Leadership Behaviour Theory And Practice

Published Date: 02 Nov 2017

1. Introduction.......................................................................................................2

2. Background.......................................................................................................2

3. Methodology.....................................................................................................2

4. Leadership Behaviour Theory and Practice...................................................3

4.1 Evaluation of Leadership..............................................................................3

5. The impact of leadership styles on organisational effectiveness................4

5.1 Autocratic style of leadership.......................................................................4

5.2 Paternalistic leadership style.........................................................................5

5.3 Democratic leadership style..........................................................................5

5.4 Laissez faire leadership style........................................................................5

5.5 Unorthodox leadership style.........................................................................5

5.6 Conclusion....................................................................................................5

6. Motivation.........................................................................................................6

6.1 Taylor............................................................................................................6

6.2 Elton Mayo...................................................................................................6

6.3 Maslow's hierarchy of needs (1954)...........................................................6

6.4 Herzberg et al(1957).....................................................................................7

6.5 Theory X and Y McGregor(1960)...............................................................7

6.6 Conclusion....................................................................................................7

7. The theories relating to work relationship and interaction.........................7

8. Organisational Culture......................................................................................8

8.1 Power............................................................................................................8

8.2 Role Culture..................................................................................................9

8.3 Task Culture................................................................................................10

8.4 Person Culture.............................................................................................10

9. Evaluate the importance of organisational culture theory.........................11

10. Analysis the culture and structure of one organisation ...........................12

10.1Customer Needs.......................................................................................12

10.2 Technology.............................................................................................12

11. Analysis the effective leadership of change in organisation...................13

11.1 Managing cultural diversity.....................................................................13

11.2 The value of diversity..............................................................................13

12. Recommendation..........................................................................................14

13. Conclusion....................................................................................................14

14. References.....................................................................................................15

1. Introduction:-

This research looked into life changing and transactional leadership behaviour of managers of hotel and tourism industry. By conducting these studies its shows that leaders typically show themselves, life changing leadership is extremely associated with effectiveness. it should keep in mind that the transactional - life changing type of leadership is dependent on a continuum. Within this continuum leaders may reward fans once they accomplished objectives. Motivation and inspiration of fans leads to get results for transcendental goals.

2. Background:-

In the Holiday Inn hotel which has multicultural leadership that focus on behavioural strategies. Based on many theories and style of leadership it is estimated that an unexpected structural organization and function of all the rules in different situations, different leadership style that matches the structure should be implemented. A variety of motivational techniques to motivate workers to be evaluated and discussed before the motivational theories are discussed. But this case study on basis of leadership in different cultures. Therefore, it is clear to discuss culture and cultural diversity as a part of the idea. After consideration, how they should manage cultural diversity, some recommendations for managers which is very important for the hotel and tourism industry.

3. Methodology:-

It should be keep in mind we can't sack any motivation theory which is used in any other companies today. To make sure that the use of every theory tips, and have the ability to discuss the relevance. It's also essential that to apply techniques of creating the ideas, and to avoid difficult or unnecessary either partially or fully complicated ideas. The truth that companies have been lengthy advised to defend them self against a far more proper approach to handle the forces of ‘change’ in most area of the procedures and also the constant recurrence of the concept in economic literature (ad nauseum in some instances) clearly signifies its importance (Hellriegel, Jackson, Slocum, Staude, Amos, Klopper, Louw, & Oosthuizen, 2006 Marx, Van Rooyen, Bosch, & Reynders, 2002 Rugman & Hodgetts, 2003 Daft, 2008)

4. LEADERSHIP BEHAVIOUR THEORY AND PRACTICE

In the hotel and tourism industries behaviour of the leader is countable, because all the business is depends on the leader so this is very important for hotel to know how their leader personal behaviour is. To know behavioural ideas of leadership simply concentrate on the study of specific behaviours of the leader. For behavioural advocates, leader behaviour is the greatest analyst of his leadership influences and consequently, is the greatest determinant of their leadership success. as a result, we've gone in the theory that leaders are born (Great Guy Theory) right through to the chance that we are able to measure your leadership potential (Trait Theory) via psychometrics dimensions after which to the stage that anybody can be created an innovator (Behaviour Ideas) by teaching Holiday Inn staff for the best behavioural response for just about any given situation to keep their hotel brand in the market.

