An Exploration of Leadership Models in the UK Hospitality Sector

Effective leadership is essential for organizational performance. The provided content highlights the importance of situational leadership in today's globalized workplace, which involves continually handling changes. It also emphasizes the need to consider the proficient skills and interests of workers while allocating tasks to them. Additionally, it underscores the role of leaders in building morale by closely interacting with subordinates and monitoring their work. Furthermore, the content suggests that a positive outlook towards work is a crucial factor affecting overall organizational performance. The results show that leadership plays an important role in improving organization performance, but change in leadership may also lead to erosion of firm performance.

An Empirical investigation
into the impact of leadership
on organisational
performance in the hospitality
sector in the UK

ACKNOWLEDGEMENT
I would like to thank my mentor for bottom of heart as they has provided me good
knowledge and effective support for conducting study effectively. I would like to express my
gratitude to friends, colleagues as well as family members who have guided me at ever step of
thesis. Through their support I was able to accomplish my dissertation in an appropriate manner.
In the series I would also like to state special thanks to my team members who have assisted in
collecting data and in analysing it further.

ABSTRACT
The hospitality sector is amongst such viable set of businesses that largely contributes to
enhance the economic stipulation of the entire nation by reflecting an upturn fiscal system. It is
also referred to be a resultant factor of some on-going progressions in the market that has
evolved the conventional outlook of several individuals. As a result to which, comfort is a
foremost deliberation of people who are often touring outside in order to fulfil their separate
drives. This has significantly raised the existence of hospitality sectors in the UK where the
present study has been carried out on a similar set of establishment named Hilton Hotel and
Resorts. It is however conducted to acknowledge the likely impact of leadership on
organizational performance in a specific context to the hospitality sectors of UK.
On whose basis, the below dissertation has carried out an investigation to depict some
factual impact of leadership on the overall performance of hospitality industries in UK. With
reference to which, Hilton Hotel being a well-recognized hospitality enterprise of UK has hereby
taken into consideration. It is where they are evident to operate under a prime association of
leadership. In context to which, it has primarily referred to determine the development of
organizational performance in the hospitality sector of UK with another vital intent of assessing
the role of leadership in their overall work performance. With respect to its formulated purpose,
this thesis has also involved to investigate the relationship among the adopted tact of leadership
with that to the carried performance of the establishment. Wherein, it has lastly stated some
affluent strategies of leadership that can directly tend to enhance the performed tasks of the
enterprises like Hilton Hotel.
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TABLE OF CONTENT
ABSTRACT.....................................................................................................................................3
CHAPTER- 1 INTRODUCTION....................................................................................................1
Background to the research....................................................................................................1
Organisational background.....................................................................................................2
Significant of the problem......................................................................................................3
Statement of the purpose........................................................................................................3
Statement of the problem........................................................................................................4
Aims and Objectives...............................................................................................................4
Research questions.................................................................................................................5
Structure of the dissertation....................................................................................................5
Justification for the research...................................................................................................6
CHAPTER- 2 LITERATURE REVIEW.........................................................................................7
Introduction............................................................................................................................7
Defining leadership with model.............................................................................................7
Concept of Organisational performance.................................................................................9
Role of leadership in an organisation...................................................................................10
Significance of leadership in enhancing organisational performance..................................12
Abstractive theories of leadership........................................................................................14
Relationship between leadership and organisational performance......................................16
Leadership strategies employed by the hospitality industry of UK.....................................18
Summary...............................................................................................................................22
CHAPTER- 3 RESEARCH METHODOLOGY...........................................................................23
Introduction..........................................................................................................................23
Role of the researcher...........................................................................................................23
Assessment of research philosophy......................................................................................24
Research approach................................................................................................................24
Research Strategy (use diagram and theory)........................................................................25
Research Design (use diagram and theory)..........................................................................26
Awareness of different research methodologies/methods is discussed................................27
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Appropriate research methodology/approach and methods justified and explained............28
Data collection uses appropriate methods............................................................................28
Data analysis is undertaken using valid/appropriate data analysis tools/methods...............29
Sampling...............................................................................................................................29
Reliability.............................................................................................................................30
Validity.................................................................................................................................30
Ethics....................................................................................................................................31
Limitations of the research, bias and ethical issues are recognised, acknowledged, and
evaluated...............................................................................................................................31
Summary...............................................................................................................................32
CHAPTER- 4 DATA ANALYSIS
Finding and Discussion..................................................................................................................33
4.1 Introduction ...................................................................................................................33
4.2 Quantitative analysis......................................................................................................33
CHAPTER- 5 CONCLUSION AND RECOMMENDATION.....................................................61
5.1 Introduction....................................................................................................................61
5.2 Conclusion......................................................................................................................61
5.3 Recommendations..........................................................................................................63
REFERENCES..............................................................................................................................65
APPENDIX....................................................................................................................................69
Illustration Index
Illustration 1: Leadership with model..............................................................................................8
Illustration 2: Abstractive theories of leadership...........................................................................15
Illustration 3: Link between leadership and organisational performance......................................18
Illustration 4: Model of strategic leadership..................................................................................19
Illustration 5: Transitional model of leadership.............................................................................21
Illustration 6: Research Strategies.................................................................................................26
Illustration 7: Research designs.....................................................................................................27
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CHAPTER- 1 INTRODUCTION
Background to the research
Today's modern context of globalisation is abruptly reflecting a highly competitive set of a
market that has necessitated almost each and every firm to adopt a strategic approach to
operating their business related functions. It is however with a prime consideration of the
appointed set of employees and employers to work as per the standardised set of business so as
to achieve their targeted goals in the future. It is with distinct sort of businesses in the
marketplace that reflects a greater role of service industries in it (Alfalla-Luque, Marin-Garcia
and Medina-Lopez, 2015). The hospitality sector is amongst such viable set of businesses that
largely contributes to enhance the economic stipulation of the entire nation by reflecting an
upturn fiscal system. It is also referred to be a resultant factor of some on-going progressions in
the market that has evolved the conventional outlook of several individuals. As a result to which,
comfort is a foremost deliberation of people who are often touring outside in order to fulfil their
separate drives. This has significantly raised the existence of hospitality sectors in the UK where
the present study has been carried out on a similar set of establishment named Hilton Hotel and
Resorts.
It is however conducted to acknowledge the likely impact of leadership on organisational
performance in a specific context to the hospitality sectors of UK. Leadership is thereby referred
to be another major concern of the enterprise especially in context to the service industries where
they are directly associated with the Department of customer service. This arena needs a
continual guidance and aid to work as per the set norms and standards of servicing the upcoming
clients and users. This is basically to meet their realistic needs and demands that often tends to
change as per the altering trends of the market (Baffour Awuah and Amal, 2011). It often creates
a pressurising state of work where the appointed set of the workforce gets exhausted to operate
as per the modifying standards of work where they at this moment require constant inspiration
from the leaders. The leaders thus play a contributory role in encouraging the workers on the
continuous basis where they together require possessing some salient traits of leadership for the
same. In context to which, the present study has referred to ascertain some strategical measures
to manage the employees in a considerable manner. This, in turn, aligns with yet another need
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the base context of motivation that encourages the employees to operate under a standardised
format of work.
A prudent role of leadership is evident to contribute in the established enterprises of
hospitality in UK where it is referred to play an important role in impacting the overall
performance of the organization. It is basically due to a prime association of their varied theories
and models that effectively contributes in timely accomplishment of organizational goals and
objectives. It is therefore important for the leaders to adopt such accessible tools of leadership to
refer a strategic prospect for handling the relative work of their subordinates. This will in turn
refer to make an affirmative impact upon the organization by consequently enhancing the
productivity status of the companies like Hilton Hotel as discoursed in this study.
Organisational background
Hilton Hotels and Resorts is one of the most popular and reputed hotel chain in all around
the world. It has become a brand which offers a great variety of services and activities that are
highly satisfying most of their clients. Hilton hotels & resorts are highly preferred for leisure and
