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Question:

Discuss asbout the Coco Collection Maldives ?
 
 

Answer :

Introduction:

Coco Collection has been one of the prominent group of hotels, a supplementary of Sunland Hotels. In July 2007, the organization opened its flagship after which the group has expanded leaps and bounds as a trailblazer in stylish, classy yet sustainable generosity. The assortment of Coco Collection consists of three distinctive brands, Coco Palm, Coco Prive and Retreats. The Coco Resorts: Retreats takes into account the opulence resort of Coco Bodu Hithi; Coco Palm attributing the environmentally cognizant escapes Coco Palm Dhuni Kolhu; and Coco Prive consisting of the classified and fashionable Coco Prive Kuda Hithi Island.

Coco Palm Dhuni Kolhu and Coco Budhi Hithi are mutually members of the Preferred Hotels and Resorts, in lieu of the optimum and most diversified global assortment of self-regulating experiences in hotel and resorts. Coco collection provides guests with a widespread and elite display of properties, services and experiences to select from.

Leadership Performance:

Leadership and Management needs to be entirely merged where both should be properly used in promoting innovation and organizational learning. Leadership needs to be in ideal equilibrium with the management of hotel. There cannot be any existence of real terms without the appropriate managerial leadership. Collective work with commitment is what is required for real teams to perform. There has to be more of cooperation and coordination between all the departments in the hotel. It depends on the ways leadership is applied during supervision, a prevailing energy that will have effect and pervade all the other things.

The Coco Collection group of hotels has a narcissist director who does not possess that power in empowering workers, listening to them in an honest manner and not enthusiastic to share leadership. The director believes in autocracy and controls the employees in the organization. Handling the employees and supervising them is good but not listening to the employees will eventually affect the performance of the employees. The senior employees who directly report to the directors is also frustrated with the attitude of the director. As they are not happy with the director, they are not able to handle the junior employees. As the directors are not ready to the senior managers, the senior managers in turn did not listen to the problems of the junior employees. As a result, none of the employees is happy working in the organization.

It can be said that the director mainly practiced transactional and autocratic leadership style. The main idea on which the leadership style of the director and the senior employees is based on rewards and punishments. The employees are being punished for doing anything wrong. The employees are being rewarded for doing good jobs but the rewards are mainly based on money. Thus, the only language that the employees understand is the language of money and punishments. They are not ready to the help the co-employees because they feel that if they help the co-workers, their work will be hampered and they do not get time to do their work. There is lack of communication and cooperation among the employees. Lack of communication and cooperation also hampers the quality of work of the employees. As the employees are always cared of the punishments. They are seldom interested in finding something new. They just completed their work time and left the office. They never thought if creativity or innovations as they felt it will hamper their work and it will eventually hamper their target that has been set by the organization. The hotel was unable to bring in any change as far as innovation

The senior management and the director do not think of training the employees for better development of the employees. The management of an organization should not only think about its own benefits but should also think about the development of the employees[1]. It will not only help them in their business but will also help them in spreading a positive PR. When the employees will go out of the organization, they will be able to shoe case their skills. In this way, the knowledge that they have acquired from the previous organization is presented to the new organization where they are going next. If an organization trains the employees well, the reputation of the company will be enhanced through then skills that will shown by their employees. However, the managers of the Coco Collection group of hotels are not interested in making the employees learn new things or teach them something different. They only thought of the hotel is getting business by making the employees work as per the rule of the organization. Eventually, the employees have started disliking their monotonous jobs. Employees who are working in the hotel industry need to be all-rounder. However, when they saw that they are doing the same work every day, they started disliking their jobs and lost interest from work.

 

Skill Needs:

In tourism industry, for example in Coco Collection, communication is the most important skill that needs to be properly maintained for achieving success. The hotel or hospitality industry is a demanding sector where if the communication lines and goals are not properly set, things might get jeopardized and hamper the whole work process. Coco Collection in Maldives boasts of many tourists from all over the globe making communication much more important. Providing exceptional service to customers would become a concern without being able to converse with them about their prospects. Communication between Managers and the hotel staff becomes important, as there has been an instance in the Coco Collection, where there was a communication gap between the server, the manager and the kitchen staff that led to wrong order being served to that customer. Proper communication leads to enhanced working ambiance where the manager should be able to communicate every possible details to the staff so that they boast of every in depth knowledge about their jobs and not become frustrated by anything. For example, there might be a situation where the restaurant of Coco Collection group might be running out of certain menu items; it is up to the Manager to let the servers know that these items should not have any order, though if the servers are not aware of such things it becomes critical. Leaders or managers should be able to communicate in the best possible way to avoid any sort of miscommunication that might crop up. It takes years to create goodwill, which cannot be sacrificed in a slip-up through miscommunication[2].