4.1 Evaluation of Leadership

From the studies of the leadership disclose a changing number of 'schools of thought' from "Great Man" and "Trait" ideas to "Transformational" leadership (see table). Holiday Inn should adopt one of mentioned ideas within the defile table. Although early ideas counts focus upon the qualities and behaviours of effective leaders, but later on ideas start to think about the role of fans and also the contextual character of leadership.

All these ideas requires a rather characteristic outlook during the best choice, The way of thinking attaining growing recognition is "dispersed" leadership. This method, using its fundamentals in sociology, psychology and politics instead of leadership science, sights leadership like a process that's distribute throughout a company instead of laying exclusively using the formally designated ‘leader’. The emphasis thus changes from developing ‘leaders’ to developing ‘leaderful’ organisations having a collective responsibility for leadership.

5. The impact of leadership styles on organisational effectiveness:

The company is fully reliable on their leaders to run the successful business, so the leader faces the task of prospecting and holding onto competent employees in organizations. A leader’s should have the capability to inspire people, motivate them and make resolve for common goal is vital (Bass, 1997). But ideas of life changing and charming leadership stress feelings and values (Yukl, 1994) and imply leader and fans raise each other to greater amounts of morality and motivation (Burns, 1978). The various kinds of leadership could possibly be the answer to their failure or success. Each leadership style has its own benefits and drawbacks.

5.1 Autocratic style of leadership

This kind of leadership style enables companies to help keep a blueprint. It is because the building blocks of the autocratic type of leadership originate from the thought of a rustic that's run with a king or dictator. This kind of leadership follows a blueprint and also the employees just follow the road to perform their job. This really is effective for any business that is involved with daily routine job.

5.2 Paternalistic leadership style

The bottom line is this leadership style informs the folks what is the best for them. This might seem identical to the autocratic style, however with the Paternalistic type of leadership, the company leaders are searching for the input of the employees. This provides the workers the chance to voice their opinions and concepts. This enables for additional understanding of the workers needs, as people as opposed to just plain business.

5.3 Democratic leadership

The Democratic leadership style may be the style grafted in the government system from the U . s . States. This leadership style is effective because normally you will see several leaders of the identical business which are lending their ears towards the employees to be able to provide good two-way communication. The Democratic leadership style is effective simply because they allow employees below these to make decisions' by themselves similar to the different States that comprise the U.S. in addition to their metropolitan areas, can make their very own laws and regulations.

5.4 Laissez faire leadership style

The laissez-faire type of leadership requires the manager getting minimal charge of those activities of the subordinates. It's best employed once the subordinates are experienced and motivated for example doctors and PhD students in which the progress of the jobs are supervised through the supervisory manager and given feedback and advice.

5.5 Unorthodox leadership style

Normally, mainstream society has a tendency to not have access to a favourable view towards people who don't comply with what mainstream society needs of these. This really is because of these special kinds of people being misinterpreted when it comes to their different thought process, behaviour, appearance etc and they are consequently shunned and ostracized.

5.6 Conclusion

In all the above mentioned leadership styles I personally recommend to Holiday Inn to adopt democratic leadership style because as we know Holiday Inn hotel is international and multi cultural environment so, they should use the democratic style to enhance their services towards their customers.

6. Motivation:-

Motivation theories identify aspects of motivation that can be enhanced through pay or responsibility and using numbers of theories. Motivating staff is an essential part of management for any company and there are a number of theorists who have researched how this should be done. These are:-

ï‚· FW Taylor the Science of Work

ï‚· Elton Mayo and the Hawthorne experiments.

ï‚· Maslow's Hierarchy of Needs

ï‚· Herzberg; the two factor theory

 McGregor—Theory X and Theory Y

6.1 Taylor:-

He believed that there was a more efficient way for employees of the steel industry to work using shovels. He also believed that all employees should given targets of material to be moved in order to earn their wages.

6.2 Elton Mayo:-

Elton took the ideas of Taylor and explored them further as he recognised there seemed to be more to motivation than just pay. Mayo found that rises in productivity were not only due to financial rewards, but also due to management involvement, team working and communication.

6.3 Maslow’s Hierarchy of needs (1954):-

This theory defines main five needs of human being: physiological, safety, social, esteem, self-fulfilment. Needs at higher level only appear when a lower need is fulfilled? Maslow’s ideas can be usefully applied by managers in the workplace to motivate their employees. The application of these ideas will be influenced by the structure and culture within the organizations.

