Leadership and HRM in the 21st Century

The assignment examines the impact of leadership styles on modern business practices and their interconnectedness with Human Resource Management (HRM). It delves into various leadership theories like transformational and transactional leadership, analyzing their effectiveness in contemporary organizations. The document also explores the strategic role of HRM in fostering positive leadership qualities and achieving organizational goals. Appendices include visual representations of leadership models, organizational structures within HRM, and the purpose of HRM.

To analyse ethical issues and challenges faced within leadership
concept in 21st century: A case study of Marks and Spencer.
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Abstract
The researcher has taken the research work to evaluate the challenges of leadership in 21st
century and described how Human Resources Management helps to solve such problems. In case
of that the researcher divided the whole chapter into five parts.
The first chapter describes the rationality of research work. In case of that the researcher
identified main aim and objective regarding that. In relation the researcher identified some
research question to understand the research topic.
The second chapter is literature review in this research work. The researcher review different
literature of the topic. Many theories and strategies has been analysis in this chapter to
understand the issue.
The third chapter is methodology. In the chapter the researcher explain different methods of
research such as philosophy, design, tools and data collection methods. The researcher selected
interpretive approach and exploratory design. The researcher selected secondary qualitative data
analysis methods. In case of sampling technique the researcher used inclusive and exclusive
methods.
The fourth chapter is data analysis and findings. In this chapter the researcher reviews different
secondary sources to evaluate the situation. In this chapter the researcher tries to link up the
leadership activities with the impact of globalization.
The last chapter and fifth chapter are conclusion and recommendation. The researcher is analysis
all process and findings in brief in this chapter. In addition, the researcher recommended some
solution to improve leadership. Further, the researcher identified researcher limitation and future
scope of the research.
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Acknowledgment
It provides me greatest satisfaction to make the final submission of the research that focuses on
To analyse ethical issues and challenges faced within leadership concept in 21st century: A
case study of Marks and Spencer. I am grateful to various fellow members behind the
successful completion of this research.
I would like to express thanks to number of people who have guided me in preparing this
research. I would like to thank my higher authority, since without their guidance my project
work would not have been achievable. I would also like to thank my peer group members. I
would also like to show my appreciation towards the respondents of the surveys as well as the
interviews, whose co-operation has helped me to incorporate data collection effectively and
efficiently.
Thank you,
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Table of contents
Chapter 1: Introduction...............................................................................................................................7
1.1 Introduction: .....................................................................................................................................7
1.2 Background of the research: .............................................................................................................8
1.3 Research Rationale:...........................................................................................................................9
1.4 Problem statement: ..........................................................................................................................9
1.5 Research aims, objectives and questions: ......................................................................................10
1.5.1 Research aim:...........................................................................................................................10
1.5.2 Research Objectives:................................................................................................................11
1.5.3 Research questions...................................................................................................................11
1.6 Significance of the research:............................................................................................................11
1.7 Summary: .......................................................................................................................................12
CHAPTER 2: LITERATURE REVIEW..............................................................................................................13
2.1 Introduction.....................................................................................................................................13
2.2 Gap of the literature .......................................................................................................................13
2.3 Conceptual Framework..................................................................................................................14
2.4 Theories of leadership.....................................................................................................................15
Figure 2.2: Theories of Leadership.............................................................................................17
2.4 Role of leadership............................................................................................................................18
2.5 Different factors that influence effective leadership.......................................................................18
2.6 Issues and challenges faced in leadership: ....................................................................................19
CHAPTER 3: RESEARCH METHODOLOGY...................................................................................................21
3.1 Introduction.....................................................................................................................................21
3.2 Research onion................................................................................................................................21
3.3 Research philosophy........................................................................................................................22
3.3.1) Justification.............................................................................................................................23
3.4 Research approach..........................................................................................................................23
3.4.1) Justification.............................................................................................................................24
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3.5 Research design...............................................................................................................................24
3.5.1) Justification.............................................................................................................................25
3.6 Data Collection................................................................................................................................25
3.7 Sampling method............................................................................................................................26
3.8 Data Analyses plan..........................................................................................................................26
3.9 Time Horizon...................................................................................................................................27
3.10 Accessibility issues.........................................................................................................................27
3.11 Ethical consideration.....................................................................................................................28
3.12 Research limitation........................................................................................................................28
3.16 Summary.......................................................................................................................................28
CHAPTER 4: DATA ANALYSES, INTERPRETATIONS AND FINDINGS.............................................................29
4.1 Introduction.....................................................................................................................................29
4.1 Primary data Analyses.....................................................................................................................29
4.3 Secondary data analyses.................................................................................................................33
4.3.1) Interdependence between leadership and business success..................................................33
4.3.2) Impact of leadership on business............................................................................................35
4.3.3 Issues face by leaders of 21st century and Suitable leadership theories to deal with critical
situations...........................................................................................................................................37
4.3.4) Role of HRM practices.............................................................................................................41
4.3.5) Effectiveness of HRM practices in organization.......................................................................43
4.3.6) Interdependence between leadership and HRM practices.....................................................43
4.4 Conclusion.......................................................................................................................................45
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS..............................................................................46
5.1 Summary of research findings.........................................................................................................46
5.2 Realization of objectives..................................................................................................................46
5.3 Recommendations for improvements.............................................................................................48
5.3.1) Recommendation 1: Adoption of participative leadership style.............................................48
5.3.2) Recommendation 2: Effective collaboration with human resource management..................49
5.3.3) Recommendation 3: Embedding change in leadership and HRM practices ............................49
5.3.3) Recommendation 4: Improvement in communication and implementation of shared
leadership..........................................................................................................................................50
5.4 Research limitations .......................................................................................................................50
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5.5 Suggestions for Future research .....................................................................................................50
REFERENCES..............................................................................................................................................52
APPENDIX..................................................................................................................................................56
Appendix 1:Gantt chart.....................................................................................................................56
Appendix 2: Purpose of Leadership...................................................................................................56
Appendix 3: Transformational Leardership.......................................................................................58
Appendix 4: Organisational structure in HRM...................................................................................59
Appendix 5: transactional leadership ...............................................................................................60
Appendix 6: Model of Strategic HRM................................................................................................61
Appendix 7: Purpose of HRM............................................................................................................62
Appendix 8: Questionnaire................................................................................................................62
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Chapter 1: Introduction
1.1 Introduction:
The significance of the basic principles and practice of leadership and management is
still been debatable on the ground of new global economy. However, the debates are becoming
much more complex based on the changing roles of the leaders and their versatility
characteristics. Since the beginning of 21st century, globalization predominantly affects the
service market throughout the world. People are becoming more skilled in order to maximize
their utility, benefit and profit. In case of small scale and large scale organizations managers and
leaders are showing their interest to acquire practical skill and essential knowledge aims to
innovate new ideas and senses. However, in order to complying with the raised need of present
world, various issues and challenges are being observed by the leaders and managers of
organization. The present research is aimed on analysing the different issues that are observed by
the leaders of the company which are raised in recent century after certain advancements. The
undertaking will also emphasize mainly on the ethical problems that are created as a result of
modernization. The increased roots of businesses are now developing some major issues in front
of the leaders in performing their leadership practices. These challenges are required to be
resolved soon for the effective functioning of businesses.
In order to accomplish the present research work, the entity is chosen to be Marks and
