MBA Project: Leadership Style Impact on Emirates Airline Performance

This project investigates the impact of leadership styles on employee performance, specifically focusing on Emirates Airline in the UK. The study examines the relationship between leadership and employee performance, analyzing leadership theories and their practical application within the airline industry. The research employs a quantitative approach, collecting data through surveys from Emirates Airline employees to understand their perspectives on leadership styles and their effects on performance. The project explores various factors influencing employee performance, such as communication, motivation, and job stress, and assesses how different leadership styles address these issues. The findings highlight the importance of effective leadership in enhancing employee satisfaction, reducing turnover, and ultimately improving the quality of service. The project concludes with recommendations for Emirates Airline to optimize its leadership strategies and foster a positive work environment that drives high employee performance.

Running head: MBA - International Business
MBA - International Business
Name of the Student
Name of the University
Author Note

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Abstract
The study with the research title “impact of leadership style on employee performance in
airline industry”. Purpose of the study was to investigate how leadership style can affect
employee performance. To derive specific outcome from the study, operation of Emirate
Airline UK has been considered in the study. Study effectively answered the research
questions which were framed as the impact of leadership on employee performance. In the
present study, in order to learn about employees’ view about leadership style, quantitative
data has been collected from the employees through the survey method. The respondents
were selected the basis of sampling methods applied in the study. Almost 50 employees of
Emirates Airline have been surveyed to know how leadership style in their organization is
affecting the employee performance, have been surveyed. The analytical work presented in
the paper demonstrates that leadership style has the potential to create sustainable effect on
employee performance.

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Table of Content
CHAPTER 1: INTRODUCTION..............................................................................................6
1.0 Introduction..........................................................................................................................6
1.1 Background to the Study..................................................................................................7
1.2 Problem Statement...........................................................................................................8
1.3 Research Aim and Objectives..........................................................................................9
1.4 Research Questions..........................................................................................................9
1.5 Research Significance......................................................................................................9
1.6 Dissertation Structure.....................................................................................................10
1.7 Summary........................................................................................................................11
CHAPTER 2: LITERATURE REVIEW.................................................................................12
2.0 Literature Review...............................................................................................................12
2.1 Concept and the role of leadership.................................................................................12
2.2 Leadership theories........................................................................................................14
2.3 Transactional theory of Leadership................................................................................16
2.4 Employee Performance..................................................................................................18
2.5 Factors affecting employee performance.......................................................................19
2.6 Relationship between leadership and employee performance.......................................21
CHAPTER 3: RESEARCH METHODOLOGY.....................................................................23
3.1 Introduction........................................................................................................................23
3.2 Research Philosophy......................................................................................................23
3.3 Research Approach........................................................................................................25

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3.4 Research Design.............................................................................................................25
3.5 Data collection method..................................................................................................27
3.6 Sampling........................................................................................................................28
3.7 Data Analysis method....................................................................................................28
3.8 Ethical Consideration.....................................................................................................29
CHAPTER 4: RESEARCH FINDINGS AND ANALYSIS...................................................30
4.1 Introduction........................................................................................................................30
4.2 Quantitative data............................................................................................................30
4.3 Discussion......................................................................................................................53
CHAPTER 5: CONCLUSION AND RECOMMENDATION................................................57
5.1 Conclusion..........................................................................................................................57
5.2 Recommendation............................................................................................................61
5.3. Future Study..................................................................................................................63
5.4 Limitation.......................................................................................................................64
References................................................................................................................................65
Appendix..................................................................................................................................71
Survey Questionnaire...........................................................................................................71

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List of Graph
Graph 1: Importance of leaders’ communication.....................................................................29
Graph 2: Leaders’ also require suitable communication training............................................31
Graph 3: Lack of communication between leaders and employees make leaders lack support
in the organization....................................................................................................................33
Graph 4: Job stress can negatively affect employee performance...........................................35
Graph 5: Leaders of the organization should address employee job stress..............................37
Graph 6: Whether autocratic leadership style responsible for employee job stress.................39
Graph 7: Leaders should motivate employees.........................................................................41
Graph 8: Lack of motivation can negatively affect employee performance............................43
Graph 9: Employees can be motivated by leadership skills and personality of their leaders. .45
Graph 10: Effectiveness of leadership on employee performance depends upon the type of
leadership style.........................................................................................................................47
Graph 11: Leadership style is a secondary concern in employee performance.......................49
Graph 12: Inappropriate leadership style the major reason for poor employee performance..51

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List of Table
Table 1: Importance of leaders’ communication.....................................................................30
Table 2: Leaders’ also require suitable communication training.............................................32
Table 3: Lack of communication between leaders and employees make leaders lack support
in the organization....................................................................................................................34
Table 4: Job stress can negatively affect employee performance............................................36
Table 5: Leaders of the organization should address employee..............................................37
Table 6: Whether autocratic leadership style responsible for employee job stress..................40
Table 7: Leaders should motivate employees..........................................................................41
Table 8: Lack of motivation can negatively affect employee performance.............................44
Table 9: Employees can be motivated by leadership skills and personality of their leaders...46
Table 10: Effectiveness of leadership on employee performance depends upon the type of
leadership style.........................................................................................................................48
Table 11: Leadership style is a secondary concern in employee performance........................50
Table 12: Inappropriate leadership style the major reason for poor employee performance...51

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Topic- Impact of leadership style on employee performance- A case study of Emirates
Airline, UK
CHAPTER 1: INTRODUCTION
1.0 Introduction
This research work revolves around the impact of leadership style on employee performance.
Two significant managerial practices namely leadership and employee performance are
mandatorily processed in all businesses.. This study separately investigates effect of
leadership styles that organizations apply, on employee performance in the Airlie industry. In
general, it can be mentioned that employee performance will not be up to the standard, if
organizations do not apply adequate leadership style. When it comes to employee
performance, leadership style is one such approach which has a direct link to employee
performance and businesses. Personal administration on employee performance usually falls
under the responsibility of human resource management. Thereby, control and administration
of employee performance has been analysed with human resource management practices in
the study. Strategic integration of HRM has been aligned with human resource management.
Decidedly leadership style is applied to fit employees to business. As airline industry is all
about providing services, employee performance is a significant subject in the business and
through leadership style, direction, empowerment and decision making are evaluated to
control and assess employee performance. Therefore, leadership style determines employee
performance. However, this implication has been further investigated and analysed in the
study with appraise research aim and objectives (Anitha 2014).
When it comes to employee performance, there are certain areas that be considered that
employee performance usually include execution of duties, meeting deadlines of the tasks,
employee competency and efficiency in performing job responsibilities. Different business

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require different leadership style which determines employee performance. As the
organizations from the global market are entering UK’s airline sector, the industry as a whole
has been competitive in nature. Stable economy is another factor for the crowd of businesses
in UK’ airline sector. (Bamber et al. 2013). So, this competitive market and demand of
service quality are actually driving employee performance. Thus, employee performance in
the airline organization is in the need of suitable guidance –leadership. The present study
considers this areas and investigates how leadership impacts employee performance
particularly in the airline organization. Existing operation of Emirates airline triggers the
need for performing a study with real-world context.
1.1 Background to the Study
Employees are very significant resources in any given organization. This means that the skill
they pose and the roles they play in the organization brings the firm specific competitive
advantages. As put forward by Hussain,, Al Nasser and Hussain (2015), for employees to
play their part effectively, it is highly significant that they are satisfied, motivated and
managed in the most effective way that improvise the level of their satisfaction with the
organization. Employee performance refers to a kind of behaviour that employee possess that
are developed towards organization’s business goals. Hence, leadership plays a crucial role in
leading employees towards the business goals. According to Squalli (2014), leadership is just
not about leaders; it takes up followers, supervisors, organizational culture and several other
aspect of business and whole spectrum creates a diverse workplace. Leaders must possess the
ability to positively influence others to sacrifice self-interest in the interest of an integrated
vision to achieve it effectively.

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It has been identified that the nature of leadership style could determine the degree to which
employees could perform effectively in the organization. So, the relation between leadership
style as well as employee performance is significant as it expands the understanding on how
different variables affecting performance As put forward by Wang et al. (2014), the longer
effect on employee performance is caused by participative leadership style because under this
participative leadership style employee of the organizations feel empowered and find
motivation in performing their job responsibilities and create difference. It has been identified
that leadership and the workforce underneath are bridged by the range of performance. It can
be mentioned that success of the organization rest upon their performance of employees and
leadership. As the corporates influenced by completion seek to find leaders that are highly
skilled, scholars are in the quest of implication about how leaders work in today’s
competitive and dynamic business environment. Consequently, to make this job easier, many
theories related to leadership style have been developed over the years. Businesses in the
airline sector that often look for transition from pilot to departmental are cautious about a
fundamental and market based leadership style and apply the style to achieve the business
goals. Squalli (2014) mentioned the fact that authoritarian leader tends to maintain a tight
control over those employees.
Conventionally, relationship between leader and the follower is often professional and
under such leadership, supervision is under control. It has been identified that leadership and
management are considered very differently by a diverse group of people and however, in the
case of Emirates Airline, it has been identified that Emirates Leadership and management
techniques plays a great role for continuing the success of the firm. For example, Sheikh
Ahmed Bin Saeed Al-Makto and Chief Executive of Emirates Airline presently supervise the
operation and past history of Emirates Airline indicates that organization has grown from a
local airline to a highly pleased global airline (Squalli 2014). However, the journey has

