Assignment代寫范例：Eric Schmidt Leadership Qualities Analysis
Assignment代寫范例-埃里克·施密特領導素質分析。本文是一篇留學生Assignment格式范例，在這項Assignment中，作者將全面分析埃里克·埃默森·施密特的領導風格，他曾是著名互聯網公司谷歌的首席執行官。在2001年至2011年期間，埃里克·施密特領導谷歌公司成為世界上變化最大、最受歡迎的公司之一。最初的谷歌只是一家搜索引擎網站公司，埃里克·施密特就像一位魔術師，在這家公司創造了奇跡，并成為行業先驅。下面就一起來看一下這篇Assignment寫作范文的具體內容。
1. Introduction: 簡介
In this assignment, I am going to analyze the leadership style of Eric Emerson Schmidt which one was the CEO of the famous internet company Google comprehensively. Over the period of 2001 to 2011, Eric Schmidt leaded the Google company to become one of the most variable companies and the most popular companies in the world. The initial Google is just a searching engine website company, Eric Schmidt likes a magician made a miracle in this company that build up as a industry pioneer.
The business philosophy of Eric Schmidt:埃里克·施密特的經營理念
As Harold Koontz said: “Management is an art of getting things done through and with people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can cp-operate towards attainment of group goals. ”
正如哈羅德·孔茨所說：“管理是一種通過正式組織的團隊中的人來完成事情的藝術。它是一種創造一種環境的藝術，在這種環境中，人們可以表演，個人可以合作，實現團隊目標。”
The full title of CEO is chief executive officer, a important responsibility of CEO is to management the whole company in a positive direction. Every large companies have a evident style as same as their CEO, the CEO runs the company in their own personal style. Eric Schmidt used socio-human approach in his organizational process. And this style was not only used in Google company, but also he used in his first company-SUN which is a same internet technological company as Google and it is famous of JAVA. Because Eric thinks both are same type company, he can use similar style to lead the company. The socio-human approach is a opposite way to technical rational approaches, it is more flexible and humanized to treat employees. the Google is not a traditional company, it depends on its power of innovation. In order to let the employee have better innovative thinking, Eric used this solution to make more advantages for the company. In detail, Eric use a mode which is small team management mode. He made each team have different duty in every areas. That mode is more effective than the old school management mode in real business practice. This approach has following favors :Frist one is that it allows the company to have bigger possible to attempt, let the company has newborn things as much as possible, so the change of success will be lager. There are many famous companies dying because lock of innovation such as Yahoo and IBM. Secondly, this approaches can make employees build up their sense of responsibility as the masters of this company, let them not feel working in a big company. And Eric give the decision-making power to the team, in the process of development, the team mates can have their right to change and improve the product, that also is a benefit thing for their customer. As the famous management education master Peter Ferdinand Drucker said “The man who focuses on contribution and who takes responsibility for results no matter how junior is in the most literal sense of the phrase, ‘top management’”. This is also Eric’s goal for using this mode. Thirdly, to reduce the cost of internal coordination, they believe that fast is better than slow in the Google company. The small team management mode can develop more products in shorter time because the team can use their decision-making power to make quick decision, to the failure of adjustment will be repaired easily and quickly. Comparing with other IT companies like Microsoft. When the Microsoft company developed the new windows system, there was a large group members which is several hundreds people to join this subject, it lead to take over years and progress slowly. This is a major point of the Google company can exceed the Microsoft company. The small working team can improve effectively and it is better than the large working group in this specific industry. A good idea will not become effective unless the action commitments have been built into the decision from the begining.