Apart of communication, the leaders should encourage the employees perform. The hospitality industry is full of competition and the staffs need to be competitive enough to match the level of competition. In such a situation, there is need of transformational leadership. The manager and the director should help the employees to learn new things and help them develop their own skills. In this way, the employees will be able to bring in innovation at work. They will love their job and will always be ready to adopt nay kind of  change the its need for enhancement of the business. The leaders should listen to the employees as well as help them in their jobs.

Another important skill required for hotel General Managers are they are specialized troubleshooters. They are the people who are accountable for creative thinking and realistic solutions in an environment that is fast-paced. Ability is required to make decisions based on amalgamation of company reports and their own professional experiences and ideas.

Lastly, financial skill is another important factor for general managers to focus on. The bottomline of the hotel is the responsibility of the General Manager. He is the person who is responsible for setting the rates of the rooms, putting together budgets, approving expenses related to property and seminal for various organizational departments in Coco collection. He is the person who needs to keep track of the money the hotel or the chain of hotels is earning.

Improvement Potential:

A manager’s main aim is always to maximize the organizational output and concurrently exploit profitability. For doing so, the manager needs to have positive skills in leadership in his working procedure. Employees are in the habit of taking guidance and support of their seniors or leaders, and their capability of performing soundly may be slowed down by the incapability of the managers in leading by setting the correct example[3]. Effective leadership along with the potential of enhancement is elemental for the management of the staff in Coco Collection group.             There are certain things that leaders can do in Coco collection to even better their previous performances. Ethical leadership is one such thing that can be considered by the Coco Collection manager where he needs setting the correct example for employees to experience protected at work. Unethical leadership is something that needs to be avoided as following that can cause destruction to employees at the emotional level that might extend to other parts of their lives. Ethics has always been an intricate subject where employees might face various difficult situations at their workplace, where they might form a different opinion with their superior’s action, but are frequently afraid to confront them. Improvement is something that the managers need to find within themselves on where they lack and how can they improve themselves. Managers need to manage teams or individuals if the job in hand requires detailed development and prudence[4].

Leadership Development plan:   

One common mistake that the managers and mentors do make is thinking their job lies in encouraging, complimenting or cheerleading when their employees struggle with self-confidence. Internal leadership development programs are crucial for attaining success. It is something that goes missing from the schedule of many top companies as they focus on saving money[5]. However, experts say that it is essential in cultivating personal in-house flair, if overlooked can bring in dire consequences. Leadership programs assists in easing the sequence of progression, making employees more associated with the business, having the aptitude to transport goods from one section to the entire association. Sometimes the companies hire outsourced trainers and developers who study the situation and come up with relevant solutions[6].

While allowing for diversified programs, it is important to keep in mind the best ones that are action-oriented, instead of being focused only on the theory.

Creating a Program:

Developing a program based on leadership development, an organization provides employees the opportunity to recognize and develop the presented talent. Such programs permit one to take a closer look at the needs of the leadership and grinding one’s skills in a particular area.  

Determining the suitable leadership style:

It is important to select the right one for the business as per the given corporate culture. It is significant in taking a closer look at the existing leader’s leadership technique and that of all the successful leaders within the business. Until and unless it is being determined, further analysis would not be possible.

 

Pinpointing the desired leadership changes one would make:

The gaps in the leadership need to be sorted out. The developer of such programs or the trainer might necessitate a change in the way an organization is being led.

Identifying potential leaders:

An organization should look to shape up future leaders as well as develop the existing ones. As in case of the Coco Collection group, it is significant to settle on the precise needs of leadership with one of its manager having self-doubts.

Developing a program plan:

The leadership skills requirement by the existing leader as essential by employees, and the existing leaders needs to decide on the program format that could be anything from being a rotational program lasting several months to a weekend practicum[7].

Asking for assessment from participants:

After completion of programs, it is important for the ones who received training to time the knowledge and share the same if they feel that there has been an improvement in their leadership skills. The employees need to be revisited on a quarterly basis with parallel sort of questions in seeing the ways training have exaggerated them on long-term basis[8].