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several upcoming obstacles due to the competition and growing demand of quality services. It
has been identified that Chairman and the Chief Executive Officer alongside the leaders must
have to be capable of showing their natural ability to lead employee performance
accordingly.
1.2 Problem Statement
Airline industry in the recent time have been dynamic in nature –this means that changing
market environment is actually taking its toll on the organization. Consequently, the demand
of a high quality service is rapidly increasing, while nationalized airline firms are turning into
global ones (Fu and Deshpande 2014). So, Emirates Airline faces tough competition with
regard to service quality but service quality entirely depends upon employee performance
(Nanjundeswaraswamy and Swamy 2014). Organization also faces the challenge of
developing skilled workforce to meet the growing needs of the market. Thus, workforce of
Emirates Airline requires a suitable leadership that guides employee performance. Due to the
absence of a suitable leadership, Emirates Airline presently experiences long hour stress,
employees’ lack of commitment, job satisfaction and increasing employee turnover (Men and
Stacks 2013).
1.3 Research Aim and Objectives
The study aims to particularly find out the impact of leadership style on employee
performance in Emirates Airline of UK. A number of objectives have been developed to
meet this stated aim.
 To critically examine the equation between leadership style and employee
performance
 To investigate the type of leadership style necessary for airline industry

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 To analytically identify the effect of leadership style on employee performance in
Emirates Airline
1.4 Research Questions
 How does employee performance relate to leadership style in the organization?
 How can leadership style affect employee performance in airline organizations?
1.5 Research Significance
Study on the impact of leadership style on employee performance of Airline Organization
is significant to the academic field as airline sector decidedly has been changing in terms of
demand and competition. Hence, organization requires a proper insight and strategy about
good leadership and employee performance as these two areas determine the quality of
services. Result of the study reveals how airline organization today improves employee
performance through leadership style and strategies. Outcome of this study can be used
secondary evidences for future studies in the chosen context.
1.6 Dissertation Structure
Chapter 1: Introduction
Chapter 2: Literature Review
Chapter 3: Research Methodology
Chapter 4: Findings and Analysis
Chapter 5: Conclusion and Recommendation

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Chapter 1: Introduction
This introductory chapter of the dissertation first provides a general overview of how
leadership style and employee performance are related and influenced by each other. To
understand the effect of leadership on employee performance specifically, problem related to
how Emirates Airline in a competitive market applies leadership style to control employee
performance, has been stated in this chapter. By considering this problem, suitable research
questions and objectives have been developed in the chapter that are related to the stated
research problems. Objectives given in the chapter creates the scope for a detailed review in
the following chapter.
Chapter 2: Literature Review
A detailed review of studies that are carried out by scholars so far have been
presented in this chapter. When performing the review, the operational scenario of airline
sector has also been considered in the chapter. To enrich the understanding regarding
employee performance and leadership style, contemporary theories and models of the same
have been reviewed.
Chapter 3: Research Methodology
Importance and use of research methods for the present study have been presented in
the chapter. Chosen methods are required to investigate how leadership style can affect
employee performance in Emirate Airline, UK. With the primary data collected from existing
employees of Emirates, investigation has been performed. To gather the data for the same
both quantitative data collection method has been applied to the research.
Chapter 4: Research Findings and Analysis

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This chapter consists of the desired insight which was supposed to be derived by analysis and
application of research methods. This chapter is more of a backbone of the entire thesis paper
because the result reveals how or to what extent, leadership influences employee performance
in the airline organization. The result has been presented with the help of graph and table.
Chapter 5: Conclusion and Recommendation
This chapter concludes the whole thesis work stating the issues, investigation and the
result. On the basis of the outcome gained from the study, chapter ends with a set of
recommendation for further research work in the chosen context.
1.7 Summary
As airline industry has been competitive and organization faces a stiff pressure of
high quality service, leadership and employee performance are two significant concern of
Emirates Airline. Research objectives about relationship between leadership style and
employee performance is vital to assess, and similarly, the leadership style requires for the
airline organization is another of the study. These two objectives led the study to find out the
impact of leadership on employee performance.

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CHAPTER 2: LITERATURE REVIEW
2.0 Literature Review
Irrespective size and type of business or the organization, most of the leaders seek to
maximize the performance of the sub-ordinates to achieve or meet Irrespective size and type
of business or the organization, most of the leaders seek to maximize the performance of the
sub-ordinates to achieve or satisfy organizational goals. Leadership can be defined in relation
to preparing the workforce towards attaining the organizational goals. Hence, leadership are
conventionally designed to deliver the most supervisory feedback. For example, the
behaviour has particularly been researched in several management literature. It has also been
identified that for the last decades, significant importance of team effectiveness has been
taken into consideration as the most crucial aim of research papers. The technique of
managing team as well as ensuring their effectiveness could require presence and
involvement of leaders who are responsible for motivating as well as setting vision for the
subordinates. It has also been noted that leaders are conventionally anticipated to develop
smart goals for the sub-ordinates or the employees and empower the sub-ordinates perfectly
meet organizational goals. Significant importance of leaders on subordinate led in ways that
enable leaders to generate values for the members of the team. Management style of leaders
are highly significant to the achievement of team work. In most of the cases, leaders are
aware of needs and wants of the employees. So, considering these facts it is worth stating that
there is a strong relationship between leadership and employee performance that are further
reviewed in the following.
2.1 Concept and the role of leadership
Haber (2012) performed a study and stated the Haber (2012) performed a study and stated
that leadership is significantly viewed as the way which the individuals apply to lead and

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guide other people. Walumbwa et al. (2011) leadership is certainly a complex technique
which could involve leader, follower and the environment. The book of Management
Principle by performed by Bello (2012), The book of Management Principle by performed by
Bello (2012) leadership is nothing but a specific technique that undoubtedly influence
employees to work towards the business goals. Author of this article also stated the fact that
leadership is linked to motivation, interpersonal behaviour and process of communication,
motivation as well as process of communication. Leadership being treated as the social
influence often seeks to create rooks for cooperation and support individuals towards the
actualization of some specific goals. Anitha (2014) mentioned that method of leadership is a
persistently evolving definition which might change on the basis of the context and its
essence. On the basis of human existence, it can be mentioned that family and leadership play
a very significant role in developing stability and pleasant-sounding growth. Filtering into the
wider scope of human existence, society is seen to be thriving on operative leadership and
this is also treated as pilot for the cohesiveness among the habitants. Sabir et al. (2012)
mentioned the fact that quality as well as effectiveness of leadership techniques are most
likely to remain dependent on the system expression of leadership and strategic fit of the
supervisor. In this context, Sabir et al. (2012) stated the fact that quality and effectiveness of
leadership techniques tend to depend upon the systematic embodiment of leadership as well
as the strategic fit if the leader.
Leadership in multi-cultural aviation environment
In spite of the financial upheaval that strongly impacted the whole world, while the
globalization persistently increase to take a new toll and implode more challenges between
the system, differentiate borders between nation that certainly requires leaders to implement
in the global environment. In this context, Haber (2012) commented that aviation as well as
airline sector requires the input of a culturally diverse work to effectively perform within its

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numerous supporting system. On the other side, Walumbwa et al. (2011) mentioned that
because of the geographical as well as demographic limitations, some particular organizations
within the airline, have introduced worldwide recruitment strategies to fill their vacant
position in the broad range of departments, basically in the service delivery. Emirates Airline,
Qatar Airway and Singapore Airline are the major example of organizations that have
employed individual from all corner of the world. Headquarters of these organizations has
now been multi-cultural environments that tend to carry several flag as well as
accommodating myriad series of citizenship as well as some cultural background.
Considering these, areas Walumbwa and Hartnell (2011) mentioned that cultural factors
within the global environment have particularly exercised the direct influence on the
fundamental technique supporting leadership relation. In addition to this, Bello (2012)
performed a study on the leadership of airline sector and added the fact that organizations
within the airline sector and the aerospace within the sector have become the example of
work environment that require the guidance as well as support of leaders who are
significantly able to appropriately adopt the management theories that are enhanced.
Furthermore, It has been noted that a detailed analysis of the fundamental ideas
behind leadership require a proper insight on how leaders deal with the operation as well as
how sub-ordinates applies the information in different cultural context. Some studies about
the practice of leadership presented the results of ‘Global Leadership and Organizational
Behaviour Effectiveness (Anitha 2014). Some universal characteristics that tend to examine
positive influence on job satisfaction and suitable leadership are treated as the charisma,
vision based communication and the intention of change to status quo. Haber (2012) stated
that talented leaders are inspirational, motivational, visionary and dynamic. Conversely,
Anitha (2014) mentioned leaders especially who are loners and dictatorial are mostly
disowned by the relationship.

