6 Quotes from Top Business Leaders and their Sociological Meaning

books billionaires GIF by Product Hunt

Top business leaders may not be social scientists and sociologists but their long journey to success and experience in building their empires have given them some sociological wisdom and theories in their minds on what works or fails in the field of business. They may not have articulated exactly the type of theories and insights they use in the quotes, but they are nevertheless very sociological and empirical from a sociologist’s point of view. Let us examine and analyze sociologically the following quotes from well-known global business leaders:

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This quote emphasizes that media business needs visionary leaders. In sociology, the type of leader with vision is usually the charismatic leader. The German sociologist Max Weber basically classifies leaders into 3 types: Charismatic, Traditional, and Rational-Legal. The charismatic leader is one with extraordinary talents and personal traits. His talent includes a vision of the future.

It is proven that today’s great business leaders are people who think and see ahead of their times. They have the talent to spot opportunities which ordinary entrepreneurs cannot see. Charismatic leaders are creative and innovative people who are willing to break traditions just to actualize their visions. Steve Jobs, Bill Gates, Mark Zuckerberg, and Jack Ma, to name a few, are examples of charismatic business leaders. In contrast, the traditional leader is usually a conservative person who only follows the tradition and culture of what is handed down from the past to the firm, while the rational-legal leader is one leads only to the laws and policies of the company.

Photo Credit: azquotes.com

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This quote emphasizes that the customer is the ultimate boss in business. Without customers, the business cannot survive and grow. The resources and capital of the business firm must be used wisely to serve the customers. Managers have no business in the company if they cannot provide the best products and services to the customers.

Photo Credit: rdcooperr.us

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This quote stresses that one must take risks in business but only if it is a good cause, if it can lead to a good life, presumably for the customers and the public. A business firm and its leaders cannot takes risks if what they do are contrary to law, custom, and needs of the public. It cannot engage in shady deals and corruption just to increase its profit.  Some companies, for instance, pollute rivers by dumping their wastes at the expense of the inhabitants and environment.

Photo Credit: Pinterest.com

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Bill Gates may not be a sociologist, but he knows that life is not equal. It is part of urban society’s social stratification where people are classified according to wealth or social class and according to their skills and level of education or social status. In a capitalist society, the social structure always favors and rich and entrepreneurs, while the poor and workers are oftentimes exploited and forgotten.

Photo Credit: danieldigest.com

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This is a very good observation by Jack Ma. Not many people can see that complaints are actually gaps in the system and opportunities for the business firm to grow and even create new products and services to address them.

Image result for jack ma quotes

Jack Ma, because of his vision and long experience in business, is correct. The right people for the job or task in the company are not necessarily the best ones. The best people are actually difficult to train in the company. They usually have a strong sense of entitlement. They tend to be good at commanding rather than obeying people who know the needs and problems of the company. That is why, aside from the necessary qualification, the employees must possess the right attitudes, values, and personalities which are consonant with the company’s mission-vision. A business firm is a system with interdependent parts and functions. It requires a teamwork. If the firm hires the best people rather than the right employees, it can result in disharmony and systemic dyfunction which are not good for business.

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6 Quotes from Top Business Leaders and their Sociological Meaning

books billionaires GIF by Product Hunt

Top business leaders may not be social scientists and sociologists but their long journey to success and experience in building their empires have given them some sociological wisdom and theories in their minds on what works or fails in the field of business. They may not have articulated exactly the type of theories and insights they use in the quotes, but they are nevertheless very sociological and empirical from a sociologist’s point of view. Let us examine and analyze sociologically the following quotes from well-known global business leaders:

Image result for quotes from top business leaders

This quote emphasizes that media business needs visionary leaders. In sociology, the type of leader with vision is usually the charismatic leader. The German sociologist Max Weber basically classifies leaders into 3 types: Charismatic, Traditional, and Rational-Legal. The charismatic leader is one with extraordinary talents and personal traits. His talent includes a vision of the future.

It is proven that today’s great business leaders are people who think and see ahead of their times. They have the talent to spot opportunities which ordinary entrepreneurs cannot see. Charismatic leaders are creative and innovative people who are willing to break traditions just to actualize their visions. Steve Jobs, Bill Gates, Mark Zuckerberg, and Jack Ma, to name a few, are examples of charismatic business leaders. In contrast, the traditional leader is usually a conservative person who only follows the tradition and culture of what is handed down from the past to the firm, while the rational-legal leader is one leads only to the laws and policies of the company.

Photo Credit: azquotes.com

Image result for quotes from top business leaders

This quote emphasizes that the customer is the ultimate boss in business. Without customers, the business cannot survive and grow. The resources and capital of the business firm must be used wisely to serve the customers. Managers have no business in the company if they cannot provide the best products and services to the customers.

Photo Credit: rdcooperr.us

Image result for quotes from top business leaders

This quote stresses that one must take risks in business but only if it is a good cause, if it can lead to a good life, presumably for the customers and the public. A business firm and its leaders cannot takes risks if what they do are contrary to law, custom, and needs of the public. It cannot engage in shady deals and corruption just to increase its profit.  Some companies, for instance, pollute rivers by dumping their wastes at the expense of the inhabitants and environment.