CEO的全稱是首席執行官，CEO的一項重要職責是以積極的方向管理整個公司。每個大公司都有一個明顯的風格，就像他們的首席執行官一樣，首席執行官以自己的個人風格管理公司。埃里克·施密特在組織過程中使用了社會人的方法。這種風格不僅在谷歌公司使用，他還在他的第一家公司SUN中使用，這家公司與谷歌是同一家互聯網技術公司，以JAVA聞名。因為埃里克認為兩者都是同一類型的公司，所以他可以用類似的風格來領導公司。社會-人的方法與技術-理性方法相反，它對待員工更加靈活和人性化。谷歌不是一家傳統的公司，它依賴于其創新能力。為了讓員工有更好的創新思維，Eric使用此解決方案為公司創造更多優勢。具體來說，埃里克使用的是一種小團隊管理模式。他讓每個團隊在每個領域都有不同的職責。在實際的商業實踐中，這種模式比舊的學校管理模式更有效。這種方法有以下好處：第一，它允許公司有更大的嘗試，讓公司盡可能多地擁有新生事物，因此成功的改變將更大。有許多著名的公司因為創新的鎖定而死亡，比如雅虎和IBM。其次，這種方法可以讓員工建立起作為公司主人的責任感，讓他們感覺不到在大公司工作。Eric將決策權交給團隊，在開發過程中，團隊成員可以有權更改和改進產品，這對他們的客戶也是一件好事。正如著名管理教育大師彼得·費迪南德·德魯克所說：“一個專注于貢獻并對結果負責的人，無論多年輕，從最字面意義上來說，就是‘最高管理層’”。這也是Eric使用此模式的目標。第三，為了降低內部協調的成本，他們認為在谷歌公司，快比慢要好。小團隊管理模式可以在更短的時間內開發出更多的產品，因為團隊可以利用他們的決策權做出快速決策，調整失敗的問題將很容易和快速地得到修復。與微軟等其他IT公司相比。當微軟公司開發新的windows系統時，有一個數百人的大團隊成員加入了這個主題，這導致了多年的時間和緩慢的進展。這是谷歌公司可以超越微軟公司的一個主要點。小的工作團隊可以有效地改進，并且在這個特定行業中比大的工作團隊更好。除非從一開始就將行動承諾納入決策中，否則好的想法不會變得有效。
This kind of organization structure is organismic and duo to the Google is a information technology company, duo to that situation, Eric thinks it can help company have better advantage in IT industry environment. The faster update is Google’s powerful weapon to win their competition.
這種組織結構是有組織的，由于谷歌是一家信息技術公司，由于這種情況，埃里克認為它可以幫助公司在it行業環境中擁有更好的優勢。更快的更新是谷歌贏得競爭的有力武器。
The leadership of Eric Schmidt:埃里克·施密特的領導層
The definition of leadership is ‘Leadership is the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement ‘(Stogdill. 1950). The effect of leadership is that make strong motivated to the staffs, let staffs work in unity and achieve goals.
領導力的定義是：“領導力是影響一個有組織的團體在制定目標和實現目標方面的活動的過程”。領導的作用是激發員工的積極性，讓員工團結一致，實現目標。
According to trait theories of leadership, the leadership is relate to leader’s personality, In Stogdill’s five traits Model: Intelligence, Dominance, Self-confidence, High level of energy, and Task-relevant knowledge. Based on Eric Schmidt’s career , cover news and public speech, Eric at least has intelligence, dominance, and Task-relevant knowledge, these three models can find obvious evidences from his business career. It also can mean Eric has agreeableness, conscientiousness, and openness to experience.
