Dissertations for Human Resource Management (HRM)

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Conflicts Employee-Employee
(The British University in Dubai (BUiD), 2012-12) Al Ali, Fatma Jasim
"Conflict" likes water and fire can be good or bad. Conflict is good when it is constructive and bad when it is destructive. Conflict is constructive when it results in a solution to the problem and those involved in the conflict change positively. It is destructive when no decision is reached and the problem still exists ruining the morale of the conflicting parties. Conflicts can occur anywhere, individually or in group. This research studied in detail the various causes of employee-employee conflicts, their effect on the organization as well as the employees and offers a few suggestions in solving and preventing these conflicts. The research was conducted by interviewing 16 employees of the Department of Economic Development which was selected as the site for case study and interviews on employee conflict at work. The data was collected within a period of two weeks through one-to-one interview. The participants represented the eight departments with a manager and an officer from each department. The researcher could identify some of the frequently occurring causes of conflict such as unfair treatment, misunderstanding, task conflicts, demoralizing conversations, personal issues, absenteeism, lack of equity, lack of demarcation etc. It was observed that the conflicts resulted in lower productivity and loss of reputation of the organization and also affected the health of the employees. The researcher acknowledges several limitations of the research study such as the time limit, the relatively small sample number, the limited questions and the small organization. However, several suggestions and recommendations for future research are given. The researcher hopes that future researchers may overcome the limitations and identify more effective solutions for decreasing conflicts among employees.
Corporate Social Responsibility in the UAE Construction and Education Sectors
(The British University in Dubai (BUiD), 2011-05) Thomas, Betty E
Society, environment and community in the United Arab Emirates have experienced the impact of industrialization and globalization over the last few decades. This has provided grounds for businesses in the United Arab Emirates to construct a close relationship between corporation, state and society which implies the relevance of Corporate Social Responsibility (CSR). This dissertation investigates the perception, policies and practices and the relevance of CSR which is a relatively new concept to the country. The samples selected for the study are taken from the construction and education sectors with a combination of local, expatriate and joint venture businesses. The research focuses on stakeholder management as well as investigates topics such as benchmarking, factors that motive individuals and businesses to practice CSR including small and medium enterprises operating in the UAE. In-depth interviews are the main method of data collection. Thematic and quantitative content analysis was used to evaluate selected research propositions designed by the researcher to explore and understand the new CSR policies and practices and identify how they are implemented in the organizations studied. The dissertation concludes there is evidence for some CSR practices and CSR policies being promoted and supported within the region.
Corporate social responsibility: tools, drivers, and enablers in the emirate of Dubai
(The British University in Dubai (BUiD), 2011-08) Malik, Najia
As the calls to businesses to be socially responsible become more urgent, the main debate in academia has moved away from attempts to reaching a unified definition of Corporate Social Responsibility (CSR) towards efforts to understanding how businesses can implement CSR more effectively. Existing literature proposes that for organisations to become more corporately responsible, significant links need to be established between CSR and HRM. “…an alliance of legal, PR and HR departments can be the key to successfully implementing CSR initiatives.” (Redington 2005:48). Perceptions regarding CSR, its tools, drivers and enablers, are explored through an empirical study of organisations operating in the rapidly emerging economy of the emirate of Dubai. The results show that though the phenomenon of CSR in the emirate has transformed from solely philanthropy to organisations seeking to roll out their CSR initiatives through a more cohesive CSR strategy, the challenge lies in developing significant multiple and explicit CSR and HRM links.