Spencer. The selected UK-based organization belongs to retail sector and existing on a global
platform. With the assistance of term 'globalization', there are various countries which are served
by Marks and Spencer involving a range of segments to be consider such as culture, religion,
beliefs, geographical locations, etc. The wide reach of the entity results in the raising of antithetic
issues that challenges ethics of leaders. In the present research work, different ethical issues that
are faced by the Marks and Spencer in leadership context as a result of globalization will be
studied.
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1.2 Background of the research:
Leadership is not just a style it is the responsibility to precede with the decision-making,
welfare of employee and profit making. In these decades, an emergence of technologies
accelerates the competition in the global economy. This globalization is undoubted helpful in
increasing the business value of the companies. However, it should be recognize that an intense
pressure is getting applied on the leaders and their practices as a result of modernization. In these
decades leaders are facing several issues in decision making, taking responsibilities and solving
complex problems. Moreover, the leaders are also facing difficulties in research and
development as in most of time they are not getting knowledgeable and potential researcher to
innovate new technologies. It should be further noted that the most of developed and developing
nations are willing to introduce capital intensive goods rather than labour intensive goods so they
need to extracts very skilled labour from overall labour force.
Due to globalization of education, dynamics of business practices and politics,
responsibilities of the leaders become unmanageable in some context. In most of developed
nations, leaders and managers have to be trained in a professional way which makes latent in
order to deal with the employees and the other stakeholders of the organizations. The major
issues that are develop with the modernization of the organizations involves the increment of
ethical challenges. The diversification of the businesses under the name of globalization has
involved employees, customers and other stakeholders from diversified places. This has further
created a challenging task in from of the leaders of firms to pay attention on each and every
factor to avoid issues. However, it is really hard to consider beliefs, cultures. religion, value, etc
of each and every person in the organizational operation. Thus, the absenteeism of it alter creates
ethical issues. The dilemma of management and leadership has become more composite while
employees also are also become concerned about their utility and optimality. In most of the
developing nations, leaders are arranging several training sessions to make the recruited staff
skilled.
In context to the selected company, it has been observed that the entity is existing in
various places worldwide. This reach is making the entity to face various ethical issues in terms
of varied beliefs, values, cultures, religions, etc. All these challenges are putting large influence
on the business operation and their efficiency. Further, the existing practices of the Marks and
Spencer are not much impelling in dealing with the rising ethical issues that can harm it.
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1.3 Research Rationale:
The 21st-century leaders have to deal with the emotions of the employee to make sure
about their performance over time. Apart from that, it is the foremost responsibility of the leaders
to choose the right person for the right post (Mukkelli, 2015). There are many other tricks which
a leader has to adopt in order to control several adverse situations. On the other hand, most of the
21st-century leaders have to face some problems regarding the access information aiming to
assess most relevant information (Theodorakopoulos and Budhwar, 2015).
Actions of the leaders and managers are subject to complete maximum works within
minimum period. As employees are the elementary part of a profit making organisation so
leaders required being more focused regarding the performance of the employee from the very
first day. In order to meet the goal of the organisation, it is important to motivate the employee to
perform for a common goal. According to Olsson, (2013) in the 21st century, people are more
conscious about the using of an internet and cyber crime. One of the biggest challenges for most
of the business leaders is to access the right information and differentiate it from the other
exponentially earliest information.
The major leadership challenges can be characterised into three parts, market forces,
leadership competencies and people issues. Market forces issues would control to drive change
in the small scale and large scale organisations from the macro level (Mau, 2017). This also
involves supply chain and the role of the external stakeholders who are important to create
supply and demand in the competitive market. Another objective of the manager is to assess the
market demand for the respective product and service aiming to meet the demand with the proper
and adequate supply. This also enables the leaders to avoid the extra cost of the inventory
accumulation and thus maximise profit over time (Masood, 2016).
In above issues sheds light on the specific technical expertise that a 21st-century leader
needs to adopt to cope up with the dynamic market structure. Most of the large-scale
organisations use to maintain economies of scale, which involves the market forces (Muyiwa and
Biodun, 2012).
1.4 Problem statement:
The role of the leaders and managers in profit making organisations is still debatable
based on their performance the present consequences. However, in this research, problem
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statement enables the researcher to specify the main issues faced by the 21st-century leaders and
managers while they are involving in the decision-making process (Soliman, 2015). Based on
these issues leaders are expected to choose the right leadership style in their own professional
life. On the other hand, with time being the workforce continues to grow more diverse. People
are more likely to reveal their intelligence and productivity where they might have the
opportunity to earn higher (Landy and Conte, 2016).
As the employees maximise their productivity the performance of the organisation also
increases over time. According to Berman et al. (2016), most of the 21st-century leaders'
disadvantages are they keen to follow the traditional process to motivate the staffs and the other
stakeholders with their capability and power to control. In most of the developing nations, there
sustain a gap between skilled employee and their remuneration. This actually resists the
employee from being employed in the right position (Lussier and Hendon, 2014). Thus, the
leaders require providing proper remuneration in order to attract or retain the best people.
Secondly, leadership issues also affect the modern organisational activities. In these
decades managers become more attentive regarding the stakeholders activities. Thite et al.
(2012) opined those organizations, which are having shares and bonds in the open market are
largely depends upon the stake holder's activities. Leaders required to be rational on the ground
of the profit making where any kind of bias towards any stakeholder might reveal negative
effects. Constant training, job changing, career changes and retraining become the norm in the
21st century (Bush, 2013). After completing 30 years in an organization, and getting a gold
watch might be anachronistic for an individual employee.
1.5 Research aims, objectives and questions:
1.5.1 Research aim:
The major aim of conducting the present undertaking is "to analyse the ethical issues and
challenges faced within leadership concept in 21st century.' This research will be conducted on
the organisation, Marks and Spencer. In addition to this, the research is also focused on resolving
these ethical issues faced in leadership.
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1.5.2 Research Objectives:
 To analyse the role of leadership in Marks and Spencer in context of 21st century.
 To identify the forces of 21st century that creates ethical issues in leadership practices of
Marks and Spencer.
 To assess the significance of identifying the ethical issues faced in leadership practices of
Marks and Spencer.
 To identify different ethical issues faced in leadership of Marks and Spencer in context of
21st century.
 To study the impact of ethical issues faced in leadership of Marks and Spencer in context
of 21st century.
 To recommend the ways in which Marks and Spencer can overcome ethical issues in
leadership.
1.5.3 Research questions
1. What is the role of leadership in Marks and Spencer in context of 21st century?
2. What are the main leadership issues in Marks and Spencer?
3. How ethical issues impacts Marks and Spencer in context of 21st century?
4. What are the recommendations for overcoming ethical issues of leadership in Marks and
Spencer?
1.6 Significance of the research:
Leadership is regarded as the most crucial segment of any business. All the
organizational operations are performed under these leadership tactics. However, the
globalization has raised various issues in front of the leaders especially in context to the ethics.
This increments is now harming the overall effectiveness of the businesses. Hence, the present
research work will assist in gathering data on the causes that foster the issues. The research is
also important to study as the findings from the work will help organizations in framing effective
tools that can assist its leadership. With the help of this dissertation, reader can gain a through
idea of the impacts of ethical issues on the effective business functioning. Evaluation of the
challenges faced by the leaders is not only significant but also justified in order to maximize
profit and minimize cost. There are many renowned educational institutions which are providing
different management education to train the leaders in a right way. However, there is hardly any
scope to detect all the insufficiencies within a business (DeNisi et al. 2014). Therefore, the
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leaders need to adapt certain modern approaches to specifying the issues in a particular field. It is
evidenced that as the profit making organisations are having the tendency to assess the market
demand for the particular good and service so it would be better to speculate the quality
demanded rather than manipulating the business report (Mukkelli, 2015). In these days leaders
are seeking for a skilled analyst to detect the upcoming market price and quantity demanded a
particular product.
1.7 Summary:
The introduction section of the present research is aimed on the rationale and significance
of conducting the work. This section further provide the impact of globalization on leaderships
that is influencing to conduct a research on the same. This introduction section of the dissertation
also covers the aims and objectives that will be gained. Along with this, basic guidelines can be
gained from this which will assist researcher in moving right direct as to accomplish in a
stipulated time. In addition to this, the described part also covers the questions that will be
covered in the undertaken work.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
The literature review section focuses on dissimilar theories and models aiming to
demonstrate several issues faced by the leaders of Marks and Spencer in this 21st century.
Objective of the literature review section is to discuss brief of the leadership theories. Moreover,
this part has demonstrated the factors influences the effective leadership and the factors related to
the efficient leadership practices. In addition to this, different ethical issues faced in leadership
will be discussed in the present section of the undertaking. Apart from that, this section provides
a better understanding of the research which enables the researcher to meet the research
objectives. A gap of the literature also would be mentioned in the chapter to reveals the gap
between the present theories and the earlier concepts.
2.2 Gap of the literature
Since decades, there are many researchers who have been researching on the various
issues and challenges faced by the leaders. However, a specific emphasis on the ethical issues
that come in the way of effective leadership is least focused. In this research, the researcher has
presented various theories and models related to the leadership concept. The researcher also has
tried to specify the possible loopholes which might require extensive research work in the
upcoming stages. In order to detect most significant issues that the 21st-century leaders are
facing at present, an organization is selected for the in-depth knowledge. In addition to this, the
role played by leadership in the 21st century will also be analysed in the present research.
Further, the major issues of this era will be mentioned. This undertaking will further emphasise
on the impacts of ethical issues that affects the organisation.
Based on the information has taken from various articles and journals research has
analysed the significance of the leadership in a profit making organisation. The era of
globalisation has implemented different ethical issues in the way of achieving the maximum
profit. This undertaken research work will assist in addressing these challenged by making use of
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the most relevant and suitable tactics. These concepts are highly effective in building a good
leadership picture within an organisation.
2.3 Conceptual Framework
This section of the literature review is effective in creating a link between different
ideologies and theories to develop a better understanding of the research topic. Moreover,l this
part of the research assist in maintaining an effective flow of work by revealing significant
theories and models. This framework is further important in the distinction of two different
topics by making use of the relevant models associated with them. The two major aspects of
using this tool is to stay bound and focused on the study. The research objectives are assumed as
variables and then a comparison is made with the theories and models, which are regarded as the
invariables.
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Illustration 1: Fundamentals of conceptual framework
(Source: )

