Leadership Style and Employee Engagement in Marriott Hotel Industry

This project investigates the impact of various leadership styles, including transformational, transactional, and servant leadership, on employee engagement within the hotel industry, specifically focusing on Marriott Hotels. It aims to understand how different leadership approaches affect employee dedication, enthusiasm, and overall performance. The study explores the benefits of employee engagement, such as increased productivity and customer satisfaction, while also considering potential drawbacks like employee burnout. Through a literature review, the project examines the nuances of each leadership style, analyzing their strengths and weaknesses in relation to fostering a positive and engaging work environment. The research questions address the specific impact of leadership styles on employee engagement at Marriott, identify the most effective leadership style for improving engagement, and suggest strategies for Marriott to enhance employee engagement. Ultimately, the project seeks to provide insights into how Marriott can leverage leadership to create a more engaged and productive workforce.

The impact of leadership
style on employee
engagement

Table of Contents
1. INTRODUCTION.......................................................................................................................3
1.1 Applied project Structure.......................................................................................................4
1.2 Aims and Objectives..............................................................................................................4
1.3.1 Research Question....................................................................................................4
1.3.2 Objectives.................................................................................................................4
2. LITERATURE REVIEW ...........................................................................................................5
2.1 To understand Styles of leadership........................................................................................6
2.2 To study the concept of employee engagement.....................................................................8
2.3 To understand the impact of leadership style on the employee engagement.......................10
REFERENCES................................................................................................................................1

1. INTRODUCTION
This study will discuss the impact of various types of leadership pattern on the
employee engagement. The various types of leadership styles which will be discussed
are transformational, transactional and servant leadership and the method they will
empower the hotel industry.
Leadership style is defined as characteristics behaviour of a leader while he is
guiding, directing, managing and motivating group of people (Al-Malki and Juan, 2018).
The leaders with effective leadership style work as an inspiration for others. There are
various types of leadership styles such as transformational, transactional, servant and
various others. Transformational leadership refers to the approach which causes
various changes in social as well as individual systems. Transactional leadership refers
to the style which focuses mainly on the role of group performance, supervision and
organization. This style of leadership utilize rewards as well as punishments which help
to motivate their follower. Servant leadership refers to the style which have
responsibility to help people in learning as well as to grow, feel motivated, and
contribute to the organization at their best level. Its focus is on the others and finding
ways to inspire others.
Employee engagement refers to a concept of human resource which explain the
level of dedication and enthusiasm that an employee feel towards his workplace (Sun
and Bunchapattanasakda, 2019). If Marriot Hotels of hotel industry are able to engage their
employees efficiently it will ensure that the employees will care for their work and
improve their performance. It is because here the employees feel like their efforts are
important for the organization. Employee engagement has become a crucial part in an
organization as it will boost the productivity of the employees. It is because if an
employee is satisfied with its workplace and its environment he will contribute to the
organization in better manner. It helps to increase the customer satisfaction as
employees will solve the problems of customer efficiently.
The hotel industry is one of those service industry section which manages the
guest accommodation or lodgings (Gürlek and Tuna (2019). This industry attracts
various tourist, which is the main source of income for them. As these industries are
mainly based on customer service employee engagement is most important for them

that will help them to get successful in the industry. The hotel industry consider that if
the employees of organization are satisfied then they will be able to provide the best
service to their customer.
1.1 Applied project Structure
(This will be completed in Last Draft)
1.2 Aims and Objectives
The aim of choosing this study topic is that it will help to understand how
employee engagement is affected by leadership styles in the hotel industry. As it is
necessary to understand which leadership style is effective in the hotel industry which
will help to improve the employee engagement. The study will help to understand the
association of leadership styles and employee engagement. This study will also discuss
the different types of leadership styles and various factors of employee engagement.
Aim: The impact of leadership style on employee engagement in hotel industry: A study
on Marriott Hotel
1.3.1 Research Question
The research question which is formed related to the topic is:
1. What is the Impact of leadership styles on employee engagement in Marriott?
2. Which leadership style is effective to improve employee engagement in the
Marriott?
3. How Marriott can improve its employee engagement?
1.3.2 Objectives
The objectives of this study are as follows:
1. To understand Styles of leadership suitable in Marriott Hotel.
2. To study the concept of employee engagement in Marriott