A CRITICAL STUDY OF THE IMPACT OF ARAB LEADERSHIP STYLES ON ORGANISATIONAL & EMPLOYEES’ PERFORMANCE
(The British University in Dubai (BUiD), 2014-02) Bualshawarib, Mariam Juma
Leaders plays vital role in ensuring high organizational performance. With an appropriate balance of motivation, ability and opportunity given to individuals; leaders promote excellent organizational performance. A fair balance of the equation including leadership style, proper work environment, adequate policies and procedures, tools to function and sufficient accountability, strong cultural values that promote transparency and provide clear guidance on desired outcome is what’s needed for employees to perform. Though studies on leadership roles in enhancing performance amongst employees are ample in developed countries, there has been a lack of research on this subject in the Middle East. Therefore, the researcher decided to evaluate Arab leadership style, organizational performance and employee performance in a country that is well known for its wealth and multi-national companies such as Dubai. Unlike many other developing countries around the GCC, Dubai seems more of a central hub that attracts people from developed and developing countries to invest or even find a career. This fact allows the researcher to have a stronger view on Arab leadership style and their impact on performance, as it comes from various nationalities and expertise in the area. The empirical research study used questionnaires with questions tailored towards determining the relationship between: Arab leadership styles and employee performance, which should indirectly determine the relationship between Arab leadership style and organizational performance. Also, the research intent was to identify the pattern of Arab leadership and the extent to which it has affected organizational performance. In addition, the researcher was interested in finding out more about potential factors responsible for low worker performance and how leadership style has affected labour management relations and productivity in four selected small scale organizations that are grouped under one holding company. After analysing the results using both qualitative and quantitative methods, it is concluded that in order to accomplish the objectives of different organisations need in Dubai, it is necessary that leaders: recognizes the needs of the workers; employs appropriate motivational tools such as right leadership style using appropriate leadership and management programs; providing workers with appropriate guidance and working tools; develop an adequate performance management system that would uncover sources of potential bias and accordingly incentives best performances.
Developing Nationals in UAE Government Organizations
(The British University in Dubai (BuiD), 2013-12) Alyammahi, Jemeiah Rashed Mohammed
This research aims to investigate the influence of talent management on developing nationals in government organizations, and on employees' performance. The study consists of four main concepts: leadership development, employee development, Emiratization and talent management. The dissertation addresses the factors affecting talent management and activities to increase talented employees’ motivation, productivity and loyalty to their organizations. It considers the alternative ways of helping and engaging talented people to stay for long time in their jobs (retention) and motivating them through different practices such as promotion and employee development.
DRIVERS OF EMPLOYEE MOTIVATION FOR MALE AND FEMALE EMPLOYEES IN UAE’S WORKING SECTOR
(The British University in Dubai (BUiD), 2015-10) Al Katheri, Ragi Rezq
This paper delves into the motivational and employee engagement factors in the working sector of the UAE. Also, employee satisfaction has been considered to find the relationship of these variables with employee efficiency. Furthermore, it has been found that the public and private sector organizations in the UAE have difference working environments due to which employees working in the public sector organizations are less satisfied by their jobs. In order to assess this, a sample of 30 employees working in both public and private sector organizations have been considered for conducting a survey that comprised of a qualitative questionnaire. The findings of this research reveal that there is a positive and direct relationship between employee motivation and employee efficiency. Also, increased satisfaction and engagement of employees lead towards higher productivity and output, which is necessary for organizations to gain a competitive advantage in the market Moreover, monetary benefits and social recognition were assessed as the biggest motivational factors for male and female employees, respectively. Other motivational factors include fringe benefits, better working conditions, job enrichment and promotions.
Emiratisation Strategy at Jumeirah and its objectives (Emiratis perspective)
(The British Univerity in Dubai (BUiD), 2012-06) Al Marzouqi, Naser Mohamed
The United Arab Emirates (UAE) was officially established following the departures of the British troops from Gulf in 1971. The Six Emirates decided to join and form the UAE and the seventh Emirate, Ras Al Khaimah had joined the union a year later in 1972. The UAE economy was solely dependent on revenue generated from Oil export and expatriate skilled and unskilled workforce utilized for developing the country infrastructure. As UAE population increased, authorities were forced to deal with unemployment disturbing challenges. The government had decided to initiate a nationalization program in order to train and prepare UAE job seekers to join public and private sectors. With the influx of tourism to the region and especially to the UAE during the 1980s, the government decided to pave the way for UAE national to enter the hotel and hospitality sector by introducing Emiratisation that would prepare local graduates for this booming sector of the economy. The aim of this research is to investigate the perception of nationals’ workforce with regard to employment in the hospitality industry. Also the researcher will focus on the factors that would enhance the Emiratisation programs and its obstacles. Methodology: Researcher has decided to explore and examine the subject using qualitative approach. The author has decided to inspect various articles with reference to different localization programs that have taken place in the region or other parts of the world. The impact of the programs on the local economy and to what extend these approaches were successful, must also be explored. By conducting 7 one to one interviews, collecting signed consent forms from participants and considering the entire ethical dilemma, prior to the start of the research. The audio recorded interviews were analyzed by means of color coding and recognition of the major topics (themes). Findings: Among the various topics, 35 were identified and compressed to form seven major themes prior to grouping the common ones. A model map which is positioned in the findings chapter highlights the seven main themes and all the sub-themes that were derived as a result of our research. The seven main topics will be discussed according to the order of occurrences and they are: Planning, Culture, Training, Support, Salary, Development, and Organization. Discussion: This section is formed to relate the facts and findings to the literatures on earlier studies. The purpose of the discussion at this stage was to highlight the similarities and differences among the two researches. Among the seven themes that were raised as result of study, there were three topics that were unique to this research which were A) false expectation, B) misperception and C) discipline. The literature supported the topics that were highlighted. Conclusion: The analysis of the perception takes places in this segment in order to code the seven main themes. The topics were confirmed to be related to the findings with exception of three distinctive topics that were highlighted earlier. The UAE authorities have major challenges with regards to Emiratisation, its implementation, development of Emiratis and placement of nationals in the hospitality. Study limitations were discussed in this section and further recommendations for future research underlined.
