Leadership styles example: Virgin

Leadership tendencys physical exercise perfect(a)The term leaders atomic number 50 be defined as influencing the activities of an organized group in its efforts towards polish setting and final stage achievement (Buchanan and Huczynski, 2004, p.716). Leadership styles for that reason acts as a guess of penury since employees argon bleeding collectively with focal point with and through delegation and empowerment. Consequently, agencys in which employees ar managed befuddle an effect on their ability, motif and attentiveness. Motivation is indeed defined as wanting to do roughlything or wanting to achieve a certain result (Thompson and Machin, 2003, p.154). In my perception, motivation at bottom a acidu new-madeforce is subsequently valuable given up that it helps to increase productivity along with output everywhere a intent of time helping to meet business objectives.With reference to consummate(a) a multinational conjunction established by Ric arduous Brans on, his style of lead is shown to implicate certain characteristics in relation to the question seeing all(prenominal) enterprises atomic number 18 linked by the single powerful central image of the move over and the characteristic red livery (Mullins, 2010, p.37). Styles of management accordingly be shown to regulate motivation and perceptions within a workforce. Branson style is thus exposed to trip even though perfect(a) pays supply with low salaries, employees within virginalal complete work to a heights standard to the extent employees argon important projectors of the brand image. The suggestion of visionary, sacred and trigger officipative style can therefore be considered as immanent in do workforces in achieving their goals and in expectant a cracking corporate reflection.A participative style of leadership is directed towards democratic management whereby managers permit workers to key in views or stems transversely before making decisions. From experi ence, this looks essential in motivating depending on the type of organisation, here employees participate in the decision making mental process and feel part of the progression. According to Billsberry J this style can thus lead to better quality decisions which atomic number 18 and so more in effect implemented autocratic may stiffly creativity, not use on hand(predicate) expertise and fail to establish motivation and commitment (1996 p.43). Having a disposition of entered ideas can add towards job satisfaction and allow management to pick up to workers views and ideas. In entire judgment, it is seen to enhance and increase motivation as workers delight in work through a logic experience of contribution which is an infixed source of motivation (motivation from inside the individual). In addition, when I was working within a restaurant as a waitress, we were managed in an autocratic route, where everyone was given instructions on what tasks to perform without having bo th insights on decisions. In my feeling this was fundamental to do me as I knew what to do and what was expected of me, whereas the idea of participative would mean I wouldn be motivate as in person I am cause by factors such(prenominal) as rewards e.g. money. In a situation where crucial decisions contracted to be made, for example when lots of customers came in, decisions ar made quicker than cosmos participative as this slows down the business through consultation making it inflexible for management and patrons. De-motivation could therefore take come in as customers may complain possibly having an impact on employees in the sense jobs argonn t done hale. The reason why workers are motivated then depends on the type of organisation the business is. Within thoroughgoing(a) it could be viewed be participative is appropriate because of the nature of the industry. For instance, management at Virgin Atlantic and their cabin crew are there to be accommodative and wel attack, a participative style could motivate as cabin crew are an important feature as sound as feeling part of Virgin.Virgin shows aspect of a participative manner seeing that Branson stated I have to be good at helping lot tribulation the individual businesses, and I have to be willing to step back. The company must be set up so it can persist without me (McDermott, 2010). By stepping back and encouraging participation workers would feel trust is being implemented upon them, effectively this could individually motivate as they feel valued. A sense of involvement also pull outs employees feel they are contributing to Virgin s success. Nevertheless, although ideas are shared, management may not take any form of action to each proposal as workers have various views as well as it being difficult to implement all ideas.In planning for the organisational deportment event (group activity) we had a participative style to which everyone contributed on what we were going to do. This leadersh ip style was good in the sense members coming up with several ideas, during the process however I felt this caused any(prenominal) minor confusion as during the night part of the group didn t turn up, which could be reference to the range of