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2.2 Leadership theories
It has been identified that because of its complex as well as variable nature, they are myriad
alternatives of analysing leadership. So, even though the fundamental theories are applied in
all sorts of business setting, they are particularly valid in forensic laboratory that are
developed for some fundamental reasons. This means that the leadership theory could deliver
a solid base for identifying some potential operational ideas and it is significant for all leaders
to understand. Such basic theories are widely influential in business setting requiring the most
considerable level of responsibility, measurement and the control mechanism. This could
include the policies, procedures and some developed practice.
Transformational leadership theory
As put forward by Odumeru and Ogbonna (2013) transformational leadership theory
is significantly new under an emerging set of leadership theories and this has the primary as
well as core operational element of enhancing the charismatic leadership role which leaves
the scope for exercising a significant range of emotional appeal and the power over the sub-
ordinates. Moreover, this leadership theory revolves around the significance of symbolic,
emotional and distinctly influencing behaviours and the attitudes that significant remain as
the appeal to employees’ mind and this significantly lead to some exceptional consequence in
the work environment. Conversely, Avolio and Yammarino (2013) mentioned that
transformational leadership theory carry the potential to achieve more than they predicted to
achieve unlike the theory of transactional leadership that makes attempts to meet the
requirement of sub-ordinates by emphasizing on the exercise. In this context, Kark and
Shamir (2013) mentioned the fact that transformational leaders in general adapt intellectual
stimulation, which eventually lead followers to doubt their own beliefs, values as well as
expectation and eventually re-consider the ideas that never been asked before. In addition to
this, Antonakis and House (2013) mentioned the fact that transformational leadership theory

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takes the individual consideration into account and through which leaders tend to exercise
some important individual attention to each of the subordinates. By implementing
individualized consideration, leaders often delegate authority to their followers but coaching
and treating them in an equal manner.
Positive leadership theory
Positive leadership similar to transformational leadership reviewed above significantly
provides guidance about globalization and financial disorder. Financial stability certainly
shaken all businesses around the world. Northouse (2018) effective leadership with effective
circumstances significantly asked for some understandable theoretical framework particularly
focussing on some cultural differences that global leaders do not count. Hence, Effelsberg,
Solga and Gurt (2014) mentioned that positive leadership theory as it develops common
ground by positively utilizing diversity both regionally as well as globally. Authors of this
study have also emphasized on the positivity and it is worth stating that positivity is highly
associated to human flourishing and this eventually allow individuals to execute an optimal
range. It can also be mentioned that positive leadership theory is widely connected to the
research of Positive Organizational Behaviour and this is particularly focussed on positively
oriented human resources strength as well as some psychological attributes.
2.3 Transactional theory of Leadership
As put forward by McCleskey (2014), Transactional leadership theories are widely known as
theories of management which significantly pays attention to the role of supervisor, group
performance and business as a whole. According to the author of this article, such theories
can form leadership on the basis of system and rewards as well as penalties. Antonakis and
House (2014 stated that theory of management are often used in business, organizational
members gain success for their performance and they can be penalized when they are failed

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to perform the duties and activities. According to Antonakis and House (2013) transactional
theory as per the name, it could involve a transaction between supervisors as well as
subordinate. Hence, the Here, transactions, whether it is reward or discipline completely is
related to employee performance. Dartey-Baah (2015) stated that transactional leadership
style when compared to transformational leadership, is suitable in measuring performance in
small and medium size enterprises.
The above article also states the fact that employees’ self-interest as well as self-interest of
other subordinates are controlled by transactional leadership. Bargaining and exchanging are
two significant practices that transactional leaders follow to meet the existing needs of
subordinates. Tyssen, Wald and Spieth (2014) when enterprises apply transactional
leadership style may demand the leaders to achieve agreed-upon goals instead of assigning
leaders with other broader responsibilities. Conversely, transactional leadership style does not
impose demanding attempts to alter the attitude of the followers, their values and long-term
development of goals. Similar to the above context, Hamstra et al. (2014) opined that leaders
who follow transactional leadership responsibly motivate employees by providing them with
rewards for the individual achievement of the goals. Such leaders may even decide goals
followers’ goals and present continent reward against the achievement of the goals.
Moreover, the controlling behaviour of the leaders is also known as transactional style
because rewards and disciplines are operated with respect to the adherence.
As put forward by Van Wart (2013), transactional leadership is kind of a
reinforcement technique that require transactional leadership such as contingent reward as
well as management by exception. Considering the same, the following two have been
reviewed.

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Contingent Reward: It has been identified that contingent reward is something
which provides suitable rewards if the employees deliver performance as per the criteria and
demands of performance or it could increase the needed effort (Birasnav 2014). Contingent
reward element of transactional leadership is highly associated with the performance and in
such context leaders are supposed to disclose expectations and provide recognition to
achievement and all these could positively contribute to greater level of performance and
effort.
Management by exception: This might represent the action of applying when the
employees do not meet performance demands. Rowold (2014) stated that transactional
leaders are supposed to reveal the expectation, prioritize standards for the compliance and
significantly explain the areas that responsible for the ineffective performance. Leaders also
observe significantly to ensure that mistakes are effectively rectified.
Situational theory: As put forward by Northouse (2018) if the major principles of
situational theory are considered then it is worth stating that leaders with experience and
skills show behaviour effective match with the situation but there is a hardly leadership style
fitting to all operational situation. Leaders play the role of building a behaviour through
which a significant influence can be on employee performance. Consequently, organization
can observe an increasing level of productivity and fulfilment of corporate objectives. The
stated behaviour can also motivate employees and increase the level of job satisfaction. On
the other hand, organizations can generate career growth opportunities for employees under
this situational leadership and employers become more responsive towards the expectations
of stakeholders.

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2.4 Employee Performance
Performance is a multicomponent idea as well as on fundamental level, once could
differentiate the technique element of performance, which is more of a behavioural
engagement from an expected result (Anitha 2014). It has been learnt that behavioural
elements here imply the outcome of the It has been learnt that behavioural elements here
imply the outcome of the job behaviour of the individual. Respectively, behavioural
engagement in a workplace and anticipated outcome are influenced by each other.
Nonetheless, Elnaga and Imran (2013) argued that a significant overall between these
constructs are often visible even though they are not significantly transparent because the
desired outcome is influenced by some influential elements like motivation and collaborative
abilities.
It is further learnt that the It has further been identified that performance when
considered as task performance often comprise of some explicit behaviour that involves some
core job responsibilities that are employed as the element of job description. Shields et al.
(2015) organizational performance is more of an indicator of organizational capacity to
effectively meet the independent goal. The most significant element is that the element is
accessible to employees’ performance through some suitable range of productivity. Scholars
of many studies have been introducing many techniques to evaluate firm’s performance and
this could include the quality, quantity, knowledge and some specific-period on other words
as well as the assessment system that probably have some standard parameters which can be
relied upon and author Karatepe (2013) provides the below framework.

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Conversely, Chen et al. (2014) added that the fact that performance of organizational
members are viewed as what an organizational member does. This means employee
performance engage quality and quantity of the work output that are accommodative and
relevant in nature. As per the findings of above research paper, performance of individual
might not be verified and similarly, organizations should use a direct bonuses and rewards
based on the individual performance. In this context, Awadh and Alyahya (2013) stated that
moral productivity of employees is highly impacted by performance effectiveness of business
and reward management system. So, to meet customers’ demands business should make
considerable effort but they do not consider employees’ needs. However, hence the
noticeable fact is that customers might not be satisfied until or unless organizational members
are satisfied. Moreover, the performance of employees can be influenced by motivation. This
means if employees are motivated, they will work accordingly.
2.5 Factors affecting employee performance
Job Stress: As put forward by Iqbal, Anwar and Haider (2015), when the individual in the
workplace is failed to coordinate resources and job requirements using the personal skills and
abilities are treated as job stress. According to the above author, a workplace environment
can be a factor of job stress when the workplace tend to pose significant threat on the
individuals. Job stress is treated as a broad global issue which is caused by some factors. The
factors can interrupt the work and psychologically it can damage the health of employees.

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Motivation: Lindia et al. (2014) stated motivation mostly remains as the interaction or it is
more of an intention to do something but it is under the condition of some major activities or
the abilities to meet the needs. Previous research papers imply that studies on employees’
motivation significantly been practiced in businesses today and these are done across all
nations irrespective of size and type of business. Businesses have observed that actions for
motivating employees are fundamental to achieve firm’s goals. Here, motivated workers tend
to follow the manners of self-satisfaction and self-fulfilment. Commitment are mostly
anticipated to deliver a high quality work as well as comply with organizations’ policies.
Dugguh and Dennis (2014) process of motivation could increase job engagement which
makes the work more significant and it keeps employees more productive as well as increases
subsequent job performance.
Communication: As put forward by Anitha (2014), communication specially indicates the
action to develop suitable interaction among the individual in delivering information,
meaning and understanding. Scholars have stated a mixed opinion on the competency of the
communication that are applied as the indicator of employee success. On the other side,
Karatepe (2013) stated that importance of communication might not be denied for the
organization that are implemented for their capability to influence the work as per the
influence. Due to the presence of effective communication, a business is most likely to be
able to have a significant coordination among the teams or the units in business and the
absence of it often reflects the issues in operating the business operation. It can be the factor
for the poor relationship between the individuals.
2.6 Relationship between leadership and employee performance
Bapna et al. (2013) carried out a study and stated the fact that significance of an effective
leadership style remains as the most significant tool for employee performance and the
effectiveness that are known by a greater extent between leadership style as well as growth

