Richard Branson – Paper

Hence, Brannon has really surd leader-member relations. Second, task structure must be analyzed In a course of four 1. Can a decision be demonstrate as correct? Steps 2. Are the requirements of the task understood by everyone? 3. Is on that point more(prenominal) than than one way to turn over the task? 4. Is there more than one correct solution? Based on the touchs that Brannon has created at Virgin, assumptions merchantman be made about situational traits. Brannon makes sure that he acknowledges his employees hard work.That gist when a decision Is correct, the appropriate ply bronchitic be praised for making the correct decision. Brannon also encourages his adult maleagement to continue to contend employees to come up with new creative ideas to attack the present situation. This means non only pull up stakes employees understand the task requirements, but they will also be encouraged to rise alternate ways to accomplish the task as well as alternate solutions. Usi ng the interpret below, when Richard Brannon keeps a situation at moderate control his effectiveness as a leader and fearlessness as a leader Is maximized.If you capture a demoralized staff your company will concisely vaporize (Management Skills 1 leadership and motivating). Motivation is the process that accounts for an individuals intensity, direction and persistence of attack toward attaining a goal. Richard Brannon has never lacked self motivation as a upshot of continuously creating and seeking new challenges to overcome. Brannon transcends his natural self motivation into his unique, manpower off commission style which emphasizes employee Job happiness and comfortable relationships.Self motivation was never an issue in Abrasions c argoner as an entrepreneur and calling man. From starting Student magazine at age 16 to creating a dominant rower in the recording industry, Brannon always had a passion to seek out new challenges. This may have rooted from his parents bec ause they did non view his learning troubles as a limitation and encouraged him to find and pursue his venture, Student Magazine, his convictions were the underlying incentive. Brannon wanted people to hear his views and was ordain to exude hard work in order to assure this happened.Brannon soon began to feel a sense of enjoyment and purposea major theme in all of Abrasions motivation techniques which transitioned his efforts into the music and recording business. Of course, grapple and passion is not always a the best self motivator if triumph is never attained. Thus, Abrasions second key to self motivation is abject forward, rather than moving back. For example, in the wake of the U. KS recession of the sasss Brannon had a election to consolidate or keep growing.In response Brannon bought two night clubs and invested winnings back into his music industry in order to create success and limit losses. The third key for Brannon was to always have goals. Once current goals ar e attained, new goals must be formed. This is demonstrated as Abrasions goals were red-faced from creating one of the worlds nigh respected brand to investing in large philanthropic endeavors such as the creation of Virgin Unite. Finally, perhaps the roughly appropriate rule to Abrasions success Screw it. Lets do it (Brannon)When one man owns a record company, a soft drink company, and is pursuing quadrangle tourism there self motivation must never be deficient. Abrasions self motivation is an extension of how he motivates others. Despite running such an extensive array of companies, he takes on a very hands-off, management style. He says, l dont look at any figures or projections, if he Patrick Ezekiel wants to do it thats fine by me. Thats very much the approach we take, theres a lot of trust (Management Skills 1 leadership and motivation). The trust he displays in his management demonstrates that Brannon is a Theory Y manager.Theory Y managers assume employees can view work as being natural behavior and are committed to the objective. They tend to be less controlling and have a more hands-off approach. As a result, Brannon believes that his management can do their Jobs to the best of their ability without his constant supervision. In addition, Brannon has a knack for surrounding himself with a very capable staff and creating a work environment in which they thrive. Although Brannon is hands-off, he does create a particular environment that is very affective in motivating his employees.He does this by participating in dissever of direct personal communication with his employees. Even though he is a corporate leader, he displays compassion for all employees in the Virgin family and pushes them to turn leaders themselves. An example of this is Abrasions involvement in public relations. Whether its extreme stunts or press leases, Brannon sets aside 25% of his time for public relations. He explains, If your staff works enormously hard to create somethi ng they are proud of, its unwise if you dont let the world know about it. This fond involvement gives his employees the issue that Brannon greatly appreciates his employees success and hard work. Certainly an employee will be more motivated to work extremely hard for Brannon and Virgin, if Brannon is doing the same for that employee. Analyzing Abrasions motivational techniques more closely, Mascots Needs Pyramid comes to mind. Brannon looks past physical inescapably and safety needs, or at least assumes these will be taken care of. Instead, Brannon focuses his efforts most on social and esteem needs.For example, Virgin attempts to fulfill employees social needs by holding a party employees, whether they are security guards or executives. This not only gives employees a chance to associate socially alfresco of a work environment, but also links employees regardless of social status. He also targets esteem needs. According to Richard Brannon, Junior people are as important as sen ior employees. Staff should e praised, not criticized they know when they have done something wrong (Management Skills 1 leadership and motivation).