Proposing a budget:

Budget items listed by category

Unit cost

Units

#Units

Total Cost (Maldivian Rufiyaa)

A) Salaries

 

 

 

 

Training Coordinator

1200

1month

3months

3600

Advisor

 800

1month

2 months

1600

Industry Expert

250

 1 day

4 days

1000

Total

 

 

 

6200

B)Data Collection Timing

 

 

 

 

Training meetings (lunch, office cost in rent)

350

1day

5days

1750

Total

 

 

 

1750

C) Other Direct Expenses

 

 

 

 

Admin

 

 

 

 

Printing

400

1month

3months

1200

Consultant

 

 

 

 

Visa, Passport Photo

200

1week

1week

200

Projectors

200

1 month

2 months

400

Training cost

350

1 month

3 months

1050

Total

 

 

 

2850

Subtotal

 

 

 

10,800

Overhead (10% of total)

 

 

 

  1080

Grand Total (incl. overhead)

 

 

 

11,880

 Such leadership programs create a healthy competition in the organization where potential candidates get an opportunity in assessing themselves and where they stand taking into account the objectives of business. The existing leaders should be able to better themselves, as the one mentioned above having self-doubt. Leaders having self-doubts have gone on to become successful ones.

Potential Benefits:

It is always beneficial to know and understand from an expert where a leader lacks and the ways he can make use of the advice and suggestion to benefit himself and the organization. The trainers are well versed in handling difficult situations and have dealt with such situations innumerous number of times. A trainer who has been outsourced would be the best man to judge the situation without being biased to anything and anyone. The leader too find it comfortable enough in explaining his inner problems to an outsider rather than anyone from within the organization. The company might incur cost for this, as this development program would require time to attain its objectives. It is something that cannot be built within a day; it’s a continuous process that needs continuous monitoring.

The experienced advisors and trainers would also pave the way for a better leadership style that the manager can follow to attain the best possible results for the organization. The whole thing would be presented as a case study to the trainer and the advisor, who would be analyzing it and suggest a model or style that would be best for Coco Collection, Maldives[9]. A leader having self-confidence can create magic in an organization, with innovative ideas and creativity and the ability to take calculated risks. Whereas, a self-doubt one would always put the blame on someone else’s shoulder and pressurize others to do the work. 

If this does not work, the organization might miss other best alternatives in solving the leadership problem. Concentrating on one would lead to miss on other prospects, waste of resources and money. The organization need to pay advisory fees and salaries to trainers for the betterment program of managers and leaders dealing with problems. If things do not work out the total, cost that has been specified for the total program would be a waste.

 

Background Information

The leadership problem that is occurring at the Coco Collection hotel chain is majorly delving with the autocratic behaviour of the manager. Even though this leadership style is highly recommended at the time when urgent decisions needs to be taken by the manager, in this respect the problem is arising because the manager is having self-doubt regarding the decisions that he is taking and he is also not ready towards listening to criticisms. As it has been already discussed, Coco Collection is a management hotel company that is operating a range of luxury boutique properties in the Maldives and therefore, there are very high expectations from this hotel. There is also the significance associated with the aspect of customer retention as well as brand loyalty. There have been various instances when crises have been arising that requires immediate attention and quick solving[10].

One of the problematic situations that have been arising within the Coco Collection hotel chain is associated with the aspect of making decisions with incomplete data. Limited evidence is being provided depending on which decisions need to be taken by the management. Therefore, a major challenging aspect faced by the manager at the Coco Collection is to undertake decisions with limited information[11].

Another significant problem that is occurring in respect of the leadership aspect within the Coco Collection hotel chain is that the establishment is unable to do the development of future leaders. The reason being that they are not allowed to do make use of their abilities as well as potential towards making important decisions regarding problematic situations that are arising in the company. The main cause for the occurrence of this is the role played by the manager in the hotel who is following the autocratic leadership style. The staffs without getting the opportunity to be a part of the decision-making process feel less motivated and their best potential is not getting utilized. Moreover, a strong emphasis needs to be given to the significance of building a team that consists of people having varied outlooks as well as backgrounds[12].

