bbaw2003005

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Institute of Management Science, Peshawar *

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325

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Management

Date

Nov 24, 2024

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pptx

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Uploaded by MagistrateComputerDog8197

Student ID: Name of the Student Ibrahim Sultan Ahmed Buatab Alzaabi bbaw2003005

INTRODUCTION  In management literature, leadership style has got significant attention  the effectiveness of leaders must not depend on the organization whether it is profitable or not-for-profit.  Leadership is like a major driver to uplift any organizational agenda.  It is proven that the leadership style impacts the inclusive consequences.  This report will focus on different leadership styles and which strategies leaders use to perform their duties effectively.

COMPANY BACKGROUND  The Emirates Group is a global aviation organization that's based in Dubai.  It comprises two companies: dnata and Emirates Airline.  dnata provides ground handling services for over 120 airports across the globe.  Emirates Airline is the Middle East's biggest airline.

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RESEARCH OBJECTIVES To examine the different styles of leadership used by the Emirates Group and how they affect employee morale, output, and overall performance. To analyze the impact of the UAE's diverse workforce and cultural environment on the efficiency of different styles of leadership. To identify effective leadership approaches that may boost organizational performance, change with the times, and keep a competitive edge in the highly competitive airline industry.

RESEARCH QUESTIONS  How does a leadership style affect an organization's overall effectiveness?  The sustainable elements of leadership are defined as the factors that influence an organization's performance.  In the UAE, what is the significance of good leadership in guiding organizations toward their objectives?  What are the effects of different leadership styles on the development of state-owned enterprises in the UAE?

STUDY SIGNIFICANCE  The heart and soul of an administration is administrative leadership, as it oversees the day- to-day operations of an organization.  This study aims to provide a comprehensive analysis of the various aspects of administrative leadership,  The study presents how leadership patterns can affect the performance of workers.  Despite the various efforts made to improve the understanding of administrative leadership, there is still a lot of room for improvement.

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LITERATURE REVIEW

LEADERSHIP STYLES  Transformative Leadership Style ( According to Avolio and Bass, transformational leaders are able to deliver outstanding performance. )  Bureaucratic leadership style ( A study conducted by Ojukuku and colleagues revealed that bureaucratic leaders can have a negative impact on employee performance. )  Autocratic Leadership ( The results of the study revealed that autocratic leadership styles are more likely to cause employees to feel dissatisfied and unmotivated. )

RESEARCH METHOD

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RESEARCH Framework  The goal of this study is to analyze the link between an employee's performance and the team leader's performance in a hotel in Taipei.  It explores the various factors that influence an employee's commitment and performance. Sampling  There are around 73,571 employees working in the Emirate Group,  We decided to take a sample of 55 individuals to participate in the study.  Some of the sections that we will cover include the cabin crew, engineering, and customer service.

HYPOTHESIS/ PROPOSITIONS DEVELOPMENT

DATA ANALYSIS 20-30 30-45 45-60 above of 60 Male Female

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Chart show manager makes fair and balanced decisions87% of the response that they produce at all without communication,5% think they can produce less without communication and 8% think that they can. Strongly Agreed Agreed Niether Agreed Disagreed Strongly disagreed

The chart shows employee extent of job manager disciplines employees who violate ethical standards, 29% strongly agree , 27% agreed, 25% neither agree nor disagree. The least satisfaction rates were disagree with 12% strongly disagree with 7% . Strongly Agreed Agreed Neither agreed Disagreed StronglyDisgreed

The chart represent the ability of they are satisfied with leadership recognition of your result . Majority of employees agree with 20%,others strongly agreed with 45% ,neither agree nor disagree with 19 %. few of them strongly disagree with 5% ,and 11% disagree. Strongly Agreed Agreed Niether Agreed Disagreed Strongly Dissagree

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WHAT IS THE ADVANTAGE OF BUILDING STRONG CONNECTIONS BETWEEN LEADERSHIP AND EMPLOYEE , AND HOW WILL IT IMPACT THE ORGANIZATION?  According to the poll, leader service efficacy and employee loyalty to the firm service demonstrate the presence of a mutually strong relationship between staff and clients. According to an Emirate Group employee, involving customers in decision-making regarding service expectations and pursuing feedback and taking action helps to maintain the relationship and gives the customer a sense of ownership in the company's choice, perception, and reputation.Furthermore, the researcher notices that the majority of the employees polled are pleased with Emirate Group's handling of employee concerns, resulting in a good image for the company. This is attributable to a number of issues, including a lack of comprehension expertise, problem-solving abilities, and the inability to manage personnel

