Facebook Case Study
In my opinion, I find Mark Zuckerberg to have a medium level of extroversion. I say this because he is unwilling to participate in interviews and public press conferences and is reluctant to sell his company. I find that this shows a certain level of assertiveness that increases his extroversion but also shows a reluctance to communicate with others which lowers his extroversion. Mark Zuckerberg seems to also be very agreeable due to his kind-hearted nature. This nature is proved by his donations to the Newark Public School System and his pledge to give around half of his wealth to charity. Mark Zuckerberg in my opinion also scores high in conscientiousness, his computer skills gained from Harvard in addition to his dedication and persistence towards his company proves this elevated conscientiousness. Mark Zuckerberg also seems to be emotionally stable due to his relaxed attitude towards life, this relaxed attitude can be seen by his common dress which consists of jeans and t-shirts instead of typical business clothing. Finally, Mark Zuckerberg seems to have a high degree of openness to experience. At the age of 12, Mark Zuckerberg created a software for his parents and while in Harvard he learned many separate computer skills which allowed him to work on multiple projects while in college. These events show high imagination due to his creation of new projects and also high intellect due to his ability to create a software at such a young age.
In terms of self-efficacy, Mark Zuckerberg scores high due to his ability to create a company from the ground up. Mark Zuckerberg dropped out of Harvard to pursue his career with Facebook which shows that he believes in his abilities to further his contributions towards something that he sets out to do. With the risk he took by dropping out of Harvard to pursue Facebook, I would say Mark Zuckerberg also scores high in self-esteem due to his risk-taking attitude and his pursuit of a career in entrepreneurship which is considered somewhat unconventional. Mark Zuckerberg also has an internal locus of control because he believes that the more effort and dedication a person puts into a task, the greater the performance of that task will be. This belief can be seen by his high expectations of others to contribute as much as they can in a short period of time. In addition, Mark Zuckerberg has high emotional stability due to his positive outlook on life and his pursuit of making the lives of others better. Finally, Mark Zuckerberg’s emotional intelligence seems to be high but not flawless. He seems to have a high degree of self-efficacy, inventiveness, conscientiousness and also has an ability to keep his emotions in check which all raise his emotional intelligence. However, he seems to disregard the feelings of others which lowers his emotional intelligence.
How it works
Facebook’s mission, value and culture have incredible effects on its employees by allowing them the ability feel positively towards their work with the thought of their work going towards a greater cause. Due to Facebook’s mission to gain money not for themselves but for the purposes of creating better services for the public, employees have the incentive to work faster, and bolder which coincides with the values Facebook has. The values that Facebook instills in its employees is a want to focus on impact, move fast, be bold, be open and build social value. Mark Zuckerberg came up with a way to bring about these values by having employees participate in hackathons. Hackathons are sessions in which employees build prototypes to enhance Facebook’s overall performance and the best prototype is then selected to be further looked into.
I find that Facebook’s diversity statistics includes some diversity but not enough to meet the demands of those fighting for more diversity. Many company’s of today have a primarily white and male workforces and Facebook is no different. This trend seems to be ongoing, even though nowadays there are many movements demanding more diversity in the workplace. Diversity is something that brings about new ideas and perspectives from multiple separate categories of humanity, Facebook realizes this, and the company’s global director of diversity has stated that diversity is something that Facebook wishes to pursue. Facebook shows a workforce statistic of 68% male and 32% female; Facebook’s racial diversity also shows that 55% of its workforce is white. By allowing more races, genders and ages to participate in the workplace, Facebook could obtain separate points of view which could enhance the overall service Facebook provides.
I would say that the high stress rate experienced by Facebook employees would be concerning in any other workplace besides Facebook. One of Facebook’s values states that an employee should move fast. This form of rapid work can bring high stress to its employees, but the output these employees provide greatly outweigh the stress these employees endure. These levels of high stress could lead to mistakes being made but Mark Zuckerberg has made it known that mistakes are only a part of the improvement process. To play devil’s advocate however, this high stress could cause problems with diversity in Facebook’s workforce. This stress could have a trend towards the hiring of younger, more energetic employees instead of older, less energetic but more experienced employees. These older employees could provide knowledge and wisdom towards the development of a more useful service, but Facebook ignores this age group which causes the company to lose value. Also, high stress levels could lead to physical problems such as heart attack or the violence of one employee towards another.
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Facebook Case Study. (2020, May 09). Retrieved from https://papersowl.com/examples/facebook-case-study/