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of independent variable and employee performance. In response to this statement, Osman-
Gani, Hashim and Ismail (2013) stated that for any sort of extent of increase in percentage in
a good leadership style, effectiveness and level of employee performance remain higher.
There is an increasing need for finding alternative ways of emerging leadership style for
today’s competitive businesses. Once the ways are found, the area of human resource,
business profits, employees’ growth, etc can be dealt effectively.
Chen et al. (2014) conducted a study and highlighted that leaders with degree of
experience and skills often make attempts to derive a good return from the workforce.
Moreover, leaders who develops and maintains effective working relationship with the
subordinates can significantly influence employee performance. Conversely, Iqbal, Anwar
and Haider (2015) conducted a study on leadership gave more emphasis to team work for the
accomplishment of organizational task and it has been learnt that the effectiveness of teams is
however dependent on a great degree of competence of the central person. As put forward by
Nasomboon (2014), leadership is of primary importance in business settings and this happens
because the direction, guidance to the team is fundamentally provided by the leader.
McCann, Graves and Cox (2014) carried out a study and mentioned that a significant amount
of effect on employee performance, managers and business performance. Chen et al. (2014)
stated that transformational leadership has the potential to create significant impact on
employees’ attitude which is there towards work environment and this ultimately affects
employee performance. Chen et al. (2014) also pointed out that the relationship between
leadership and performance was both direct and indirect which further proves the relevance
of developing leaders with the help of a leadership development programs. Conversely,
Awadh and Alyahya (2013) investigated that influence of leadership development on
employee performance in Pakistan and the scholars have found five different elements of
leadership development like coaching, training and development, participation, delegation

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and empowerment. Dugguh and Dennis (2014) mentioned about the contribution of employee
performance elements instead of elements of leadership development. This mostly includes
the factors like commitment, motivational elements and compensation, etc.

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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research Methodology remains as the method which is specifically applied to collect
data for performing business analysis as well as making decisions. So, to derive suitable and
desired outcome from the research, it is effective to implement suitable choice of
methodology. Hence, the most appropriate methodological preferences that researcher could
make is the differentiation between the qualitative and quantitative data considering the
distinction. It has been identified that qualitative is richer in nature and it is mostly considered
from the subjective as well as interprtvist perspective but this is hardly the case This study
therefore tries to explore how the employee performance is influenced by leadership. It is
vital therefore to consider the data series that are the most possible and can help to create a
better insight. Hence, the quantitative data analyses has been performed in the study to
measure the outcome statistically. This chapter therefore outlines the important ideas related
to the techniques of the research which can be used for this study.
3.2 Research Philosophy
As put forward by Kumar (2019) research philosophy pertains to the method used in the
research and outlines hoe the research data would be collected and analysed. It can therefore
be assumed that the approach can provide a way of increasing knowledge that perfectly state
the philosophical paradigm. Development and understanding of knowledge mostly relies on
some specific assumption based on the perspective of research context and real-world
situation. In a more similar way, Silverman (2016) added that research philosophy can be
treated as bunch of principles that particularly help to make analysis of the context of
research. This based on the principles, research philosophy can be categorised into three
types, namely: realism, interpretivism and positivism.

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Positivism research philosophy is about specific view which has been derived by the
observation with the inclusion of measurement. Positivism philosophy particularly relies on
quantifiable observation which could eventually provide suitable statistical insight but it
mostly remains the empiricist view that knowledge about the context should only stem from
human experience. So, in order to receive the outcome associated with the fact how
leadership influences employee performance, some factual data is considered in the
quantitative format. So, number, digits are highly significant. Positivism Research philosophy
is certainly a significant choice. On the other side, interpretivism which is learnt that as
interpretivist includes the actions of interpreting the elements of the research paper and it
mostly considers the human interest into a study (Flick 2015). Hence, the context of the study
is particularly analysed with the help of language, shared meaning and instrument. Realism is
significantly dependent on the interplay of realistic facts that influences the mind of a person.
This means that the concept depends significantly upon the main ideas of scientific studies in
order to improve and develop knowledge. These factors support the use of the positivist
philosophy in the research.
Reasons for selecting positivist philosophy in research
Positivist philosophy was used for this study in order to involve multiple angles and
perspectives for the purpose of analysis if the studied phenomenon. This approach can
additionally support more efficient collection and analysis of the data and thereby improve
the data accuracy in the research. For example, if the influence of independent variable
leadership is to be analysed, factors related to leadership and its impact can be analysed
statistically. Similarly, developing how the performance of the employees are affected by
leadership approaches and styles, it is important to focus on the views of the employees. This
this philosophy can help to develop multiple perspectives for the study. On the other hand,
interpretivist philosophy was not used for the research because this philosophy significantly

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relies on human sense and feelings in which reality is vague. Concrete evidence in the
analysis hold no significance.
3.3 Outline of the approach of the research
Research approaches can be of two types, deductive or inductive. As suggested by Alvesson
and Skoldberg (2017), observations forms the starting point for inductive reasoning after
which theories can be applied to confirm or test the observations Moreover, this research
study is generally done through a series of observation. On the contrary, the deductive
approach for reasoning focuses on the development of a hypothesis, thus implying the
development of strategies followed by the testing of the hypothesis. As put forward by
Walter and Andersen (2013) deductive refers to reasoning can be done from specific element
to general. This means there could be a causal relationship which can be implied and it can be
certain in several cases. This means if the context of the present study is considered, certainly
there is a cause and effect relationship between leadership style and employee performance.
Nonetheless, in the present study, inductive research approach has been used because study
first observes the case scenario and then proceed to the final theories. Precisely, effect of
leadership style can be identified on employee performance based observation and theories.
On the other side, deductive research approach has not been used in the study because
deductive research approach is confined to cause and effect relationship between the
leadership and employee performance. The purpose of the study is not about finding the
cause and effect relationship rather it is about how one variable is influencing the other
variable.
3.4 Research Design
Research design is basically about the design of the study, which gives the idea about how
the study is supposed to be prepared. There are some specific categories of research design
which go on counting exploratory, descriptive or causal and explanatory. It is noted that

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exploratory research design. As put forward by Quinlan Babin Carr and Griffin (2019)
exploratory research design as per its name, it basically explores research questions and it
does not intend to provide final and conclusive solutions to existing research issues. It has
also been identified that exploratory research study is usually performed to identify the issues
that have not been particularly defined yet. Smith (2015) mentioned the fact that exploratory
research is not supposed to provide ultimate or any sort of conclusive answers to research
questions but it investigates the topic with multiple levels.
On the other side, another significant research method is conclusive which is
fundamentally applied to create findings that are conventionally relevant and useful in
deriving suitable conclusions and decision-making. In such paper, research objectives and
data requirements should be clearly defined. The fundamental method of conclusive study is
quantitative. For example, if the findings related to impact of leadership on employee
performance have to be derived, there should be a way of verifying and quantifying the
findings. Descriptive research design is more of scientific method which include observation
and description of the behaviour the subject without influencing the topic or context of the
study in any manner (Kumar 2019).
On the contrary, explanatory research is conducted particularly for an issue which was
not studied and it eventually provides operational definition. This research design
fundamentally helps to explain the aspect as the most effective tool leading to the subject
which could be dealt in the coming future. In the present study, when investing the impact of
leadership on employee performance in the Emirates Airline, it is always effective to take
detailed aspect about both the variables. Considering this requirement, explanatory research
design has been selected for the study. Another significant factor for selecting explanatory
research design is that explanatory research design helps to find out more about the context of
the study instead of insisting more on the implications and decisions.

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3.5 Data collection method
Data collection method is one of the significant area in study because collection of
data determines the consequences of the study. This method is conventionally categorized
into two different sections such as primary data collection and secondary data collection.
Primary data collection: Primary data is a data that which is first-hand in nature –has not
been used anywhere before. It is noted that primary data collection is a data which has not
been used anywhere before and this kind of data is general gathered directly from the
individuals who are specifically engaged in the study,
Quantitative data collection: As put forward by Alvesson and Sköldberg (2017), quantitative
data collection technique is specifically dependent upon mathematical calculations in some
specific formats. It has particularly been noted that methods of quantitative data collection
and analysis has the use of questionnaire. Questionnaire includes the close ended questions.
Thus, it can be mentioned that quantitative data includes digits and numbers. In the present
study, in order to learn about employees’ view about leadership style, quantitative data has
been collected from the employees through the survey method.
3.6 Sampling
Sampling is the most specific principle which is used to choose members of population to be
engaged in the research paper. When the population of study context is relatively large to
manage, researcher often uses statistical sampling to generate sample from wider population.
Due to the large size of the population, researcher has limited choices but to investigate the
case elements within the population to derive an implication about the population. There are
two different categories of sampling universally –such as probability sampling method and
another is non-probability sampling method. Walter and Andersen (2013) mentioned that
each individual from population in probability sampling has the scope to contribute or take

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part in the data collection method. According to this statement, each population member has
an equal right to take part in the study. On the other side, in non-probability sampling method
only the specific members who have knowledge about the context, can take part in the study.
In the present study, to engage organizational members in the study, non-probability
sampling method has been used as to know how leadership influences employee
performance, the members who have knowledge about the research context have been
engaged into the study. Almost 50 employees of Emirates Airline have been surveyed to
know how leadership style in their organization is affecting the employee performance, have
been surveyed. The chosen non-probability sampling method allows researcher to select
organizational members. Employees of Emirates Airline are the best choice of participants to
identify the degree to which leadership style can affect the performance of employees in
Emirates. Moreover, non-probability method allows the researcher to ensure the availability
of the participants because all working individuals may not be available always to take part in
the study.
3.7 Data Analysis method
The collected data has first been converted to meaningful format such as in numbers
and digits and then they are further represented with graph, charts and table. A statistical
analysis has been performed to interpret the data such as mean mode and median has been
calculated. Primary findings have been linked to the findings of the literature review.
3.8 Ethical Consideration
It has been identified that ethical consideration is one of the most significant areas in
research as non-compliance to ethical grounds can lead to failure of dissertation. Thus, in the
present study, to analyse the leadership impact on employee performance, ethical issues are
addressed to avoid the failure. So, when collecting information from the organizational
members of Emirates Airline UK. It has been ensured that no respondent has been forced to

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take part in the data collection process. Researcher ensures that all respondents have the right
to withdraw their participation at any moment based on their will. On the other hand, to
maintain the confidentiality and anonymity, researcher ensures that identity of the respondent
has not been revealed. Moreover, apart from academic purpose, survey data has not been
published in any other field. To ensure the protection of collected, Data Protection Act 1998
has been followed. In addition to the primary sources, all secondary sources have been
acknowledged properly.