3. To understand the impact of leadership style on the employee engagement in the
Marriott Hotel.
4. To recommend leadership styles for improving employee engagement at
Marriott.
2. LITERATURE REVIEW
Literature review is considered to be a part of academic writing which
demonstrate the acquired knowledge and understanding on a specified topic which is
related to academic literature. The aim of literature review is to get the understanding of
those existing study or debate which is regard to the topic of our study. It is presented in
a written report which contains knowledge.
The aim of the present study is to understand the impact of leadership styles on
the employee engagement. This will help to get the better understanding of the topic by
studying the idea of various different authors. These author will have various different
view on the current topic. The aim further have themes based on it which will discuss
the view of author which will be related to the topic of study.
The first theme of the literature review is to understand the styles of leadership.
In this part the view of various authors regarding the transactional, transformational and
servant leadership, will be analysed. This will help to understand the styles of leadership
in proper manner. This will also depict the view of author based on its importance and
various other factors.
The second theme of the literature review is to understand the concept of
employee engagement. In this theme the view point of author regarding the negative as
well as positive sides of employee engagement will be considered. This will help to
understand various elements of employee engagement which some times is good for
the organization and sometimes it bad for the organization. This part will compare the
view point of various authors which will help to understand the concept and help in the
further part of the analysis.
In the last theme of the literature review, it will discuss various impact of different
leadership style on the engagement of the employees. This will discuss various positive
or negative impact of the leadership style of transactional, transformational and servant

leadership. This will also consider the view point of authors on the effect of employee
engagement towards the empowerment in organization. The last theme will help us to
understand the topic in a better manner which will be useful in the further part of the
project.
2.1 To understand Styles of leadership
As per the views of Rabiul and et.al, (2022), there are various styles of leadership
theories which can be implemented in hotel industry, to improvise best scale aspects
informatively for stringent development of vision within longer time frame. The practical
implementation of transactional leadership is to attain faster short term goals based
results, favoured towards structured policies and procedures. It thrives focus on
following rules, and developing things with high creative innovation for developing best
working returns Author signifies that transactional leadership essentially aims to
improvise best determined aspects in strengthening motivation profoundly, and
leveraging functional growth. It is effective to be implemented, for attaining accurate
results within team’s management and also to engage towards specific business goals
within hotel industry.
On the other hand, another author Almheiri and Omar (2022), shed light about
disadvantages of transactional leadership as it creates fast results that are predictive,
and it creates low morale levels among employee and can be ultimately put company
on disadvantage which can increase turnover. The author has researched that
transactional leadership, holds huge functional risk and can impact profitability if not
implemented strategically. Transactional leadership can hamper business scenarios, if
decisions are not taken in proper format as this also competently reduces working
engagement. It may also work on uncertainty aspects, and further determine extensive
business efficiency goals for long term results.
As noted by Jamali and et.al, (2022), transformational leadership is another style
which brings creative working advancement towards company functional abilities within
teams. Transformational leadership empowers new working abilities at teams,
stringently motivates for diverse technical abilities and extensively formulate profound
growth for higher quality engagement. Author also signifies that transformational

leadership, has role to create innovation and brainstorming sessions within teams as it
enables to further advance on working accuracy diversely. It has proactive role, to
determine rapid innovation goals, based on transforming new pathways for
strengthening rapid engaged wellness functionally.
However, on other hand another author Schermuly and et.al (2022), has
contradictory views where transformational leadership has specific role which has to be
worked on, based on determinants for attaining proactive decision outputs diversely.
The transformational leadership has risky aspects, which may hamper decisions among
company if business related fundamentals are not taken proactively. Transformational
leadership needs new investment priorities to be shaped up diversely, and also has
potentialities to extensively enhance wider end targets if implemented in effective
format.
According to the Chon and Zoltan, (2019), servant leadership refers to style which
have responsibility to help people in learning as well as to grow, feel motivated, and
contribute to the organization at their best level. Whereas Ozturk, Karatepe and Okumus,
(2021) ensures that the organization can implement the leadership such that it will have positive
impact work engagement as it is powerful when compared to job satisfaction. There are
various company which find the work of others motivational and finding ways to inspire
others. Here according to the Ozturk, Karatepe and Okumus, (2021), servant leadership
helps the environment to nurture in which he will feel like they are included in the
decision making and they feel respected from the organization.
According to the Setiawan and et.al., (2020), servant leadership encourages
people to come up with various new ideas which they have come up on their own. It is
beneficial for the employees as they can do various creativity in their work, which will be
in benefit for the organization. In accordance with this the Eva, and et.al., (2019) says
that servant leadership have various questions which is unanswered which have various
criticism as well as advantages. Servant leadership style help the employees feel
valued in their organization. As they are valued based on the work they are doing and
the innovation they are bringing in the organization.
As per the view of Qiu, Dooley and Xie, (2020), servant leadership helps the
employee understand the reason behind the task provided to them. It will eventually