DISCUSSION AND RECOMMENDATION 1. Increasing the number of n tools between employee and leadership in the company to be close to all employee to enhance direct communication 2. Developing communication systems between the employee and the leadership in the social networking sites . 3. Organize periodic training sessions for employees on ways of communicating and solving problems. 4. Training the employee on how to solve any problem he may face, whether internal or external. 5. Experiencing communication with a new Leader, such as presenting him with a problem and watching his behavior and his reaction 6. Communication by the administration with employees enables employees to feel more confident

THE IMPACT OF LEADERSHIP STYLE ON ORGANIZATIONAL INTERNATIONAL EXTRAPOLATION  Leadership style can have a significant impact on organizational performance and success, both domestically and internationally. Effective leadership can improve employee morale, increase productivity, and foster innovation, all of which are essential for an organization to compete in a global market.  The impact of leadership style on organizational performance is particularly important in the international context, where cultural differences, language barriers, and other factors can create unique challenges. A leader who is adaptable and flexible in their approach can be better equipped to navigate these challenges and build relationships with employees, customers, and stakeholders in different countries.  There are several different leadership styles, each with its strengths and weaknesses. Autocratic leaders, for example, tend to make decisions quickly and efficiently but may not be as effective at building relationships or motivating employees. Democratic leaders, on the other hand, prioritize collaboration and teamwork but may struggle to make timely decisions or take decisive action.

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THE IMPACT OF LEADERSHIP STYLE ON ORGANIZATIONAL INTERNATIONAL EXTRAPOLATION  Transformational Leadership: This style emphasizes inspiring and motivating employees through a compelling vision. Transformational leaders encourage creativity, foster innovation, and develop a sense of loyalty and commitment among employees. This approach often leads to increased employee engagement, improved teamwork, and a more positive organizational culture.  Transactional Leadership: Transactional leaders focus on setting clear expectations and rewarding employees for meeting specific goals or targets. While this style can be effective in maintaining stability and achieving short-term objectives, it may not foster long-term growth or a strong sense of purpose among employees.  Autocratic Leadership: In an autocratic leadership style, the leader makes decisions without much input from subordinates. While this approach can lead to quick decision-making, it may stifle employee creativity and result in low job satisfaction and engagement.  Democratic/Participative Leadership: Leaders who adopt a democratic style involve employees in decision-making processes and seek their input. This inclusivity can lead to higher job satisfaction, increased trust between leaders and employees, and better problem-solving.

FINDINGS  According to the findings of the study, most leaders regularly reach the greatest number of satisfied employees when they listen to them and give them the opportunity to speak up and contribute to the company's growth.  Furthermore, the majority of employees agreed that the company's goal of hiring the most qualified, skilled, and efficient direct leadership was a good one.

CONCLUSION Leadership styles that promote open communication, employee involvement, and a sense of purpose tend to boost employee morale and engagement. Leaders play a crucial role in shaping the organizational culture. Transformational and participative leadership styles are associated with higher levels of innovation and creativity within an organization. Effective leadership positively impacts performance and productivity. Leadership styles can have varying effects across different cultures and international contexts.

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SURVEY

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REFERENCES  Bass, B. M., & Riggio, R. E. (2016). Transformational leadership (2nd ed.). Psychology Press.  Avolio, B. J., & Yammarino, F. J. (Eds.). (2018). Transformational and charismatic leadership: The road ahead (Vol. 2). Emerald Group Publishing.  Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.  Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). SAGE Publications.  Judge, T. A., & Piccolo, R. F. (2014). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768.  House, R. J., & Aditya, R. N. (2019). The social scientific study of leadership: Quo vadis? Journal of Management, 23(3), 409-473.  Den Hartog, D. N., & Koopman, P. L. (2022). Leadership in organizations. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology, Vol. 1: Building and developing the organization (pp. 166-204). American Psychological Association.  Podsakoff, P. M., MacKenzie, S. B., & Bommer, W. H. (2019). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 22(2), 259-298.  Sosik, J. J., & Jung, D. I. (2021). Transformational leadership in work groups: The role of empowerment, cohesiveness, and collective-efficacy on perceived group performance. Small Group Research, 33(3), 313-336.  Shamir, B., House, R. J., & Arthur, M. B. (2017). The motivational effects of charismatic leadership: A self-concept based theory. Organization Science, 4(4), 577-594.

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