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CHAPTER 4: RESEARCH FINDINGS AND ANALYSIS
4.1 Overview
Within this chapter, the findings and analysis if the data collected from the research
will be discussed. The data was collected using a mixed method, since for the analysis both
qualitative as well as quantitative data was utilised. A survey was conducted among the
Emirates Airlines to collect quantitative data, while as the leadership is an independent
variable in the study, open-ended data were required to learn the degree of effect that
leadership creates on employee performance Structured interview with the managers was
used for the collection of qualitative data, which has been presented in a graphical format
after assigning numeric values to the data. To identify the impact of each variable, a
statistical analysis has been performed such as the mean, mode and median value. To collect
the quantitative data, ten close-ended questions were formed by considering the factors
against the variables leadership and employee performance studied in the literature review.
4.2 Quantitative data
Kindly provide your consent on the statements below on whether you agree or disagree
to the statements:
1. Communication skills of leaders are highly important to influence employee
performance
Row
Labels
Count of 1. Communication skills of leaders are
highly important to influence employee
performance

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Strongly
Disagree
9
Disagree 7
Neutral 5
Agree 18
Strong
Agree
11
Grand
Total
50
Table 1: Importance of leaders’ communication
Graph 1: Importance of leaders’ communication
The information highlighted above using a table as well as the graph shows that about 18 of
50 respondents agreed to the fact communication leaders skills are highly significant to
influence employee performance, while only 9 respondents out of 50 have disagreed to the

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fact. The modal value of 4 implies that most of the respondents considered that the
performance of the employee is affected by the leadership communication. So, leaders’
communication skills is a primary concern. In the literature review, it was found that
communication particularly implies a two way approach of interchange of information,
meaning and knowledge development (Anitha 2014). The significance of communication
cannot be ignored therefore in order to improve the productivity of the workplace and
influence the organizational performance (Karatepe 2013). Thus, it can be added that if
communication is there, individual interaction can be developed and hence leaders’ should
take the initiative of developing the communication. Thus, it can be added that leaders’
communication is highly required when it comes to making positive changes in employee
performance
2. Leaders’ also require suitable communication training to create a positive
difference in employee performance
Row
Labels
Count of 1. Leaders’ also require suitable
communication training to create a positive
difference in employee performance
Strongly
Disagree
6
Disagree 7
Neutral 6
Agree 15
Strongly
Agree
16

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Grand
Total
50
Table 2: Leaders’ also require suitable communication training
Graph 2: Leaders’ also require suitable communication training
The presentation of the above information can be useful to bring into notice the important
information that the leaders’ require a suitable communication training to generate a positive
difference in employee performance. From the study it was noticed that out of the 50
respondents, 16 showed strong agreement and 15 showed agreement to the fact. The median
value calculated for the same is 4.333, while the mean value is 4. The mode value is 5. So the
statistical analysis indicate the fact that the average response is 4, this implies that a majority
of the respondents are in agreement to the fact that leaders’ also require a significant
communication training, which can help to develop a positive development in the
performance of the employees. From the review of literature, it could be understood that
through effective communication strategies and approaches a strong coordination and
teamwork can be developed and maintained, while poor communication can adversely impact
team performance and weaken the interpersonal relations within a workplace, thereby leading

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to conflicts (Karatepe 2013). However, if the leaders are not able to convey or develop the
same throughout the chains of management in the organization, achieving a desired employee
performance could be a challenging task for Emirates Airline.
3. Poor support within the organization is caused due to ineffective communication
strategies and approaches
Row
Labels
Poor support within the organization is caused due
to ineffective communication strategies and
approaches
Strongl
y
Disagre
e
7
Disagre
e
9
Neutral 5
Agree 13
Strongl
y
Agree
16

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Grand
Total
50
Table 3: Ineffective organizational support is caused due to a communication gap
between the leadership and the employees
Graph 3: Poor support within the organization is caused due to ineffective
communication strategies and approaches
The information presented above highlights the fact that about 13 respondents out of 50 have
strongly agreed to the fact that the absence of effective communication between the
employees and leadership can cause a reduction in the capacity among the leaders to provide
for the organization. Likewise, out of 50 respondents, 16 have strongly agreed to this aspect.
On the contrary, almost 9 respondents out of 50 have stated that they are not agreed to the
same. Likewise, the statistical analysis indicates the fact that the median value is 4 and mean
value is 4.333 and the mode value is 5, indicating that a majority of the respondents from
Emirates Airline were in strong agreement that a communication gap between the leadership
and the employees can generate a state of deficiency in support of the organization. From the
analysis of academic literature, it was noted that the employees can be motivated by their

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leaders such as the speech, guidance, problem solving skills, etc, nonetheless, due a lack of
effective communication between the employees and leadership, the same would be difficult
to achieve. From the findings it can be pointed out that good leadership style is an elementary
requirement for supporting the optimal performance of the employees, as well as their
efficiency and effectiveness, and therefore can be an independent variable to employee
performance (Bapna et al. 2013). It can be further stated that transparency in communication
can be supportive for both the leaders and the employees.
On a scale of 1 to 5, please rate the importance of leadership communication in
employee performance
Please provide your consent in the following statement
4. Performance of the employees within an organization can be adversely impacted
by job stress
Row
Labels
Count of Job stress can negatively affect
employee performance in the organization
Strongl
y
Disagre
e
5
Disagre
e
10
Neutral 3
Agree 17

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Strongl
y Agree
15
Grand
Total
50
Table 4: Job stress adversely impacts performance
Strongly Disagree Disagree Neutral Agree Strongly Agree
11 12
4
8
15
stress can negatively affect employee
performance
Graph 4: Job stress adversely impacts performance
Presentation of the information from the survey shows that out of the 50 respondents, 20 have
agreed that job stress can negatively influence the performance and 10 respondents out of 50
have strongly agreed to the same, and 9 respondents have strongly disagree to it. The
statistical analysis performed here implies the fact that the meal value found for this
particularly question is 2.67, while the media value is 3 as well as the mode value is 4. This
means the collected responses, a large proportion among the respondents expressed similar
view that job stress can negatively affect employee performance. In general, it can be added

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that employees always prefer a motivating, fun-loving workplace, where they can remain
emotionally stable to achieve the desired goals, however, the work becomes stressful and
difficult to deal with, and it becomes a burden to workers. Thereby, it is worth stating that
employees’ job stress should be dealt effectively. To address employees’ job stress, leaders
should play a vital role. In the literature, job stressed is observed when an individual is not
able to interact the resources that are aviable and the job demands with the personal abilities.
It was also found that the stress related to the jobs were influenced by the environment that is
existent in the workplace that pose some significant risk on an individual. Stress related to
work within a workplace can be considered as the most universal problem and this has a
combination of some factors that disrupt the workers and can adversely impact their physical
and psychological health (Iqbal, Anwar and Haider 2015).
5. Leaders of the organization should address employee job stress in organizational
operation
Row
Labels
Count of 1. Leaders of the
organization should address employee
job stress in categories of organizational
operation
Strongl
y
Disagre
e
7

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Disagre
e
13
Neutral 4
Agree 12
Strongl
y Agree
14
Grand
Total
50
Table 5: Leaders of the organization should address employee
Graph 5: Leaders of the organization should address employee job stress
The primary data collection that is outlined above implies that 14 in 50 respondents of
Emirates Airline in UK, have agreed to the fact that leaders should address employee job

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stress in the workplace, while 12 employees out of 50 have expressed strong agreement to
this similar fact. Compared to this, almost 13 respondents out of 50 have disagreed to the
fact. When working in the organization it is highly important for employees to communicate
with the leaders. A business consists of several leaders of management; thereby, it is highly
difficult for employees to communicate the issue to higher management and in such context,
the middle level of management such as the layers play a crucial role and thereby, whenever,
employees feels any sort of pressure in the workplace, leaders should come ahead to resolve.
Moreover, the leaders themselves should be aware of the fact that employees might feel
stressed in the work they and to get employees of out of their workplace issues, leaders
should take the initiative. This is very similar to the primary results. According to the primary
data, 60% of Emirates Airline has stated the fact that they leaders should be involved in
employees’ workplace life. The mode value derived from the statistical analysis is 5 showing
the maximum probability of positive responses. In the literature, it was found that Job stress
is the most universal problem and this has a mixture of some aspects that can be disruptive on
the psychological and physical wellbeing of the employees (Iqbal, Anwar and Haider 2015).
Thereby, job stress should not be treated as the secondary concern in the workplace by
leaders.Is autocratic leadership style responsible for employee job stress?
Row
Labels
Count of 1. Is autocratic leadership style
responsible for employee job stress?
Strongly
Disagree
9
Disagree 8
Neutral 3