business travellers who prefer high-class facilities and services under a single roof. It was
formally founded by Conrad Hilton as ‘The Mobley Hotel' in 1919 at Texas. Currently, there are
around 570 hotels and resorts across 84 countries and six continents (Brady Germain and
Cummings, 2010). The success of Hilton Worldwide can be considered by its wide spreading
hotels and resorts in overseas countries. Along with this, the hotel chain is also committed to
their business rules, ethics and regulations which include client's satisfaction, privacy and
relations with the hotel. For this, HR team of hotel and board of directors have maintained a
trained, skilled and experienced staff which takes cares of each guest starting from their arrival to
departure. The staff members of Hilton Worldwide are the major link between their
achievements and clients.
A wide range of services and facilities provided by the hotels and their staff is the main
attraction for them. A five-star hotel or resort is mostly liked by leisure or corporate travellers
who seek for a nice and comfortable stay with great features in the rooms. In addition to this, the
main focus of the hotel is also towards maintaining a high quality in food, premises and
accommodation. An innovative approach to products, amenities and service, help them in
continuing the hotel chain business across the globe (Bush and Middlewood, 2013). In the
upcoming era, Hilton Hotels & Resorts is planning to remain stylish, forward-thinking and
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global leader of hospitality. Their motive is to make travelling easier with their smart design,
innovative restaurant concepts, authentic hospitality and commitment to the global community.
Leadership is at this moment evident to play a greater role in directing the workers towards a
successive path of accomplishment where Hilton together believes in such concept of team work.
The recent study has thus referred to such potent means of leadership as a way of enhancing the
performance of the organisation with a need base cogitation of increasing their peripheral scale
of profits as well.
Significant of the problem
This is to discourse upon the significant factors of the present study where it has been
undertaken to measure those influential means of leadership that consequently tends to enhance
the overall performance of the organisation. Nowadays, making a prime selection of leadership
tools are referred to be the most tricky consideration to handle the diversified set of workers.
Wherein, a dubious measure of leadership can lead to creating some atrocious consequences for
the entire organisation by completely devastating their oriented goals (Carlos Pinho Paula
Rodrigues and Dibb, 2014). In context to which, the present research work is based upon a
similar consideration to find out such potent measures of leadership that in turn augments the
overall performance of the organisation. It is currently envisioned to be a leading matter of
concern for most of the enterprises where they are unable to opt for the most considerate way of
leadership. It is mainly in context to the hospitality establishments of UK with a need-based
measure of leadership to accurately guide the appointed set of employees to work in a
pressurised context of business. It is where they are at this moment required to tackle the
changing preferences of the upcoming set of clients that often results in demotivating them to a
larger extent that in turn ruins their work performances.
Statement of the purpose
An elementary consideration of this research work is to find out all the evidence to
support the primary motive of this investigation. This survey is fundamentally conducted to
identify various trends and patterns that mostly prevails in the hospitality sectors of UK to
promote a factual sense of leadership in their affiliated organisations like Hilton Hotel
(Fingleton, 2013). It is however with affiliation to the above-identified problem that has referred
to conduct the present research work. It is basically in order to address such potent measures of
leadership that are helpful in enhancing the overall performance of the hospitality industries in
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UK. For which, it has referred to a conceptual framework of leadership in order to augment the
overall performance of the organisation. It is with a necessary outlook of strategic leadership to
handle the persuasive traits of globalisation.
Statement of the problem
This is basically in context to the selected topic of the research work where it has
focussed to determine such potent factors of leadership that in turn results in enhancing the
overall performance of the organisation. It is at this moment referred to be a contemporary set of
problem where a conceptual framework is the most imperative mean for the organisations where
they are at this moment required to work in a strategic manner (Kim and Brymer, 2011). This
will, in turn, help the organisations to attain their respective goals and objectives in a due period
with no delayed submission that are referred to be some of the pertinent issues in the modern day
context of business. It is, therefore, to eliminate such problematic concerns with an apt concept
of leadership to handle the appointed set of the workforce. It is with yet another additive consent
of some impelling attributes of leadership that are required to be featured in the designated set of
leaders for an effective handling of the staff members.
Aims and Objectives
It is the most vital section of this study where it has defined the factual purpose behind
carrying it out. This is at this moment divided into two distinct parts where the outlined intent of
the survey has further reflected some coherent objectives of the thesis to provide a guiding
context to the investigator. It is referred to be a step-wise approach to achieve the framed aims
and objectives of the research work. Herein, the research aim is "To critically evaluate the impact
of leadership on organisational performance in the hospitality sector in the UK- A study on
Hilton Hotel". This target can be accomplished with a consequent formulation of certainly
diversified goals that will give a directional sense of achievement to the surveyor.
Objectives-
 To determine the development of organisational performance in the UK hospitality
sector.
 To analyse the role of leadership in organisational performance in UK hospitality sector.
 To examine the relationship between leadership and organisational performance in the
UK hospitality sector.
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 To suggest strategies by which leadership can be maintained in increasing organisational
performance in UK hospitality sector.
Research questions
This section is virtuously on the basis of above-referred part of aims and objectives that
will together assist the researcher to attain them in a regulatory manner. It basically in order to go
through a planned way where the investigator with the support of these queries can also tend to
refer the accuracy of the obtained data from the involved participants. Beside this, it is another
major concern of verifying the precise nature of those data that has been collected from adopting
the tactic of secondary data assemblage.
 How organisational performance can be measured in UK hospitality sector?
 What role leadership play in improving organisation performance in UK Hospitality
sector?
 What is the relationship between leadership and organisational performance in the UK
hospitality?
 UK hospitality sector should follow what strategies to make leadership stronger in the
organisation?
Structure of the dissertation
This section has made a precise presentation of the entire study by defining its configured
structure as illustrated below.
Chapter 1 Introduction: It is the foremost part of the current exploration that has provided a
concise set of information concerning about the selected subject matter of this study. This has
also reflected the intended aims and objectives of the study by together discussing upon some
other crucial arenas like the rationale of the survey, a brief synopsis and background of the topic,
etc.
Chapter 2 Literature Review: It is yet another most important section of this investigation that
has tended to elucidate the concentrated topics of this research work. It is at this moment done by
defining varied themes and traits of the survey that has referred to divide the entire study in
smaller parts. This has further aided the researcher to judgementally reconsider the accumulated
set of information from all possible aspects.
Chapter 3 Research Methodologies: This chapter has outlined the adopted techniques of the
researcher to conduct a viable study by together defining the employed methods for their
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evaluation and assessment, etc. This unit has thus focussed upon the attempted determinations of
the investigator to carry out a refined study in a specific direction.
Chapter 4 Data Analysis: This is yet another vital chapter of this study where it has referred to
explicate the gathered facts and to find from varied sources of data collection. The recent
investigation has at this moment considered both primary and secondary methods of data
collection by directly approaching the respondents via a framed set of questionnaire. Another
tactic of secondary data collection has referred to books, online publications and journals, etc.
Chapter 5 Conclusion and Recommendation: This is the endmost unit of this investigation that
has referred to conclude the acquired findings of the study carried out by the surveyor. On the
whose basis, further recommendations have been made to bring out some precise measures of the
referred topic that has been discoursed in this research work. Also, to which, this particular
section of conclusion in this unit will together refer to appraise the gathered findings of the entire
learning in a concise mode. On whose basis, certain tactical and proficient recommendations has
been subsequently framed over here.
Justification for the research
It is basically to rationalise the depicted agenda of the survey in which the researcher has
hereby referred to analyse the a prompt role of leadership in affecting the overall performance of
hospitality sector with a special context to Hotel Hilton. It is hereby referred to be a coherent
plan that will tend to discover some factual context of leadership in order to find out the way in
which it is impacting upon the entire performance of the organisations. It is also stated to be a
prime consideration of almost all sort of establishments where they are highly concerned about
delivering a considerable performance of work. This in turn has necessitated the researcher to
select this particular subject matter as a mean of supporting this principles concern of hospitality
industries where they are depicted to have a more dynamic nature. It is basically in comparison
to another industrial sectors where a hospitality firm is profoundly known as a service based
enterprise.
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CHAPTER- 2 LITERATURE REVIEW
Introduction
This is basically to assess the critically reviewed ideas of distinct authors who have
carried out a similar set of evaluation concerning the chosen subject matter. This further gives a
guiding context to the researcher to identify distinct standpoint of the different set of authors to
choose from the most feasible alternative (Menges, Walter, Vogel and Bruch, 2011). The
investigator is however required to possess a judgemental outlook to choose from the most
befitting source in regard to defining the measured outlook of the survey. This is basically to
critique the acquired evidence while addressing the distinguish perspective of the authors for
favouring the most suited one with some proven conceptions of the same.
Defining leadership with model
Leaders are referred as a collective set of body in an organisation where they are mainly
responsible to carry out a vital activity of leading their respective groups. As per the view of
Brady, Germain and Cummings (2010), leadership is hereby defined as a process of establishing
a clear vision for the organisation accompanied by certain impelling missions to reach out the
envisioned success in future. It however necessitate the leaders to share the envisioned missions
and vision with their deputed staff members. It is basically to provide due cognition and
information to them for realising the formulated goals and objectives of their organisations in
order to complete them on a stipulated period of time.
It is in accordance to yet another profound author named Nahavandi (2016), who have
defined leadership as a trait of having a prompt vision for the overall benefit of the organisation
and share it with others as a way of inspiring them to support the fulfilment of that envisioned
tact.
Summerfield (2014) have hereby referred about yet another potent dimension of an
effective leader where their leadership is evident to reflect the power of undertaking expeditious
decisions as a way of benefiting both the organisation and its appointed workforce in a
directional manner.
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Ciulla (2014) has defined the heart model of leadership to be a leadership requirement
model that is evident to describe those attributional traits that are required to be possess by a
leader to operate in a productive manner.
Brady Germain and Cummings (2010) with a distinct outlook towards it have specified it
to be a competent model that evident a centric role of leaders in the organisations. It is where this
model is basically referred to be a coaching model for the leaders to undertake its five exemplary
practices proposed in it as a way of leading the organisation in a directional format.
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Illustration 1: Leadership with model
(Source: Brady Germain and Cummings, 2010)

