Strategic Leadership and Human Resource Practices in Organization

Running Head: STRATEGIC LEADERSHIP AND HUMAN RESOURCES PRACTICES IN ORGANIZATION
Strategic leadership and human resource practices in organization
Report
Student Name;00128
[Pick the date]

STRATEGIC LEADERSHIP AND HUMAN RESOURCES PRACTICES IN ORGANIZATION
1
Introduction
Due to Globalization, every organization has to face such a climate created by its external factors
in which any company is free to enter in any kind of business in which they interested along with
no boundaries for international business. Change has become a crucial part of any organization
to survive in the competitive world (Pieterse et al, 2010). The wind of change has altered the
entire climate right from the privatization process of public sectors to customers changing tastes.
Without change, no organization can survive because today's is the time of diverse work culture
where the transformation of culture, behavior, learning, and attitudes occurs and if the
organization is not able to adjust in the massive diverse environment, the organization will not be
able to handle the different competitive and tough business situations (Burnes and By, 2012).
Change transformation and the role of leader
Gulf Air is the popular carrier airline services of the UAE. The Headquarter of Gulf Airline
based in Muharraq which is the third largest area in Bahrain. Gulf Airlines was the oldest airlines
of UAE on the basis of their international flights. In 1970, the state of Qatar, the Abu Dhabi and
Oman government decided to manage this airline corporation BOAC which was relatively small
airlines in compare to British Airways (Hooper et al, 2011). But in 1980, the government decided
to expand this airline on the international level and its first international flight landed at Riyadh.
In 1998, Gulf Air entered into the no-smoking policy which was created in Singapore. The result
of this policy was that after the 1998s the Gulf airways were started getting losses and moving
towards the weak zone. Therefore, the UAE association decided to expand its business
worldwide by focusing on its operational cost in 2015, where every airline company was
struggling badly. Gulf Air revenue fall down from 28% to 23% but still, it was favorable for
them (Kassem and Habib, 2011).
The Gulf Airways was facing the same problems in the 2015`s when the global aviation industry
was in economic crisis. In this phase, we can adopt the continuous change process and have
decided to go restructuring the organization by reducing its operational cost. The top executives
of the Gulf Air will play a major role in this change by spending more time among the staff and

STRATEGIC LEADERSHIP AND HUMAN RESOURCES PRACTICES IN ORGANIZATION
2
listening to their issues and problems, provided training to managers to handle the situation if its
panic during the change process.
Change management is defined as the regular process of upgrading an organization in the form
of guidelines, structure, and ability to handle the changing wants of external and internal
business environment. Change is present in the Gulf Air both at the process and strategic level.
Therefore, the doubt should not be there related to the importance to the Gulf Air of its capability
what needs are required in future and how change can be explored in the Gulf Air (West-
Burnham, 2009). Therefore, due to this, it is not that only business source is being transferred,
also the workforce gets transferred which creates a situation which is full of diversity including
different culture, values, and beliefs. There can be two types of change in the Gulf Air; first is
continuous change and the second is discontinuous change. Continuous change is that change in
which there is a connection between pre and post-change and no sudden change is planned.
Actually, continuous change is a need of internal environment of the Gulf Air (David, 2014).
While in discontinuous change is a sudden change in the Gulf Air and there is no connection
with previous or post change that has already taken place in the Gulf Air. The discontinuous
change will always bring problem for the Gulf Air and will also create lots of problems to get
adjusted with the change process. The Gulf Air people have no idea about this type of change nor
have they planned for it in association with the external environment of the business. In the
above case, management planned a discontinuous change and leaders play a democratic style of
the leadership role in the organization (Dawson and Andriopoulos, 2014). The cultural factors
and diversity in the Gulf Air will play a crucial role in the change management process, while the
change agent also takes a major part to bring changes in the organization.
My role as a change agent is also a crucial part of change management in Gulf Air. The role of a
change agent for Gulf Air is of great importance when internal members resist accepting the
change. In this case, the senior manager, team leaders and top executives of the Board members
play an important role to establish an understanding between the employees who oppose the
change and the change agent (Jarventie-Thesleff, Moisander and Villi, 2014). Normally people
having no idea of the new change, or they unable to adjust to the new changing environment,
resist the change in the organization. The external change agency also plays a crucial role in
bringing change. The change agency basically overviews the need of change related to the