Emotional intelligence of managers in the UAE: the role of national culture
(The British University in Dubai (BUiD), 2011-04) Al Balooshi, Sumaya Ali
Today’s business world is becoming increasingly global as many companies embark on the journey to become global corporations, where managers operate in a context that can be classified as multicultural. For these managers, it becomes imperative to understand the implication of cross-cultural work environments as business success, profitability and achieving competitive advantage rely on how effectively leaders or managers can lead or manage multinational or multicultural teams. In order to effectively and efficiently manage a team that is composed of people from various cultural backgrounds it is also important for managers to comprehend how culture may have the potential to impact self and the team members cognitive processes. National Culture has an overwhelming power to influence the behavior of an organization as well as the behavior of people within the organization. More specifically, when it comes to emotions in workplace we tend to recognize, assess, regulate, and express it based on cultural norms. This process of emotion recognition, assessment, regulation and expression is known as Emotional Intelligence (EI). This research examined how National Culture dimensions influence the EI abilities of managers within a multicultural context. The National Culture dimensions used in this study were dimensions that were developed by Project GLOBE. The study surveyed a sample of international managers to assess the role National Culture plays in determining the Emotional Intelligence abilities of managers and the data obtained from the sample was analyzed using a series of statistical tests. The results of this study confirmed that National Culture is positively correlated to Emotional Intelligence abilities of managers. Results are discussed and recommendations made on how EI abilities could be enhanced from a cultural perspective.
Employee Engagement and Leadership in a UAE Governmental Organization
(The British University in Dubai (BUiD), 2017-05) Al-Qaiwani, Omar Salem Ali
This study explores the relationship between leadership practices and employee engagement in a "Federal Government" organization (FG), in the United Arab Emirates. The research intent is to identify practical initiatives that can be implemented in organization FG. The main contribution is to identify which leadership practices will increase FG's organizational performance and employee engagement. Recommendations for HRM policy and practice are provided based on the main findings. This study is based on qualitative research through individual interviews and focus groups. Two interviews were conducted with members of the executive management along with two focus groups including sixteen employees; six participants from middle management and ten from various operational levels. Data collected covered all organizational levels and generated sufficient input from both leadership and employees’ points of view. The findings present key insights on leadership, higher management practices, and employee engagement at FG. The findings reveal drivers of disengagement present in some areas of leadership, internal communications, and training and development. Overall, it is proposed that future studies on engagement are conducted. In addition, future engagement appraisal should take place as an integral part of the routine appraisal system to lead FG organization towards achieving its strategic vision.
