Organizational Behaviour and Leadership: Emirates Airlines - Research Proposal Example

Organizational Behaviour and Leadership: The Case of Emirates Airlines Student’s Name Institution Abstract Leadership refers to the development of ideas as well as a vision and living by principles that maintain the ideas and the vision as an influence for others to emulate. According to Lundgren (1974), organizational leadership is important for effective achievement of organizational objectives. For businesses to survive in competitive environments, proper leadership must be practiced. One of the key aspects of good leadership is ensuring proper direction and guidance to employees. This is important for a company that aspires to remain competitive. Without good leadership, organizations may fail to achieve their strategic goals. This study focuses on Emirates Airlines, a renowned airline company in Dubai. Emirates Airlines was selected for this study because it observes good organizational leadership. The airline has been voted on several occasions as the best airline in the Middle East. In this study, interviews were conducted to ten senior and middle level managers in the organization. The interviewers were asked ten basic questions that required prompt answers. Analysis of data collected was carried out through the use of statistical sampling methods. The outcome of the study indicated that the majority of the participants believes that the company observes good behavioral and leadership strategies. The main objective of this study was to investigate good leadership in the mentioned organization. Analysis of the results from the interview sessions with the company managers and staff members forms the basis of the conclusion on the findings. 1.0 Introduction According to Slocum and Hellriegel, (2011), leadership is both a process and a property. The process of leadership is the use of non-coercive power to direct and coordinate the activities of the members of an organized group towards accomplishment of group objectives. Thus, leadership is not about personal attributes, but also what a person does. Leadership is not the same as being a manager or a supervisor (Robbins, 2001). Leaders derive power from a legitimate source, charismatic source, reward source, referral source and coercive source. In today’s volatile economic climate the significance of leadership cannot be overestimated in relation to the success of any organization (Wickesberg, 1966). To this end, successful leadership entails a capitalization on strengths as well as management around weaknesses. Factors that contribute to leadership strengths include talent, knowledge, and skills (Applewhite, 1965). In addition, ethics are important for organizational leadership. The success of organizations in the modern business environment strongly depends on managerial leadership of the Chief Executive Officer. Strategic leadership requires that the senior leadership team embraces and implement change. In so doing, the leader must; clarify the strategic intent by setting a clear vision, build a strong organization, i.e. come up with a common mission that drives both management and employees and also shape organizational culture i.e. build values and believes that shape the organization positively. Leaders need to understand values, assumptions, beliefs and expectations of those they are communicating with for effective communication (Slocum and Hellriegel, 2011). To shed more light on organizational behavior, leadership, this essay seeks to study Emirates Airlines, the largest airline in the Middle East based in Dubai, UAE. The essay will also explore the leadership styles currently in use. 2.1 Literature Review Several studies about organizational leadership behaviors exist; little effort has gone into studying what contributes effective study. This neglect exists despite the fact that effective leadership is a crucial aspect as far as organization’s growth and development are concerned. An assessment of effective leadership is, therefore, overdue. The effectiveness of an organization starts with individuals (Slocum and Hellriegel, 2011). The manner of communication between employees with their peers, superiors, and subordinates may enhance their effectiveness as team players or lead to a lack of commitment, low morale, and reduced effectiveness. Effective performance requires that employees understand the design of the organization and what is required. In addition, apart from human competencies, other forms of important competencies for organizational performance include planning, finance, accounting, marketing, personnel, and production as well as technical competencies. Leaders for the success of organizations should utilize these attributes. 2.2 Definitions of Leadership Leadership is living by principles that influence others to emulate behaviours (locum and Hellriegel, 2011). A leader exhibits key leadership attributes such as the vision, values, ideas, making decisions of the organization and influencing others. The roles of a manager are different from those of a leader. A manager controls, directs, plan other’s work, and is accountable for the results of the organization. However, effectiveness in management requires leadership attributes to be exhibited in different situations. 2.3 Leadership Styles There are different styles of leadership used in an organization. This report focused on transactional and transformational leadership styles since the two styles were found to be dominant in the organization. 