Concept of Organisational performance
According to Carlos Pinho, Paula Rodrigues and Dibb, (2014) performance in the
organisation include the set of the employee's ideas in the organisation which they perform the
work effectiveness.
In the words of Truss, and et.al., (2013) the company set the objective for the completion
of the objectives use the performance activities. Performance can be done in marketing, financial
and shareholder. By the help of these three department company can achieve the objectives. The
manager role is to evaluate the performance of the department by giving the proper training to
the employees. This author shows the definition of organisational performance in different parts.
He cuts the words and shows. Organisation means to organise the function with the people where
the performance is the activities which done on the organisation by the employees. So the
organisation performance has defined the group of people which do activities perform for the
achievement of the specific goal.
Rasula, Vuksic and Stemberger (2012) employees perform the task of the organisational
parts. Parts are like strategic objectives which include direction, focus and ensure the everyone is
doing the work or not. Next is organisational structure and measure which the company select
the best structure so the can achieve the objective in a systematic way and support the different
kinds of strategies on the organisation as well as measure the value of the performance. For
knowing the management information company use the measurement process and determine the
goal.
Trunk Širca, Babnik and Breznik (2013) allocation of resource is one of the parts of the
performance in the organisation. Cash, time, etc. are the scarce resource which has to take
decision making regarding them. Organisation also plays the role of the cultural values where
cultural also support the company in achievement.
As per Harvey, Jas, Walshe and Skelcher (2014) different organisation perform the
different reward structure to motivate the members to perform better. By providing the reward,
the employees gives the more efforts for achieving the objectives. All these parts are related to
each other and which makes the impact in the company.
Cadden, Marshall and Cao (2013) Performance are important because of n the
organisation it is the continues process where the employees perform on a daily basis, so the
work gets on the progress. It is the most important variable which helps in the growth. The
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concept of organisational performance is very simple having with the different meanings. It is
the set of both financial and non-financial which make the impact on the future outcomes. It is
compulsory to understand the elements of the area under the concept of organisation
performance.
Alfalla-Luque, Marin-Garcia and Medina-Lopez (2015) performance measurement is
focused on the time, complexity by using this increase in the both financials system. One of the
main parts of performance is to leadership. It is one of the models where impact the organisation
like in profitability and share price if the leadership is not good in the company. For the
succession of the business, leadership is important, and this is the key element of the
organisation performance. The other aspect of the performance is employees. The change in
employees turnover rate makes the company profitable. Satisfying the staff member and analyse
the employees, leadership and the customer and take the statement regarding the performance. It
also performs the technology and development system.
Role of leadership in an organisation
Obiwuru, Okwu, Akpa and Nwankwere (2011) leadership in the company develop the
business as higher as possible. It is the key element in the organisation which perform the major
role in making the growth of the business. A good leader increases the value in public,
shareholder, etc. The role of leadership operates the environment where first the leader have to
analyse the threats to the environment and then find out the opportunities and make the vision
and mission related to the organisation. Before leading the leaders have to understand the
environment and take experienced the implement the project to the employees. Many factors like
social, political, economical and technological make influences in the environment in accordance
to (Fingleton, 2013). These forces are alert to the human resources to the leaders and make the
work according to the forces. Formulation of strategies is one of the role of leadership is to make
the winning strategies. They create the strategies in all levels of top management to the bottom of
the management which make the coordination between them. Strategies is very important in the
firm where the leader select the best strategies which are suitable accordingly. Leadership focus
on the winning strategies and the employees follow the instruction of leader which he or she
provide related to the task performance. They give proper direction to the staff members give the
guidance and training to them.
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The main task of the leadership is the vision, strategy and people. Leadership makes the
vision which defines the purpose and helps in adopting the new technology in the business as per
the view of Bush and Middlewood (2013). It determines to find out new product and features on
the market. The second dimension is the strategy which helps the leader to how to implement the
vision. The leader makes the plan use the different strategy, and with the skill/knowledge, they
complete the vision. It controls the management of restructuring, product and strategic
management the next dimension of a leader is people. Leader applies the strategies on the people
and completes the goal of he organisation. The main function of the leadership is to take the
decision-making. Every day they have to take the decision related to the employee or work. A
good leader works with effectiveness and make the essential decision with the qualified skill.
The effect in the business effect the leader but leader adapt the changes and change the role
according to the environment.
As per the view of Peterson, Galvin and Lange (2012) strategies are valuable only if they
can be executed in the desired manner. And it is the role of a leader to do the same. Execution of
plan is only valuable when the strategy is correct. The strategies must be unique and rare. The
competitive advantages is improbable to come from the uniqueness of the strategies, far more
likely the company that executes the strategy with perfection will win. There are many
components that needs to be taken into account while executing the strategies. These are aligning
the different departments and sub unit strategies so that each and every unit and person is
heading towards achieving goals. Ensuring right people are hired, trained developed, inspired
and directed in ways which support the organisation's mission, vision and objectives.
Further, the role of the leader is to monitor the results and make strategic adjustments or total
changes in the strategies. According to the view of Peterson, Galvin and Lange (2012), Smart
leaders are always alert to the unexpected outcomes. They find out the possible imperfections of
any plan and take care of the results in a systematic and thorough way. They are always ready to
make required adjustments or complete changes in the strategies. Effective leaders understand
the infirmity of strategic planning. They also understand that if they act quickly, there can be
mid-course corrections to plans which can put them back on track.
The lastly role of a leader is to build organisational capabilities. Highly effective leaders
act for both short term and long term at the same time. Rasula, Vuksic and Stemberger (2012)
asserted that leaders must devote their time, efforts and resources in developing their
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organisation's core competencies, management and leadership talents. The leaders have to take
care of costs as it is sensitive to the price fluctuations in the market place. But the leader should
manage the need to cut costs with the mandate to build for the long run. Leaders must add store
of assets instead of depleting them. Leaders who neutralise core competencies for short term
operating outcomes do not do leadership job that they are expected to do. Effective leaders
recognise that they must continue to put in core competencies as well as producing outcomes in
the short run.
Significance of leadership in enhancing organisational performance
According to Shahzad, Luqman, Khan and Shabbir (2012) organisation is said to be
effective when there is a balance between the demands and desires of different stakeholder i.e.
owners, employees, customers, community, etc. and the needs and expectations of its employees.
An appropriate leadership style can impact and assure the successfulness and economic growth
of both the organisation and employees. Leadership affects in large and complex business
organisations, though commonly assumed to be greatly momentous. The effects of leadership is
taken as a product of an organisation's environmental restraint and its leadership variance. In
general terms, leadership is referred as setting a clear vision, communicating the vision with
others and addressing the conflicts or disputes between various individuals who are responsible
for finishing the company's vision.
In this context, Truss and et.al. (2013) have stated that the leadership enhances
organisation performance regarding setting the tone. Business organisations formulate leadership
tone for their organisation. Owners attain this by developing a mission or set of values through
which they function their business. It creates a minimum level of acceptance for the behaviour of
employees. Business owners frequently create company policies and guidelines from the mission
or values. Policies and guidelines also offer capabilities to remove underperforming employees
from the company as there is no advantage of keeping those employees who do not contribute
their full potential to the company's growth. The most popular and preferred types of leadership
also signify the importance of leadership in enhancing the performance of the organisation.
These types are authoritarian, democratic and laissez-faire. Each of the types is effecting the
organisational performance in a totally different manner.
As per the view of Andresen, Al Ariss and Walther (2012), Authoritarian leadership is
dominating and sets clear expectations for an employee. Democratic leadership promotes
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feedback and input from managers or employees for organisational performance. Laissez-faire is
the hands-off concept in which managers and employees work according to their own choice and
preferences. This style helps in removing poor motivation level and work practices.
Further, successful organisational performance depends on the systematic behaviour of the
manager and employees. Leadership can be an organic process in companies. Those business
organisation who offer leadership can transform and develop their employees from completing
their tasks and activities to a valuable team member. Skills of an effective leader can support in
changing an employee's mentality by inculcating the mindset of an owner. Employees who hold
a belief that they have a direct owner style relationship with the organisation find ways to better
their attitude and productivity.
Bayne and Woolcock (2016) stated that leadership helps a business manage singular
focus on its operations. Large business firms can suffer from too many individuals attempting to
make business decisions. For this purpose, the business owners can apply leadership skills to get
managers and employees on the same level and refocus on the primary goals. Leadership skills
also aid in correcting poor business practices, processes and procedures or internal conflicts and
disputes among the employees.
On the contrary, Braithwaite and et. al. (2010) asserted that leadership could also have
negative implications on the performance of an organisation. Leaders who are overpowering or
become obsessed with attaining goals can overlook various necessary details in the business
organisation. Managers and employees may also have less interest to help dominant or extremely
critical leaders with accomplishing goals and objectives. Autocratic leaders create difficulties in
business relationships. Therefore business companies avoid dominant leaders who continuously
request financial benefits.
According to the view of the Cadden, Marshall and Cao (2013) for pursuing performance
excellence, commitment to become a learning organisation which values self-understanding and
is process driven should be there. Organisation which is process driven, the process is almost as
necessary as the outcomes. More focus on process gives everyone in the organisation that the
responsibility to be the first and the authority to be next. Allowing and learning from errors in a
creative manner is an important need to adapt and innovate without blaming the person. Having
the right people and particularly the right leaders in the right positions is the most critical factor
for success and growth of the organisation. Leaders should be evaluated for their level of
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development and placed suitably in the organisation. Behavioural problems and incompetence
should be handled efficiently as leadership dysfunction is reflected throughout the organisation.
Efficient leaders can solve the issues and correct the organisational vision to ensure the
component if the vision and leadership is correct.
Farnsworth and Irving (2011) asserted that leaders must drive performance excellence
through becoming a role model. Providing leadership by using the performance excellence
framework within his functional area. Further, he should take active participation in the strategic
planning functions in the organisation. Also, the leader should drive understanding and evolution
of the performance management and process management systems.
Abstractive theories of leadership
Leadership is a skill possessed by an individual to lead a group or team along with proper
guidance and influences. The leadership is a research area as well where many theories have
been constructed so that skills and styles adopted by various leaders can be defined in a proper
way. There are some theories on leadership given by many scholars and researchers which are
based on traits and styles embraced by individual leaders. In this regard, Andresen, Al Ariss and
Walther (2012) has asserted that Great man theory is the most traditional theory which came into
practice in mid 19th century. As per this theory, it was believed that a person has inborn skills of
leadership. They have intrinsic attributes that make an individual a leader.
Baffour Awuah and Amal (2011) stated that leaders cannot be made as it is a quality that
is given by God as a gift. The quality of leadership in a person appears as and when he/ she faces
a particular situation. However, Bayne and Woolcock (2016) argued that a particular response of
any individual against a specific situation cannot be taken as a formation of a leader. Further, this
theory was improved, and another theory came into existence by the name of Trait theory.
As the name suggests, Bush and Middlewood (2013) have opined that this theory focuses
on particular skills that are necessary for a leader. In this theory, it is said that leaders have the
particular set of skill like intelligence, creativity, influencing power along with physical and
social attributes that play an important role in making a leader. This theory was also criticised by
many experts on various grounds which resulted in more researches and studies to come up with
another new theory. Thus, a new theory was propounded based on behavioural characteristics of
an individual. This theory was named as a behavioural theory which came up as improved form
of trait theory.
14

