Management Leadership And Motivation Of Microsoft

Microsoft is a multinational company that has already expanded the business to various countries. It has a developed management, great motivation system and unique leadership style. Management, leadership and motivation are significant for a company to organised the workforce and improve the labour turnover. Obviously, these three sides of Microsoft are different with other IT companies, but there are still some based theories and rule that Microsoft followed.

The main purposes of this assignment are to analyse and evaluate the management, leadership and motivation of Microsoft. How Microsoft manage workers? What kind of leadership does Microsoft have? Is its motivation efficient or not? These typical problems could be answered after the analysis

Leadership is different with Management. The manager generally focuses on specific work. They should work with the system and cannot be very personal. However, the leader can be more emotional. These people always give direction to the company, and then manager set the plan that follows this direction.

There are four styles of leadership: autocratic, democratic, paternalistic, and laissez-faire. Autocratic means the leader or manage will order everything in the company. The normal workers do not have right of making decision. Democratic is the opposing side of it. People can vote and discuss their own idea freely. Paternalistic is a style that “the leader is in a better position than the followers to know best what is good for the organization, or the followers” (Bacal and Associates, 2015). Laissez-faire basically means the manager give order as less as

A company that owns training is aims to hire people who do not have experiences. By doing this, companies could improve the quality of workforce and reduce the cost in the short-run. If there is no training, these new staff should take a period of time to fit the new environment. The company has to hire more managers to help these people. The money cost and time cost are very high. If these new staff could have training, these two kinds of cost are reduced. In the short run, it benefits the company. On the other hand, in the long-run there is a severe problem. These employees may quit their job after 2-3 years. The purpose of that job is to have training and gather experience. Thus, the company should hire new workers again. The labor turnover is going to increase in long-run.

The data from PayScale, a website that focus on the human capital, shows that Microsoft has median employee tenure, which is only four years. In the same time, the percentage of low job satisfaction of total workforces is 39% (PayScale, 2016). As the result, Microsoft is just a normal company, same with most companies in the world, has a good work environment with the senior managers, but not the junior staff in the bottom of the