In this respect, there is the requirement for clarifying the disadvantages that are associated with the autocratic style of leadership. The fundamental crisis associated with the autocratic leadership style refers to the fact that subordinates are not having the relevant information as to why they are required doing a specific work or in other words, the reason for performing the work. There is occurring the assignment of jobs, providing facilities as well as issuing of instructions without making consultation with the individual who will perform the task. Moreover, the subordinates are compelled towards following the directions that the leaders are providing without asking any questions even when, the directions that are provided might not be considered to be appropriate. As a result, this will be producing feelings associated with becoming helpless as well as frustrated in respect of the staffs[13]. Also, the staffs tend to evade taking responsibility as well as making efforts and therefore, overall potentiality regarding the staffs as well as their creative ideas are not getting used to the utmost. Last but not the least, a threat is occurring in respect of the continuity of the organization since, the staffs are not getting the right scope regarding their growth.

Rationale for the research

The performances of the staffs take into consideration the aspect of doing the execution of defined duties, meeting deadlines, competency of the staffs as well as effectiveness and productivity to complete the task. Coco Collection is having the requirement for strong leadership styles that will be stimulating the performance of the staffs. Coco Collection is being faced with challenges that are associated with poor innovation, reduced efficiency of the staffs, as well as inability for meeting performance targets[14]. The reason for this taking place is the absence of the strategic interventions regarding the autocratic leadership style in respect of specific circumstances that give rise to crises. The problem associated with the manager having self-doubt and not being able to face criticism positively is influencing the performances of the staffs as well as organizational service regarding the hotel chain[15]. Therefore, the rationale of this research is associated with investigating the impact of autocratic leadership style towards the performance of the staffs as well as overall organizational productivity.

Critical Evaluation

The styles of leadership are having important as well as considerable impact on Coco Collection hotel chain. The leadership styles influence all the individuals starting from senior as well as top management to the new candidates joining the hotel chain. They are creating the corporate culture that will be influencing Coco Collection hotel chain as well as staff performance to meet deadline-based tasks.

The style of leadership is referring to the behavioral aspect regarding a leader as well as attitude regarding governance as well as supervision. This is the outcome associated with personality characteristics, experience, attitude as well as the philosophical aspects regarding  the leaders.

Various circumstances are having the requirement for varied styles of leadership. When there exists limited time for covering a particular crises and there is the requirement towards achieving fast solution and the manager is having considerably better experience or competencies in comparison to the rest of the team, then the autocratic leadership style is considered being productive[16].

This leadership style is providing a clear definition relating to the division amongst leaders as well as workers. The autocratic leaders are making decisions having limited or no staff involvement. The autocratic leaders are considered having more confidence as well as surety regarding the responsibility to make decisions in respect of the strategic plans as well as organizational operations[17].

This leadership style also states that a single individual is having complete authority as well as control over the subordinates. The autocratic manager is having the final say in respect of any matter and he shouldn’t be questioned ever and his decisions cannot get interrupted by any subordinate. To be specific, the manager at Coco Collection hotel chain who is following autocratic leadership is having complete authority over his subordinates. He is having the sole authority for treating the subordinates the way he feels like and this is considered effective only when fast as well as rapid decision needs to be applied.

This leadership style however, might showcase great outcomes within a reduced period of time. On the other hand, exhaustive utilization of authority will be distorting efficiency in the longer time-period. The reason for this is that staffs are having dissatisfaction and are constantly doing recurring tasks in the absence of doing creative as well as innovative work and therefore, starts feeling less motivated[18].

The autocratic leadership style is promoting a discussion that is one sided and because of this aspect, the creative as well as leadership abilities of the staffs are becoming limiting and every staff is being involved in repetitive daily work based activities. Since the leader is having the authority, there is the scope of exploiting as well as distorting the staffs. The autocratic leadership style will be restricting the communication at the place of work as well as socialization and this might be leading towards having discord as well as conflicting situations within the workplace[19].

Concerning the restriction of communication based on the autocratic leadership style, the communication gap has been occurring at the Coco Collection hotel chain. For instance, the subordinates who are serving food to the customers face a certain crisis where the manager does not communicate to them that there is the unavailability of a particular food item. The manager does not bother doing so since the communication is one sided and it completely depends on their whims and fancies whether they want to convey the matter to the subordinates or not. This results in the subordinates being faced with awkward situations in front of the customers.