In the views of Farnsworth and Irving (2011) behavioural theories were based on the
analysis done by researchers which resulted in a successful understanding of cause and effect
relationship. Further, it is also evident that this theory divides leaders into two sections where
one category is made for those leaders who are more focused on tasks allotted to them while
other category includes all those leaders who are much more oriented towards people aspect.
After this theory, another model of leadership came into existence which is known as
contingency theory.
Fingleton (2013) contended that all traditional theories are based on the single attribute of
leadership which is not a right way to define leaders. This theory suggests that a the leadership
style is based on definite situations which is a foundation for leadership style. In other words, it
can be said that a person uses to react to a specific condition in a particular way which signifies
their maximum level of performance. While in the absence of such situations, their performance
may reach to a minimum level. Thus, leadership style depends on happening of a certain
situation.
15
Illustration 2: Abstractive theories of leadership
(Source: Bush and Middlewood, 2013)

In the opinion of Kirby (2016), another theory of leadership named as a transactional
theory also explains the leadership in a better way. As the name of theory clearly, states that this
concept is based on the mutual transaction between two persons. This theory is also known as
exchange theory of leadership where relation between leader and followers is based on mutual
benefits of both. As per this concept, leaders are recommended to establish a relation where
followers can be motivated through reward system for performing a particular task.
Mosse (2010) have asserted that humans want to maximise their positive experiences and
minimise the negative ones. Hence this theory is helpful in setting up of such relations. Another
theory which evolved at the most later stage of development is the transformational theory.
According to Rampersad, Quester and Troshani (2010), transformational theory includes
a process where the person uses to make interaction with different people so that a mutual rust
can be made between various persons. This trust results at later stages into internal and external
motivation among followers and leader. Thus, it is also said that a transformational leader use to
inspire their followers through a charisma and personality. They use to give various ideas that
may inspire followers to follow them. It is also evident in this theory that leaders use to adopt a
flexible attitude with followers so that they can have a proper and open relationship with
followers. This theory also has other associated theories like Burns transformational theory, Bass
transformational theory and Kouzes and Posner's leadership participation inventory.
Rowley (2013) has opined that all above stated theories have been evolved at various stages of
period with more or little developments and suggests different viewpoints of leadership. Overall,
leadership is a concept that follows certain characteristics in an individual that helps him/ her in
becoming a successful leader. The leader is expected with various responsibilities along with
leading his/ her team.
Relationship between leadership and organisational performance
According to the author Harvey, Jas, Walshe and Skelcher (2014), to exist in competitive
market leaders are paramount for enhancing the performance of the organisation. Leadership
skills help organisation to gain a competitive advantage by giving organisation with creative and
innovative ideas to sustain in the market. The organisation success depends on the performance
of employee and the leader who is leading employees. Leaders are born with various skills and
intelligence which help them to act as a great leader this makes them different from others. They
16

are the one who helps the organisation to survive in any market condition by creating a
comfortable internal environment so that employees of an organisation can work efficiently.
As the author stated Kirby (2016), Effectiveness in the work of leader is important as the
performance of an organisation is based on how leaders manage employees working under them.
With change in need of employees, leadership skills have also changed. As leaders is a role
model for sub-ordinate, it is predominant for leader to attract and influence workers through his
work so that they can also work accordingly. Employees work according to set standards of the
leaders. So, leaders should always set a standard which enhances the performance of employees
as well as the organisation. From last few years, it has been noticed that high leadership
performance has increased the growth of business sustainably. A healthy relationship between
leader and employee helps the organisation to achieve objectives on times. They enhance and
optimise abilities of employees by giving training and motivating them to work according to
standards. Behaviour of Strong leaders influences the performance of the organisation. The
culture of an organisation is formed and shaped by the leaders so for this they have to maintain
the environment considering all the employees and their values. There is a positive relationship
between the performance and leadership as the performance of leader is good it will increase the
performance of the organisation as well.
According to the author Mosse (2010), there are various styles which leaders can use to
increase effectiveness in there work. Team leadership style is very helpful for organisation to
develop team spirit among employees. This help them to coordinate with each other as they build
the healthy relationship with each other. Leadership facilitates the organisation to achieve its
goal on time with profitability. In the present condition, if an organisation doesn't have the good
leader it will suffer very badly. So organisation can't neglect the affect of leadership as people
working depends upon the motivation of the employees.
As per the author Paarlberg and Lavigna (2010), Leaders act as the link between
employees and top level management. They convey all needs and problems of the employee to
Top level management so that management can solve the issue of employees and leaders makes
the employee work on plans which are set by management.
17

Leadership strategies employed by the hospitality industry of UK
Leaders play an eminent role in the organisation where they are stated to be the role
model of employees working under them as stated by Andresen, Al Ariss and Walther (2012). It
thereby gets important for them to operate in a guiding manner where they can eminently
perform as per the standardised format of work. It is basically to correspond with the continual
set of changes that are rapidly taking place in the hospitality firms of UK. As a result to which,
this scenario has compelled the entities to adopt a strategic alliance of work that can in turn
support them to attain a competitive advantage in the market.
18
Illustration 3: Link between leadership and organisational performance
(Source: Carlos Pinho Paula Rodrigues and Dibb, 2014)

In context to which, Brady Germain and Cummings (2010) has at this moment measured
yet another prior requisite of strategic leadership in the hospitality sectors where their appointed
set of leaders should possess sufficient amount of knowledge about the outside world. It is with a
fundamental sense of generating a deeper sense of cognition inside them to come with the better
formulation of business strategies. This will reflect as a definite tool of achievement for the
19
Illustration 4: Model of strategic leadership
(Source: Fingleton, 2013)

organisations where they will be surely able to attain a contending benefit in the market. It is
however required to be armed up with yet another prior source of marketable skills and
proficiencies so as to attract some customers towards them.
Hospitality leaders are at this moment referred to be a greater source of achievement in
their business as conferred by Cadden, Marshall and Cao (2013), where innovation is their prime
source of working. As a result to which, they are at this moment required to determine varied
creative ideas to serve their clients and users in order to gratify their factual needs and demands.
A prior outlook of vision plays a greater role over here with yet another configured significance
of ascertaining the innermost values of the establishment. A leader should is thereby required to
give a foremost priority to inculcate these two things in their respective team members in an
effective manner with yet another sense of bridging their inspiration level. An open set of
communication is yet another major factor where the leaders should together practice to amend
their skills on the continual basis.
Farnsworth and Irving (2011) has at this moment supported the preceding terms of
leadership as a mean of provisioning a strategic context of work to the hospitality enterprises.
Being purely into the industry of service, they are at this moment required to concentrate on
providing quality service to the users by changing it as per their newer set of preferences. These
predilections are likely to correspond with the constant modifications in the market that are often
at a higher pace. It is, therefore, important for the leaders to be convergent towards the framed
set of strategies in the business as a mean of meeting the contentment level of the clients where it
is a prime agenda of the entire business.
Kim and Brymer (2011) has hereby argued to enlighten some adopted strategies of
leadership by the hospitality industries of UK where they are apparent to create an optimistic
environment at the workplace. This, in turn, assists them to maintain a balanced outlook of their
teammates where they do not give a prior attention to any negativity at the workplace. As a result
to which, they do not tend to fear about requisite agenda of change in the establishment and
jubilantly adapt the altered tactic of work. This in tun generates a win- win situation for the entire
organisation by duly fulling their stipulated goals and objectives. It is basically a resultant
approach of a shared vision that gives a positive and valuable sense of work to each of the group
members by substantially changing the polarity into a huge sigh of positivism.
20

Transitional model of leadership is yet another proposed strategy enlightened by (Sheard
and Kakabadse, 2006), where it is hereby referred to be the most apt managerial tool to handle
the continual requisition of change in the organisation. It is with a special context of hospitality
organisations that are often required to deal with the changing perceptions of their users.
Wherein, these changes are a resultant factor of the changing market trends that in turn
necessitates the hospitality firms to adopt that particular change in their existent practice as a
way of adapting the modified trend. It is therefore with an analogous reference to such important
consideration, where the leaders are hereby required to deal with a reluctant sense of their
subordinates to convince them to accept the changed format of work. In relation to which, this
pertinent model with its six leading constituents are evident to support them to prosper the
change.
21
Illustration 5: Transitional model of leadership
(Source: Sheard and Kakabadse, 2006)

Summary
This unit has vitally referred to critique distinct standpoint of authors upon the elected
subject matter of the study as a mean of succeeding to a final outcome of the study. In context to
which, it has hereby discussed upon some leading themes to determine the development of
organisational performance in the hospitality industry of UK. It has together evaluated the role of
leadership in the carried performance of the hospitality entities of UK by together examining the
relationship among their applied tact of leadership with that to the depicted work of their firms.
22

CHAPTER- 3 RESEARCH METHODOLOGY
Introduction
It is one of the most imperative parts of the entire research work that tends to demonstrate
the adopted methodologies of the investigator for carrying out the study. Into which, the surveyor
is at this moment required to opt for a particular mode of researching the chosen subject matter
that will further guide to acquire the stipulated goals and objectives of the survey. This section,
therefore, defines the key strategy of the researcher by depicting the implicated design,
paradigm, approach and other requisite formulations of the study. This, in turn, provides a
guiding context to the investigator to accomplish the stated targets of the research on due period
(Bauer, 2014). Secondly, it also tends to reflect the carried philosophy of the researcher for
conducting the survey in an accurate manner with an optimum utilisation of the accessible
resources. It is, therefore, an overview of the entire survey its tactical measures have been
articulated over here. The present investigation is based upon a concentrated topic of leadership
in the hospitality industry of UK where it has demonstrated about the key elements of leadership.
The researcher has at this moment intended to find out such liable traits of leadership that in turn
makes a significant impact upon the entire organisation. It is basically with a need base cognition
of referring to its affirmative attributes where it optimistically influences the work performance
of the establishments.
Role of the researcher
The investigator is always evident to play a greater role in the research work where it is a
primary responsibility of the surveyor to achieve the stipulated targets of the study on time. For
which, they are at this moment required, to begin with, a sustainable approach to planning as a
need the base measure to carry out a definite form of study. This requires them to formulate a
Gantt chart that outlines the entire specification of the plan as per the stipulated period that tends
to demonstrate all requisite activities in it. This works as a guiding mean for the surveyor where
it basically tends to help them in an effective manner (Gast and Ledford, 2014). Apart from this,
the researcher is also required to follow the ethical principles to investigate the content with a
professional outlook towards adopting a considerable approach to disseminating and exploit the
study. This together requires them to carry a proficient knowledge with the help of which, they
can at this moment refer to make an intact survey by making prompt communication with the
23

targeted set of audiences. It is however with a willing sense of the participants who should not
engage in the research work with a bounding sense of compulsion upon them. For which, the
surveyor should at this moment tend to ensure the same while involving them in the investigation
to acquire respectable outcomes from them.
Assessment of research philosophy
Research philosophy is basically to depict the moralised sense of the investigator to carry
out the study in an efficient manner. This together tends to showcase the diligence of the
research work by reflecting the undertaken efforts of the investigator (Silverman, 2016). There
exist two leading philosophies of research that are generally interpreted by the investigators and
are known as positivism and interpretivism philosophies of research. Both of it are with certain
points of distinction wherein a positivism is in a major support of objective study with a different
concept of interpretivism that is based upon the study of subjectivism (Neuman and Robson,
2012). In the present research work, the investigator has at this moment opted for the study of
interpretivism that will be entirely based upon the context of subjectivity. Interpretivism
philosophy is appropriate because same is used in the researches that are non-scientific in nature.
Current research study is also not technical and due to this reason mentioned philosophy is used
in the research. Another vital difference among both these philosophies underlies in their varied
conceptual formulations where positivism exists with a fundamental sense of scrutinising the
scientific facts (Shusterman, 2016). It is yet with another conception of an interpretivism
philosophy of research that pertinently believes in finding out the origination of the scrutinised
fact. Both are however with a reliable set of the idea to support their affiliated studies, but the
former alternative of positivism is less likely to support the current investigation.
Research approach
This section has defined another vital concern of the investigator to opt for a considerable
approach to carry out the study. This will in turn depict the factual scope of the study where there
exists total two leading alternatives for carrying out the survey in a prospective manner. These
are inductive and deductive approaches of research with a prime difference among both of them.
An inductive form of survey tends to extent the overall range of the study where it transacts the
investigated content from specific to general context (Geersing and et. al., 2015). However,
another alternative entitled as deductive approach is referred to transact the study from general to
specific approach that in turn diminishes the overall scope of the survey. The researcher in
24