help the employees to understand the motive behind the work they are supposed to
complete. It will help them to improve their efficiency in the work. In support to this the
Gui and et.al., (2021) states that, it has positive impact on the employees as they are
satisfied with the company which helps the company to grow. The servant leaders are
ready every time to help their employees whenever they are facing some sort of
problems. This will help the employees to feel supported by their leaders and they will
improve the quality of work.
2.2 To study the concept of employee engagement
According to the Sun and Bunchapattanasakda, (2019), Employee engagement
refers to a concept of human resource which explain the level of dedication and
enthusiasm that an employee feel towards his workplace. It is beneficial for the Marriot
Hotel as it increase the productivity of the employee. As it is one of the main goal of the
company because it benefits the employees as well as the organization. If the
employees are engaged then they will like the work they are doing and consider it to be
meaningful. These employees will work harder, with enthusiasm and in faster manner. It
is mentioned that the satisfied employees will work for the growth of the organization
while dissatisfied employees will try to find excuses for not completing the work. In
contrast to this the Arslan and Roudaki, (2018) states that, there is negative relationship
between the employee performance and organizational performance. They say that
when employees are highly engaged they tend incur burnout. As the employees who
are more encouraged they are not able to establish their priorities and end up getting
their health deteriorate. The hotel industry should also consider the health of the
employees as they should not be encouraged till the stage their health get affected. This
may lead to deteriorate in the work of the employees which will not be good for the
company as the work will not be of good quality.
As per the views of Sun and Bunchapattanasakda, (2019), employee engagement
bring innovations in the services of the hotel industry. They continuously brainstorm for
various new ideas which will be beneficial for the company in the long run. This helps
the company to improve their brand image in front of the customer. The engaged

employee finds various ideas which will make the work creative and enjoyable for them.
It is identified that if the employees who are being encouraged by the company tend to
get loyal to the company and think for the benefit of the company. Here the employees
have autonomy to make their own decision and introduce creativity in their work. In
contrast to this the Arslan and Roudaki, (2018) states that, the company should engage
with the growing trends which specially those who are contemporary. They say that
there are many employees think that innovations requires restlessness. This is not
accepted by the proud or motivated workers as they tend to resist innovations in their
work as they feel like it brings hectic in their schedule. It is said that optimistic
employees often tend to stop their efforts in improving their performance, whereas those
employees who are not motivated or frustrated tend to come up with various positive
ideas.
The Motyka, (2018) states that employee engagement ensures that the
environment of the work is positive. The positive environment motivate the employees
to do their work with efficiency and effectiveness. They are motivated to get the success
in their work when comparing to the others. This type of employees will motivate others
too to do the work with efficiency and effectiveness. These employees take part in
various activities which are organized by the company and encourage other to
participate in those activities. Employee engagement make the employees work in
building the culture of the hotel industry which is good for the growth of the hotel
industry. In contrast to this the Li and et.al., (2021) states that, leadership is constantly
in connection with the outcomes of the organization which are important for the growth
as well as follower engagement. It is not necessary that only motivated people will get
the work done in efficient way and have quality work. Sometimes it may also happen
that the employees who are pessimistic, moody or demanding can also get the work
done with higher quality. The company should consider that the employees who are not
positive in nature can also bring some good to the company. It will because those
employees will want to prove themselves that they can be better than the other
employees.
According to the Motyka, (2018), employee engagement ensures that the
employees are providing better quality of work. It is because the perception is

established that the employees who are always in a positive mood they put best of their
efforts in the work they are allotted. This types of employees are motivated when
compared to other employees. They perform their work with dedication as well as
precision in every aspect. This type of people enjoy doing their work which makes them
efficient in the work they perform for the company. They learn to work with teams and
come up with various new ideas. In contrast to this the Li and et.al., (2021) states that,
the servant leadership is future and performance orientation which ensure the
relationship with the employees. The employees who are critical in nature they bring
focus and attention to the work. As this employees think that not only positive thinking is
necessary focus and attention is also important for the employees to have during the
work. This will ensure the company will have employees with balanced view. The
company will be getting both sides of the decision which they are about to established.
2.3 To understand the impact of leadership style on the
employee engagement
According to the Li, Castaño and Li. (2018), that leadership is influencing the
employees psychological and work engagement. As they are comparing the
transformational and transactional leadership to ensure the work engagement level. The
impact of leadership is positive as well as negative on the engagement of the
employees. It is because it improves the dedication and absorption towards the allotted
task while it also sometimes reduce the motivation to do the work which is allotted to
them. As per the Buil, Martínez and Matute, (2019), that the organization should identify
and engage with relationship of transformational leadership and organizational
behaviour. Transformational leadership help the employees to work towards the goal of
the company. It ensures that employees have a motive during the performance of task.
The employees feel like they have importance in the hotel industry which act as a
motivation. Here the employees will be able to share their viewpoint. In contrast to this
the Milhem, Muda and Ahmed, (2019) states that, as employee engagement is the focus
of every organization transformational leadership helps to ensure that the employees