It also needs to get noted here that efficient workplace communication is depending upon professional association that is made for assisting the everyday organizational function of Coco Collection hotel chain or the continuous development of the hotel chain. When personal matters will be affecting the communication within Coco Collection hotel chain, there will occur the development of a communication problem that might be taking considerable time for tracking down as well as getting resolved. Individuals that are refusing towards communicating effectively based on individual discord will damage the ability of Coco Collection for conducting business as well as slowing the organizational growth[20]. Moreover, based on autocratic leadership style, one-way communication will be becoming an unproductive means for exchanging information all through the hotel chain organization. Staffs as well as managers, however, are required providing feedback every time for the improvement of information quality that will get distributed as well as the ways through which the delivery of the information will be made. For instance, when the F&B department will be sending out information in a format that confuses other individuals within the organization, then the F&B department should get informed about the problems. This should be relating to communication as soon as possible, failing which the information that is being provided by the department will be getting posed as a challenge associated with communication[21].

Research Methodology

The reason for the employment of the research methodology is gaining familiarity with the phenomenon or achieving new aspects within the matter. It is also associated with the aspect of portraying in an accurate manner the traits associated with a specific circumstance. It is also required determining the rate with which certain aspects will be occurring[22].  

The research methodology that is being used here can be considered to be either applied research or fundamental research. Applied research will be aiming towards finding answer regarding an urgent crises that the Coco Collection hotel chain is being faced with and on the other hand, fundamental research will be majorly concerning with generalizations as well as with theory formulation. Regarding Coco Collection, the research studies that is concerned with human behaviours with the aspect towards making overviews relating to the behaviour of the managers within the hotel chain will be reflecting the aspect of fundamental research within the organization[23]. Also, research associated with identifying trends relating to the social as well as economical aspects within Coco Collection hotel chain will be influencing specific organization for discovering an outcome in respect of the present crises that is occurring within Coco Collection hotel chain.

Applied research will be focusing on considering the outcomes of scientific research as well as using it in a direct manner with the real crises-situations that is occurring at Coco Collection hotel chain and this type of research methodology is having concern with the external legitimacy regarding their tasks.

Fundamental research will be expanding the information based on business as well as management processes. This will be resulting in universal principles that will be associated with the methods as well as its association with the results. Concerning fundamental research, the researcher will be determining the selection of topics as well as goals and also the flexibility in the time-scales[24].

The sampling methods that have been used in case of the research methodology are random sampling, stratified sampling as well as systematic sampling.

  • Random sampling – The random samples will be requiring a method to name or number the target population. These are considered being the optimum method to do the selection of the samples from the population of the interest.
  • Stratified sampling – In this sampling method, the researcher will be identifying the various kinds of individuals that will be making up the population as well as working out the quantities required in respect of the sample for being representative.
  • Systematic sampling – This will be selecting subjects in a systematic manner from the target population. For taking a systematic sample, there is the requirement for listing every member relating to the population and after that making decisions regarding a sample that needs to be considered. The positive aspect regarding this method is that it will be providing a representative sample[25].

The statistical methods that are used in this respect are standard deviation as well as regression.  

  • Standard deviation – The standard deviation is considered being the measure regarding a spread of data around the mean. A high standard deviation will be signifying the aspect that the data will be spread in a wider manner from the mean and low standard deviation will be signaling that additional data will be aligning with the mean[26].
  • Regression – This statistical method will be modeling the association within variables that are regarded as being dependent as well as explanatory[27].

Improved effectiveness and efficiency of leadership practices

There are different factors that are influencing the improved effectiveness as well as efficiency of leadership practices that are considered as training, support, staff performance, organizational values, technological aspects, goal settings, delegation as well as motivation.