Employee Engagement in Government Institutions
(The British University in Dubai (BUiD), 2018-03) AL BLOOSHI, MAHRA ALI
Employee engagement has attracted the attention of scholars and specialists in human resource management over recent years and involves the implementation of approaches that aim to create strong emotional ties between employees and the organizations for which they work to improve organizational outcomes. Hence, this dissertation conducts a comprehensive analysis of employee engagement in government institutions from a broad perspective to include both its negative and positive impacts on organizations and employees, factors that limit its implementation, its overall prevalence in the corporate environment, and the role of corporate leadership in ensuring its promotion. The findings include the advancement of a practical model for employee engagement which develops the idea for applications in organizations. The dissertation gives a detailed report of the study that involved primary research with participants from whom data was collected using surveying and interviewing research instruments. The sample size achieved was 93. Thereby, it establishes the paramount resources and activities needed for enhancement of employee engagement and achieving an overall increase in the quality of services.
Employee motivation and work performance in the private sector of the UAE
(The British University in Dubai (BUiD), 2015-11) Al Harthi, Fatma Said
Employees’ work performance is directly related to the motivation provided to the employees. The project is intended to identify the relationship between the motivation and the employees’ work performance in the private sector companies in the region restricted to the United Arab Emirates. The discussion has started with an introduction to the topic, and an identification of the hypothesis required for the research. The research questions are identified which will be then attempted to be answered during the course of the research. The importance of the research is discussed in this section along with a small introduction as to who the research will be carried over and the structure of the research document as well. For supporting the discussion, the literature review of various previous researches is very essential. The same topic discussed in this research is reviewed and analysed in various previous scenarios by different authors. These works are referred in the literature review section of this document. Methodology of the research is also discussed in the following section. Various assumptions required for the course of this research will be made in this section, which also includes devising of methodologies for carrying out the research. The research was conducted using the qualitative data collected through the questionnaire based survey and the resultant data are analysed using the quantitative method of analysis. 200 individuals who are associated with the private sectors in UAE will be used as a sample for doing this survey and data collection. These data will be analysed towards testing the hypothesis assumed in the introduction part of the research analysis and hence a final conclusion will be arrived at after the analysis. This research is testing the relationship between the motivation among the employees and their performance output in the private sectors; hence the motivational factors such as the financial benefits, career opportunities, social security, psychological needs, and various such factors will be considered for the analysis.
Engagement in the Educational Sector: Is the Equation Different? The Case of Oman’s Educational Sector
(The British University in Dubai (BUiD), 2016-08) AL SENANI, KHALID MOHAMMED OBAID
Orientation: Discussion of the factors affecting employee engagement is important for practitioners and researchers alike in educational setting in Oman. Research purpose: The aim of the current study is to explore the drivers that influence teaching and non-teaching employees to engage to their work and relate them to updated literature review in the topic of employee engagement. Motivation for the study: the knowledge attained from this study grounds our understanding of employee engagement in area like Oman that has not been visited by research studies yet. It may contribute to the global effort in this subject. Research design, approach and method: A ranking survey of three lists of employee engagement factors that have been collected from variety of research papers and consultancy reports. Sample of 1000+ was addressed in educational field. Lists of top priorities and least priorities were arranged, ranked and discussed. A well-known survey program was used. Main findings: The study found that employees in the educational sector ranked 'organisational justice' as top priority to engage in their work and ranked 'sense of accomplishment' as the least priority. There are also some differences between demographics and organisational positions among employees when ranking priorities of what drives them to engagement. Pratical/managerial implications: Suggestions to enhance the work environment based on the study findings are discussed in two aspects. One, how the targeted organisation improves employee engagement and two what intervention that educational managers and strategists should do to enable teaching and non-teaching employees to engage fully in their work. Contribution/value-add: This study contributes to global efforts of how to make workplace more engaging and adds value to global understanding of a local culture (Oman)
An evaluation of recruitment and selection processes in three organizations in the UAE
(The British University in Dubai (BUiD), 2011-02) Al Tunaiji, Hessa Abdulla
Recruitment and selection activities play an important role in all organizations. The use of formal and informal recruitment and selection procedures for Human Resource Management has increased dramatically in United Arab Emirates (UAE) organizations. The main objective of this research is to investigate the current effectiveness of recruitment and selection in three UAE organizations assessing strengths and weaknesses as well as comparing them with models of best practice. This dissertation reviews current literature on recruitment and selection processes, discusses the best practice models of recruitment and selection, and engages in case study research and interviews with HR directors and supervisors in organizations in the UAE. The major findings indicate that, over last few years, UAE organizations faced some difficulty in understanding how defined recruitment and selection procedures should be. They have tended to confuse various processes or miss out some of the critical steps. Nevertheless, organizations recruited considerably, and particularly during the boom years, however since it is not a professional way of resourcing, companies faced other problems such as high recruitment costs and employee turnover. This case study research reveals strong variation in recruitment and selection policies and practices in the small sample of three UAE organizations and also shows some significant areas of divergence from best practice models. Finally, some recommendations are offered to assist UAE organizations with focusing more carefully on good practice, changing and developing solutions to minimize the problems that typically arise from inadequate recruitment and selection processes.