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Agree 20
Strongly
Disagree
10
Grand
Total
50
Table 6: Whether autocratic leadership style responsible for employee job stress
Graph 6: Whether autocratic leadership style responsible for employee job stress
The presentation of the information above highlights that 20 respondents showed agreement
to the information that autocratic leadership style is responsible for employees, while out of
50, 10 have shown that that they are agreed to the same but almost 9 respondents out of 50
have disagreed to this fact. The mean value is 3.33, while the median is 3, thereby, it can be
added that it is difficult to say whether autocratic leadership is stressful for employees or not

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as the consent of employees is contradictory. It is true that a large percentage of the
employees do not feel to be worked under an autocratic leadership because employees do not
have a say in the operation. On the contrary, in the literature, it was studied that unlike the
theory of transactional leadership seeking to meet the expectations of subordinates by
stressing on the sharing of knowledge and information, while the theory of transformational
leadership has the potential to achieve more than that has been indiended. It was also studied
that transformational leaders in general adapt intellectual growth, which eventually lead
people to doubt their own ideas and values as well as expectation and eventually re-consider
the ideas that never been asked before. Thus, it can be added that compared to autocratic
leadership, transformational leadership has the highest or maximum exposure to employees.
Moreover, in the case of Emirates Airline, importance of autocratic leadership has not
received any sort of significant importance support as the responses neither high nor it is
relatively low.
Please give your consent to the following statement
6. Leaders should motivate employees to gain a productive return
Row
Labels
Count of 1. Effectiveness of leadership on
employee performance depends upon the type of
leadership style the leaders holds
Strongly
Disagree
11
Disagree 12
Neutral 4
Agree 8

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Strongly
Agree
15
Grand
Total
50
Table 7: Leaders should motivate employees
Graph 7: Leaders should motivate employees
The presentation of the information above can help to understand the effectiveness of
leadership on the performance of the employees could depend on the types of leadership
approaches that held by the leaders. The collection primary data indicates the fact that out of
50 respondents, 12 expressed contradictory opinions, while a very less of 8 employees of
Emirates Airline have agreed to the fact. It has also been identified that almost 12
respondents out of 50 have a contradictory view about this statement and almost 11
employees out of 50 have strongly disagreed. If this statement is considered from a critical
point of view, it can be added that not all employees would stick to a universally popular
leadership style. It sometimes depends upon employee preferences, organizational culture and

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the type of works that employees’. For example, autocratic leadership might not be a mostly
desired one as it lacks employees’ views and opinions, while a transformational leadership
style could gain a maximum popularity. This is because in the literature, it was studied that
leadership theory takes the individual consideration into account and through which leaders
tend to exercise some important individual attention to each of the subordinates. Through the
use of idealised considerations, the authorities can be delegated to the followers from time to
time and support their training and coaching needs (Antonakis and House, 2013). Thus, it can
be mentioned that existing opinions on this context is quite similar if employees’ views and
opinions are considered in a leadership style employees’ acceptance about that leadership
could increase. Thus, it can be stated that effectiveness of leadership could depend upon the
type of leadership style, personality and practices the leaders possess and moreover, it is
worth stating that effectiveness of leadership is a subjective matter.
7. Lack of motivation can negatively affect employee performance
Row
Labels
Count of 1. Lack of motivation can negatively affect employee
performance
Strongly
Disagree
10
Disagree 9
Neutral 2
Agree 15
Strongly
Agree
13
Grand
Total
49

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Table 8: Lack of motivation can negatively affect employee performance
Graph 8: Lack of motivation can negatively affect employee performance
The presentation of primary data helps to observe the fact that lack of motivation can
negatively influence employee performance. The presentation of primary data can be used to
highlight the information that almost 30% of employees of Emirates Airline states the fact
that lack of motivation can definitely affect employee performance and likewise almost 28%
showed strong agreement to the fact. However, almost 18% have disagreed that lack of
motivation is never an influence on the performance of the employees. Statistical analysis
indicates that the mode value is 4 which means a large percentage of responses are found to
be ‘Agree’ in the context. In general, it can be added that employee motivation is a significant
factor in the performance. Due to a lack of motrivation, the employees are less likely to be
interested towards the work they do. Lack of motivation of employees in the workplace can
certainly degrade the overall productivity of the employees. In the literature, one significant
fact about motivation found in the literature was contingent reward.
Performance of the subordinates can be rewarded with contingency rewards as per the
performance demands or increases the required effort (Birasnav 2014). This means, it can be

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added that contingent reward is an approach within transactional leadership that might
positively influence the leadership so that leaders could support and explain expectations as
well as give recognition to the achievement and all these could positively contribute a greater
degree of effort and performance. Likewise, there are several other factors related to work
can strongly motivate employees to perform well. For instance, it is worth stating that if the
employees of Emirates Airline are given the opportunity of choosing a flexible shift, they are
most likely to be inclined towers the work they do. So, workplace condition can also motivate
employee performance.
8. Employees can be motivated by leadership skills and personality of their leaders
Row Labels Count of 1. Employees can be motivated by leadership skills and
personality of their leaders
Strongly
Disagree
10
Disagree 9
Neutral 2
Agree 15
Strongly
Agree
14
Grand Total 50

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Table 9: Employees can be motivated by leadership skills and personality of their
leaders
Graph 9: Employees can be motivated by leadership skills and personality of their
leaders
The primary data presented in the table indicates that employees can be motivated by the
leadership personality, traits and skills. The primary data indicates the fact that out of 50
respondents, 14 strongly agreed that employees are motivated by leaders’ skills and
personality, and almost 15 agreed that leaders’ skills and personality are two highly
significant elements which have influences employee performance. Similarly, almost 10
respondents showed a contradictory opinion. Statistical data indicate the fact that mean value
is 2.33 which is little contradictory compared to the data collected. However, it would be
ineffective to state that leaders’ skills and personality is a certain factor that which can
motivate employees because of the efficacy of the performance of the employees
significantly depend upon the kind of style that employees perform; so leadership skills and
personality may not always be two certain factors affecting employee performance.
Moreover, the leaders who tend to maintain harmonious working relationship with employees

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could have the most positive influence on performance (Chen et al. 2014). To maintain that
desired positive relation with the workers, it is always effective for leaders to master variety
of skills irrespective of the fact that employees might not prefer all of them. For example,
team leader of customer support of Emirates Airline has a poor communication skills,
employees in the team are most likely to feel less interested towards the work, as they are
supposed to learn new skills and knowledge. On the other side, if the supervisor is able to
resolve any issue in quickest time, it can be stated that followers might be motivated
watching their leaders.
Please give your consent to the following statement
9. Effectiveness of leadership on employee performance depends upon the type of
leadership style the leaders holds
Row Labels Count of 1. Effectiveness of leadership on employee performance
depends upon the type of leadership style the leaders holds
Strongly
Disagree
11
Disagree 12
Neutral 4
Agree 8

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Strongly
Agree
15
Grand Total 50
Table 10: Effectiveness of leadership on employee performance depends upon the type
of leadership style
Graph 10: Effectiveness of leadership on employee performance depends upon the type
of leadership style
The collection information helps to highlight the fact that almost effective impact of
leadership particularly on performance of the workforce depend upon the type of style of
leadership that leaders of the organization hold. This statement is mostly found to be true
because almost but the primary data collected indicates that almost 22% disagreed to this
fact, while 30% of the respondent have agreed to this fact. So, the level of agreement and
disagreement has no much difference. On the other side, almost 8% of employees out of 50 of
Emirates Airline have remained neutral in the context. However, the statistical analysis
indicate the fact that the mode value is 5, implying that respondents agree to the fact that

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effective style of leadership depends on the leadership organization has or the leaders hold.
Positive leadership theory as it develops common ground by positively utilizing diversity
both regionally as well as globally. Authors of the study have pointed out on the fact that the
positivity and it is worth stating that positivity is highly associated to human flourishing and
this eventually allow individuals to execute an optimal range (Effelsberg, Solga and Gurt
2014). Likewise, according to the transformational theory reviewed in the existing papers
indicate the fact that the charismatic leaders can have an emotional appeal on the employees
and therefore can help in the transformation of the organization or business (Odumeru and
Ogbonna 2013). Thus, it can be added that effectiveness of leadership style depend upon the
type of leadership style that leaders follow.
10. Leadership style is a secondary concern in employee performance
Row Labels Count of 1. Leadership style is a secondary concern in employee
performance
Strongly
Disagree
15
Disagree 16
Neutral 5
Agree 9
Strongly
Agree
5
Grand Total 50

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Table 11: Leadership style is a secondary concern in employee performance
Graph 11: Leadership style is a secondary concern in employee performance
According to the data presented in the graph and table, it can be mentioned that leadership
style in employee performance cannot be a secondary concern. Almost 16 employees out of
50 of Emirates Airline have strongly disagreed to this fact, while almost 15 employees out of
50 disagreed to this context, while 5 employees of the organization remained neutral in the
context and 9 employees agreed to this context. As a large percentage of the employees
disagreed, it can be mentioned that leadership style or the leaders’ involvement in employee
performance is always a primary concern. In the literature review, it was found that technique
of leadership is a continuous evolving definition that could change with the context and ear of
its essence. From the core of the human existence, family, leadership plays a great role in
ensuring the stability as well as harmonious growth (Anitha 2014). Another group of authors
have stated that leadership is more of a complex phenomenon which involves the leader, the
follower and situation. Aviation as well as airline sector requires the input of a culturally
diverse work to effectively perform within its numerous supporting system and leadership is
a significant element in this context (Haber 2012).