present investigation has thereby opted to carry out an inductive study in order to broaden the
scope of this survey that is carried to explore the role of leadership in Hilton Hotel to analyse its
impact upon their overall work performance. An inductive study is thus evident to implicate the
acquired findings of this investigation in other analogous hospitality firms of UK.
Research Strategy (use diagram and theory)
It is yet another indispensable measure that largely assists the investigator to research into
the pivotal range of issues in affiliation to the selected topic of the study. Concerning which,
there exist different strategies to provide a base to such inflicted element of the survey. It is
where an adopted strategy of research is a fundamental mean that acts as a general plan to
support the investigator in responding to the framed set of queries. In context to which, there
exist various strategies of research with some most common strategies called case studies,
surveys and interviews, etc. The former strategy of case studies is usually known for the
descriptive nature of work that tends to make a mere description of the chosen subject matter for
the research work. The survey-based investigation is usually implicated for conducting the
studies of social science by carrying a primary research of the set marketplace (Taylor, Bogdan
and DeVault, 2015). As a result to which, it is at this moment referred to collect qualitative
nature of information from the targeted respondents of the study by configuring open-ended
queries for them.
This involves a framed set of questionnaire that is usually being formulated by the
surveyor as a mean of collecting the abundant amount of data from the distributed population
with another assistive tool of sampling for it. Conducting interviews is yet another preferential
strategy that is being adopted by the researcher to carry out the study with a similar supposition
as of the above-considered strategy of the survey. However, the strategy of interviews depicts a
well-structured format where both these strategies called surveys and interviews are evident to
have a flexible nature. It is where an interview is a mere form of the discussion among more than
one individual (Cargill and O'Connor, 2013). The present study has at this moment opted to carry
out a survey based study with a concentrated approach of focused group interviews, etc. In the
current research study survey will be conducted in order to carry out further research on the
specific topic. There together exists some other vital abstractive theories such as a grounded
theory that do not tend to depend upon an elementary set of assumptions that depicts an opposing
25

nature from the reality. Below is a conceptual diagram to develop a better understanding of this
particular section that has reflected a strategic context to carry out an impelling study-
Research Design (use diagram and theory)
The research design is yet another conceptual framework of the investigation that tends to
consent about the proposed configuration of the survey. This not only supports the surveyor in
carrying out a defined format of study but together aids the reader in making a clear
interpretation of its engrossed content. There exists four C's of design to choose from a particular
set of alternative as per the nature and significance of the subject matter. These four rules are
however known as creativity, complexity, choice and compromising factors of the research
content on whose basis, the investigator is hereby required to make a vital choice of it. It is,
therefore, important for the investigator to make a vigilant selection of the design where there
exist complete three distinct designs of the study (Cammarota and Fine, 2010). These are
26
Illustration 6: Research Strategies
(Source: Baffour Awuah and Amal, 2011)

descriptive, exploratory and explanatory designs of the research that depend upon the opted
strategy of the investigation. In context to which, the current research work is based upon an
exploratory structure that will tend to examine the preliminary measures of its chosen subject
matter (Lewis, 2015). Concerning which, it is hereby based upon its selected strategy of the
survey in order to explore the conferred responses that are acquired from the targets set of
respondents. However, the other two alternatives of descriptive and explanatory are not referred
to assist into the present research work. For which, the researcher has opted for an exploratory
study that will assist in generating newer and valid set of ideas. Below diagram has clearly
envisioned varied type of designs to be implicated into the research work-
27
Illustration 7: Research designs
(Source: Alfalla-Luque, Marin-Garcia and Medina-Lopez, 2015)

Awareness of different research methodologies/methods is discussed
There exist different methodologies to conduct a definite form of study where the chosen
method tends to outline the entire specification of the research work. The surveyor with a similar
consent to it has at this moment referred to discuss such varied tactics of investigation that are
experimental, phenomenological, analytical, action-based research and heuristic research work
(Mackey and Gass, 2015). All these tactics reflect a distinct nature of investigation wherein the
present study; the surveyor has opted to make a phenomenological investigation by employing
varied logical tools and techniques to acquire its anticipated results on a due period. It was
however with a prime support of the adopted inductive approach.
Appropriate research methodology/approach and methods justified and explained
It is basically in connection to outline the undertaken approach of the researcher over
here to carry out the study in a prompt manner. This is basically in association to take the liable
set of decisions by linking it to the conducted study with an ultimate sense of achieving the
anticipated results from it. There exist two vital measures entitled as the inductive and deductive
approach of the study with a distinct conception of both. It is where an inductive set of study is to
carry out a specific form of the survey that simultaneously moves to a generalised context of
investigation (Silverman, 2016). It thus depicts a narrow to broad acquisition of the study where
another alternative of deductive tends to move from a general to a specific approach. This tends
to narrow down the acquired outcomes of the study where the researcher in the present
investigation has referred to opt for an inductive study. Consequently, this investigation will be
particularly applied to a specific context of leadership in Hilton Hotel that can be later applied to
other similar industries of hospitality in the UK. Current research study is quantitative in nature
as facts and figures are gathered from the sample units. Same will be analysed by using thematic
analysis method. Results will be analysed and in this way research will be completed.
Data collection uses appropriate methods
It is yet another foremost concern of the researcher to collect conspicuous data from
relevant sources of data collection. It is the most crucial section of this unit where the surveyor
will at this moment tend to opt for the most impelling ways of data collection that will ultimately
lead to a prime accomplishment of the research outcomes. In context to which, there exists total
two leading measures of data collection where the surveyor can at this moment opt for primary
and secondary methods of data collection. Both of these are referred to be the two eminent
28

resources with a significant difference among them (Research Instruments for Data Collection,
2014). It is where the primary sources of data are being collected by directly approaching the
responders and conducting focussed group interviews and other observatory means for them. A
framed set of the questionnaire is yet another addictive tool of assistance for the same where the
surveyor is at this moment required to ask them to the targeted set of responders. Another
alternative tactic of secondary data collection method tends to refer varied publications of the
author by amalgamating their written books and journals, etc. Wherein, the modern world has
assisted yet another aidful mean of internet resources by referring to genuine online publications
in the sites (Wildemuth, 2016). Questionnaire is designed after doing detail literature review.
After gaining overall overview questions are added in the questionnaire. Moreover, some
questions are also added whose answers were necessary to obtain in order to conduct research
study in better way. In this way entire questionnaire is prepared in the current research study.
Data analysis is undertaken using valid/appropriate data analysis tools/methods
It is referred to be a subsequent measure just after collecting a viable set of data where
this section emphasis upon the measures of evaluating those. It is, therefore, important to
implicate substantial tools of analysis as a mean of acquiring relevant outcomes at the end of the
investigation. It is at this moment considered as a vital tool to obtain the feasible range of
information at the end with two substantial measures of qualitative and quantitative methods of
data analysis (Deductive Reasoning Versus Inductive Reasoning, 2014). A qualitative method to
assess the data is concerned while making a thematic study of the chosen subject matter that also
envision yet another technique of SPSS in it. This software is a fundamental source to make a
comparative analysis of the acquired results as a mean of relating the consent of one participant
with another. Another alternative mean of quantitative data analysis is to reciprocate the
preceding tactic where it is entirely concentrated upon adjudicating the numerical context of the
research topic (Wu, 2016). In connection to which, the investigator is at this moment required to
apply variant numerical tools so as to ascertain the mean, mode and median of the concentrated
outcomes.
Sampling
It is yet another crucial part of the study in which the researcher is at this moment
required to distribute the participant bodies of the investigation in equal proportions to
effectively carry out the survey. It together helps to make a prime selection of the responders to
29

conduct a well-formulated study where selecting the right set of audiences is a foremost consent
of the researcher. This, in turn, influences the overall research agenda by together rendering
positive resultants at the end. In context to which, the investigator is now required to choose
from the two leading measures of probability and non-probability techniques of sampling where
the former set of probability is evident to make a random selection of the audiences (Quantitative
Methods in Education Research, 2014). As a result to which, such random selection of audiences
gives an equal chance of responding to all the set respondents of the study. However, another
alternative tactic of non-probability tends to make a purposive sampling of the selected base of
participants where the recent study is based upon an analogous set of purposive study. In context
to which, the surveyor has at this moment referred to total five higher level managers of Hilton
Hotel to enlighten their adopted strategies of leadership at the workplace that in turn impacts
upon their organisational performance (Levy and Lemeshow, 2013). Sample of 50 people is
taken in the research study out of which 10 are top managers and remaining are the employees of
Hilton hotel. Survey is conducted in two locations namely Canary Warf in London and branch of
Hilton at Suffolk street.
Reliability
It is the most apparent concern of the researcher where they are at this moment required
to refer a reliable set of data that depicts authenticated sources to the audiences with no faulty
measures in it. This at this moment tends to measure both the stability and consistency of the
data that are further being evaluated with the applied tools of investigation. It is basically to
ascertain the reliable nature of the study with a proven fact of its obtained data that should reflect
an accordant consent of the research participants (Research design, 2009). It is mainly by both
primary and secondary set of data collection wherein the primary aggregation of data, the
surveyor should at this moment tend to ensure a disposed state of responder's mind while
answering the questions. Whereas, while referring to the secondary sources of data, the
investigator is obliged to refer to an authentic set of data like the genuine publication of the
authors by considering their attested books and journals. It is where the internet sources
showcase a risky assumption of data that duly necessitates the surveyor to take a cautious
approach while referring to those (Meeker and Escobar, 2014). The recent study has depicted a
reliable set of investigation by referring to verified sources of data collection.
30

Validity
This section is basically used to interpret the potency of the applied tools and techniques
to investigate the elected subject matter as a mean of accomplishing its defined goals and
objectives on time. This, in turn, reflects the contended efficiency of the study where the
surveyor is evident to concern about a coherent acquisition of the research topic. The validity
section of the investigation tends to outlook the factual basis of assessment in the carried
research work (Bauer, 2014). Apart from this, there exists total two distinct type of validities in
an investigation known as the internal and external validity of the survey. In context to which,
the internal validity tends to determine the credibility of the tests that are being implicated in the
study with another factor of external validity that basically refers to generalise the obtained
outcomes of the study. In the current survey, the researcher is apparent to use a valid approach to
acquiring the targeted goals of the study with a balanced outlook towards both intrinsic and
extrinsic set of validity.
Ethics
Ethics define a moralised consent of the study with a prior approach of the researcher to
conduct a philosophical investigation. It is thus defined as a prominent concern of the surveyor to
opt for an ethical formulation of the study with a prime consent of achieving its targeted
components on the due period. The present research work is n regard to scrutinised the facts
behind the adopted traits of leadership in the hospitality industries of UK that tends to make a
tremendous impact on their performance level. In connection to which, it has been found that the
investigator in the present research work is at this moment opting to postulate a liable set of the
questionnaire with set respondents such as 5 top administrative of Hilton Hotel (Gast and
Ledford, 2014). Concerning which, some leading ethical traumas about it is to take a prior
approval of the targeted set of audiences to make a willing participation in the investigation.
Herein, the participated members should not carry any forceful consent to respond to the
postulated queries of the researcher. Furthermore, a prime maintenance of confidential is yet
another requisite outlook of the investigator in order to restrict any unauthorised access to the
gathered set of data from the responders. A proper citation of information is yet another eventual
concern of the investigator to carry out an ethical survey where the presented data should
showcase a genuine nature of work with no deceitful statistics in it.
31