ideas recommended. In improving the event, we should have assigned a leader with more direct control over the group this for me would have motivated me more as fewer mistakes are made in relation to more control, though other people may prefer a participative style.An early idea on motivation in the 19th century was by Frederick Taylor who was a believer in the rational economic concept of motivation workers would be motivated by obtaining the highest possible wages (Mullins L, 2007, pg.43). An inspirational and visionary style may well be undermined in motivating as Frederick Taylor states workers are only motivated by money and it is a manager s job to identify employees what to do. In supporting his judgment Taylor did an experiment with a group of workers linking alter factors with output, drawing up the conclusion money is linked to higher output. In this sense money could be seen as a vital way for motivating if workers work aphonicer and produce higher production, higher pay would be rewarded as a result, making employees achieve a set target. A participative, visionary and inspirational leadership is thus unessential in motivating workforces as in Taylor s observation employees are motivated by monetary rewards. Incorporating Taylor s concept within Virgin could conversely motivate staff, as employees like high pay linked to performance. Except the interdict aspect is quality of service may be affected as not all workers are liable to be motivated by money and would want visions along with inspirations to motivate. As a result if workers are unhappy the Virgin brand may be pretentious as Virgin cabin crew are an important projector of the brand image. Although scientific management is viewed as outdated and h as been criticised for being too bureaucratic towards workers and the overleap of flexibility involved, many organisations still use this as a mean of motivation as workers are motivated by extrinsic factors such as reward, which I personally am motivated by partially. wordy leadership involves having clear goals, being sensitive to stakeholder ask and interests and inspiring them with exasperation and determination (Buchanan and Huczynski 2010 p.609). Richard Branson is disputed to have implemented visionary within virgin as he provides goals to employees on what Virgin is accomplishing, Virgin Records and Virgin Atlantic stated corporations should put their employees ahead of customers and shareholders to build sustainable businesses (Rex Mathew 18 November 2005), giving visions that Virgin couldn t be successful without its employee, so would motivate as workers feel appreciated and have the visions to work towards their goals. In effect visions seem to bring about confiden ce on the part of employees, confidence that instils in them a belief that they are capable of performing to their full electromotive force (Bennis and Goldsmith, 1997, p.108). By having clear goals employees feel motivated as they will manage what is expected of them as well as what they are capable of. In this sense visions are essential in bringing out the outstrip within employees. According to Nanus Vision, if properly selected and implemented, is so energizing that it in effect jump starts the future by calling forth the skills, talents and resources to make it happen (Robbins, 2003 p.344). When applying idea of visions to my employment, this generally would motivate me as having a sense of direction makes me feel determined to achieve a certain goal set. For example, if my manager gave visions about sense of direction and where they are heading with fanaticism this would inspire me to work harder to fulfil the satisfaction we may produce by accomplishing something. Jus t by managers stating their goals and the strategic action to achieve them would be a sense of vision personally.Inspirational in an organisation is a comprehend sizeableness as an online journal titled, The Role of Inspirational Leadership in geographically Dispersed Teams the positive relationship between inspirational leadership and individuals commitment to the team and trust in team members was efficacyened in teams that were more dispersed suggesting that inspirational leaders are important in all contexts but that their importance is underscored in highly dispersed contexts (Joshi, A, Lazarova, M. Liao, H, 2009). This illustrates inspirational leadership is vital during motivating as management relationship are strengthen with employees to feel appreciated by the company, making workers work hard in giving something back. In my view, by being motivated workers are more satisfied producing quality services and products which can be exhibit at Virgin. Furthermore accordin g to a survey conducted by the contract management institute The power to inspire is rated highest and desirable leadership qualities. The inspirational leader connects with the led, appreciates the capabilities of others and through trust will unlock the power in others (Mullins 2005 p. 304).In context, inspirational can motivate as when working in a group for my marketing presentation it was the inspirations of the group and the connection that motivated me personally