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11. Inappropriate leadership style the major reason for poor employee performance
Row Labels Count of 1. Inappropriate leadership style the major reason
for poor employee performance
Strongly
Disagree
4
Disagree 9
Neutral 8
Agree 21
Strongly
Agree
8
Grand
Total
50
Table 12: Inappropriate leadership style the major reason for poor employee
performance
Primary data collected by the survey implies that inappropriate leadership style could be a
major factor for poor employee performance. The collected data indicates that almost 21
employees have agreed to this statement inappropriate leadership could be a major factor of
poor employee performance, while almost 9 employees of Emirates out of 50 have disagreed
to this statement. Thus, it can be added that leadership style can significantly influence

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employees’ performance. In the literature review, it was found that effective leaders always
seek to get the best out of their workers’ performance. The leaders who tend to maintain
harmonious working relationship with employees could have the most positive influence on
performance (Chen et al. 2014). Leadership style and employee performance and among the
organizations and it gives more emphasis to team work for the accomplishment of
organizational task and it has been learnt that the effectiveness of teams is however
dependent on a great degree of competence of the central person (, Iqbal, Anwar and Haider
2015). Existing studies have particularly stated the fact that transformational leadership has a
stronger impact on employees’ attitude towards their job environment and eventually it
affects their work performance.

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Graph 12: Inappropriate leadership style the major reason for poor employee
performance
4.3 Discussion
The finding and analysis presented above helps to state the fact that leadership can
significantly influence employee performance. Leadership styles have a direct impact on
employee performance. In the survey performed on the factor of communication, it was
found that 18 respondents out of 50 have agreed to the fact communication leaders skills are
highly significant to influence employee performance, while only 9 respondents out of 50
have disagreed to the fact. So taking the majority of the responses, it can be added that
leaders’ communication is one of the highly significant element in leadership style that
leaders must have to be aware when handling operation in a large organization like Emirates.
This fact is true, because the authors in the previous studies on leadership has
provided the same and equal insight that significance of communication cannot be denied for
firms as applied to their ability to influence the bottom in the increasing evidence related to
work productivity. However, communication is not a theoretical concept that leaders should
learn, rather they need to focus on the real-world situation. Thereby, leaders’ communication
training is a need as found in the primary data analysis above. Almost16 respondents out of
50 have strongly agreed to the fact and 15 respondents out of 50 have agreed to the fact.
Similar findings is also visible in the previous study as discussed in the literature review –that
effective communication, an organization is most likely to be able to have a good
coordination among the team or the units in an organization whereby the absence of it could
reflect the issues in operating the business operations or it can be the reason for the damage
the between the individuals. Thereby, to establish this, leadership training is significantly
required. When considering the downside of this fact, it has been learnt that if the leaders are
not able to communicate or develop the same throughout the series of management in the

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organization, achieving a desired employee performance could be a challenging task for
Emirates Airline.
Job stress was another significant factor in the relationship between leadership and
employee performance. With the help of primary data analysis, it has been found that job
stress can significantly impact employee performance where leaders’ involvement is the most
certain thing that organization should consider. In the survey, 20 respondents out of 50 have
agreed to the fact that job stress in the workplace can negatively influence the performance.
When analysing the fact in detail, it was discovered that employees always prefer a
motivating, fun-loving workplace, where they can remain emotionally stable to achieve the
set goals, however, the work becomes stressful and difficult to deal with, and it becomes a
burden to employees. It can be added that in order to deal with employees’ job stress, leaders
should play a crucial role. In the literature, job stressed is observed when an individual is not
able to coordinate the available resources and the demands of job with the personal abilities.
As per the survey data collected, 60% of Emirates Airline has stated the fact that they
leaders should be involved in employees’ workplace life. Thus, it can be added that job stress
is one such element that leaders should resolve and hence leaders’ engagement is not a
secondary concern. Not much similarly has been found in the existing research papers
because findings of previous research papers hold the same views that Job stress has been
known as the most universal problem and this has a combination of some factors that disrupt
the workers physically as well as psychologically. It can also be added that sometimes the
leadership style can be a significant factor employee job stress in the workplace because in
the survey autocratic leadership style is mostly disowned by employees in the Emirates
Airline. When comparing the effectiveness of autocratic leadership style with the
transactional leadership style, it discovered that transformational leadership theory has the
potential to accomplish more than they are expected to accomplish. It was also studied that

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transformational leaders in general adapt intellectual stimulation, which eventually lead
followers to doubt their own beliefs, values as well as expectation and eventually re-consider
the ideas that never been asked before. Transformational leadership has the highest or
maximum exposure to employees. Considering this fact, it has also been identified that most
of the multinational organizations today often choose this transformational leadership style
with the purpose of creating a vision to guide the change through inspiration.
It has been noted that just like the job stress, motivation was another significant factor where
leadership is deeply linked. As per the survey data, 15 respondents out of 50 have stated
leaders should and can motivate the employees. However, motivation can again be damaging
due to inappropriate leadership style because in the findings it was discovered that autocratic
leadership might not be a mostly desired one as it lacks employees’ views and opinions,
while a transformational leadership style could gain a maximum popularity. Almost 18% of
the respondents have disagreed to the fact that lack of motivation is never a reason for poor
employee performance. However, this fact is negligible because almost 10 research papers on
motivation dictate the same thing that lack of motivation of employees in the workplace can
certainly degrade the overall productivity of the employees. One significant fact about
motivation found in the literature was contingent reward. Contingent reward element of
transactional leadership might relate positively to performance in that leaders could clarify
expectations as well as give recognition to the achievement. Thus, it is worth telling that
employees need motivational items and activities in the workplace and this could be both
non-tangible and tangible. When the motivation is not related to money, it can be intangible
such as scope for knowledge, skills and opportunity. Considering these factors related to
leadership and employee performance, it can be mentioned that in order to enhance employee
performance or to create a positive impact on employee performance, it is effective to

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consider both external and internal scenario when selecting the leadership style as the
solution.

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CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
In conclusion it can be mentioned that leadership is a significant part in enhancing
employee performance. Employee performance can be negatively affected, if Emirates
Airline lacks an appropriate leadership style. In addition to this, when employees are
motivated, they are most likely to perform effectively, but again to remain employees
motivated in the workplace, it is highly important to establish leadership style. The aim of the
study was to investigate the impact of leadership style on employee performance in Emirates
Airline. The study was performed on the objectives of critically identifying the relationship
between leadership style and employee performance, investigating the type of leadership
style necessary for airline industry and analysing the impact of leadership style on employee
performance in Emirates Airline. Study answered the research questions about how
employee performance related to leadership style in the organization and the potential impact
of leadership style on employee performance in the airline organization.
In general in the introductory chapter, it was presented that employee performance
usually include execution of duties, meeting deadlines of the tasks, employee competency,
effectiveness and efficiency in doing the work. Airline industry has been competitive in
nature due to entry of global airline organizations and increasing demands from stable
economic markets like UK and Asia. So, thereby, it was found that airline organization
Emirates was in the need of good leadership style that significantly motivates employees and
in return an employee performance can be enhanced. It was also found that connection
between leader and the follower is often professional and under such leadership, supervision
is under control.

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Research was performed considering the fact that Emirate Airline observes a stiff competition
with respect to service quality which is directly influenced by the level of employee
performance. The integrated findings of existing papers imply that leadership is the technique
which directly influences employee performance and leads employees towards the attainment
of organizational goals. Leadership is linked to the motivation, interpersonal behaviour as
well as technique of communication. Leadership is a social influence technique that tries to
elicit cooperation as well as support of individuals towards the actualization of some
particular goals and on the other hand, performance of employees is found to be a
multicomponent idea as well as on fundamental level, once could differentiate the technique
element of performance, which is more of a behavioural engagement from an expected result.
It was also found that behavioural elements here imply the outcome of the individual’s job
behaviour and particularly in a workplace, the behavioural engagement as well as expected
outcomes. In the review, when it is about the relationship between employee performance
and leadership, it was found that for any degree of increase in percentage in good leadership
style, higher the employee performance and effectiveness.
The need for an alternative leadership style for business is still there creating significant
impact business’ profit and human resource. The effect is also found in employees’ growth
and when considered in external environment, it has a direct link with the economy that has a
further impact on nation’s overall development as a whole. Finings of some previous research
papers claim that leaders as their responsibility maintain a harmonious working equation with
sub-originates and the effect is positive in most of the time. Many scholars in the previous
research agree to the fact that leadership has crucial impact on employee performance and the
effect is both direct and indirect. Hence, leadership development programs work as the basis
for developing leadership qualities in leaders. One of the paper discussed in the review