Limitations of the research
There exist varied constricting elements that are required to be dealt by the investigator
while carrying out a study. These restraining elements, however, makes a pressuring context
upon the researcher by together making a pessimistic impact upon the entire study. It is therefore
recommended to the surveyor to always outlook a planned approach before referring to conduct
the investigation. Time to handle the prolonged procedure of research and cost are the two most
limited resources whose insufficiency largely interrupts the study in a negative manner. Besides
which, a restricted number of audiences with inadequate secondary sources of data are two
another imperative concern of the researchers for carrying out a fulfilled study by duly satisfying
all its requisite constituents (Neuman and Robson, 2012). Wherein, the current research work has
depicted a resourceful nature of the study where the investigator has opted to make an optimum
utilisation of the available resources. Additionally, a planned approach has also assisted in
carrying out a fulfilled survey with met predictions on time. This section has also discoursed
about some other pertinent issues that are often being faced by the surveyor that are mostly
ethical in nature. However, those ethical issues were precisely detected in the preceding section
of this unit with a prior acknowledgement and assessment of the same by the researcher over
here. A requisite investment of funds so as to carry a definite study is also required to be
considered by the surveyor as a way of eliminating the possibility of limited resources. Although,
the researcher in the present investigation has carried out a budgeted research with a preset
approach by adopting the measure of activity based planning to set a defined budget.
Summary
The above chapter has summarised the adopted techniques of the surveyor to carry out
the study with a prime consideration of attaining its stipulated goals and objectives. Into which, it
has hereby discoursed upon some convergent techniques that are necessary to carry out a
thorough research. Apart from this, certain ethical issues that are being faced by the investigator
while carrying out the research along with some limited constituents are together being discussed
over here.
32

CHAPTER- 4 DATA ANALYSIS
Finding and Discussion
4.1 Introduction
Following the research methodology section another part of thesis is analysis of data.
This is related with appraising and evaluation of collected information by researcher. It deals
with presenting information in manner that is understandable. This section yield findings which
can be utilized in order to draw valid outcome of the thesis. In the present thesis evaluation of the
data gathered has been done in an effective manner. For the purpose of gathering data primary
and secondary sources have been utilized. Moreover the collected information is assessed by
means of quantitative method. The analysis through quantitative tool is being done by means of
several statistical tools that is comprised of SPSS and excel.
4.2 Quantitative analysis
Gender
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Male 32 64.0 64.0 64.0
Female 18 36.0 36.0 100.0
Total 50 100.0 100.0
33

Interpretation
Chart given above revealed that there are large number of male respondents in the total
sample size of 50. It can be seen from the table given above that there are 64% male in the
sample and 36% female. It can be said that there is moderate proportion of females in the sample
size then males.
Age
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
20 to 25 years 4 8.0 8.0 8.0
26 to 30 years 20 40.0 40.0 48.0
31 to 40 years 21 42.0 42.0 90.0
Above 40
years 5 10.0 10.0 100.0
Total 50 100.0 100.0
34

Interpretation
There is balanced distribution of the sample units of different category in overall sample.
It can be seen from the image given above that there are 42% respondents comes in age group of
31 to 40 years and 40% respondents comes in age class of 26 to 30. This reflects that in balanced
manner different age groups cover a certain proportion of the sample size. 8% of the overall
sample is covered by the age group of the 20 to 25. Thus, it can be said that high age group
people are given top priority in the sample size of 50 people.
Since how long you are employee with Hotel Hilton
Frequency Percent Valid
Percent
Cumulative
Percent
Valid 2 years 13 26.0 26.0 26.0
5 years 15 30.0 30.0 56.0
7 years 11 22.0 22.0 78.0
35

More than 7
years 11 22.0 22.0 100.0
Total 50 100.0 100.0
Interpretation
On question about time period up to which one is employed in the Hilton hotel it is
identified that there are 30% respondents who have five years of experience in the mentioned
firm. There are 22% people that have 7 years of experience in the Hilton hotel. Same percentage
of people have more than 7 years of experience in the relevant hotel. There are 26% people in the
overall sample that have up to two years of experience in the Hilton hotel. It can be said that in
balanced manner in terms of experience different level of experienced personnel are taken in to
the research study as sample units.
What is the leadership style mostly adopted by you in order to
manage your team members at the workplace?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Autocratic 7 14.0 14.0 14.0
36

Democratic 20 40.0 40.0 54.0
Laissez free 12 24.0 24.0 78.0
Bureaucrati
c 11 22.0 22.0 100.0
Total 50 100.0 100.0
Interpretation
Chart that is given above reflects that majority of respondents as leader use democratic
leadership style under which they consider employees views while making business decisions.
There are only 24% respondents who prefer to use Laiseez faire leadership style followed by
22% respondents who use bureaucratic leadership style in order to lead their subordinates. Thus,
37

it is clear that majority of employees of Hilton hotel as a leader make use of democratic
leadership style in day to day management of business operations.
Do you refer to help out your subordinates to come out of any
complex work situation?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Yes 36 72.0 72.0 72.0
No 14 28.0 28.0 100.0
Total 50 100.0 100.0
Interpretation
72% respondents are agree with the fact that when their subordinates faced any problem
same come forward to help subordinates. They believe that by doing so they morale level of
employees is maintained on the floor and they are motivate to enhance productivity at the
38

workplace. There are only 28% respondents who state that they does not help their subordinates
even they are facing complex business conditions. Thus, it can be assumed that managers of
Hilton hotel are of very supportive nature.
A considerable form of leadership is to stay away from the subordinates
while they are carrying out their work.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Strongly agreed 19 38.0 38.0 38.0
Agreed 13 26.0 26.0 64.0
Neutral 7 14.0 14.0 78.0
Disagree 6 12.0 12.0 90.0
Strongly
disagreed 5 10.0 10.0 100.0
Total 50 100.0 100.0
39

Interpretation
Research results clearly indicating that 38% respondents are strongly agree with the fact
that it is better to stay away from the subordinates when they are doing their work. This is
because interference of senior in the work very frequently hamper employee productivity and
confidence level. 26% are agree and 14% are neutral on same statement. Only 12 respondents are
disagree and 10 are highly disagree on the fact that managers must stay away from the
subordinates while they are doing a work. Hence, it can be concluded that most of the managers
does not like to interfere in the employees work.
Leadership is used as a key tool for motivating the employees to
carry out their work in a standardised format by which additive
mean in it?
Frequency Percent Valid
Percent
Cumulative
Percent
40

Valid
Rewards 31 62.0 62.0 62.0
Punishment 19 38.0 38.0 100.0
Total 50 100.0 100.0
Interpretation
Results are clearly revealing that by rewarding employees better leadership can be given
to the employees. There are 62% respondents who think that time to time employees must be
rewarded and by doing so in better way their use can be done in the business. There are only
38% who think that employees must be punished for their mistakes and by doing effective
leadership can be given to the employed. It can be said that most of leaders are in favor of fact
that by motivating employees in better way team can be led by them.
41

What are the key attributes of leadership that directly impacts upon the
productivity level of your organisation?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Providing a sense of
motivation to the
employees
17 34.0 34.0 34.0
Monetary means of
reward 13 26.0 26.0 60.0
Non fiscal reward
system 12 24.0 24.0 84.0
A strict approach by
penalising the
employees for not
performing a
standardised work
8 16.0 16.0 100.0
Total 50 100.0 100.0
Interpretation
On question of attributes of leadership in terms of enhancement of employee’s
productivity mixed response is obtained. There are 34% respondents who think that motivating
employees is one of the attribute of the successful leadership. There are 26% respondents who
think that by giving more money employees can be motivated at the workplace followed by 24%
42

respondents who think that non-monetary rewards can be given to the employees in order to
motivate them at the workplace. There are only 16% respondents who think that by penalizing
employees for the mistake done by them motivation level can be increased among the
employees. Facts are revealing that there are different opinion of respondents in terms of
workforce motivation.
A flexible outlook towards inculcating change in the organisation is a
prime concern of almost all the leaders that plays a greater role in
improving the organisational performance.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Almost
always 22 44.0 44.0 44.0
Often 10 20.0 20.0 64.0
Sometimes 11 22.0 22.0 86.0
Never 7 14.0 14.0 100.0
Total 50 100.0 100.0
43

Interpretation
44% are strongly agree with the statement that flexible approach that is followed by the
leader in terms of change play a great role in improving firm performance. 20% and 22%
respondents stating that they often or sometimes follow flexible approach to implement any
change. Only 14% respondents state that they never follow flexible approach to execute any
change.
Leaders have a significant role in assisting the subordinates in
accepting their work responsibilities.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Extremely 23 46.0 46.0 46.0
Moderatel
y 19 38.0 38.0 84.0
Not at all 8 16.0 16.0 100.0
44

Total 50 100.0 100.0
Interpretation
46% respondents are agree with the fact that it is the leader which ensure that
subordinates are accepting their responsibilities. 38% respondents think that leaders play a
moderate role in ensuring that subordinates understand their responsibilities. 16% respondents
are not agree with same statement. Hence, it can be said that leaders play an important role in
ensuring that subordinates will do their job in better way.
The leaders should give full freedom to their subordinates to
themselves resolve their work related issues.
Frequency Percent Valid
Percent
Cumulative
Percent
45

Valid
Most of the
time 19 38.0 38.0 38.0
Some of the
time 19 38.0 38.0 76.0
Rarely 6 12.0 12.0 88.0
Never 6 12.0 12.0 100.0
Total 50 100.0 100.0
Interpretation
38% respondents state that they always give full freedom to their subordinates to resolve
their work related issues. Same percentage of respondents state that they sometimes give full
freedom to their subordinates for solving their work related problem. There are only 12%
respondents who rarely or never give such kind of independence to the subordinates.
46