Photo Credit: Pinterest.com

Image result for quotes from top business leaders

Bill Gates may not be a sociologist, but he knows that life is not equal. It is part of urban society’s social stratification where people are classified according to wealth or social class and according to their skills and level of education or social status. In a capitalist society, the social structure always favors and rich and entrepreneurs, while the poor and workers are oftentimes exploited and forgotten.

Photo Credit: danieldigest.com

Image result for jack ma quotes

This is a very good observation by Jack Ma. Not many people can see that complaints are actually gaps in the system and opportunities for the business firm to grow and even create new products and services to address them.

Image result for jack ma quotes

Jack Ma, because of his vision and long experience in business, is correct. The right people for the job or task in the company are not necessarily the best ones. The best people are actually difficult to train in the company. They usually have a strong sense of entitlement. They tend to be good at commanding rather than obeying people who know the needs and problems of the company. That is why, aside from the necessary qualification, the employees must possess the right attitudes, values, and personalities which are consonant with the company’s mission-vision. A business firm is a system with interdependent parts and functions. It requires a teamwork. If the firm hires the best people rather than the right employees, it can result in disharmony and systemic dyfunction which are not good for business.

Thank you for reading this post. Subscribe or follow this blog for more updates.

Web Hosting

6 Quotes from Top Business Leaders and their Sociological Meaning

books billionaires GIF by Product Hunt

Top business leaders may not be social scientists and sociologists but their long journey to success and experience in building their empires have given them some sociological wisdom and theories in their minds on what works or fails in the field of business. They may not have articulated exactly the type of theories and insights they use in the quotes, but they are nevertheless very sociological and empirical from a sociologist’s point of view. Let us examine and analyze sociologically the following quotes from well-known global business leaders:

Image result for quotes from top business leaders

This quote emphasizes that media business needs visionary leaders. In sociology, the type of leader with vision is usually the charismatic leader. The German sociologist Max Weber basically classifies leaders into 3 types: Charismatic, Traditional, and Rational-Legal. The charismatic leader is one with extraordinary talents and personal traits. His talent includes a vision of the future.

It is proven that today’s great business leaders are people who think and see ahead of their times. They have the talent to spot opportunities which ordinary entrepreneurs cannot see. Charismatic leaders are creative and innovative people who are willing to break traditions just to actualize their visions. Steve Jobs, Bill Gates, Mark Zuckerberg, and Jack Ma, to name a few, are examples of charismatic business leaders. In contrast, the traditional leader is usually a conservative person who only follows the tradition and culture of what is handed down from the past to the firm, while the rational-legal leader is one leads only to the laws and policies of the company.

Photo Credit: azquotes.com

Image result for quotes from top business leaders

This quote emphasizes that the customer is the ultimate boss in business. Without customers, the business cannot survive and grow. The resources and capital of the business firm must be used wisely to serve the customers. Managers have no business in the company if they cannot provide the best products and services to the customers.

Photo Credit: rdcooperr.us

Image result for quotes from top business leaders

This quote stresses that one must take risks in business but only if it is a good cause, if it can lead to a good life, presumably for the customers and the public. A business firm and its leaders cannot takes risks if what they do are contrary to law, custom, and needs of the public. It cannot engage in shady deals and corruption just to increase its profit.  Some companies, for instance, pollute rivers by dumping their wastes at the expense of the inhabitants and environment.

Photo Credit: Pinterest.com

Image result for quotes from top business leaders

Bill Gates may not be a sociologist, but he knows that life is not equal. It is part of urban society’s social stratification where people are classified according to wealth or social class and according to their skills and level of education or social status. In a capitalist society, the social structure always favors and rich and entrepreneurs, while the poor and workers are oftentimes exploited and forgotten.

Photo Credit: danieldigest.com

Image result for jack ma quotes

This is a very good observation by Jack Ma. Not many people can see that complaints are actually gaps in the system and opportunities for the business firm to grow and even create new products and services to address them.

Image result for jack ma quotes

Jack Ma, because of his vision and long experience in business, is correct. The right people for the job or task in the company are not necessarily the best ones. The best people are actually difficult to train in the company. They usually have a strong sense of entitlement. They tend to be good at commanding rather than obeying people who know the needs and problems of the company. That is why, aside from the necessary qualification, the employees must possess the right attitudes, values, and personalities which are consonant with the company’s mission-vision. A business firm is a system with interdependent parts and functions. It requires a teamwork. If the firm hires the best people rather than the right employees, it can result in disharmony and systemic dyfunction which are not good for business.

Thank you for reading this post. Subscribe or follow this blog for more updates.


Web Hosting

Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

Thank you for reading this post. Sign up with our newsletter or follow this blog via email for more updates.

Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

Thank you for reading this post. Sign up with our newsletter or follow this blog via email for more updates.