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chapter stated the fact that there are five crucial elements such coaching, training,
empowerment as well as participation delegation.
Investigation in the study was done by using a positivism research philosophy because
it enabled researcher to analyse crux of study from a comprehensive perspective. Positivism
was the right one for this research method because research philosophy helps to collect and
use data in numerical format which enables researcher to gain more accurate data. With the
help of positivism research philosophy, statistical analysis of primary data has been
performed in the study especially by converting the data into numerical digits. When
investing the impact of leadership on employee performance in the Emirates Airline,
explanatory research design was selected in the study. In the present study, in order to learn
about employees’ view about leadership style, quantitative data has been collected from the
employees through the survey method. The respondents were selected the basis of sampling
methods applied in the study. Almost 50 employees of Emirates Airline have been surveyed
to know how leadership style in their organization is affecting the employee performance,
have been surveyed. Organizational members are selected for the research issues. Therefore,
non-probability convenient sampling method has been applied to the study.
Findings indicates that respondents of Emirates Airline strongly agreed that lack of
communication between leaders and employees could generate a state of deficiency in
support of the organization. Employees are mostly motivated by their leaders such as the
speech, guidance, problem solving skills, etc, nonetheless, if there is no proper form of
communication between the leaders and employees, the same would be difficult to achieve.
Decent leadership style as the variable tool for employee performance as well as
effectiveness as implied by a high degree between leadership styles as well as the prosperity
of the independent variable and employee performance. Findings of the study were identified
on the basis of some particular factors such as the job stress. It was found that to address

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employees’ job stress, leaders should play a crucial role. In the existing paper it was
discovered that when employees of the organization are not able to diligently coordinate the
available resource and job requirements with the help of their personal skills and abilities,
employees might encounter job stress. Workplace environment can be a major reason which
causes job stress because it creates significant threats for individuals. Job stress is no more a
new element in employee management and there are some factors which could disrupt
employees’ emotional state and affect their health.
Primary analysis that leaders themselves should be aware of the fact that employees
might feel stressed in the work they and to get employees of out of their workplace issues,
leaders should take the initiative. In order to learn the importance of leadership, autocratic
leadership style was targeted and it was found that autocratic leadership in Emirate, is not
able to gain much importance, while transformational leaders in general adapt intellectual
stimulation, which eventually lead followers to doubt their own beliefs, values as well as
expectation and eventually re-consider the ideas that never been asked before. In the context
of autocratic leadership style, it was noted that autocratic leadership might not be a mostly
desired one as it lacks employees’ views and opinions, while a transformational leadership
style could gain a maximum popularity. Likewise, the factors of motivation indicate the fact
that if the employees of Emirates Airline are given the opportunity of choosing a flexible
shift, they are most likely to be inclined towers the work they do. So, workplace condition
can also motivate employee performance. It has also been identified that leadership skills and
knowledge are highly important in the action of motivating employees because it was found
that team leader of customer support of Emirates Airline has a poor communication skills,
employees in the team are most likely to feel less interested towards the work, as they are
supposed to learn new skills and knowledge. On the basis of this derived findings, following
recommendation on leadership style has been given in the following.

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5.2 Recommendation
Visionary Management style
On the basis of the findings presented above stating that there is a need for an effective
leadership style, Emirates Airline has been suggested to apply visionary leadership style
because visionary leadership style incorporates the strategic, transformational and
inspirational attitude which would be effective for employees. Visionary leadership is an
integration of several significant attitude and traits which is required to guide employees.
The best part of this leadership style is that unlike authoritarian leadership style, visionary
leaders usually do not involve themselves in regular details. Rather, the leaders should focus
on motivation as well as alignment of the department, in order for keeping every individual
moving in the similar direction and keeping faith in the group members to tackle the details
regarding how to achieve the goals. The major advantage of this particular leadership style is
that if the team culture is presently divided, a more suitable visionary approach could be
effective for getting every individual back on the same and more such style leadership in
contemporary business environment is require because business today often needs a change.
It can also be added that visionary management style is conventionally effective for
experienced and skilled teams. However, sometimes this leadership style lacks the focus on
the detail to lead thee issues especially team members do not have proper knowledge about
the context.
Transactional Leadership Style
It has been identified that transactional management style tend to focus on the use of
positive rewards like incentives, bonuses as well as some stock options to particularly
motivate the employees. It has also been learnt that transactional leaders often rely on piece-
work pay to reward the employees for the better or over-productivity. Likewise, transactional

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management style is developed upon on the beliefs that one can effectively manage and
motivate employees through the extensive rewards. When looking at the at positive side of
this particular leadership style, it has been identified that transactional leadership style often
becomes effective for short period, where the individual could motivate the team to complete
the work, they do not want to do. Nonetheless, the major disadvantages of this particular
leadership style is that extrinsic rewards are less effective compared to intrinsic rewards and
specially in the future.
Democratic leadership style
It has been found that democratic leadership is another style which is also applicable to the
operational scenario of Emirates because it is mostly known as consultative and participative
style. This means that to resolve employees’ concern leaders are open to employees’ opinion
and ideas. This leadership style has the scope for a unanimous perspectives for business. It
has been noted that managers who considers or possess a democratic leadership style often
encourage the ideas sharing as well as daily employee participation. Hence, the major focus
on enhancing the team to share their thoughts, suggestions, ideas as well as the potential
solutions to help each other and enhance the overall operation of the company to grow. This
leadership style is effective for enhancing employee performance, because even though the
opinions are shared, managers have the authority to make the final call but leaders need to
seek out as well as consider thoughts, ideas and the suggestions of the team before making
any sort of decision. The major advantage of leadership style is that a democratic leadership
style tend to help and guide employees to feel value and heard. Moreover, under such
leadership style, the leaders can motivate the employees to address their issues as well as
come up with some innovative new ideas. The leaders can appropriately encourage the team
members to consider themselves as well as take more responsibility for the team decisions
and results. When the leaders look for the ideas of others can develop a better solution and

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achieve more suitable results compared to the actions of making decisions solely.
Nevertheless, the biggest downside of such democratic management style is that it takes
plenty of time. For example, if the individuals are given the situations where an urgent
decision needs to be taken quickly, it is certain that individuals will not have much time to
find as well as consider the suggestions. Another significant fact is that employees could
become frustrated or they could be resentful when they feel that the leaders are not taking or
considering their decisions seriously when needed.
5.3. Future Study
This study can be further enhanced by performing a qualitative data analysis where,
leaders’ views about the impact of leadership style on employee performance can be learnt in
more detail. This study provides the insight that leadership skills and knowledge are
significant elements in the context of enhancing employee performance. However, as the
market environment has been become dynamic in nature, leadership skills and styles have
also become dynamic in nature. Thus, scholars can specially highlight on the areas of
leadership where employees’ needs and demands are perfectly matched. Future scholars
should extend the study by particularly focussing on dynamics of leadership and likewise,
scholars should focus on how the dynamics of employees. In the study, it was found that
there is a long list of dynamics related to employee performance and future scholars should
identify those dynamics and compare the dynamics to the existing ones. So that the
importance of the dynamics of both leadership and employee performance can be analysed.
In addition to this, in order to know more about the context, scholars should conduct a
comparative study between primary and secondary data considering two different real-world
scenario related to leadership and employee performance.

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5.4 Limitation
This study is limited to primary research methods only, which means the study has
excluded the secondary data analysis. In addition, the journal article selected in the study are
hardly contemporary, study needed more recent material for a better review. In addition to
this, study is limited to quantitative data collection method, while to know how leadership
creates impact on the organization, it is effective to know leaders’ view. In addition to this,
the sample size used in the study is very small, while leadership and employee performance is
a broad context, more respondents were required.

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Appendix
Survey Questionnaire
Please give your consent to the following statement by agreeing or disagreeing
1. Communication skills of leaders are highly important to influence employee
performance
Options No of responses
received
Percentage Total respondents
Strongly Disagree 18% 50
Disagree 16% 50
Neutral 4% 50
Agree 30% 50
Strongly agree 32% 50
Table 1:
2. Leaders’ also require suitable communication training to create a positive
difference in employee performance
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly agree 50

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3. Lack of communication between leaders and employees make leaders lack
support in the organization
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly agree 50
4. On a scale of 1 to 5, please rate the importance of leadership communication in
employee performance
Options No of responses
received
Percentage Total respondents
1 50
2 50
3 50
4 50
5 50
Please provide your consent in the following statement
5. Job stress can negatively affect employee performance in the organization
Options No of responses Percentage Total respondents

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received
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly agree 50
6. Leaders of the organization should address employee job stress in categories of
organizational operation
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly agree 50
7. Is autocratic leadership style responsible for employee job stress?
Options No of responses
received
Percentage Total respondents
Yes 50
No 50
Neutral 50

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Probably 50
Conditional 50
Please give your consent to the following statement
8. Leaders should motivate employees to gain a productive return
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly agree 50
9. Lack of motivation can negatively affect employee performance
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly agree 50
10. Employees can be motivated by leadership skills and personality of their leaders

78MBA - INTERNATIONAL BUSINESS
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly Disagree 50
Please give your consent to the following statement
11. Effectiveness of leadership on employee performance depends upon the type of
leadership style the leaders holds
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50
Disagree 50
Neutral 50
Agree 50
Strongly Disagree 50
12. Leadership style is a secondary concern in employee performance
Options No of responses
received
Percentage Total respondents
Strongly Disagree 50