  • Training – Every organizational manager is required receiving training that is associated with the ways by which performance evaluations get conducted. Training in respect of practical matters as well as duties of management will be encouraging the managers in becoming leaders having appropriate responsibilities. Without the absence of training in respect of leadership as well as management, the managers will be missing the basic aspects relating to the principles as well as practices associated with leadership.
  • Support – The managers will not be able to thrive in the absence of the support from the establishment. An organization will be supporting the decisions of their departments. The actions of the managers whose actions gets appreciated by the organizational seniors will be providing better performance as leaders of business. Consecutively, business leaders that are not getting the support from the employers will end up in failure.
  • Staff performance – The performance of the staffs is considered essential in respect of the success of a business leader. This might be considered to be an essential factor that will be affecting leadership in business[28].
  • Organizational values – Managers that are working for companies that are successful as well as highly respected are interested in demonstrating their dedication towards their official posts. To demonstrate principles that are having congruency with the essential values of the company are considered being the signs of productive business leaders.
  • Technology – The technological solutions are enabling increased effectiveness as well as efficiency. The technological aspect is considered being an essential aspect that is influencing the organizational leaders since it is influencing the performance of the manager. It will also be influencing the way by which managers will be having the ability for interacting with the employees. The technological aspect in the present scenario is influencing almost all the business aspects, therefore leaders that are encouraging the staffs for using the technological aspects for improving their ability to perform will be contributing towards entire success of the organization[29].
  • Goal settings – Employees are only staying motivated when they have a clear understanding about the work that they will be doing and in what ways that will be contributing towards the organizational success. The staffs can also do the measurement of their development in that respect. Therefore, the staffs are required having transparency and in this regard, SMART objectives need to be implemented.
  • Delegation – For improved effectiveness regarding leadership practices the managers are required gathering everyone around, solving the matters as well as explaining the different aspects. It is required ensuring every staff to have an understanding of the thought process, asking a staff towards updating a manual that is considered being suitable and letting them know that they might be able to make decisions without the consent of the manager next time any decision needs to be taken[30].
  • Motivation – When staffs will be finding meaning in their work, they will be getting highly motivated. In respect of assisting in staff motivation, a leader is required providing inspiration to the team that is working under him. Leaders are required managing their actions and are required leading through examples. The leader is required ensuring that they are having time in respect of their employees, needs to have a purpose and have a productive communication process. The leader is also required delegating as well as empowering the team by assisting them in understanding the rational by which decisions need to be conducted[31].
 

Reflection for employability enhancement

  1. Business activities, which are performed at a consistently high level of competency and which are designated by the organization as critical to the competitive position within the market place. In this context, it can be stated that organizations attempt to gain dominance in a market by considering the core capabilities. Core capabilities are the outcomes of a specific set of skills and the production technique, which deliver additional value to the consumers.

Coco collection is the management hotel, which operates a range of luxury boutique properties set on some of the beautiful island in Maldives. In order to achieve the consultancy task for the client organization, I think the Coco collection requires to provide in job training to the employees in order to improve the personal work behavior. On the contrary, I also think that the more complete way of approaching is to make a connection with the individual in order to meet the organizational goal or to increase the individual performance of the employees. These are the two alternatives way, which are essential to achieve the consultancy task for the client company. In addition, I observed that Coco collection use the concept of ‘competencies’. In this order, the organization follows the integrated knowledge, judgment, skills and the attributes, which are needed to perform a job significantly. A defined set of competencies for each of the position in the organization; it refers the employees the types of behaviors the organizational values. Therefore, I can infer that with the help of these determinants, the objectives of the business would be met. However, I also observe that the team members of the organization work more efficiently and achieve the potential and the organizational advantage can make a linkage between the personal performance along with the corporate goals and the valuation.

On the other hand, in order to achieve the consultancy task for the clients of the company, I think it is necessary to define which of the competencies are required for the success of the organization. It is necessary to ensure that the employees of our company need to demonstrate sufficient expertise. Our company also requires to recruit new and the eligible staffs, who can efficiently handle the critical organizational situation. After that, we also require to measure the performance of them, of required we also need to provide additional customized training program. Lastly, we focused to make a change management procedure for working more effectively.

  1. Within the organization, we follow the democratic leadership style. In this connection, we can mention that it is the type of participative leadership. In this type of leadership approach, the employees can take part in the decision making process. Therefore, employee involvement is the key component of democratic leadership style. In this connection, we can facilitate our staffs to participate and give their suggestions towards the management. On the other hand, in order to improve the performance of the employees, we organize a training program. This has increased the collaboration among the employees and the management. Sometimes, we observed that the management can take complex decisions and can solve the complex issues. These would increase the ability to work collaboratively. Innovative ideas would help the employees to increase the organizational performance. However, it can be argued that considering all of the decisions of the employees for make any decision is very time consuming.

In addition, I believe that democratic leadership style is helpful to develop a strong team, which tends to be supportive and strong. In this context, it can be mentioned that honesty flourishes and more collective working is considered due to the opinions of the employees. In addition, I can highlight the fact that engagement of the team members will reflect the organizational leaders to focus on the effective procedure, which is fitted for the business. Therefore, I think to make the democratic leadership style successful, cooperation and the communication is the key concepts of this type of leadership style. Moreover, it can be stated that democratic leaders of our organization encourage the input and the innovative team members. Creative designers succeed under the democratic leadership style.