Exploring Key Drivers of Employee Engagement from an HR Perspective in the Industrial Sector of Sohar, Oman
(The British University in Dubai (BUiD), 2017-05) AL-SAADI, AHMED MOHAMMED
Today employee engagement is an issue of significance to organisations as it has been linked to organisational success and advancement. Many studies have been conducted to investigate the concept and drivers of employee engagement (Al Maktoum 2015; Simha & Vardhan 2015). Lots of organisations have begun different initiatives to build an engaging work environment. However, organisations, and HR in particular, do not exactly know what builds and leads to engagement in their particular context. The issue of employee engagement and its drivers are under-researched in the Omani context and in the wider context of the Middle East. Thus, in a non-Western context, this study examined the HR perspective on the meaning, importance, drivers and enhancement of employee engagement in the industrial sector of Sohar, Oman. For this purpose, recent literature relevant to drivers of employee engagement and other related issues was reviewed. An explorative case study method was implemented to investigate employee engagement. By using a mixed method approach, the perceptions of ten HR managers from industrial companies in Sohar were examined about the concept and importance of employee engagement, and the key drivers leading to it. The study also investigated the challenges and factors associated with engaging employees and the possible ways to overcome these challenges to enhance the level of engagement among employees in this vital sector in Oman. The study revealed that employee engagement can contribute to the development of the private sector and the process of economy diversification in Oman. Overall, the study showed that organisational leadership, training and career development, effective communication, rewards and recognition, teamwork, work-life balance, and job security are the most important drivers to lead engagement in this context. There are certain socio-cultural factors which may have impact on the execution of engagement plans, however, a further study is needed to deeply examine this issue. Several recommendations are suggested at the end of the study to ensure a better engagement. The study should draw the attention of HR personnel and policy-makers in Oman to seriously consider supporting and fostering employee engagement in order to develop and prosper the private sector in the country.
HR as a Strategic Business Partner: Challenges and Opportunities
(The British University in Dubai (BUiD), 2015-03) Ibrahim, Ali Eldin Loutfi Abd Alla
Several studies in the field of HRM concentrate on the importance of HRBP to the business performance. This research focuses on the relationship between achieving HRBP and its challenges in a UAE medical organisation. The quantitative based approach was used to research the problem through collecting data from HR professionals, senior managers, line managers and medical professionals working in a medical UAE based organisation. The study has used a self-administered questionnaire to examine the relationship between variables. The questionnaire was adapted from previous research findings, Human resource-role assessment survey by Ulrich & Conner (1996) and Ulrich HRBP model (1997). The survey was sent by emails to 342 employees and out of them 259 completed the survey. Cronbach’s alpha correlation and 2-tailed significance tests were employed to examine the hypothesised relationships. The results show that there is an empirical evidence of statistical relationship between the HRM practices synergy and HRBP performance. In addition, a positive relationship between HR business partners’ role understanding and HRBP performance is detected. HRPs’ business knowledge shows a significant relation to HRBP performance as well. The last finding indicates a significant relationship between the management support and HRBP performance. The new findings of this research stand as a new gadget for a competitive advantage to apply HRBP in any organisation and an annexure to the HRBP literature.