Leaders are required to adopt an assertive tact of handling the
work of their subordinates.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Extremely 21 42.0 42.0 42.0
Moderatel
y 20 40.0 40.0 82.0
Not at all 9 18.0 18.0 100.0
Total 50 100.0 100.0
Interpretation
42% respondents believe that there is strongly need to follow assertive tact to handle
work of subordinates in better way. 40% respondents think that there is moderate need to follow
47

assertive tact followed by 18% respondents who believe that assertive tact does not play a role in
helping managers in handling work of subordinates in easy way.
What are the prime responsibility of a leader in your organisation?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Creating an ennobling
vision for the future of
the organisation
13 26.0 26.0 26.0
Motivating people 13 26.0 26.0 52.0
Managing diversity 13 26.0 26.0 78.0
Resolving conflicts 11 22.0 22.0 100.0
Total 50 100.0 100.0
48

Interpretation
Mixed response is obtained from the respondents. 26% respondents think that motivating
employees is their prime responsibility. While, 26% think that creating a vision is the main
responsibility of the employees. Some think that managing diversity and resolving conflicts is
the major responsibility of the managers in the firm. Hence, it can be said that opinion are not in
single direction.
Traitadoptiontohandleworkforcve
Frequency Percent Valid Percent Cumulative
Percent
Valid
Political leader 19 38.0 38.0 38.0
Explorer 14 28.0 28.0 66.0
Executive 17 34.0 34.0 100.0
Total 50 100.0 100.0
49

Interpretation
Executive, explorer and political leader are the traits that are usually used by the
managers to handle the workforce. 38% use political leadership, 28% explorer and 34% use
executive trait to handle workforce. Thus, these three traits are moderately used by the
respondents for managing workforce.
Situational leadership is evident to benefit the organisation in today's
globalised set of work in order to handle its continual changes.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Almost
always 17 34.0 34.0 34.0
Often 15 30.0 30.0 64.0
Sometimes 12 24.0 24.0 88.0
50

Never 6 12.0 12.0 100.0
Total 50 100.0 100.0
Interpretation
34% respondents state that situational leadership style is always effective for the
organization. 24% think that only few times situation leadership prove useful for the business
firm. There are 12% respondents who think that situational leadership style can prove helpful for
the business firm. Thus, it can be said that majority of people think that situational leadership is
best for the Hilton hotel.
What sort of leadership models are being implicated at your workplace?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Blue ocean leadership 6 12.0 12.0 12.0
Situational leadership 11 22.0 22.0 34.0
51

Goleman's leadership 15 30.0 30.0 64.0
Path goal theory 10 20.0 20.0 84.0
Blake- mouton
managerial grid 8 16.0 16.0 100.0
Total 50 100.0 100.0
Interpretation
Goleman leadership and situational as well as path goal theory are the leadership models
followed by 30%, 20% and 22% respondents. It can be said that in comparison to other model
these three are widely used by the managers.
Do you consider the proficient skills and interest of the workers while
allocating tasks to them?
Frequency Percent Valid
Percent
Cumulative
Percent
52

Valid
Most of the
time 13 26.0 26.0 26.0
Sometime 20 40.0 40.0 66.0
Rarely 17 34.0 34.0 100.0
Total 50 100.0 100.0
Interpretation
26% respondents state that they consider employees preference and skill set while
allocating work to them. 40% respondents assumed that they sometimes consider skill set of
employees while allocating a work followed by 34% who state they rarely consider mentioned
factors while allocating work to the employees.
Buildingmoraleofsubordinates
53

Frequency Percent Valid Percent Cumulative
Percent
Valid
Yes 30 60.0 60.0 60.0
No 20 40.0 40.0 100.0
Total 50 100.0 100.0
Interpretation
People give mixed response on the asked question. 60% respondents are agree and
remaining are disagree with the fact that morale level of employees can be increased by closely
interacting and monitoring their work.
Positiveoutllokofleader
54

Frequency Percent Valid Percent Cumulative
Percent
Valid
Extremely 25 50.0 50.0 50.0
Moderately 12 24.0 24.0 74.0
Not at all 13 26.0 26.0 100.0
Total 50 100.0 100.0
Interpretation
50% respondents state that extreme positive outlook towards work have positive impact
on overall performance of the firm. 24% think that positive outlook have moderate impact on the
performance of the organization. 26% respondents think that positive outlook towards work does
not have an impact on the overall performance of the firm.
Do you think that leadership play an important role in
improving organization performance?
55

Frequency Percent Valid
Percent
Cumulative
Percent
Valid
1.00 30 60.0 60.0 60.0
2.00 20 40.0 40.0 100.0
Total 50 100.0 100.0
Interpretation
60% respondents are agree with the fact that leadership play an important role in
improving firm performance. There are only 40% respondents who think that leadership does not
have any impact on the organization performance. It can be said that leadership play a decisive
role in elevating level of firm performance. It is also in correspondence to the acquired findings
of literature review where the leaders are reflected to play a vital role in the process of decision
making and thus, their undertaken decisions will directly impact the work consideration of the
entire organization.
56

Leadership may also lead to erosion of the firm performance.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
1.00 18 36.0 36.0 36.0
2.00 14 28.0 28.0 64.0
3.00 10 20.0 20.0 84.0
4.00 5 10.0 10.0 94.0
5.00 3 6.0 6.0 100.0
Total 50 100.0 100.0
Interpretation
Leadership led to erosion of the firm performance. As, there are 36% respondents who
are strongly agree with the fact that leadership may also negatively affect the firm performance.
There are 28% respondents who are agree with same fact. 20% respondents are neutral on the
impact that leadership have on the firm performance. 10% and 6% respondents are disagree and
highly disagree about the fact that leadership have any negative impact on the company
57

performance. Thus, it can be said that leadership and firm negative performance are interrelated
to each other.
Change in leadership is essential for improving organization
performance
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
1.00 30 60.0 60.0 60.0
2.00 20 40.0 40.0 100.0
Total 50 100.0 100.0
Interpretation
There are 60% respondents who think that change in leadership is essential for improving
firm performance. On other hand, there are 40% respondents who think that change in leadership
does not have any impact or does not play any role in improving firm performance. It can be said
58

that leadership and performance of the company are highly correlated to each other. Thus, it can
be said that if an organization will appoint right candidate as leader then its performance can be
improved to great extent.
Leaders must be selected within the organization.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
1.00 22 44.0 44.0 44.0
2.00 14 28.0 28.0 72.0
3.00 6 12.0 12.0 84.0
4.00 5 10.0 10.0 94.0
5.00 3 6.0 6.0 100.0
Total 50 100.0 100.0
Interpretation
59

44% respondents are strongly agree with the fact that leaders must be selected from
within the organization. Means that any individual who is not part of the firm must not be
directly appointed as manager in the Hilton hotel. 28% respondents are agree with same
statement. 12% people are neutral on same statement followed by 10% and 6% respondents
which are disagree and highly disagree on the asked statement. It can be said that majority of
respondents have an opinion that Hilton hotel must do succession planning in its business. It is
on comparing this data from the secondary data resultants reflected in the section of literature
review, it has been found that leaders does possess a vital position in the organisations. As a
result to which, electing a capable person as a leader is referred to be a foremost consideration of
the entities where an existing individual having the capability of performing as a leader will
certainly benefit the entire firm. It is where an existent leader will carry a well known
perspective about the operational context of the business with no requisition of learning it yet
again from the beginning.
Do you think that leader from within the organisation can
play a more effective role than those who are externally hired
by the firm for top management level in respect to improving
organization performance.
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
1.00 27 54.0 54.0 54.0
2.00 23 46.0 46.0 100.0
Total 50 100.0 100.0
60

Interpretation
Out of 50 people 27 respondents think that leader from within the firm can prove more
effective than external one. Means that firm must not hire any outside as manager in the
organization. Instead of this, an individual from existing workforce must be appointed as leader
at the workplace. There are only 23 respondents out of 50 who are not agree and think that
leaders must be hired from external sources. It can be said that most of respondents assume that
succession planning is best for the business firm.
Summary
This is on summarising the above carried section that has highlighted the acquired facts
and findings of this research. Where this portion has basically depicted the outcomes of primary
research conducted by the surveyor using a survey based methods. Into which, they were hereby
interrogated with the help of a framed questionnaire whose responses have been discoursed over
here. However, the investigator has together referred to compare these findings with that to the
facts generated from secondary research tactic depicted in the unit of literature review.
61

Discussion
On analysis of results it is identified that most of the respondents state that they help
subordinated in handling complex situation. In that situation managers usually give full guidance
to the subordinates and help them in handling complex situations. Same thing is revealed by the
literature review section wherein on analysis it is identified that on most of business firms to
great extent superiors support their subordinates and guide them in best way so that task can be
completed on time in perfect manner. Research results indicated that in order to enhance
productivity of the employees same must be motivated to do hard work. This is because if there
will be motivation employees will work hard for welfare of an organization. Literature reviewed
reflects that it is very important for the managers and under this they must set a standard for the
employees. It is must be made necessary for the employees because by doing so employees can
be motivated and effective use of same can be made by the business firm. Research results
reflects that there is a very close relationship between leadership and organization performance.
This is because it is the leader that pave a path of growth for the business firm. It is the leader
that develop broad understanding about the market and accordingly make effective use of the
human resource for benefit of the firm. Thus, it can be said that leadership play an important role
in growth of the organization. Literature review also support this fact and on analysis of result it
is identified that most of corporate firms believe on the fact that effective leadership lead to
acceleration of their growth rate and effective utilization of employees at the workplace. This is
the reason due to which firms achieve huge success in their business. Results revealed that
situational leadership prove very effective for the business firm. This is because in the business
situation get changed at very fast pace and by following specific approach every time situation
cannot be handled effectively by the managers. Some time there is a situation where it is
important to treat employees with calm behaviour. On other hand, sometime situation comes in
existence where it is very important for the managers to behave strictly with the employees so
that same can be kept in discipline. Thus, it can be said that situational leadership prove effective
for the business firm.
62