  1. In order to improve the personal leadership, I think the leaders require to have clear vision regarding the objectives of the business. In this context, the leaders need to clearly explain the objectives to the followers, so that the mission of the objectives would be fulfilled. The leaders also require to identify the shortcomings within the organization, after that they need to mitigate it. In this context, I can suggest that the leaders can develop a strategic planning session and also need to ask for feedback about the working environment of the organization. On the other hand, it is necessary to motivate the morale and the values of the employees, so that the individual performance of the employees would increase. In this purpose, the leaders require to discuss with the employees, whether they are facing any problems or not. After identifying these, the leaders can solve the problems.

On the other hand, I can also recommend that in order to meet the business goals, the leaders also require to develop an action plan. By follow this action plan; the leaders can complete the task within the proposed timeline and also with the help of the employees. The leaders also require to maintain a positive attitude within the organization, which is also helpful to motivate the employees in a right way. Lastly, I want to mention that the leaders need to get learning from the previous failures. This would help the leaders to improve their leadership and also improve their activities. Moreover, during the production process, the leaders and the other employees require to maintain honesty. The leaders also need to take new challenges as well as require to identify the core values of the business in order to make the business successful and also improve the personal development of the leaders.

 

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DuBrin, A.J., 2015. Leadership: Research findings, practice, and skills. Nelson Education.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Goetsch, David L., and Stanley B. Davis. Quality management for organizational excellence. Upper Saddle River, NJ: pearson, 2014.

Herrmann, Daniel, and Jörg Felfe. "Effects of leadership style, creativity technique and personal initiative on employee creativity." British Journal of Management 25, no. 2 (2014): 209-227.

Hoch, Julia E. "Shared leadership and innovation: The role of vertical leadership and employee integrity." Journal of Business and Psychology 28, no. 2 (2013): 159-174.

Iqbal, N., S. Anwar, and N. Haider. "Effect of leadership style on employee performance." Arabian Journal of Business and Management Review 5, no. 5 (2015).

Marianne Tromp, Debbie, and Robert Jan Blomme. "Leadership style and negative work-home interference in the hospitality industry." International Journal of Contemporary Hospitality Management 26, no. 1 (2014): 85-106.

McDaniel, Carl D., and Roger H. Gates. Marketing Research Essentials 8th Edition. Wiley, 2013.

Miner, John B. Organizational behavior 1: Essential theories of motivation and leadership. Routledge, 2015.

Patten, Mildred L. Understanding research methods: An overview of the essentials. Routledge, 2016.

Rahim, Ramita Abdul, Nor Fazalina Salleh, Sharifah Fazirah Syed Ahmad, and Raja Munirah Raja Mustapha. "Exploring the Relationship Between Leadership Style, Knowledge Management Practices, and Innovative Behavior." In Proceedings of the Colloquium on Administrative Science and Technology, pp. 499-507. Springer Singapore, 2015.

Rast III, David E., Michael A. Hogg, and Steffen R. Giessner. "Self-uncertainty and support for autocratic leadership." Self and Identity 12, no. 6 (2013): 635-649.

Ritchie, Jane, Jane Lewis, Carol McNaughton Nicholls, and Rachel Ormston, eds. Qualitative research practice: A guide for social science students and researchers. Sage, 2013.

Roy Gelbard, and Roni Reiter?Palmon. "Leadership, creative problem?solving capacity, and creative performance: The importance of knowledge sharing." Human Resource Management 52, no. 1 (2013): 95-121.

Savery, John R. "Overview of problem-based learning: Definitions and distinctions." Essential readings in problem-based learning: Exploring and extending the legacy of Howard S. Barrows (2015): 5-15.

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Zikmund, William G., Barry J. Babin, Jon C. Carr, and Mitch Griffin. Business research methods. Cengage Learning, 2013.

[1] Rahim, Ramita Abdul, Nor Fazalina Salleh, Sharifah Fazirah Syed Ahmad, and Raja Munirah Raja Mustapha. "Exploring the Relationship Between Leadership Style, Knowledge Management Practices, and Innovative Behavior." In Proceedings of the Colloquium on Administrative Science and Technology, pp. 499-507. Springer Singapore, 2015.

 [2] Thomas, Mark, and Jayanth Reddy Alluru. "Leadership Practices and Performance Within Network Alliances: Framing Sustainable Organizational Guidelines." International Leadership Journal 8, no. 3 (2016).