Human Resource Management, Employees’ Motivation and Job Productivity: The Case of Medical Research Centers in the United Arab Emirates
(The British University in Dubai (BUiD), 2017-11) ALHASHMI, ZAINAB SALEM EBRAHIM TAHER
Organizational productivity is a crucial problem for any organization. There has been a problem of many business managers regarding the human resource department as a critical component of the business. Particularly, some business managers do not trust the HR department as a strategic business organ. The purpose of this research is to explore the human resource management at medical centres in the United Arab Emirates. The study uses the inductive research approach. It analyzes employees’ motivation in different medical centres in the United Arab Emirates. The investigation employs mixed methods, both quantitative and qualitative. On one hand, it is important to collect enough data for calculating a correlation between the workforce’s motivation and productivity. In order to achieve this aim, it is planned on carrying out a survey among employees of medical centres in the United Arab Emirates. Survey and interviews are conducted in this research and 200 respondents were selected so that through investigation could be performed. Descriptive statistics are reported though frequencies and the distribution of the values of the variables. Chi-square tests are performed through crosstabulation of the main study variable. Pearson correlation results and regression tests have been applied so that the associations and relationships between the study variables can be understood. In the majority of reported cases the level of significance is at the 1 percent level. It is found that HR management at medical centres in the UAE is relatively effective. It fulfils its main function, although certain problems exist. It is recommended for the organizations under investigation to take several actions which can make their HR departments more effective and the betterment could be determined.
Impact of Leadership on the practice of Corporate Social Responsibility A study in the private sector: United Arab Emirates
(The British Universitty in Dubai (BUiD), 2011-10) Thomas, Sumina Elizabeth
An increasing number of firms are acknowledging the need for sustainable business practices. Organisations are now trying to rectify the impulsive, irresponsible, short-term beneficial decisions which have resulted in the global recession. As a result, the concept of corporate social responsibility is a very popular topic of discussion in board room meetings. Organisation leaders are now realising the importance of being good corporate citizens. Similar, to firms in any other developing country, firms in the UAE acknowledge the concept of corporate social responsibility although many of them are yet to implement it. This research study attempts to establish the effect of leadership and leadership style on responsible business practices. The study is targeted on firms in the UAE private sector. The research focuses on the cause-effect relationship between leadership, leadership styles and leadership behaviours on the practice of corporate social responsibility. Attention is given to the new leadership styles in particular. This research also conducts a detailed analysis on the nature of sustainable business initiatives and stakeholder priorities of UAE based firms. This study employs the quantitative methodology and primary data is collected via questionnaires. The research model and hypotheses were drawn by the researcher to comprehend the influence leadership has on sustainable business practices of firms operating in the UAE private sector. Statistical tool used to analyse the data reveal that leadership, styles of leadership and leadership behaviours have a positive effect on corporate social responsibility. Moreover an analysis of the secondary data available on the responsible business practices of UAE firms highlights their stakeholder priorities and trends. This study concludes with recommendations made to firm managers to aid them to implement sustainable business practices.
The Implementation of Talent Management Practices in U.A.E. Organizations
(The British University in Dubai (BUiD), 2018-03) AL AWADHI, KHALID MOHD AMIN KAMALI
In contemporary business, talented individuals are considered as one of the most important assets and the key to the success and continuity of any organization. Companies worldwide from many different industries have adopted numerous practices/programs to attract, promote and retain talented employees. These practices/programs are often referred to as “Talent Management”. In general, the main goal of any Talent Management at any organization is to ensure having the right talented people for the right positions, all the time. The challenge, as evident from many studies, is that talents are not easy to find and/or not easy to maintain. The main purpose of this research was to investigate, through primary and secondary data, the views and perceptions on the topic of Talent Management, and also the challenges associated with it in general. Based on that, the aim was to develop a comprehensive conceptual framework for the Talent Management process/model that can be applied in different organizations. In the first stage of this dissertation, after the review of the literature on the subject, an initial conceptual framework was developed. The framework comprised of eight stages; stage one is the alignment of Talent Management objectives with business goals. Stage two is the alignment of Talent Management programs with the Human Resources function. Stage three is the identification of pivotal and key positions in the organization. Stage four is creating a talent pool that includes talented individuals from internal and external sources. Stage five is about the enhancement of talents capabilities and competencies for current and future roles. Stage six is taking great measures to motivate and engage talents. Stage seven is the output from the process – having right motivated and competent talents all the time. The final stage, stage eight is the outcome – as a result of the previous stages, organizations will have a sustainable competitive advantage, better performance, and more profits. In the second stage of this dissertation, the aim was to study how UAE organizations practice and implement Talent Management. Interviews were conducted with five organizations within the UAE that are implementing Talent Management programs. Based on the findings from the interviews and the discussion in this dissertation, it was concluded that, if considered, these three factors will add great value to Talent Management processes. The factors are; a) Communication, b) Knowing the needs and ambitions of the talents, and finally, c) The Readiness of Managers. Accordingly, the conceptual framework was modified to include those factors.