2.4 Theories of leadership
The main purpose of the leaders is to identify the skills of individuals and use that to
reach targets. They try to evaluate performance and moral values of their workers. Though, these
leaders have some weakness (). Those leadership aspects did not clearly identify the working
area. Such as it did not clearly mention that of which is it will be applicable. In addition, it
focuses on individual performance rather the group performance. However, a success of a term is
determined by group success. This theory not clearly determined and explain behavioural factors
those will influence the workers (). Lastly, there is no specific link between outcomes of positive
work and transformational leadership.
In case of leadership, different theories are present to understand the concept of
leadership. Some theories are as follows:
2.3.1 Behavioural Theory:
Behavioural theory of leadership is identified by different factors of leader’s behaviour.
These human behaviours have related the work of human as well as related to their skills,
concept and knowledge. Behaviour can be the best way to influence leader to work. Motivational
aspect is part of human behaviour. Human behaviour has a responsibility to understand potential
as it is related to human own aspect. Motivational factors help leaders to not only motivate
themselves but also their works. Humans or leaders are easily motivated to reach their goal and
achieve success. They motivated to ensure their higher position in organisation. () commented
that not only faith but reword in organisation also motivate leaders. Behavioural aspects leaders
are focused on motivating their works in different ways. As per the market condition, they
change their behaviour to achieve their target. Their personality, knowledge and communication
are important in this aspect. The behavioural theory has many, limitations such as they are is no
specific mention of how they will relate to different position in market.
2.3.2 Transformational theory:
Transformational leader’s always try to encourage and inspire their works to achieve
some extraordinary targets. In view of (), this theory tries to create positive changes into the
works to ensure organisational success. This leader wants to motivate individuals’ leaders and try
to change their way to face any problem. These leaders try to satisfy individual needs. Taking
unexpected challenges, individual improvements and setting challenging targets are main work
of the leaders. In that case, they inspire and motivate the works. The main purpose of these
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leaders is to identify the skills of individuals and use that to reach targets. They try to evaluate
performance and moral values of their workers. Though, these leaders have some weakness.
Those leadership aspects did not clearly identify the working area. Such as it did not clearly
mention that of which is it will be applicable. In addition, it focuses on individual performance
rather the group performance. However, success of a term is determined by group success. This
theory not clearly determined and explain behavioural factors those will influence the workers.
Lastly, there is no specific link between outcomes of positive work and transformational
leadership.
2.3.3 Transactional theory:
The transactional theory is contradictory of Transformational theory. In this case, the
leaders refocus on the group performance and supervision and management of works. In view of
(), in this process the leaders are following both rewards and punishment process to influence
their workers. They are not conscious about changing the future they want to make present work
sufficient. They pay attention to their work to identify the faults of workers. This type of
leadership is beneficial in time of emergency and crisis. They are mainly focused on the process
not the future potential of their work. They motivate workers by giving rewards for good work
on another hand they give punishment to such works who fail to complete their works. They
work for existing systems. They think to solve problems inside their organisation and try to solve
outside problems. In this case management by exception helps to maintain status and workflow
within organisation. The contingent rewards ensure good and quality of performance. Both
Transformational and Transactional theory are helpful these are slightly different from each
other. The main difference is that one for work self-interest satisfaction and other one work from
group interest satisfactions.
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Figure 2.2: Theories of Leadership
(Source: )
2.4 Role of leadership
According to the views of (), leadership is the most important segment of an entity that
assures the attainment of organisational goals and objectives by applying suitable strategies. It
has been observed that there are various crucial roles and responsibilities underpinned by a
leader that assures attainment of organisational goals and objectives. Some major roles of leaders
involves motivating employee, maintaining work effectiveness, etc. In order to make business
run effectively, it is essential to have an effective leaders that performs all the tasks
appropriately. It is the role of a leader to maintain effective communication between the
employees so that healthy work environment can be developed. In context to manage the work
effectively, it is the function of a leader to assure the proper allocation of work between
employees. Further, an effective leader manages time and for this every task is segregated into
smaller ones and deadline is setted with all so that they can be achieved in a stipulated time
frame. This, in turn, brings work effectiveness that later enhance the performance of
organisations. Hence, leaders are the most significant part of an entity that are essential in
increasing the business value.
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2.5 Different factors that influence effective leadership
A successful leader has to maintain certain rules and ordinances to attain a sustainable
growth in professional life. These directives not only help the 21st-century leaders to intensify
their performance but also enable them to structure their future goal.
2.5.1 Time management:
Leaders are not able to manage time; they need to manage themselves according to time.
Therefore, punctuality is a very much significant factor that leaders need to adopt from the very
first day. According to (), a leader requires completing maximum works with in minimum time
period aiming to optimise the time. It is possible to minimise the time by adopting effective
manner through active management and energy.
2.5.2 Effective communication:
Effective communication is another momentous factor that 21st-century leaders maintain
in their regime. As per the report of the World Bank, since 2008 there is approximately 48,000
corporate organisations in developed and developing nations which have been practising
effective communication aiming to reduce the resignation rate and other employee related issues.
() argued that an effective communication means there are 80% listening and 20% talking. This
ratio focuses on answering the logical questions which immediately implement the elementary
functions.
2.5.3 Motivation:
Employees need to be motivated as they can be able to balance between their personal
life and professional life. Most of the 21st-century leaders used to arrange effective training
session for the fresher. Apart from that, a leader needs to be rational towards all followers to
acquire a sustainable equality. Motivation and effective communication are the two consecutive
ways which influence the performance of each individual employee and thus the overall outcome
of the respective profit making an organization.
2.6 Issues and challenges faced in leadership:
There are several issues and challenges which creates certain unfavourable situation in
the workplace. These issues or challenges faced by the leaders creates barriers in making their
leadership effective.
2.6.1 Leading a team:
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Leading a team is a common problem faced by most of the 21st-century leaders. Leading a team
includes building a team, developing a team and managing a team. It is very important to support
a team to reveal the maximum outcome in a particular period. I there is a lack of cooperation
within the team then it might create certain challenges for the leaders.
2.6.2 Developing employee:
Evolving employee is subject to develop a team. In most of the cases labours are likely to
increase their performance; there is an increase in the monthly remuneration. In order to increase
the performance level of the individual employee, a leader needs to provide some attractive job
appraisal which immediately motivates the employees in the own roles.
2.6.3 Developing managerial effectiveness:
This is the most significant challenge for the 21st century leaders to control the managerial
effectiveness such as strategic thinking, prioritisation, time management, decision-making and
effectiveness towards the work. This entitles all the employee to perform in the workplace.
2.6.4 Guiding change:
Due to frequent technological up gradation leaders are facing several challenges in managing,
leading change, mobilising understanding the changes. Guiding change consists of knowing
several ways to mitigate consequences, deals with the empolyees’ action and reaction over time.
2.6.5 Dealing with internal stakeholders:
This is another challenge that leaders face while dealing with the internal stakeholders. The
production process largely depends upon performance of the external and internal stakeholders
and their behaviours towards the respective organisation.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research methodology is a process through the whole research work, prediction, analysis
and explanation of research phenomena are conduct. It is a systematic approach to which
research process carried out in a structural form. In this case, the researcher selects different
methodology, which is best for the research work to complete the research project. With help of
the appropriate methodology tools, the researcher was inspected several issues and challenges
that are faced by 21st leaders by considering role of HRM. Scholar has examined various ways
that can be adopted by leaders in order to resolve adverse situations of the organization. The
methodology process clarified the role of Human Resource Management in respect to control the
changing aspect of leadership.
3.2 Research onion
Research onion is a framework that indicates all process and stages those are required in
time of conduction the whole research process. Each stage of research onion describes the
process strategy of the research work more efficiently. In view of Saunders et al. (2009), It is
suitable for almost every type of research work. Research needs to cover all aspects of a research
onion in the course of a research project. In this process, the researcher covers all six stages of
research onion, which was beneficial for research result. It mainly has six stages those stages are
philosophies, approach, choices, time horizon, strategies, procedure and techniques. In this
research work, the researcher tried to conduct all process that can support in identifying issues
and challenges faced by the 21st leaders by considering the role of the HRM.
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Research onion
Illustration 2: (Source: Saunders et al. 2009)
3.3 Research philosophy
Research philosophy is a nature of understanding the concept and knowledge of the
research topic. Base on the understanding of researcher the process and methodology was been
selected by researchers. It is important to understand the concept and idea about the topic that
needs further investigation. O'Connell (2014), commented that the proper selection of research
philosophy made justification about reaching goal and target. There is mainly there types of
research philosophy positivism, Pragmatism and interpretive. In a case of positivism it is highly
structured and mainly deals with primary quantitative data analysis. Pragmatism is a mix of the
primary and secondary data analysis.
However, the interpretive research philosophy mainly has a small sample but depth
analysis. It mainly focuses on qualitative data analysis techniques. Specifically for this research
work, the researcher selects the interpretive method as it is based on primary, secondary and
qualitative data analysis method. The interpretive focuses on the issues of the topic and tries to
identify and reflect different issues related to the topic. It is beneficial for analysing the cross
cultural aspects of a different organisation, issues relating to leadership and factors of leadership.
Thus, for this research work, the selection of interpretive philosophy is justifiable to get a
valuable result.
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3.3.1) Justification
The main reason of selecting this tool was to carry out the investigation in effective
manner by involving theories and models into the study. Entire research has involved only
qualitative data thus, interpretivism philosophy is more suitable. Positivism technique is applied
in quantitative type of investigations where researchers have to involve figures, statistical data
into the study. But in the present study on several issues and challenges faced by the 21st leaders
by considering the role of the HRM scholar has not used any statistical data thus, use of
interpretivism technique was appropriate. It has supported in developing understanding about
issues related to leadership and HRM in the organization and ways to resolve adverse conditions.
Illustration 3: Research philosophy
(Source:O'Connell 2014)
3.4 Research approach
There is mainly two type of research approach. One is deductive and another one is
inductive. In the case of deductive the researcher first, try to assume any general phenomena or
theories. Form general hypothesis the research try to evaluate the specific result from the
research work. On another hand, the inductive approach moved from specific to general result. In
this research work, qualitative approach has been conducted, which can be used with deductive
approach. In the case of formulation of new theories, the inductive approach can be selected.
Specifically for this research work, the deductive qualitative approach has been chosen. In view
of Antonakis and House (2014), this was beneficial for the researcher as it was be based on
22