 [3] Arends, R., 2014. Learning to teach. McGraw-Hill Higher Education

[4] Bellamy, Chris D. "Leadership and Crisis Management in Modern Organizations." (2015).

 [5] DuBrin, A.J., 2015. Leadership: Research findings, practice, and skills. Nelson Education

[6] Donate, Mario J., and Jesús D. Sánchez de Pablo. "The role of knowledge-oriented leadership in knowledge management practices and innovation." Journal of Business Research 68, no. 2 (2015): 360-370.

 [7] Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

 [8] Goetsch, David L., and Stanley B. Davis. Quality management for organizational excellence. Upper Saddle River, NJ: pearson, 2014.

 [9] Certo, S., 2015. Supervision: Concepts and skill-building. McGraw-Hill Higher Education

[10] Herrmann, Daniel, and Jörg Felfe. "Effects of leadership style, creativity technique and personal initiative on employee creativity." British Journal of Management 25, no. 2 (2014): 209-227.

 [11] Miner, John B. Organizational behavior 1: Essential theories of motivation and leadership. Routledge, 2015.

 [12] Daft, Richard L. The leadership experience. Cengage Learning, 2014.

 [13] Miner, John B. Organizational behavior 1: Essential theories of motivation and leadership. Routledge, 2015.

 [14] Ritchie, Jane, Jane Lewis, Carol McNaughton Nicholls, and Rachel Ormston, eds. Qualitative research practice: A guide for social science students and researchers. Sage, 2013.

 [15] Bell, Judith. Doing Your Research Project: A guide for first-time researchers. McGraw-Hill Education (UK), 2014.

 [16] Carmeli, Abraham, Donate, Mario J., and Jesús D. Sánchez de Pablo. "The role of knowledge-oriented leadership in knowledge management practices and innovation." Journal of Business Research 68, no. 2 (2015): 360-370.

 [17] Roy Gelbard, and Roni Reiter?Palmon. "Leadership, creative problem?solving capacity, and creative performance: The importance of knowledge sharing." Human Resource Management 52, no. 1 (2013): 95-121.

 [18] Tannenbaum, Robert, Irving Weschler, and Fred Massarik. Leadership and organization. Routledge, 2013.

 [19] Cummings, Thomas G., and Christopher G. Worley. Organization development and change. Cengage learning, 2014

[20] Hoch, Julia E. "Shared leadership and innovation: The role of vertical leadership and employee integrity." Journal of Business and Psychology 28, no. 2 (2013): 159-174.

 [21] Savery, John R. "Overview of problem-based learning: Definitions and distinctions." Essential readings in problem-based learning: Exploring and extending the legacy of Howard S. Barrows (2015): 5-15.

 [22] Baskerville, Richard L., and A. Trevor Wood-Harper. "A critical perspective on action research as a method for information systems research." In Enacting Research Methods in Information Systems: Volume 2, pp. 169-190. Springer International Publishing, 2016.

 [23] Dinh, Jessica E., Robert G. Lord, William L. Gardner, Jeremy D. Meuser, Robert C. Liden, and Jinyu Hu. "Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives." The Leadership Quarterly 25, no. 1 (2014): 36-62.

 [24] Rast III, David E., Michael A. Hogg, and Steffen R. Giessner. "Self-uncertainty and support for autocratic leadership." Self and Identity 12, no. 6 (2013): 635-649.

 [25] Marianne Tromp, Debbie, and Robert Jan Blomme. "Leadership style and negative work-home interference in the hospitality industry." International Journal of Contemporary Hospitality Management 26, no. 1 (2014): 85-106.

 [26] Silverman, Bruce. "Econ 201-Statistical Methods." (2017).

 [27] Iqbal, N., S. Anwar, and N. Haider. "Effect of leadership style on employee performance." Arabian Journal of Business and Management Review 5, no. 5 (2015).

 [28] Zikmund, William G., Barry J. Babin, Jon C. Carr, and Mitch Griffin. Business research methods. Cengage Learning, 2013.

 [29] Bryman, Alan, and Emma Bell. Business research methods. Oxford University Press, USA, 2015.

 [30] Patten, Mildred L. Understanding research methods: An overview of the essentials. Routledge, 2016.

 [31] McDaniel, Carl D., and Roger H. Gates. Marketing Research Essentials 8th Edition. Wiley, 2013.

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