The Influence of Transformational Leadership on Organisational Commitment in the Banking Sector of Pakistan
(The British University in Dubai (BUiD), 2011-05) Ul Anne, Qurat
The purpose of this dissertation is to learn about degree of diffusion of transformational and transactional leaderships across the banking sector in Pakistan and its subsequent impact on innovation and organisational citizenship behavior that entails ramifications on employee perception of organisational commitment. As organizations try to keep pace with the ever-increasing world of competition and changing industry dynamics, a considerable pressure is being put on the leaders to ensure productivity and sustained profitability. This dissertation tries to explicate the prevailing leadership style in the banking sector that ensures this profitability. The research general framework was exploratory in nature since a small sample of bankers from Pakistan's banking sector was chosen to be interviewed. The researcher tried to explicate subjective perspective of the interviewees to probe into the leadership style prevailing in banking sector. Questions were semi structured and few were theory-driven making the study design iterative. Twenty managers were chosen through theoretical sampling from public and government, private sector and foreign banks. A content analysis was carried out to interpret the data collected from the participants and all transcripts were diligently reviewed to identify recurrent themes. After reviewing and discussing the leadership styles and their transformation in Pakistan’s banking sector, one can understand that the prevailing style is transactional one with transformational aspects. A degree of diffusion between transformational and transactional leadership traits was found in the banking sector of Pakistan where leadership styles are greatly influenced by culture, religion and exposure to western education. From interviews with the bankers it is evident that the prevailing leadership style is transactional with a mix of transformational aspects. This inclination that is being shown towards transformational leadership style has not only enhanced the performance of the banks in Pakistan but also introduced job and pay satisfaction as well as organisational citizenship behaviour and commitment among the employees. The uses of totally self reported measures raise concerns over the authenticity of the results. Future studies should incorporate multiple sources of data collection. The study was based on a small sample so generalization of findings is a research constraint that researcher acknowledges. Since very limited literature is available on Pakistan and its banking sector and leadership styles, evaluating the implications of the study was another limitation. It is concluded that policy makers and HR of banks should focus on leadership development programs and workshops to ensure institutionalisation of transformational leadership. Last but not least, conclusions are drawn from organizational study and recommendations are made to improve the situation arising due to the problem. In doing so, linkage with relevant global experiences and literature review is also carried out.
Leadership and Employer Branding Impact on Corporate Social Responsibility (CSR) in the Public Sector of the United Arab Emirates
(The British University in Dubai (BUiD), 2012-04) Al-Khatib, Hadil Taisier
The purpose of this dissertation study is to examine and understand the impact of Leadership and Employer Branding on Corporate Social Responsibility (CSR) in the Governmental and Semi-Governmental entities of the Emirate of Abu Dhabi, United Arab Emirates (UAE), through quantitative methods of primary and secondary data such as questionnaires, face-to-face interviews and extensive academic literature research and theoretical frameworks. Given the fact that today’s leaders in local and international organisations are eager to amplify their CSR initiatives into the social media channels, the findings of this present study would provide practical and realistic answers based firstly on understanding the current status of these organisations, secondly, understand the impact of leadership practices and styles on CSR and finally, understand the mediating role that Employer Branding plays in promoting CSR. The current study aims to shed some light on how the effective provision of CSR using the right set of leadership skills and the synergy with Employer Branding could play a potential Human Resources (HR) tool to increase the favourable image of the organisations towards current and potential employees, and further develop the active CSR engagement of leaders towards the society and community as a whole. The results and analysis of the study based on the collected questionnaires and interviews indicated that there is a strong and positive correlation between the three mentioned variables (Leadership, CSR and Employer Brand) as stated below: - Leadership practiced in the Public Sector of Abu Dhabi has a positive impact on the organisation’s CSR initiatives - CSR has a positive effect on the organisation’s Employer Brand - There is high perception of the role on which CSR plays in Employer Branding in the UAE.

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