根據領導力的特質理論，領導力與領導者的人格有關，在斯托格迪爾的五個特質模型中：智力、支配力、自信、高能量和任務相關知識。根據埃里克·施密特（Eric Schmidt）的職業生涯、封面新聞和公開演講，埃里克至少擁有智力、統治力和與任務相關的知識，這三個模型可以從他的商業生涯中找到明顯的證據。這也可能意味著埃里克具有親和力、責任心和對經驗的開放性。
Firstly, it is clear to see his self-confidence because he believe his employees, he can give the right of decision-making to every teams. Secondly, his openness to experience is also easy to find, during his CEO career in Google these ten years, the Google company developed many newborn product not only in their search function such as Chrome, Android, and so on. Third one is his conscientiousness, as a survey about 313 private company choosing their CEO, there are 215 successes, in these 215 CEO, Almost of them have conscientiousness. That means how conscientiousness important to a successful CEO. Eric Schmidt has been a leader in three big IT company, all of them become famous and successful in their profession area especially these companies have a higher maker value. Eric’s conscientiousness is proved by he having a strong sense of organization, and word hard. He organises the google engineering team in 70:20:10, it means seventy percent group focus on their product in the area of search function, twenty percent team work on product in other development area like Android, then the least ten percent team works in newborn things like pilotless automobile. Until now the Google still use this structure when they develop product.
首先，可以清楚地看到他的自信，因為他相信他的員工，他可以將決策權交給每個團隊。其次，他對經驗的開放性也很容易發現，在他在谷歌的十年CEO生涯中，谷歌公司開發了許多新產品，不僅在搜索功能方面，如Chrome、Android等，他們幾乎都有責任心。這意味著盡責對于一個成功的CEO來說是多么重要。埃里克·施密特（Eric Schmidt）是三家大型IT公司的領導者，所有這些公司都在其專業領域中成名并取得成功，尤其是這些公司的創客價值更高。埃里克有很強的組織意識，說話也很認真，這證明了他的責任心。他在70:20:10組織了谷歌工程團隊，這意味著70%的團隊專注于搜索功能領域的產品，20%的團隊致力于其他開發領域的產品（如Android），然后至少10%的團隊致力于無人駕駛汽車等新生事物。直到現在，谷歌在開發產品時仍然使用這種結構。
In the other hand, there has another theory about leadership:Behavioral of theories of leadership. There are two fundamental types of leader behaviours : ‘Initiating structure’ and ‘consideration’. Initiating structure refers to behaviour which focuses on the achievement of objectives and includes clear supervision and role clarification, planning of work and a results orientation. Consideration includes behaviours which encourage collaboration and focus on supportive network, group welfare and the maintenance of job satisfaction. (Brooks, 2009)
另一方面，還有另一種關于領導力的理論：領導力的行為理論。領導者行為有兩種基本類型：“啟動結構”和“考慮”。啟動結構是指側重于實現目標的行為，包括明確的監督和角色澄清、工作規劃和結果導向。考慮因素包括鼓勵合作的行為，并關注支持性網絡、群體福利和保持工作滿意度。
Eric Schmidt is a consideration structure in this theory. There are some points to prove that. Primarily, Eric give a wonderful and comfortable working environment, this working environment has been first most popular working environment in the world for four years at American Fortune magazine. This is a evident welfare for employees. Secondly, Eric insists to give the power of decision-making to each work team, he is highly trusted to his professional employees, at mean time, the employee get a stronger sense of encourage than a good working environment. Eric get a vehement support from his employees during company developing time virtually.
埃里克·施密特是這一理論中的一個考慮結構。有幾點可以證明這一點。主要是，埃里克提供了一個美妙舒適的工作環境，四年來，這種工作環境一直是《美國財富》雜志世界上最受歡迎的工作環境。這顯然是員工的福利。其次，埃里克堅持將決策權交給每一個工作團隊，他得到了專業員工的高度信任，同時，與良好的工作環境相比，員工得到了更強烈的鼓勵。埃里克在公司發展期間幾乎得到了員工的大力支持。
Above two theories of leadership can not explain the leadership style of Eric Schmidt well, in order to give more thoughtful explanation. We appoint the third theory-Situational theories. One of situational theories is Fiedler contingency theory. This model asks the estimate of both the leader’s style and three broad characteristics of the situation:leader-group member relations, task structure, and position power. Primarily, In leader-member relations of Eric and his employees, it easy to prove they are real great, as the organization structure which Eric made, he and his employees have highly trusted with each other. That also can relet to situational leadership theory, his subordinates have enough ability to achieve his requirements, and he do not need to give too much guide to them. Secondly, the task structure is very clear in Google until now, Eric insists his 70:20:10 structure for the engineering development group. Thirdly, the position power of Eric is not very stong, because he give a part power of decision-making to every engineering development teams.