2.3.1 Transactional leadership style Transactional leadership is practiced by leaders who achieve goals and objectives by acting within the scope of laid out standards and procedures. Leaders assign their followers with specifically designed duties, which are then supposed to be fulfilled in accordance with the set rules and regulations that have been agreed upon by the two parties. Regarding is done in case of successful completion of tasks. The rewards are material in nature and include salary increments, bonus and job promotions/ security. In the same way, corrective actions/ punishments for inadequate performance is done according to established standards of the organization, which are well understood by all parties. The transactional leadership style is useful in the management of crisis. Situations where activities must be carried out efficiently and exactly as planned may also make use of this leadership style (Slocum and Hellriegel, 2011). 2.3.2 Transformational leadership style Transformational leadership is the kind of leadership that motivates workers/ followers to achieve organizational goals by inspiring them and encouraging their initiative. The kind of leaders who practice transformational leadership are able to create a vision for their followers, establish a shared vision and also develop a sense of purpose among team members. They achieve this through raising their concerns from basic needs to self-fulfillment and achievement. For instance, a transformational leader who ensures that the security of their followers is guaranteed elevates their needs to those of seeking career development. As such, they move from issues of self-interest to those of the entire project, group or organizations. As opposed to transactional leadership, which puts a lot of emphasis on material possessions, transformational leadership lays a large emphasis on psychological rewards such as the self actualization, positive feedback from the leader and praise of the leader (Slocum and Hellriegel, 2011). 2.4 Importance of Leadership Market dynamics keeps changing and in turn the profile of people joining organizations also changes (Nahavandi, 2000). This creates immense competition that needs to be dealt with. Therefore, organizational leadership is important for the business to be taken to the next level and for effective achievement of organizational objectives. This is achieved through setting goals to be achieved in the organization and implementation of strategies for driving the business in the desired direction. Leadership in an organization helps the business to survive during challenging times, sustenance of the growth momentum, and reaching greater heights. It inspires, directs, enables and empowers individuals to work extra hard in the achievement of organizational objectives (Heifetz, Grashow and Linsky, 2009). Also, it brings different people together and facilitates working towards the achievement of a common goal. It empowers and inspires employees in the organization to realize their full potential for the benefit of the organization. 3.1 Methodology The use of interviews was adopted in the case study to gain a wider perspective of the study. Interview method was used because one can generate questions on how, Why, when and what? It is for this reason that the strategy of a case study was used for the exploratory research. The case study was selected because of its ability of providing the opportunity of observing and analyzing organizational leadership, a phenomenon that has been considered before (Saunders, Lewis and Thornhill, 2009). 3.2 Sampling After defining the population for sampling, the researcher then identified a strategy for attaining the research objectives and answering the research questions. Convenience sampling was the method used in selecting the study population (Saunders, Lewis and Thornhill, 2009). The Global Key Account Manager, one of the top executives of the organization who is a computer, logistics, and aviation expert with twenty years of experience was interviewed. The manager key duties include; creating and maintaining relationships with major clients and supervising the performance of projects. Other duties are; liaising with customer representatives and project managers, planning, organizing, and implementing acquisitions with clients, securing contracts, and collating all clients’ information. 3.3 Collection of Data Primary data collection using interviews was preferred in the study. The method is easy to conduct since the structure of the questions was simple to understand. Interviews are also preferred due to the speed of response, although they cause respondents to feel intruded unlike using other methods. Open ended and closed questions were used through the interviews. The sample size for this study involved 6 senior management team and 12 staff members making a total 18 members. The researcher compiled the information collected from the respondents; in order to achieve an excellent qualitative research. The researcher employed the coding process, in order to assign numerical values to answers derived, for professional analysis. The researcher compiled, analyzed and completed the questionnaire. 