general assumptions and factors related to the challenges and problems to 21st-century
leadership and ways through which leaders can resolve adverse situations in the organziations.
However, from such general assumption, it was specifically evaluating the role of Human
Resource Management. Therefore, the deductive and qualitative approach has been chosen based
on the conceptual framework on the research topic.
3.4.1) Justification
The deductive and qualitative approach of research methodology helped to explain the
specific relation between two factors of the topic and try to make a specific assumption based on
them. In this case first, the concept of general theories is established and then specific knowledge
was generated. Deductive approach supports in conducting investigation from general to specific
manner. It is the type of tool which starts with theory related to topic and move towards specific
hypotheses. Thus, use of deductive approach was suitable tool for the investigation it has
supported scholar in identifying issues that are faced by 21st leaders by considering role of HRM.
It has helped in formulating hypotheses between interdependence between leadership and HRM
practices. By testing these hypotheses' scholar has got to know about leadership issues and ways
to solve adverse situations.
3.5 Research design
This is a part of research methodology that explained the process that how the whole
work of research was conduct. It justified the selection of the research tools and approaches.
Research designs are mainly three type of research design those are descriptive, exploratory
explanatory. The descriptive design is helpful for reflection of the participants in the research
work. Both quantitative approach and descriptive design are interns related to each other. Mosset
al. (2014) commented that in the case of exploratory design it is an explanation of past issues
those have a proper explanation and through research. It was help future researcher for further
research in the same specific area of research. In the case of exploratory research is basically
explaining each factor a related to the research work. Specifically for this research project, the
exploratory research was appropriate as it is based on interpretive, deductive and quantitative
research methods.
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3.5.1) Justification
The exploratory design helped the researcher to identify the past aspect of the issues of
leadership and was trying to link up with 21st century's aspect. Thus it provided data and
recommendation which can be used for future research as data. Thus, the selection is appropriate
in the context of research. Research has clear case and effective between issues and role of HRM
practices. It has supported scholar in developing link between issues of leadership and HRM
practices. By this way scholar has become able to give answer to the research questions which
was based on issues and challenges faced by 21st leaders by considering role of HRM.
3.6 Data Collection
There mainly two type of data collection method one is primary and second is secondary.
As per primary data collection method, the researcher was collecting different data and
information through various interview and survey. In view of Antonakis and House (2014),
Primary data collection helps to identify the social aspect and point of view. In the case of
secondary data collection the researcher collect information from various journals, articles and
books. This provided realistic and justified information as it already researched by some other
researcher. The information is very specific and was given not only present aspect but also past
scenario. For this research, the researcher is selecting the primary and secondary both methods of
data analysis.
Primary data was used in the investigation, for that scholar has applied questionnaire
technique. Individual has involved open and close ended questions in order to gather realistic
information about subject matter. Researcher has sent questionnaire to the respondents through
email. On other hand secondary data also be used by instigator. Individual has used earliuer
literatures in order to develop understanding about several issues by by 21st leaders by
considering role of HRM. Therefore, the researcher was getting information, that how HRM is
development from past year and what is their role in a case of managing leadership problems.
The selection of secondary data analysis process is beneficial and effective for the whole
research process. The availability of logical and valuable data and inspection of them provided
quality results
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3.7 Sampling method
Sampling is a part of methodology as it selects specific size and technique of sample
through which further data analysis plan was conducted. Comparing to quantitative approach
with qualitative approach the sample size is smaller in case of the qualitative approach. As per
view of Hoch and Dulebohn (2013), the sampling techniques is also simple in deductive
qualitative approach. The researcher makes the size of sample small to through research. The
depth research of secondary source provided knowledge and understanding of the topic regarding
current situations. The researcher selected the inclusive and exclusive technique as sample
technique.
Convenience sampling has been used by the scholar in the present invstigation.
Individual has selected such samples which are easily available and convenient. The sample
size and sample techniques are appropriate for the researcher project. This was help researcher to
get valuable and recent data regarding the research topic. Researcher has selectedf 10 managers
of marks & Spencer in order to gather information about challenges faced by 21st leaders by
considering role of HRM.
3.8 Data Analyses plan
In order to analysis the primary data scholar has adopted thematic analyses tool. Through
charts and graphs individual has become able to present information about issues faced by 21st
leaders and ways to resolve adverse situations in the organization. Apart from this scholar has
also analyses data by using secondary data.
The researcher has a proper and strategic plan for data analysis the researcher get from
various secondary sources. First, the researcher identifies the specific sources and selected the
tools and techniques of methodology. After having proper knowledge the about the purpose of
research the researcher proceeded further. In a case of that, the researcher inspects and analysis
in depth of each and every single journals and article. For the first month, the research
understands the main aim and objective of research and selected some specific and current
articles and journals. In the second month, the researcher had through and deep research of single
secondary source along with that the research was avoided unnecessary information for such
secondary data and information. In the third month, the researcher tried to find the key factors
25