以上兩種領導理論都不能很好地解釋埃里克·施密特的領導風格，以便給出更深入的解釋。我們指定了第三種理論情境理論。情境理論之一是Fiedler權變理論。該模型要求評估領導者的風格和形勢的三個主要特征：領導小組成員關系、任務結構和職位權力。首先，在埃里克和他的員工的領導-成員關系中，很容易證明他們是真正偉大的，因為埃里克所建立的組織結構，他和他的員工彼此高度信任。這也可以借鑒情境領導理論，他的下屬有足夠的能力達到他的要求，他不需要給他們太多的指導。其次，到目前為止，谷歌的任務結構非常清晰，埃里克堅持他70:20:10的工程開發組結構。第三，埃里克的職位權力不是很大，因為他給了每個工程開發團隊部分決策權。
Conclusion:結論
All in all, Eric Schmidt is a intelligent, professional, and accommodating leader. As we know that the Google culture is freedom and innovation since two originator of Google Sergey Brin and Larry Page starting the Google company until Eric been invited to be a CEO of this company, this culture never change. Eric’s experience is also perfect for the Google, first advantage is that he has a B. S. degree in electrical engineering at Princeton University and a phd degree in EECS at the university of California, Berkeley. These professional knowledge makes big different with normal CEO for the Google company. Second one is his ideal working experiences, before he came to the Google, the companies that he worked are all IT companies. Effectiveness is a habit, that is a complex of practices. The most significant thing is that he can run these companies very well and make outstanding achievement. Eric Schmidt makes the two originator believe he is the prefect role for The Google CEO. No matter using what theories to analyse the leadership of Eric Schmidt, he has proved that he is a suitable leader for this company during his career of Google CEO. Comparing with the famous Steve Jobs, Eric is not charming and distinctive as Jobs, but his leadership style is more appropriate for the Google Company.
References:參考文獻
Koontz H. The management theory jungle[J]. Academy of Management Journal, 1961, 4(3): 174-188.
Drucker P F. People and performance: The best of Peter Drucker on management[M]. Routledge, 1995.
Stogdill R M. Leadership, membership and organization[J]. Psychological bulletin, 1950, 47(1): 1.
lan Brooks (2009). organisational behaviour. 4th ed. Essex: Person Education Limited. p167.
Assignment范文總結埃里克·施密特是一位聰明、專業、通融的領導者。我們知道，自從谷歌創始人謝爾蓋·布林和拉里·佩奇創立谷歌公司以來，谷歌文化就是自由和創新，直到埃里克被邀請擔任該公司的首席執行官，這種文化從未改變。埃里克的經驗對谷歌來說也是完美的，第一個優勢是他擁有普林斯頓大學電氣工程學士學位和加州大學伯克利分校EECS博士學位。這些專業知識與谷歌公司的普通CEO大不相同。第二個是他理想的工作經歷，在他來到谷歌之前，他工作的公司都是IT公司。有效性是一種習慣，是一種復雜的實踐。最重要的是，他能夠很好地管理這些公司，并取得杰出的成就。埃里克·施密特讓兩位創始人相信，他是谷歌CEO的最佳人選。無論用什么理論來分析埃里克·施密特的領導力，他都證明了在擔任谷歌首席執行官期間，他是這家公司的合適領導者。與著名的史蒂夫·喬布斯相比，埃里克不像喬布斯那樣迷人和與眾不同，但他的領導風格更適合谷歌公司。本站提供各國各專業Assignment代寫或寫作指導服務，如有需要可咨詢本平臺。