6.4 Herzberg et al(1957):-

This theory relates with intrinsic factors to job satisfaction, while associating extrinsic factors with dissatisfaction. (Robbins& Judge, 2007). A culture that rewards safe working and pays well is likely to have staff that is ready to be motivated.

6.5 Theory X And Theory Y:- McGregor (1960) :-

The theory X way, where employees are managed as if they are lazy and need to be punished and threatened if they do not work hard enough. The theory Y way, where employees are managed as if work is a good activity for them and they will feel rewarded from being with other human beings and doing a good job. This theory has two different views of human beings: basically negative labelled Theory X and other is positive Theory Y. Y theory is the examination that people will exercise self- direction.

6.6 Conclusion

Studies shows that the theory of Maslow’s hierarchy of needs reveals that physiology is the primary stage of required by the people and then security, social, esteems and self-actualization. This hierarchy is connected to American culture. At another point, the theory shows the need for achievement and the need for high performance culture reflects two factors would be low risk and concern for performance. So that is all about, That is the key feature required by any company so Holiday Inn Hotel must use move mentioned techniques to enhance their internal management to achieve their goals.

7. The theories relating to work relationships and interaction:

As we know hotel Holiday Inn is huge and run their business internationally so, they need to follow some known theories to improve their internal process to produce their best services to the customers. The main area is to be considered of positive associations at the office develops the positive psychology (Seligman & Csikszentmihalyi, 2000 Snyder & Lopez, 2002), positive business (Cameron & Caza, 2004 Cameron, Dutton, & Quinn, 2003), and positive business behaviour (Luthans, 2002 Luthans & Youssef, 2004). These positive scholarship actions gives the observation that by concentrating on the issues, pathologies, and restrictions connected using the worst conditions we neglect to capture the processes, states, and final results connected with the very best of conditions. And at the end we have to change our viewpoints from "what is wrong" to "what is appropriate."

Leading doesn't mean to controlling. Business leaders who don't understand the distinction between the functions/roles of leading and controlling are very prone to misunderstand the way they should execute their responsibilities to satisfy business goals. Although some managers are high-quality leaders, others only manage assets and do not lead their subordinates. Controlling is much more comprehensive than leading. In most cases, not every managers are always leaders, yet the very best managers, within the long-term, are leaders. Leadership is the procedure of guiding the behaviour of others toward an organization's goals. Guiding, within this context, means leading to people something inside a particular manner in order to consume a specific group of instructions.

8. Organisational Culture:-

The culture of the Holiday Inn has some norms, and values. These allow with time, unplanned and emergent. However, the culture of the organisation is one thing that may come with an enormous effect on the means by which a company works, and it is effectiveness. It's also something that may be evaluated and, if required, transformed with time. below are some organisational culture theories which may help holiday inn to improve their efficiency to provide world class service to their customers worldwide.

8.1 Power

An energy culture is often present in small campaigning communities. It calls for a effective central character or leader. Its structure is portrayed with a web: -

Energy culture usually works informally, with couple of rules and methods. Control is worked out through the centre and choices are taken based on energy and influence. Then, the only method the organisation usually stays web-structured would be to develop other ‘spin-off’ organisations, each web-structures themselves.

8.2 Role Culture

Role culture is what was previously known as a ‘bureaucracy’. The structure can be depicted as a Greek temple: -

Jobs are matched with a manager, or few managers, towards the top of the dwelling. The support beams are strong functional departments. The job of those departments is matched and controlled by: -

Methods regulating roles e.g. authority definitions and job explanations. Methods for communications e.g. document distribution and circulation rules. Rules for settlement of disputes e.g. attract cheapest crossover points. With ultimate coordination and control by senior manager(s).

8.3 Task Culture

The job culture is job or project orientated. Its structure could be portrayed like an internet: -

The matrix organisation is a structural type of the job culture. Task culture arranges human assets round the project in hands, and allows they organise themselves (self-identifying teams). Influence relies more about expert energy than you are on position or personal energy.

8.4 Person Culture

Person culture isn't present in animal protection organisations. It's in which the person is the main focus from the organisation. Communes and close ties (e.g leadership consultants or designers) sometimes have this culture. It may be portrayed with a cluster: -

This would be extremely unusual for an animal protection society, where a mission or aim is central.