and issues related to the 21st-century challenge of leadership. In the fourth month, the researcher
tried to understand the main changing aspect of Human Resource Management. In fifth to
eighth-month, the researcher tries to link up the concept of leadership with HRM. Lastly, for nine
to twelve months the research try to find a solution and recommend along with that the
researcher was trying to find limited aspects of the whole researcher project. The researcher used
own knowledge and concepts regarding data analysis as it are qualitative and secondary data
analysis process.
3.9 Time Horizon
The whole project conducts in 12 months. First, one to two months the research focuses
on aim and objectives of project. Third to eight the researcher explains and analyses each key
factor related to the several issues and challenges faced by the 21st leaders by considering the
role of the HRM. Last five years journals and articles related to this topic analyzed thoroughly
within 12 months for this research work. Lastly, from eight to twelve months the researcher find
solution and recommend improving situations. Along with the researcher identified limitations of
own work while conducting a project.
3.10 Accessibility issues
The researcher faced some issues related to accessibility of some private cite and source
in case of getting secondary journals and articles. Apart from this scholar was facing issue in
getting permission to ask questions with the managers of Marks & Spencer. Initially higher
authorities of the hotel have not given permission to the researcher. Apart from this respondents
were not ready to get involved in the investigation. But researcher has make both undertaker
about the necessity of this research and benefit of it. By this way higher authorities and managers
of the company have given their concern for the same. There are some private cities those cannot
be accessed without permission of the owners of that site. Therefore, the researcher can not be
able to get the permission of such cities. Further the reliability of such information those get
form different secondary source was an issue for the researcher. There was a question of
authenticity of information that generates from various cities. Again, there is an issue of
reliability of data. Those data may be authentic, however, can be not realistic in some case. Some
case journals can be older than last five years. In that case journals not provide appropriate data
26

in case of issues related to 21st centuries. The researcher faced issue regarding the reliability of
data. It was difficult to find journals and articles those are current and authentic as well as full of
information.
3.11 Ethical consideration
In a case of conduction, the whole work the researcher followed all ethical rules and
policy. The researcher was bounded by the Data Protection Act, 1998. The researcher did not
disclose any information generated from different sources to other cities. The rescuer did not
access privet sites without permission of the owners of that sites. The researcher followed all
rules and regulation and policy in a whole research project. The research did not copy any
information from any source. All recommendation provided by the researcher was based on
researcher's own conceptions and knowledge.
Scholar has not revealed identity of respondents with others. All data that have been
collected are keep secure in password protected computer. Researcher has taken permission of
the respondents and have sent them consent form first. After getting their positive concern
individual has conducted study on issues faced by leaders of 21st and role of HRM.
3.12 Research limitation
Scholar was having limited time which has created little problem for the scholar.
However, researcher has effectively utilized time and has completed dissertation on time.
Involvement of respondents in order to gather primary information was time taking process, but
proper scheduling helped the scholar in meeting with its objectives.
3.16 Summary
In this dissertation scholar has used interpretivism philosophy. Individual has sued
primary and secondary data collection sources which has supported in gathering in depth detail
about issues face by 21st leaders and role of HRM. Furthermore, scholar has ensured ethical
aspects and has not done any unethical activity which can create complications in the future.
27

CHAPTER 4: DATA ANALYSES, INTERPRETATIONS AND FINDINGS
4.1 Introduction
This chapter discusses the various data and interprets them. This chapter also argues
between different findings and information. This chapter highlight all areas of the research
findings. This chapter evaluates various journals and articles. Different data that generate from
secondary sources have a comparative analysis. In addition, limitations of such journals also
explained in this aspect. As here qualitative research method has been chosen it provided depth
analysis of data from each journal and articles. The sampling technique of data analysis helped
the researcher to get a quality and valuable result. Apart from this scholar has applied primary
data analyses tool as well in the current dissertation.
4.1 Primary data Analyses
Theme 1: Major challenge related to leadership in context to 21st century
Balancing needs of organization and needs of
people
4
Staying motivated 2
Maintaining focus 3
Building a team 1
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Interpretation: From the discussion it is analyzed that 4 out of 10 respondents have viewed that
balancing needs of organization and needs of people is the most major issue faced by the leaders
of the companies. On other hand 2 out of 10 answers have said that staying motivated is the main
challenge for the firm. Whereas 3 participants have said that maintaining focus is very difficult
for the leaders. From the above discussion it can be interpreted that maintaining balance between
needs of employees and organization is difficult. Because both they have unique perception. In
the absence of effective leadership skills, leaders may get failed to perform their duties well.
Theme 2: Issues of leadership impact on business activities.
Yes 7
No 2
Not Sure 1
Interpretation: From the discussion it is analyzed that 7 out of 10 answers have replied that
issues of leadership impact on business activities to great extent. On other hand 2 out of 10
respondents have said that no it does not affect operations. From the above discussion it can be
interpreted that if leaders face any problems in the organization then individual fail to manager
team well, due to which performance of employees get affected. By this way entity failed to
accomplish its objective significantly.
Theme 3: There is interdependence between leadership and HRM practices.
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Strongly agree 3
Agree 5
Disagree 2
Strongly disagree 0
Interpretation: From the above discussion it is analyses that 3 out of 10 answers have replied
that they are strongly agreed on the point that there is significant interdependence between
leadership and HRM practices. On other hand 5 out of 10 respondents have answered that they
are agreed that there is interdependence between both aspects. Whereas 2 answer's are disagreed
with this point. From the above discussion it can be interpreted that there is strong
interdependence between both because if leaders are facing critical issues then HRM fails to
perform its duties well. Because if leader is unable to maintain balance between people and
organization then it may create complications in retaining skilled workers in the workplace for
longer duration which is the duty of HRM.
Theme 4: Best way to overcome issues of leadership
Goal setting 2
Developing relationship with employees and
team members
4
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Enhance communication 3
Involvement of employees in decision making
process
1
Interpretation: From the above discussion it has been analyzed that 4 out of 10 answers have
said that by developing relationship with employees leaders can overcome issue of making
balance between needs of people and organization. It will develop trust of the workers and they
will contribute well in meeting with the common objective of the firm. On other hand 3 out of 10
answers have replied that enhancing communication is the best way that can support in
overcoming leadership challenges. From the discussion it can be interpreted that developing
relationship and communication can be better for the leaders to resolve adverse effective.
4.3 Secondary data analyses
4.3.1) Interdependence between leadership and business success
In a case of every enterprise, leadership is important to achieve success. Leadership
improve the professionalism and quality of performance. However, there is various case of
failure of leadership. In view of Latham (2014), organisations are expanding their area. They
have a numerous number of stakeholders in this corporation. Their focus was to increase for their
31