CHAPTER- 5 CONCLUSION AND RECOMMENDATION
5.1 Introduction
This is the last yet the most important chapter of this thesis that will sum up its gathered
findings that has been derived from the above conducted study. This section of conclusion is
fundamentally based on the stipulated objectives of the study. It is basically in order to verify its
prime attainment in whose context another part of recommendation will be directed by the
investigator. The present research work was based upon a major consideration of assessing the
factual effect of leadership on the overall performance of the organisations aligned with the
industry of hospitality. It was thus based upon the hospitality sector of UK with an elected
organisation named Hilton Hotel. Hospitality firms plays a vital role in intensifying the economic
status of a nation and as a result to which, it gets important for them to maintain a balanced
prospective of their work.
It is often with a long term determination of such entities who strives to operate with an
indispensable state of equilibrium that in turn requires a precise intervention of leadership for the
same. The recent survey has thereby concentrated upon three leading objectives with a foremost
intent of determining the evolution of organisational performance in the hospitality sector of UK.
It is with another prime association of leadership in it to evaluate its pivotal role in the hospitality
sector of UK. Wherein, the last objective of this research has referred to probe the relationship
among leadership and organisational performance ion the hospitality sector of UK. In this
chapter of this study, the surveyor has thus verified the accomplishment of all these objectives
with an eventual part of recommendation. It is basically to suggest some significant strategies of
leadership that can encourage the overall performance of the organisation. Apparently, it is with
a fundamental context to the hospitality sector of UK where it is herein with a special reference
to Hilton Hotel.
5.2 Conclusion/ Objective based findings
It is on the basis of above conducted research work that has summarised a substantial role
of leadership in the organisations with a special context of hospitality industries in UK. For
which, the acquired facts and findings of this survey has undertaken to investigate upon an
analogous situation of Hilton Hotel in it. It was with some other reflective requisitions that were
63

based upon three formulated goals of the study whose acquisition has been proven in this section,
as described below-
A foremost objective of this survey was “To determine the development of organisational
performance in the UK hospitality sector”. This objective has been fulfilled where all the
targeted set of respondents undertaken in the study has evidenced a prior requisition of
improvement in the carried performance of the organisation on continual basis. It is where such
developmental context do not tend to refer a mere improvement in the individual performance of
an employee but it together postulates to develop their overall context of work. As a result to
which, team work is a prime consideration of such organisations who believes in a collaborative
submission of their operations at a pertinent time.
However, there together exists such influential factors that directly tends to impact upon
the performance of an organisation with their varied set of assumptions. With reference to which,
it is evident from the undertaken responders of the survey by referring to the 5 upper managerial
bodies of Hilton Hotel that leadership hereby tends to play an imperative role in accomplishing a
standardised set of performance at the workplace. It is mainly due to their cooperative sense of
work that in turn impacts upon the overall production of the organisation. As a result to which,
the deputed leaders continually direct their staff members to operate as per the standard norms
and work criteria.
Another objective of this study was “To analyse the role of leadership in organisational
performance in UK hospitality sector”. It is with a prime correspondence of an elected
hospitality firm named Hilton Hotel with similar number of respondents to attain this intended
purpose of the survey. Therefore, on referring to those 5 top administrators of Hilton Hotel, this
objective was together attained by surveyor where leadership is apparent to play a crucial role in
the organisation by directly affecting its entire performance. They hereby tends to play a vital
role of superiors and subordinates with a collaborative sense of achievement to make timely
submission of their assigned tasks and responsibilities.
This in turn impact upon the configured goals of the organisation where the supervisors
are always required to possess a guiding perception to avoid any critical measures of discrepancy
in the assignations that are needed to be submitted by their respective set of teams. Such
disciplined method of work is hereby proven to make a direct impact upon the carried
performance of the organisation with a pivotal sense of working in a standardised mode to
64

correspond with their grouped norms of work. This resultantly gives a prime benefit to the
hospitality entities like Hilton Hotel to duly accomplish their stipulated goals in a productive
manner.
The last objective of this survey was “To examine the relationship between leadership
and organisational performance in the UK hospitality sector”. In context to which, it has been
found that leadership is hereby referred to be one of the most authoritative constituent that has a
principle outcome on the carried performance of the organisation. This has been established by
the referred respondents of the study with a prime role of the 5 top managerial bodies of Hilton
Hotel where they have also supported varied leadership styles to aptly deal with the subordinates.
It is mainly due to a factual nature of hospitality industry where it is distinctly referred to be a
service based sector where they are required to possess a client oriented approach for serving the
upcoming number of users.
As a result to which, they are hereby required to implicate some substantial measures of
serving them with no possibility of inaccuracy in it. Such configuration is always with a prime
need of supervision at the workplace to outlook the carried work of the employees. Due to
which, the leaders are hereby being appointed in the organisation with their distinct set of team
and some confined staff members in it to operate as per the conferred instructions of the leaders.
This has indicatively proven a direct relationship among these two vital terms of leadership and
organisational performance where a carried attitude and proficiency is apparent to impact upon
the configured targets of hospitably enterprises like Hilton Hotel.
5.3 Recommendations
This section is yet another prudent part of this entire survey where it is specifically based
upon the above concluded facts and findings that has been gathered by referring to the framed
objectives of the study. All these objectives has been accomplished by the surveyor over here
with another key part to suggest such prompt strategies of leadership that can sustainably affect
the carried performance of the organisation. Wherein, it is hereby based upon an elected
organisation named Hilton Hotel that integrally belongs to the industrial spectrum of hospitality
in UK. In accordance to their adopted scheme of leadership, below are some suggested measures
for them in order to reinforce the overall performance of their organisation-
 It is firstly in context to the productivity level of the organisation that is directly being
affected by the adopted style of leadership at the workplace. On referring to it, it has been
65

found that a majority of leaders deputed in Hilton Hotel are evident to use certain tools of
motivation to create a sense of productivity in their employees. However, it is advisable
for them to refer some other prominent tactics that will also bestow a cost effective
measures for the organisation to build a prior sense of collaboration in the employees. On
whose basis, they can hereby refer to adopt the non monetary means of rewarding the
employees by creating a sense of responsibility towards the work in them. For which,
they can hereby refer to promote them on a higher profile or designation. It is where their
potent skills and competencies will also correspond to it by benefiting the entire
performance of the organisation. Another proposal is in context to their present adopted style of leadership with a major
emphasis on the situational tact to deal with the employees. It is however suggested to
them for referring to some other conceptual abstracts of leadership. It is where Goleman's
leadership and Blake- mouton managerial grid also relates to some contemporary traits to
handle the workforce as per the modernised culture of today's business establishments. It
is basically to refer to some additive concerns of managing diversity and conflict
management that should together be referred by the appointed leaders of Hilton Hotel. In
context to which, they should hereby refer to possess some other intellectual approach
along with the trait of decision making. Conflict management and change management
are those effective terms that are needed to be considered by them in order to correspond
with the dynamical measures of business in today's rising trend of globalisation.
Future scope of research
It is on determining some future scope of study for enhancing the organisational
performance of the employees with an effective leadership, the investigator is hereby
recommended to further scrutinize some impelling tools of motivation for the same.
Additionally, a similar set of survey can together be applied on some other retail based
organisation of UK where presently it has specially focussed upon TESCO. Although,
interrogating an active reward system is also an advisable subject matter to conduct further
research work as a way of improving the carried performance of the employees.
Summary
It is on summarising the above carried section that has concluded the overall study that
was carried out to assess the impact of leadership on organisational performance in the
66

hospitality sector in the UK. It was with a special context of Hilton Hotel with three distinct
objectives that were duly attained by the surveyor as identified in the objective based findings.
Furthermore, this section has together recommended some effective measures to Hilton as a way
of amending their undertaken measures of leadership by together ascertaining a subsequent scope
of research.
67

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72

APPENDIX
Questionnaire
Demographic Information
Name: ___________
Gender: __________
1. Age:
 20 to 25 years
 26 to 30 years
 31 to 40 years
 Above 40 years
2. SincehowlongyourareemployedwithHilton Hotel?
 2 years
 5 years
 7 years
 More than 7 years
3. What is the leadership style mostly adopted by you in order to manage your team members at
the workplace?
 Autocratic
 Democratic
 Laissez free
 Bureaucratic
4 Do you refer to help out your subordinates to come out of any complex work situation?
 Yes
 No
5. A considerable form of leadership is to stay away from the subordinates while they are
carrying out their work.
 Strongly agreed
 Agreed
 Neutral
 Disagree
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 Strongly disagreed
6. Leadership is used as a key tool for motivating the employees to carry out their work in a
standardised format by which additive mean in it?
 Rewards
 Punishment
7. What are the key attributes of leadership that directly impacts upon the productivity level of
your organisation?
 Providing a sense of motivation to the employees
 Monetary means of reward
 Non fiscal reward system
 A strict approach by penalising the employees for not performing a standardised work
8. A flexible outlook towards inculcating change in the organisation is a prime concern of
almost all the leaders that plays a greater role in improving the organisational performance.
 Almost always
 Often
 Sometimes
 Never
9. Leaders have a significant role in assisting the subordinates in accepting their work
responsibilities.
 Extremely
 Moderately
 Not at all
10. The leaders should give full freedom to their subordinates to themselves resolve their work
related issues.
 Most of the time
 Sometime
 Rarely
 Never
11. Leaders are required to adopt an assertive tact of handling the work of their subordinates.
 Extremely
 Moderately
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 Not at all
12. What are the prime responsibility of a leader in your organisation?
 Creating an ennobling vision for the future of the organisation
 Motivating people
 Managing diversity
 Resolving conflicts
 Team building and coaching
13. Being a leader, what trait is mostly adopted by you to handle the workforce?
 A political leader
 An explorer
 An executive
14. Situational leadership is evident to benefit the organisation in today's globalised set of work
in order to handle its continual changes.
 Almost always
 Often
 Sometimes
 Never
15. What sort of leadership models are being implicated at your workplace?
 Blue ocean leadership
 Situational leadership
 Goleman's leadership
 Path goal theory
 Blake- mouton managerial grid
16. Do you consider the proficient skills and interest of the workers while allocating tasks to
them?
 Most of the time
 Sometime
 Rarely
Q17. Do you believe in building the moral of your subordinates by closely interacting with them
and closely monitoring their work?
 Yes
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 No
Q18. Does a positive outlook of a leader towards work is a resultant factor that affects on the
overall performance of the organisation.
 Extremely
 Moderately
 Not at all
Q19 Do you think that leadership play an important role in improving organization
performance?
 Yes
 No
Q20 Leadership may also lead to erosion of the firm performance.
 Strongly agreed
 Agreed
 Neutral
 Disagree
 Strongly disagreed
Q21 Change in leadership is essential for improving organization performance
 Yes
 No
Q22 Leaders must be selected within the organization.
 Strongly agreed
 Agreed
 Neutral
 Disagree
 Strongly disagreed
Q23 Do you think that leader from within the organisation can play a more effective role than
those who are externally hired by the firm for top management level in respect to improving
organization performance.
 Yes
 No
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