are motivated to work and have proper engagement with the company.
Transformational leadership focus more on the bigger picture. This sometimes
employees are not able to achieve as they are extra motivated which affect the priorities
of their work as well as families. This will eventually affect the health of the employees,
and they can not focus on their work.
As per the Gui and et.al., (2020), transformational leadership is effective in the
organization as it forms relationship between attitudes and perception. Transformational
leadership encourages its employees to perform innovation in their work. This will
motivate the employees that they can perform the task in manner which is suitable for
them. If the employees are motivated they will work in positive manner which will ensure
that the customers of the company are satisfied with the services they get from the
employees. It is a crucial point for the organization as it will have a positive impact on
the employees. In contrast to this the Chin, Yap Peng Lok and Kee Peng Kong, (2019)
states that, there is valid relationship with among the transformational leadership and
employee engagement as leadership promote employee engagement .Transformational
leadership impose pressure on the employees which is not good for them and the
company. This will cause burnout among the employees and the employees will not be
able to come up with innovative ideas for the hotel industry. This will eventually affect
the company as a whole.
As per the view of Rabiul and Yean, (2021), there should be some kind of
relationship between transactional leadership and servant leadership which he wanted
to study to ensure. As it will help him to provide new information to the company which
will help them in the employee performance. Transactional leadership motivates the
employees by providing various sort of rewards. These rewards are based on the
performance of the employees as well as it motivates them to work in efficient manner
which will be beneficial for both the company and employees. Whereas the Şeşen,
Sürücü and Maşlakcı, (2019) states that, it sometimes de-motivates those employees who
are not able to perform well. It is because those employees will not get any sort of
reward which will implement the dissatisfaction towards their work. According to the
Sobaih and et.al., (2020), in transactional leadership employees work positive attitude
as they will get the rewards which will be beneficial for them to get their success. This

will ensure that the employees are providing good quality of services to its customer. In
contrast to this Mahfouz, (2019) say that, if the reward is not according to the need of
the employees it will not work as a motivation for them. It will not result in efficiency and
effectiveness in their work, and they will not be able to work in the hotel industry.
According to the Sürücü, Maşlakcı and Şeşen, (2020), transactional leadership
ensures that the employees get positive environment in their work culture which will be
beneficial for them. As it will motivate them for working with good quality of work. Here
the employees are satisfied with their employer as they ensure that the needs of
employees are met. While the Jangsiriwattana, (2019) thinks that the transactional
leadership might not be beneficial for those employees who work in a pressure
environment. As for them to get innovative ideas they should have pressure on their
work. This is not provided by the leadership of transactional style, which will not lead to
the effectiveness and efficiency in their work.
According to the Sandhya and Sulphey, (2020), if employees have autonomy in their
work it will ensure that they feel empower regarding the decision-making process. It will
eventually increase the engagement level of the employees. While the Sharma and Singh,
(2018) states that, if the employees are provided with some sort of power they will tend
to misuse the power allotted to them. This will also increase the burden on the
employee which will lead to burnout amongst them.
According to the Rabiul and et.al., (2021), servant leadership is beneficial for the
employees as the management makes decision which are beneficial for the employees.
It ensures that the employees are motivated and satisfied in the work environment.
Whereas the Kaya and Karatepe, (2020) states that the indirect impact of the servant
leadership is on the performance and satisfaction of the employees. The decision which
are made for the benefit of everyone take longer to implement. This factor sort of work
as a demotivation for the employees as their needs are taking longer to get fulfilled. This
will not get the employee engagement required by the management of the company.
According to the Rabiul and et.al., (2021), servant leadership environment helps
the employees to grow in their career. It is because they get support from the
management regarding their needs which improves their work quality. Whereas the
Chon and Zoltan, (2019) states that the employees in this leadership require frequent

training for the development of their skills. It makes the employee feel like they are not
capable enough to do their work in proper manner. This eventually reduces the
employee engagement.
As per the view of Rabiul and Yean, (2021), the author wants to ensure that they
will find something in common between the transactional and servant leadership. In this
environment employees get empathy which establish a connection with the
management of the hotel. It will help the employees to share their views with the
management. In contrast to this the Chon and Zoltan, (2019) states that, after sometime
the employees does not need a leader for guiding them during their work. This will
eventually lower the employee engagement as they will be doing a consistent work
which will not bring innovation in the hotel industry.

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