investors and stakeholders. This a reason of the failure of leadership that they are unable to
handle the extreme amount of work pressure in the workplace. The firm needs a leader who will
understand people and community are essential for them. There is a wide variance among
different opinion and no clarity that how much such opinion will work. The extremely
complicated chain management in an organisation makes situations unpredictable and risky for
leaders. According to Latham (2014), there is no specific theory of leadership that can explain
the current leadership problem regarding 21st century. Over last 30 years, the most used and
complementarily theory of leadership is transactional and transformational theories. The
leadership improvement is necessary to overcome the complex situation of the organization. If
leaders does not perform their work properly or face many complications then it may create
issues in completing the organizational tasks. By this way overall aim of the firm will not be able
to accomplished. DeRue and Myers (2014) argued that there is no interdependence between
leadership and business success because leaders are just to lead the team. They can not affect
business operations. Each firm has its own policy which has to follow by all employees. If they
follow it properly then it may help in gaining success to the business. Leaders need to change
their style of leadership such as behaviors activities. Behaviours and activities vary from leaders
to leaders. In some case organisational culture, systems are responsible for activities of leaders.
These are external factors that affect leadership. Individual style is internal factors that affect
leadership. Stakeholders are also part of leadership. This article mentioned that 21st-century
theories are not effective for present analyses of leadership; however, it did not mention what
will be effective theories. It mentions about internal and external factors of leadership but did not
mention how leaders will deal with external factors.
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Illustration 4: Framework for future leadership research
Source:(Cutler, 2014)
4.3.2) Impact of leadership on business
Another discussion aspect in the current dissertation was impact of leadership on
business. From the secondary research it is analyzed that DeRue and Myers (2014),
organisational transformation is the basic reason of development of leadership. They are
focusing on individual satisfaction to reach an expected target of the organisation. However,
leading a group is a social process. A group work under the leadership of one person to achieve a
specific goal of an organisation. There are mainly two type one evaluate the capacity of
individual results and another look over the capacity of group development. Past articles focus
on individual development, however, this focus on both aspects of leadership. In view of DeRue
and Myers (2014), in the case of improvement of leadership preparation of PREPARE of the
organisational framework are necessary. PREPARE means purpose, results, experience, the point
of intervention, architecture, reinforcement and lastly engagement. Purpose means involvement
of organisation needs and requirements those need leadership. Results meet the target and goals
of the organisation for those leaders will work. Experience the internal style and activities and
33

knowledge that will leaders engaged in time of their course of works. The point of intervention
means the desire of development of leadership in the context of the organisation. Architecture
means organisational features. Those features will encourage leaders and help in their
development. Engagement means how individual and group members are interconnected with
each other and work as a group to evaluate the organisational performance. This article proved
the organisational concept, however, did not mention what are exact challenges that leaders face
in course of their work. They focus on both individual and group leaders, however, did not
specify method what is more beneficial at the time of emergency and critical situation. Further,
the articles provide some future potential research needs. Such as, it indicated that further
development of leadership is required by various point of intervention. In case of development of
leadership in an organisation link between cause and purpose is necessary to make proper
leadership strategies. Reinforcement and innovative motivational aspects are necessary to
develop leadership and increase the experience of leadership.
On other hand DeNisi et al., (2014) argued that leadership does not have impact on
business because HR policies and workplace environment impact on the mind of employees. If it
is good then people will perform their duties well. It will support in developing relationship
between higher authorities and workers without presence of leaders. Thus, there is no huge
impact of leadership on business.
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Illustration 5: PREPARE organisational framework
(Source: DeRue and Myers 2014)
4.3.3 Issues face by leaders of 21st century and Suitable leadership theories to deal with
critical situations
As per the view of Mukkelli, (2015) it is very difficult for the leaders to maintain
equilibrium between needs of people and needs of organizations. Entities always want skilled
labour those who can retain in the workplace for longer duration. On other hand employees want
healthy workplace environment and attractive pay scale. In such condition leaders have to face
critical problems because objective of th both persons are differed from each other. In such
condition some times conflict get arisen which impact on overall operations of the business unit.
Theodorakopoulos and Budhwar, (2015) stated that each person has its own perception to work.
If company is not providing them attractive pay then they will feel demotivated and will not
35

contribute well in achieving business goal. In such condition leaders face difficulty because in
such condition it becomes very difficult for them to motivate staff members and retain them in
the corporation for longer duration.
There are any challenges that leaders have to face in case of dealing in the practical field.
The theoretical and practical difference is present in the organisational performance. Van Wart
(2013) commented that the basic way to deal with a difficult and complex situation and strategic
planning. Nowadays all type of leaders is facing some contemporary challenges. First challenges
that they are facing is motivating their employees in department basis. Again, the leaders are
facing problem in collaboration of work between all departments (Jackson et al. 2014). Leaders
need to develop collaboration between all departments to work in a systematic way.
Collaboration is not possible as because organisations are increasing their working area and
targeting international markets. Performance management is beneficial for improving the
organisational activities. In addition, many public sectors are increasing performance
management to develop their performance.
Illustration 6: Theoretical Framework
(Source: Jackson et al. 2014)
36

In 21st century leaders can use a simple framework to deal with such complex and difficult
situations. In view of O'Connell (2014), this framework helps leaders to change their perception
with changing situations and self-developments. The leaders adopt new levels, experiences,
context, and complexity over changing situations. The framework has five belief or strategies
such as learning, service, flaneur, reverence and authenticity. Leaders are important to motivate
and influence the performance of CEOs, Governments and ownership. There are many external
and internal factors that influence the performance of leadership (Van Wart 2013).
Strategic Human Resource Management is basically a structure that provides effectiveness and
contribution of HMR in case of achievement of business success. Strategic HRM takes part in
time of taking valuable decisions. Accordingly, in view of Jackson et al. (2014), aspiration
framework can define the strategic Human Resource Management as there are many internal and
external factors those include in identification of the importance of particular work. External
factors that influence a HRM are such like injuries, union, labours, market policy and
regulations. Internal factors those influence different strategic HRM such as objectives of
organisation, organisational cultures organisational structures and such others. After considering
all relevant factors HRM identifies type of leadership and identify their working challenges.
(Festing and Schäfer, 2014).
37

F
Illustration 7: Framework model of shared Leadership
(Source: Hoch and Dulebohn, 2013)
According to McCleskey, J.A., (2014), to bring knowledge and understand of problem of
leadership in the 21st century three theories can be taken into consideration. These theaters will
help to identify needs of leadership in the context of 21st century. The specific three theories for
the development of leadership are a transformational theory, transactional theory and situational
theory. A situational leadership is based on rational concept of leadership based on an
understanding of the current situation. It doesn't entertain the concept of a group of followers.
These situational leaders are beneficial to handle critical situations and it is helpful to handle
critical small groups. It is one of the popular theories of leadership. The transformative level of
leadership focus on individuals’ skill and try level up their knowledge and experience, they are
concerned about the positive aspects of individuals. It focuses on targets and goals of
organisations. This leadership identify interest with their followers and work together to achieve
some and goals of companies. In a group format, they avoid any risk and unnecessary problems.
They work together to achieve targets of the organisation.
Morden aspect of leadership is required for use of group improvement and strategies of
leadership. Historical leadership concept focused on the development of individual skill. As per
rapid growth of organisation structure leaders need to increase their skills. This article is too
38

