Bosses’ Classification (2) Of course, these companies are typically owned by several major shareholders and numerous minor ones, but here we refer to the direct managers of the enterprise as “bosses.” They hold a certain amount of shares in the company and have direct management rights over daily operations and personnel. The bosses of large corporations generally only participate in major decisions and the appointment of top management; their aim is not to make money but to implement their management philosophy and establish brand image. As the core of the enterprise, a boss’s management concepts and moral qualities directly influence the essence of the corporate culture, and their actions are related to the company’s image and prestige, making them iconic figures. These bosses usually have extensive social and work experience, enabling them to use people wisely, with strong discernment and leadership abilities, while also being strict with their subordinates.
Super Bosses When a company reaches a certain scale, its influence spans multiple industries or even the national or global stage. Such companies are pivotal; every move they make can affect industry stability or even people’s lives, thus drawing attention from all sectors of society. Given their large scale and strong influence, when these corporations enter a region or country, they can even change the local environment and culture. Considering their influence and the fact that they are significantly affected by financial turbulence or economic policies due to their size, some regions or countries must take these companies into account when formulating policies.
For these super companies, the corporate influence, encompassing corporate culture, public image, and political factors, acts as an intangible asset, potentially surpassing the value of their tangible assets. Therefore, these mega-corporations not only leverage the surrounding culture, policies, and market environment for their development but also proactively create and expand their influence to alter internal and external conditions, making the surrounding environment conducive to their growth.
Super bosses focus on the effectiveness of their subordinate group leaders or subsidiary company leaders, rarely engaging in day-to-day operational management. Instead, they keep an eye on policy and financial market trends, providing strategic direction and responding to changes as representatives of their vast enterprises. These individuals often hold top positions in their industry; sometimes, a single statement from them can become a widely discussed topic, causing industry-wide shock. Their presence or absence can influence stock prices, employee morale, and investor confidence, embodying the qualities of a spiritual leader.
Different Types of Employees and Management Styles Different employees have different approaches and attitudes towards work, and bosses naturally adopt various management methods and philosophies. Some bosses prioritize profits, others value loyalty, and some focus on reputation. In running a business, some emphasize strict management, while others focus on unleashing talent. It’s like choosing between carrots and greens, each to their own taste, showcasing their strengths in their own way.
Strategic Bosses Strategic bosses excel in employing people, managing to strategize and win from afar. Relying on their wisdom and experience, they organize all aspects of the company with precision. They can oversee the overall situation, grasp the company’s development direction, understand the company’s strengths and capabilities, and devise the most effective plans for growth. Internally, they manage personnel and resolve conflicts; externally, they negotiate with partners and engage in both open and covert competition with rivals, displaying wisdom at every turn. Their intelligence commands respect and establishes their authority. Such bosses can be considered good bosses and formidable adversaries.
However, due to their strong leadership and strategic abilities, these bosses might make others seem less capable because they have a complete grasp of the company’s operations, reducing the need for others to have exceptional strategic or leadership skills. These bosses might, intentionally or not, suppress the leadership capabilities of others due to their own superior intellect and the consistent affirmation they receive, sometimes appearing somewhat autocratic.
While these bosses are adept at recognizing and leveraging the strengths of their subordinates, they only need those who can execute tasks according to their own plans. Due to their meticulous planning and strong capabilities, these bosses tend to centralize all power, micromanaging every detail, which makes it difficult for employees to exercise their own initiative. Over time, this results in a workforce that is highly competent in execution but lacks strategic vision and adaptability. Of course, having a boss who excels in strategy paired with subordinates who are strong in execution is an ideal combination, ensuring stable and rapid development of the enterprise. However, when the intelligent boss is the sole thinker, and others merely follow directives, the entire operation becomes overly dependent on the boss. Should the boss or such leadership change, or if an unexpected event occurs where the boss is unreachable, everything can descend into chaos.
For an employee, working under such a boss can help uncover one’s abilities, but it’s challenging to make significant progress. Often, these bosses will assign tasks best suited to your characteristics, insisting on the safest methods, thus depriving you of opportunities for growth. Once you lose the guidance of an intelligent boss, you might find yourself unable to do anything effectively.
Charismatic Bosses
Charismatic bosses possess strong unifying abilities; although they might not necessarily excel in execution or planning, they have an eye for talent and provide ample room for growth. They respect and listen to capable individuals. These bosses, though not authoritative, earn the respect of subordinates and peers. Externally, they project the image of a gentleman, acting with integrity, while internally, they care for their subordinates, offering both material satisfaction and spiritual respect. The charisma of these bosses stems from their experience, personality, and demeanor rather than personal ability, and this charisma plays a significant role in influencing employee morale and confidence in the company.
Of course, this doesn’t mean their strategic and leadership capabilities are necessarily inferior to those of intelligent bosses. Some of them indeed lack the ability to lead or predict market trends, but others might even surpass intelligent bosses in these areas. They tend not to overly supervise or restrict their subordinates’ authority, allowing a degree of freedom. This approach fosters a sense of trust and belonging among employees, using their personal charm to influence and inspire.
Such bosses require strong capabilities from their subordinates. Although they delegate responsibilities and provide opportunities for growth, not all employees possess the potential to develop these skills. They entrust part of the strategic planning to employees or lower-level leaders, giving them a chance to grow, but not every employee can learn and grow to the extent needed. For an employee, working under such a boss allows for the expression of one’s abilities, but it also requires that you have the inherent strength or potential.
Diligent Bosses