as we had to work together to achieve a fine advert campaign. Having inspirations from individuals motivated me to work harder as we all strived to achieve a good end result of the advertising campaign giving me self satisfaction.A participative, visionary and inspirational style of leadership isn t necessarily essential in motivating, for example a content hypothesis of motivation is Maslow s hierarchy of needs what motivates the individual. Workers need to satisfy their basic physiological needs such as pay and condition, individuals would then work towards each level to gain self satisfaction in the form of motivation. When applying this conjecture to Virgin, the strength of Maslow s theory is individuals have basic needs so applies to the majority. In theory, this resonance an effective way to motivate staff within Virgin as employees could fulfil their needs slowly working towards self actualization, for example a cabin crew may work hard to gain promotion. Yet, when applying Maslow s theory into practice, it could be a difficult process as different people have diverse needs as well as the theory being too simplistic, which may be hard to apply within an organisation. If this presumption was applied to my job, it wouldn t really work for me as it isn t a job I want to be in for a time period, therefore I wouldn t work to self actualization but personally money, as a result, some levels would motivate me in the short term though not in the long term in future a job that motivates me pe rsonally is something of interest to me.In talking about motivation, the charitable relations theory can be shown to motivate in regard to leadership styles. The human relation theory has its heredity in the Hawthorne study conducted in the late 1920 s and into the early 30 s by Elton Mayo employees were at a time accepted as having social needs and interests, not as being motivated machines visualized by Taylor. The suggestion of participative, visionary and inspirational style of leadership is essential to effectively motivate the workforce can then be deduced as Elton Mayo experiment showed having an interest in workers boosted their motivation level even if it was only changing lighting settings, it also outlines importance of teamwork in an organisation. When applying this theory into Virgin, the repercussion shows employees would be motivated in the rile a video was shown when Richard Branson visited his stores which he talks to employees and takes an interest in them, in return employees are more motivated as Virgin pays staff with a low wage, however staff produces work to a high standard to the degree it is a valuable brand name in society.In conclusion, participative, visionary and inspirational is seen to effectively motivate, however because of convolution in different organisations and ways in employees are organised/ managed other methods are shown to motivate as alternatives to leadership styles. If Virgin were to adapt the characteristic as stated, the outcome may be a quantity of employees will peradventure not feel as motivated in comparison as all workers are different. The theories of motivation are thus dissimilar to management in practice a theory may sound good in principle, but when applying to organisations there will be issues arising such as employees having different needs and because of this are motivated by different aspects. In addition, not all motivation of employees is to be achieved because of dissimilar desires. Busines ses therefore need to consider employee motivation as an important process in achieving their objectives. mental faculty FEEDBACK FORMReference listBennis W and Goldsmith J. (1997) Learning to lead, rascal 108Billsberry J (ed.) (1996) The effective manager perspectives and illustrations, paginate 43Buchanan and Huczynski (2004) Organizational behaviour an introductory text, fifth edition, page716Buchanan and Huczynski (2010) Organizational behaviour, seventh edition, page609Joshi A, Lazarova M Liao H (2009) get Everyone on Board The Role of Inspirational Leadership in Geographically Dispersed Teams. Organization Science, 20(1), 240-252. OnlineRetrieved from Business Source Complete database, Available from http//web.ebscohost.com/ehost/ dot?vid=1hid=8sid=5fb20d14-bd45-4d39-8de5-204dcc9235f8%40sessionmgr14bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3ddb=bthAN=36606878db=bthAN=36606878 Last accessed 5th Nov 2010Mathew R (2005) portion employees first Sir Richard Branson. Available http//www. domain-b.com/people/in_the_news/20051118_richard_branson.html Last accessed 13th Dec 2010McDermott, F (ed.) (2010) To be a Leader lessons from Richard Branson and Jesus Christ. Available http//mcdermottsmiscellany.blogspot.com/search/label/Richard%20Branson. Last accessed quaternary Nov 2010Mullins L. (2005) Management and organisational behaviour, seventh edition, page 304Mullins L. (2007) Management and organisational behaviour, eighth edition, page 43Mullins L. (2010) Management and organisational behaviour, ninth edition, page 37Robbins S. (ed.) (2003) Organizational behaviour, tenth edition, page 344Thompson and Machin (2003) AS business studies, page 154