领袖，他把苹果公司提升为具有个人性格的公司。另一方面，比尔·盖茨是典型的民主党领袖。民主的工作环境帮助微软成为世界上最成功的公司之一。

Three types of leadership styles

Leadership can guide and lead the group to achieve the organizational goal. It is a series of behavior system contains the behaviors of controlling, guiding, coordination between different members in the group. In theory, leadership is a kind of influence power to channel the members to serve the organization willingly (Church, 2010). 

According to the theory of average leadership style, the practices of leadership can be divided into autocratic, democratic and laissez-faire styles with different characters (Clark et al, 2009).

Autocratic leadership means to lead the members with power and mandatory order in the group. Usually, this kind of leadership is based on the strict executive order, disciplinary restraint, reprimand and punishment.

Democratic leadership advocates leading by example. The leader tends to adopt democratic approach to make decisions. This style encourages the members to take part inthe decision-making process. The main character to this leadership is to encourage discussion. The distribution of tasks is based on the personal capacity and interesting.

Laissez-fairestyle refers that the leader endows great freedom to the members in the group. The team with laissez-faire style leadership has few regulations. The leader plays the role of adviser for the group and to connect the group with the external environment (Köse, 2018).

Table1 The characters for the leadership style

Autocratic leadership style of Jobs

Power distribution:

Everyone knows Jobs is a dictator. He wanted to produce perfect products. This personal character led to the result that he mastered the absolute power in Apple. It is well known that Jobs forced the employees to accomplish the tasks that he regarded that the workers needed to do. This power distribution mode generated different effects on the corporation. 

At initial stage of the Apple Inc., his centralization policy led to the employees could not tolerate the management of Jobs. At the reforming stage of Apple, the leading of Jobs reformed the structure of Apple and successfully managed the corporation to be operated around him. 

According to related publishing articles, Apple always emphasized the secrecy work, there was little decentralized right in the organization and the employees should work under narrow scope of responsibilities (Giessner, 2013).

Decision-making:

Autocratic leadership refers to the fact that the leader is a law onto oneself. Jobs is an arrogant leader. During the speech in Stanford University in 2005, Jobs announced that you should follow your courage and intuition and one should not be influenced by the others’ views and comments in public. This reflected that Jobs was a leader that applied arbitrary decision-making mode in the corporation. 

The arbitrary decision-making mode allowed the leader to implemen this creative and powerful strategies in the organization (Dempsey, 2011). This endowed the products of Apple to reflect the personal characters of Jobs and to guide the corporation to achieve its great performance in the market.

Subordinate condition:

Jobs helped Apple to build up the organizational system with neural network traits. Apple Inc. does not advocate power decentralization. The internal positions of Apple are divided according to the functions. It allows the leader to control the developing of the products. The information was transferred within the organization as neural network. 

The employees in this system were playing the role of grid nodes. They are only to accept the information and the information was transferred to Jobs in the end. It means that the subordinates were working under the strictly supervising of Jobs and they need to following the confidentiality policies of Apple Inc. in practice.

Influence power:

The ultimate ideas held by Jobs promoted him to own the temperament of religious leader in the organization. Within the organization of Apple, Jobs had cultivated a group of partners that can follow his ideology. It meant that the influence power of Jobs was great and his excellent insight on the marketing environment turned into the practical actions.

Jobs is a leader that is good at hiring believers (Koch, 2013). Most of the high-level managers in Apple are the followers of Jobs. They believed that Jobs could lead them to achieve success. This is also the main reason for Apple to attract the excellent talents in the related field.

Evaluation and feedback:

As an autocratic leader, the evaluation on the members in the group is based on his personal emotion. It promoted the members in the group to work follow the ideology of the Jobs. The strict requirements from Jobs encouraged the team to be full of passion and to be creative.

Democratic style leadership practice of Bill Gates

Power distribution: 

Bill Gates created Microsoft and the successful of the corporation can be attributed to the diversification of talents. Bill Gates has the talents build up an excellent team. He can observe employees with high potential and provide proper power and resource to help them achieve the organizational goals. 

He was good at technology developing and the team lacked the talents in the field of marketing and sales at initial stage of Microsoft (Hauptman,2002). He believed in the talents and distributed the sales power to professionals then.

Decision-making:

Democratic leader usually adopts group decision-making strategy and absorbs different opinions in the group. Bill Gates is good at learning and he can accommodate different opinions. This is the main reason for Microsoft to hire different experts in the fields of philosophy, linguistics and films. In addition, Bill Gates can admit his mistake (Trathen, 2008). For the better methods and techniques, Bill Gate likes to open up and accept other people’s suggestions.

Subordinate condition: 

In general, the employees can follow a single career path to take the management positions. However, the management position is unsuited for all employees. Bill Gates has provided a suitable environment for the subordinates. The organization allows the excellent employees to development in the management path. 

On the other hand, Microsoft also allows the other employees to develop their careers under the technological path. The democratic subordinate condition allows the employees to express their personal capacities in the corporation.

Influence power:

The excellent leader should have excellent interpersonal skills. During the development of Microsoft, Bill Gates had played an important role. His unique personal charm helped the corporation to create a loose and harmonious working atmosphere. 

This becomes the main reason for Microsoft to attract the top talents around the world. These employees believed in Bill Gates and beliefs encouraged them to devote to the careers in Microsoft. With the great influence power, Bill Gates created an efficient learning team.

Evaluation and feedback: 

Bill Gates regarded that the performance of the employees was the basis to evaluate them. He required the team to achieve specific goals and he emphasized that the team member should accomplish the goals. Qualifications and positions are not the most important characteristics for Bill Gates to evaluateits employees. He liked to give positive feedbacks for the employees and encouraged the fresh workers to express their abilities in the organization.

Conclusion结论

In conclusion, this essay compared two types of leadership practices of Jobs and Bill Gates. According to average leadership styles theory, Jobs is an autocratic style and Bill Gates is a democratic leader. In detail, it compared these two famous leaders in aspects of power distribution, decision-making, subordinate treatment, influence power and evaluation and feedback for the staffs. 

最后，本文比较了乔布斯和比尔盖茨两种类型的领导实践。根据一般领导风格理论，乔布斯是专制风格，比尔盖茨是民主领袖。从权力分配、决策制定、下属待遇、影响力以及对员工的评价与反馈等方面对两位著名领导进行了详细的比较。

Jobs concentrates the power and Bill Gates tends to distribute the power to different professional talents in the organization. Jobs makes decision by himself and he forced the others to follow his orders. 

乔布斯集中了权力，比尔盖茨倾向于将权力分配给组织中不同的专业人才。乔布斯自己做决定，他强迫其他人听从他的命令。

Bill Gates likes to accept different opinions and he created an open environment to receive various kinds of talents in different fields. In fact, both Jobs and Bill Gates are the excellent leader in the corporate world. It also shows that different types of leadership styles can achieve great performances in different ways.

比尔盖茨喜欢接受不同的意见，他创造了一个开放的环境来接纳不同领域的各类人才。事实上，乔布斯和比尔盖茨都是企业界的优秀领导者。研究还表明，不同类型的领导风格能够以不同的方式取得优异的绩效。

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