9. Evaluate the importance of organisational culture theory in developing organisational effectiveness:

However culture may "measured" inside a comparative sense. Research around the outcomes of business culture and effectiveness can also be restricted to insufficient agreement concerning the appropriate measures of effectiveness. The present literature has its own roots in early eighties. Deal and Kennedy (1982) and Peters and Waterman (1982) focused attention around the proper need for business culture and stimulated curiosity about the subject. Kotter and Heskett (1992) broadened about this by exploring the significance of adaptability and also the fit between a business and it is atmosphere. This paper develops the framework produced by Denison and the co-workers (Denison 1984, 1990, 1996 Denison and Mishra 1995, 1998 Denison and Neale 1996 Denison et al. 2002). This kind of studies have developed an explicit type of business culture and effectiveness along with a validated approach to measurement. Consistency. Effective organizations generally have "strong" cultures which are highly consistent, well matched, and well integrated (Davenport 1993, Saffold 1988). Behaviour norms are rooted in core values, and leaders and fans can achieve agreement despite diverse perspectives (Block 1991). Consistency is really a supply of stability and internal integration caused by a typical mindset (Senge 1990). Adaptability. Ironically, organizations which are well integrated are frequently minimal responsive (Kanter 1983).

Adopted from: http://www.ceibs.edu/link/latest/images/20050701/1394.pdf

10. Analyse the culture and structure of one organisation and evaluate how they impact on its effectiveness:

Business structure of Holiday Inn hotel may be the way a business conveys, distributes responsibility and adjusts to alter. Based on the Reference for Business, business structure is when a business utilizes its assets to attain its goals. Growth a significant component that impacts business structure is company growth.

10.1 Customer Needs

Customer service is important in business; so many companies have created entire divisions dedicated to customer service and retention. So the Holliday Inn is known for their services globally.

10.2 Technology

Technology can have an effect on the way your organization is structured and just how work flows. The Reference for Business highlights that after computer systems grew to become popular.

Within the organisational context, therefore worker motivation makes up about the intensity, direction, and persistence that an worker aims to achieve organisational goals so that they can (not directly) satisfy personal goals. By using the latest technology Holliday Inn can manage their business more effective way. This may develop some world class service to their customers this will give high turnover to Holiday inn.

11. Analyse the effective leadership of change in organisation

To improve business effectiveness, Companies create sustainable competitive advantage by aiming their talent and business methods. Mergers or purchases, restructurings or changes running a business strategy are good examples of fundamental business change that induce strong interest in processes and systems to create focus and restore the organization’s capacity to operate effectively. In the centre of Right Leadership's business effectiveness abilities, is our holistic method of helping Holiday Inn build and align the abilities, processes, attitudes, and talent required to better implement its selected strategy.

11.1 Managing cultural diversity:-

As we know Holliday Inn is a multi culture hotel. So that multi cultural diversity means difference. It refers to differences in terms of age, gender, role, background etc. The value of diversity in team membership in creating high performing and successful teams is widely recognized and this is especially so where teams have complex or innovative challenges to meet.

11.2 The value of diversity: -

The main point of diverse workforce lies in the different experiences, opinions, perspectives and abilities which are brought together with the aim of contributing towards a common goal and adding value to the organization.

Diversity brings with it a wealth of advantages to any organization. For example, it provides:

To creating an excellent talent pool with huge range of skills and abilities.

To better understanding with the customers within diverse backgrounds

With a strong and solid base on which to deal with international and culturally diverse business partners

A dynamic and highly productive working environment in which people are proud of their individuality and their contributions have a positive impact on the organization.

12. Recommendation

A clear discussion within the assignment, Some important thing related strategy as follows:

It is necessity for superior cultural sensitivity among leaders.

The verbal communication skills in main leadership roles to support cross-cultural relationship build for leaders.

To know the desires of dissimilar customer sections and move beyond "one size fits all" approach

To controlled uninterrupted progress need to create a reliable culture within leadership positions.

13. CONCLUSION:

The aim was of conduct this case study to introduce various leadership, motivation and theories of cultural diversity. This result holds for different leadership theories introduced. Structural contingency theory is introduced, a little better suited to the culture and structure of Holiday Inn Hotel. Hotel managers to introduce various aspect leadership. Through implementing these leadership and leadership styles manager can be a good leader. However, there are various theories on cultural diversity and encourage a critical evaluation. And after this has to write some of the tools of motivation and a variety of techniques have emerged, which help add to management experience. However, all theories are not perfect, but alone are perfect for the individual case. Therefore, these hotel managers recommended by a number of changes they can improve the environment of the organization. It was a case study in order to respond to the challenges above and researchers through the deductive approach and qualitative data results .