specific to three theories of leadership. There are much more theories regarding leadership
concept. They did not specifically identify what are challenges faced by leaders. It's only concern
about the theories of leadership, not practical approach those will affect leadership activities.
The scale of development is the parameter which measures the performance of the profit making
organisation in this 21st century. Du Plessis and Sukumaran (2015) mentioned that work
practices are limited. There are several researches which have done on the HRM practices and its
effectiveness. According to the report of the World Bank and the International Monetary Fund,
approximately 495 firms who are performing in the global business market started to practice
HRM since 2001 (DeNisi et al. 2014). HRM practice not only implies the grievance procedure,
attitude assessment, job design, labour participation and incentive compensation. There are many
other invisible things which the management team needs to keep in mind aiming to meet the
business goal.
4.3.4) Role of HRM practices
In the year 2012, the government of UK had arranged a survey on the Ipswich city
(Mukkelli, 2015). The objective was to assess the effectiveness of HRM practice within the
profit making organisations. However, the finance departs of the UK government was suggested
to undertake all the none profit organisation to reveal the performance of the human resource
management team (Theodorakopoulos and Budhwar, 2015). The report disclosed that, there were
hardly any cases where the recruitment could find the properly trained employee for the higher
post. In that cases, human resource management team used to provide a training session in order
to make the recruited staff skilled and knowledgeable. Approximately 40% of the overall
population in Ipswich city agreed with the justification of the training session in the time of
recruitment (Olsson, 2013). The quality of work life, job satisfaction level is the main inputs to
the production process. 20% people are agreed with the pre training process which implies that
the employee is supposed to be skilled for the respective post (Mau, 2017). On the other hand, in
a case of information sharing process management team members are responsible for
recognizing the right way to detect the significant and reliable information. The entire survey
was gone through a statistical analytical process, where the significant value was 0.002, which
denotes that the variables which had undertaken in the process to support the HRM practice
significantly influence the organisation's profitability (Masood, 2016). Apart from that, the
39

positive correlation between the endogenous and exogenous variables reveals that there is a
positive correlation between the variables. Scale validation is the another part of the HRM
practices this executes the relationship between the performance scale and the work force of the
HRM practices. The p value of the statistical test is less than .001 which discloses that the value
is significant at 99% confidence interval level (Muyiwa and Biodun, 2012). More than 763 firms
in the overall UK have been practising HRM strategies in order to enhance their performance. In
between these 763 firms, 590 firms had achieved the success level whereas the rest were unable
to attain good performance. The UK government has checked the financial performance of each
firm who had practised the strategy since 2012 to 2013 (Soliman, 2015).
In these decades, most of the developing nations like India, China, Japan, Sri Lanka have
been adopted effective HRM strategies to accelerate the economy. These nations also have
arranged several training sessions to grain the management team members. However,
performance of the organisation might vary over time (Landy and Conte, 2016). As per the
report of the World Bank, there is more than 450 employees who had raised their voice in the
year 2013 in Sri Lanka. According to the report of the Sri Lankan government, they had
launched complain over the training session (Berman et al. 2012). Furthermore, there were many
firms and the other financial institution where the management was lacking properly skilled
labour due to lack of capital. Within a year the government had subsidised the organisation
which was lacking capital and hardly any scope for research and development. According to
Lussier and Hendon (2014), in India, small scale organisation is unable to provide training
session due to lack of potential trainer. Although, some of these small scale organisations are
having enough capital to provide training session they use to avoid the training session in order
to maximise their sales and profitability. At the end of the year, the organisations are enabled to
attain profit margin but not maximum profit. Du Plessis and Sukumaran (2015) opined that
happen that the organisation is consists of certain unskilled labours who are giving moderate
performance level.
4.3.5) Effectiveness of HRM practices in organization
HRM management main job is to select right employee for the right position. HRM
examine individual skills and check their unique identifications and try to read that positivity to
generate success for an organisation. Hoch and Dulebohn (2013) commented that HRM has a
40

huge responsibility in a case to bring together all of the team members together. They need to
define all functional area of individual and business performance of each team. HRM make sure
that all employees share their knowledge and experience together. In view of Hoch and
Dulebohn (2013), sharing leadership is necessary to assure the success of management. Leaders
of each department needed to share their views and experience with each other. This helps to
identify problems and try to solve the problem in a group.
All of the teams and their team members work for the same outcome by sharing their
responsibilities. This helps to reduce work pressure and anxiety of failure. In the concept of 21st-
century sharing of leadership is necessary to deal with large areas of organisational structure
(DeRue and Myers 2014). Organisation hire skilled and experienced employees as their tasks are
complex and they need to share their experience and decision with other. Most of the case their
jobs are interdependent to each other. Managing a team and individual managements are part of
team works.
4.3.6) Interdependence between leadership and HRM practices
The implementation of leadership facilitates interpretation of HRM. HRM facilitate the
concept of sharing leadership and responsibility. Sahe of leadership can have two type of
approach such as network based approach and another one is collective way of approach. As per
network based approach responsibilities are shared with individual level on another hand in a
collective way focus on traditional way of leadership proposal (Giauque et al. 2013). Thus there
are four factors that can emphasise the leadership in an organisation. The HRM needs to identify
the effective and true meaning of leadership that will be beneficial to specific organisational
goal.
In view of Donate and de Pablo (2015), there are many different perceptions and concept
of leadership so that HR need to identify what is good for the organisation. In the 21st century
leaders need to improve their knowledge and skills as different complex situation and task are
coming in their way of work. However, HRM needs to improve skills of leader. Experienced and
skilled leaders can handle difficult situations with confidence (Gupta, 2013).
41

Illustration 8: Human Resource Management
(Source: Giauque et al. 2013)
Therefore, HRM is using different coaching, training and motivating programs for development
of their skills. The main task of Human resource management is to provide a structured process
that helps leaders to perform their works in a systematic way. HRM set rules and policies
42

appraisal and performance management for the development of leadership. The collaboration and
maintaining communication between all departments automatically reduce challenges of
leadership in organisation. HRM is working to fix such problems. Leaders need to communicate
with each other to reduce their problems and anxiety. In case of before hiring employees HRM
specifically identify skill and performance of each leader and as per their skills, knowledge and
experienced they are hiring employees .
In 21st century role of Human Resource Management is undeniable to mention the
process stable and ensure the success of organisations. In that case, HRM is pointing some
specific factors like sharing leadership; PREPARE organisational framework, strategic
management and both individual and group leadership implementation. Structural management
can solve challenges of leadership in the 21st century with help from human resource.
4.4 Conclusion
After analyses of primary and secondary data researcher has get finding and denoted in
this chapter. This chapter has given the idea to the scholar about leadership issues, effectiveness
of HRM practices, interdependences between leadership and HRM practices. This chapter has
given an idea about post process of leadership and what are needs for present aspect. HRM
identified different factors to solve the challenging issues of leadership in the 21st century. Thus,
it provides some future possibilities and ways to deal with issue of development of leadership.
The depth analysis of different journals and articles give an idea of the cause and effects of the
current situation. In addition, it provides results of such challenging situations in field of
organisation.
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CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
5.1 Summary of research findings
It is the last chapter in which researcher has summarized data analyses and
interpretations. On the bases of research findings scholar has proposed some key
recommendations through which issues faced by leaders of 21st century can be minimized and
leader can resolve adverse situations. Furthermore, section discusses about research findings,
research limitations and scope of future research as well. Following are the main findings of the
dissertation:
 In the 21st century leaders are facing many challenges which affect their working
performance and leadership efficiency as well.
 Behavioural theory, transform theory and transactional theory of leadership can support
the leaders in resolving their issues and leading team members well so that they can
perform their duties well and can contribute in the success of business unit.
 There is significant relationship between Human Resource Management and leadership.
If leaders feel unable to perform their work well or face too many difficulties then it may
create complication in the business and HR will not be able to implement effective
changes for the improvement in organization.
 The research project specifically identified some challenges those mainly faced by
leadership in course of their works. The researcher identified the strategic and beneficial
methods and tools to conduct the project.
Researcher has further discussed main findings in order to meet with the organizational
objectives.
5.2 Realization of objectives
Objective: to identify the challenges of leadership in a 21st century
The objective of the research work was specific and logical. The first objective of the research
work was to identify the challenges of leadership in a 21st century. This objective can relate with
2.8 section of a literature review. In that case; the researcher identified the main challenges such
44