4.1 Results From the responses obtained in the study, the following were pointed out; The organization focuses on transformational leadership because it aims at achieving outstanding performance in the airline industry. The organization conducts rigorous monitoring of business and staff monthly reviews. There has been tremendous growth on sales and revenue in the organization Changes in the global market that affect the airline operations include technological advancement, as well as competition in the industry. There is a need for leaders of the organization to upgrade their knowledge and skills as well as leadership strategies to accommodate the new changes. There are mixed reactions from employees in the organization regarding changes in the leadership strategies. Some are optimistic and willing to make the necessary changes while others find it hard to incorporate the new changes in their daily routines. The airline has been developing future leaders in its national graduate programs with senior leaders providing regular feedback regarding the development. Leadership strategies in the organization have been very successful. Major internal changes in the organization are required There is the need to recruit more personnel and promote the existing ones. Adjusting the leadership strategies is costly, but the returns are greater. All levels of the organization, from top to bottom, are allowed to participate in the leadership of the airline. 5.1 Recommendations The following changes are required in for the success in leadership of the organization. Communication, openness between leaders and other employees in the organization should be encouraged. This is a sure way of ensuring that other employees are allowed to participate in the leadership of the organization. It creates trust and teamwork. It also develops excellent skills of communication, understanding, increased level of skill and knowledge, and a high commitment level. Despite the need of changing leadership strategies of the organization to meet the global market demand, consistency in making decisions and leadership actions should be displayed. This will ensure other employees in the organization are confident about the leadership in place. Consistency will also guarantee a smooth transition and settling in with the changes in the organization. Employees at all levels of the organization need to be empowered. Inasmuch as leaders in the organization are seen as a source of direction and authority, they tend to be neglected as far as empowerment is concerned. Therefore, they should also be included in the empowerment programs to put them at a better position to dispense their leadership roles. 6.1 Conclusions Leadership plays a key role in an organization. In the contemporary corporate world, there are several forms of leadership, notably transactional and transformational leadership styles. In practice, the transactional style of leadership is highly ineffective since it is highly managerial oriented and less goal oriented. The style focuses largely on adherence to the manger’s rules, and the employees are either rewarded or punished. It is performance and results oriented, and it creates motivation for employees to work hard and realize the organization's goal. Both transactional and transformation leadership are the major leadership styles used at Emirates Airlines. Successful leadership entails the capitalization on strengths as well as management around weaknesses. Organizational strengths include talent, knowledge, and skills. They are helpful in balancing loyalty and truth, communities and individuals, long-term and short-term, and mercy and justice. The effectiveness of an organization starts with individuals. The manner of communication between employees with their peers, superiors, and subordinates may enhance their effectiveness as team players or lead to lack of commitment, low morale, and reduced performance. References Applewhite, P. B. (1965). Organizational behavior. Englewood Cliffs, N.J.: Prentice-Hall. Heifetz, R., Grashow, A., and Linsky, M. (2009). The practice of adaptive leadership. Boston, MA: Harvard Business Press. Lundgren, E. F. (1974). Organizational management: systems and process. San Francisco: Canfield Press. Nahavandi, A. (2000). The art and science of leadership (2nd ed.). Upper Saddle River, NJ: Prentice-Hall. Robbins, S. P. (2001). Organizational behavior (9th ed.). Upper Saddle River, N.J.: Prentice Hall. Saunders, M., Lewis, R., and Thornhill, P. (2009). Research methods for business students (5th ed.). England: Pearson Education Limited. Slocum, J. W. and Hellriegel, D. (2011). Principles of organizational behaviour (13th ed.). Stanford, Connecticut: Cengage Learning. Wickesberg, A. K. (1966). Management organization. New York: Appleton-Century-Crofts. Ten questions that were asked during the interview for purposes of data collection are as follows. 1) What are the leadership styles used in the organization? Transactional leadership style 2) How has the organization benefited from the leadership styles? Improvement on performance 3) What are the changes in the global market that affect the leadership of the organization? Competition. 4) How does the organization adjust its leadership strategies to meet changes in the global market? Continuous improvement of services. 5) How do employees react to the changes in the organization? They very adaptable. 6) How have employees been involved in the leadership of the organization? Over one hundred 7) How successful have the leadership strategies in the organization been? Very successful 8) What are the likely future internal changes in the organization that will require the organizational leadership to play a major role? Staff promotion 9) How costly has it been for the organization to adjust the leadership strategies? Moderate 10) What levels of the organization are involved in the organizational leadership? Four levels Read More