as leading a team, development of employees, developing managerial effectiveness, guiding
changes and managing the internal stakeholders. Through data analysis process it was found that
the root of all problems was expansion of organisational complexity. Because of difficult task
and pressure, the leaders are facing challenges in all identified areas. With the above findings, it
can be concluded that scholar has successfully achieved objective.
Objective: to evaluate issues leadership problems that affect business activities
This objective can be related with 2.5, 2.8 sections to literature review and 4.32 sections to
chapter data analysis. The researcher identified all challenges and evaluates the same in literature
review and data analysis chapters. Through data analysis, it was found that leadership problem
increase the chance of failure of organisation and the main issue of communication and time
management was one of the major issues of leadership problems that affect managerial
efficiency. The literature review chapter identified and evaluates all factors of leadership
challenges. Thus, the second objective of the research work is satisfied. This helped researcher to
get valuable results.
Objective: to evaluate the relationship between leadership and Human Resource Management
This objective can be linked with 2.7 section of the literature review chapter and 4.2section of
data analysis chapter. 21st-century leadership problems can be handled with help of Human
Resource Management. Satisfaction of this objective is key requirement of this research project.
Both are interdependent with each other. in such case HRM needs to give support to leaders of
the 21st century. Their support helps leaders to compete with challenges and issues. In literature
review chapter the researcher tried to identify the relationship with each other. The researcher
found that HRM system wants to maximise outcome of employees by effective leadership. On
other hand leadership also has some key activities and work for to maximise organisation’s
outcome. However, leaders cannot be able to perform the same without the help of HRM
managers need to communicate with leaders and require to make new ways to develop leadership
management. Many cases decision of HRM depends upon the decision of leaders. One's
performance affects the growth of other's performance. HRM helps such organisations those
have leadership problems. In data analysis chapter the researcher highlighted that HRM
concentrate of strategic management and organisational framework. These framework and
strategies help leaders to develop their performance. In addition, they focused on both types of
45

leadership individual and group. It can be concluded that scholar has successfully meet with the
third objective of this dissertation.
Objective: to find recommendation and solution to overcome issues to leadership
Satisfaction of this objective is depending on satisfaction of other objectives. Thus, the objective
partially satisfied in the data analysis section through the critical review of selected journals.
Furthermore, researcher has also used primary data collection tools which has supported the
scholar in identifying rout cause of issues face by the leaders in 21st century and accordingly
scholar has given suggestions. This allowed the researchers to identify certain future scopes for
the organisations that the scholars recommended on the ground of organisational leadership and
HRM practices. The researcher funded that they need to make the style of leadership better and
require identifying the internal and external factors. In case of that, the researcher identified that
PREPARE organisational framework is needed to make a systematic approach to developed
leadership. After review of secondary sources, the researcher analysis in data analysis chapter
that shared structure of leadership is required. This help to solve issues and problems of work
pressure and anxiety in the workplace. Thus, the last objective was also satisfied by the
researcher.
The whole dissertation has been conducted in systematic way and approach. Proper
methods were selected by the researcher in case to satisfy all required objectives. The research
work conduct in a planned and specific structure. The satisfaction of four objectives satisfied the
main aim of the research work. This generates a valuable and quality result for the research aim
evaluation of several issues and challenges faced by the 21st leaders by considering the role of
the HRM.
5.3 Recommendations for improvements
Objective: To make suitable recommendation to overcome issues of leadership
The researcher has suggested various recommendations to overcome issues related to leadership.
5.3.1) Recommendation 1: Adoption of participative leadership style
Leaders should adopt participative leadership style, it can help in involving employees in
decision making process. By this way individual will be able to analyses their needs and will be
able to fulfill these requirements. Participative leadership can help the leaders of the company in
46

making balance between needs of people and needs of organization. By this way employees will
perform their duties well and will contribute in accomplishing goal of the entity.
In context of 21st century, every organisations and enterprise are looking for larger areas
for their work. They have a large number of workers and difficult task and limited time period to
complete such works. In that case, the leaders need to improve their style and approach of
leadership. The internal and external factors are required to identify and need to work on it.
Individual leaders have different style. They need to relate all such with the culture and targets of
their corporations. This will help enterprises to improve their performance of leadership. The
leaders are related to motivation, managing director, operational functions and direction to
change in the market. The leaders need to be up to date the market condition and criticality
analysis such. In this case, HRM needs to specify, which type of leadership they will select. As
individual, leadership is beneficial where area of business activities is small. On another hand,
group leadership is beneficial for large firms.
5.3.2) Recommendation 2: Effective collaboration with human resource management
The modern technology based world needs balanced structure and connection between
each department. In such case coordination between departments is essential. HRM can do the
job in respect of leadership. This is part of shared leadership context. They share their
responsibility with a department of HRM. The work of HRM is to maximise the efficiency of
individual employees. For that proper guidance is required. Leaders should required guidance to
employees. For that with collaboration of HRM with leadership must need criteria in deal with
issues and challenges of leadership.
5.3.3) Recommendation 3: Embedding change in leadership and HRM practices
Each firm should develop both types of management. Leadership improvement is not
sufficient to reach organisational target on time. In relation to that HRM also need further
development. The market need is changing and comparing to that the task is also changing for
organisations. Everyone wants to be unique in nature. In that case, HRM should select such as
leaders, who have proper knowledge and skills to handle emergency situations. On other hand,
leaders are also required to find the unique potential of each employee and use such skills in
target the outcomes of the corporation.
47

5.3.3) Recommendation 4: Improvement in communication and implementation of shared
leadership
As areas of enterprises are increasing the work pressure is also increasing day by day. It
is not possible for only one leader to take over over all works in a systematic way. In that case in
modern concept sharing of leadership is beneficial for the organization. It is not only sharing of
responsibilities but also share of power of leadership. In that case, the leaders should improve
their communication process and tools. The share of leadership can use the key factor of solution
of challenges of leadership. This recommendation also needed to develop channels of
communication process.
5.4 Research limitations
In the process of whole research work, the researcher faced some issues to perform their
work in systematic ways. The major four problems were money, time, language and accessibility
issues. The researcher needed to review many articles and journals of over last five years. In that
case, the researcher needed more time to complete the work the limitation of time creates a
barrier in the process work. In addition, if the researcher gets more time than it may have more
quality information. The money problem is also faced by the researcher. The money problem
comes from the access issues. Because of some private sites that research needs to pay to have
access permission. In addition, the researcher cannot be able to select secondary sources other
than English language. This can be treated as major limitation of the research work. There is a
possibility that other languages journals and articles may have more valuable data. In that case,
without reviewing such secondary sources the researcher had to complete the research work.
Other than that, there is no such limitation that the researcher had to face. Moreover, the research
work is error free and represents the actual purpose of the main research topic.
5.5 Suggestions for Future research
Researcher has only focused on leaders issues in the context of 21st century but there are
many other issues of employees as well due to poor leadership. That is not covered in this study
so in future other scholars can conduct study on it as well. Furthermore, researcher can conduct
study on specific company or industry in future on the same topic challenges faced by leaders in
48

the modern era. This will help in broaden and adding value in the dissertation. Moreover, future
researches can pay more attention on effective HRM practices and their role in business.
49

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53

APPENDIX
Appendix 1:Gantt chart
Activities 0-2
month
3-5
month
6-8
month
9- 13
month
14-18
month
19-24
month
Topic Selection
Framing research
structure
Literature review
secondary data
collection
Research formation
plan
Sampling data
Data Analysis
Conclusion and
recommendation
Identification of
Limitation
(Source: created by Researcher)
Appendix 2: Purpose of Leadership
54

(Source: .pepperdine.edu, 2017)
55

Appendix 3: Transformational Leardership
(Source: Hbr.org, 2012)
56

Appendix 4: Organisational structure in HRM
(Source: Cutler, 2014)
57

Appendix 5: transactional leadership
(Source: google.co.in, 2017)
58

Appendix 6: Model of Strategic HRM
(Source: google.co.in, 2017)
59

Appendix 7: Purpose of HRM
(Source: google.co.in, 2017)
Appendix 8: Questionnaire
What is the major challenge related to leadership in context to 21st century?
 Balancing needs of organization and needs of people
 Staying motivated
 Maintaining focus
 Building a team
Do you think that issues of leadership impact on business activities?
 Yes
 No
60

 Not sure
Do you agree that there is interdependence between leadership and HRM practices?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
What is the best way to overcome issues of leadership?
 Goal setting
 Developing relationship with employees and team members
 Enhance communication
 Involvement of employees in decision making process
61