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INTRODUCTION
- Background
- Purpose of the research
- Problem Statement
- Aims and objectives
To analyze the UAE government's efforts in developing its leaders and preparing them to advance on the leadership path. Describe the effect of transformational and transactional leadership styles on team performance in the UAE government sector.
LITERATURE REVIEW
Leadership and Organizational Performance
The final stage is for leaders to stay at the forefront of the charge so that followers remain motivated. A large majority of survey respondents, in addition to believing that the elements of leadership can be learned, have participated in leadership development programs at some point in their careers.
Categories of Leadership Styles
- Classical Leadership
- Transactional Leadership
- Transformational Leadership
- Organic Leadership
This results in followers leaving the leader responsible for the organization's performance, making little contribution to organizational success (Avery, 2004). The basic conceptualization in visionary leadership is based on the perceived competence and ability of the leader and his/her vision to achieve success.
Factors Affecting Choice of Lеаdеrshіp Style
Very few individuals have expertise in both managing complex organizations and the specific complexities of the public sector. However, the UAE public sector needs a change that will tip the balance in the organization towards success. In the context of the public sector, the public/customers are the beneficiaries of the government's schemes.
In this regard, government employees or managers in organizations need to draw the attention of scheme beneficiaries. Within the government sector in the UAE or the Middle East, they need to transform themselves into knowledge communities that benefit the people or the public. Therefore, leaders in the UAE government sector should be able to manage quality in the implementation of government policies.
It also highlights the success of the initiatives taken by the Abu Dhabi government to develop the public sector in the emirate. It is important to have mixed leadership styles in government organizations, transactional and transformational leadership styles.
Rеlаtіonshіp bеtwееn Lеаdеrshіp and the Tеаm Performance
Introduction to Leadership Development
These human relations are necessary between the employees in the organization and between the employees and the beneficiaries of the schemes and policies, which are the public/consumers. In the context of the UAE government sector, it is important to highlight the above concept that leads to the necessity of instilling work passion in employees. The European Union has taken steps that increase support for multi-stakeholder initiatives and they are useful in the context of the UAE government sector.
The inclusion of interpersonal relationships already exists in the government sector of the Arab world, but these relationships need to be strengthened with a transformational leadership style. There is also a leadership development program run by the Abu Dhabi Executive Council Center of Excellence. They run a leadership development program overseen by the Center of Excellence in the Executive Council to improve leaders.
Leadership Development in Government Sector
- Organizational Vitality
- Employee Passion
- Customer Devotion
- Strategic Leadership
- Operational Leadership
Leadership Development Programs
Since transactional leadership already exists in the government sector, leadership development programs should be set up to incorporate transformational aspects into the organizations. However, localization is made possible when they are given the support to build their skills and improve their career opportunities in the public sector, which requires a capacity to work and act as equals to the global players. As the public sector also has to deal with private organizations and multinational companies operating in the UAE, it is imperative that leaders in the public sector make decisions based on clear business grounds.
He states that a "leaders develop leaders" strategy should be in place and that senior managers should be involved in the development, design and attendance of such leadership development programmes. It promotes personal satisfaction because by sharing experiences between managers and middle managers, it develops their skills and knowledge in the process and improves their ability to solve problems and achieve their tasks and responsibilities (Mumford, 1993). For an organization to develop a successful leadership development program, it must identify a range of approaches and methods and enable senior managers and HR to develop their own leadership development programs, evaluate desired competencies, and create or improve current programs (Cacioppe 1998).
Alternative Methods in Leadership Development
- Developing Leadership Competencies
However, it needs to be adapted when applied to government organizations involved in policy making and scheme design for the public good. The departments involved in revenue collection also require different TQM policies because the activities of these departments are different from the manufacturing sector. Quality refers to 'the correctness or suitability of an activity or suitability of an entity; it is meeting a certain standard” (Breja and Banwet, 2011).
Therefore, a policy that assesses the activities and implementation of policies relating to revenue collection, implementation of. The literature review identifies different types of management strategies and finds a mix of strategies that could be used in the public sector in the UAE. Although this system can be used in production units in the public sector, the departments involved in the formulation of the revenue collection policy, the implementation of schemes require a different approach to TQM that evaluates policies and services in accordance with the benefits to the population and to society as a whole.
Case Study of a Government Organization
And most managers began to initiate new changes with little thought to what their employees were experiencing and feeling. They had to assure top management that the new structure was being implemented smoothly, and this made them more task-oriented than people-oriented, and as a result, many employees resented their jobs and felt they were being forced just follow the rules. They did not feel empowered by their management; in fact they felt that their managers failed to delegate all the responsibilities of their positions.
For example, one of the section managers did not have the authority to sign official letters or approve the annual leave requests of one of his employees. But unfortunately maybe 20% of these requirements are met and maybe around 50% of the staff are being trained. On the last day of the camp, each counselor sits one-on-one with all the candidates and reviews the results of these exercises.
Methodology
- Introduction
- Research approach
- Study sample
- Data collecting
The first phase was an introductory interview with an employee from each organization. initial interview gave the individual a brief description of the organization's current structure and its mandate. He/she also explained what type of leadership styles they have and the different types of leadership development programs being implemented in the organization. A schedule of 10 interview questions was drawn up and meetings were arranged with the selected persons in each organisation.
The main purpose of these interviews is to examine the different leadership styles in the government of Abu Dhabi and how these styles affect the performance and achievements of each organization. Before the meeting, a brief definition of the different leadership styles was given to the interviewees, together with a brief description of the purpose of the research, in order to get some clarification and justification before conducting the interviews. The questions that were asked focused on the types of leadership styles practiced in each organization and how the interviewee perceives this style and its effect and impact on the performance of team members and the performance of the organization as a whole.
Case Findings and Interpretation of Results
- Introduction
- Org.1
- Org.2
- Org.3
- Overview of the three case organizations
Most want more development programs in the organization, whether for managers, middle management or other employees. Everyone agrees that the competence and expertise of the team members has a much greater impact on the success of the leadership style. The interviewees believe that the organization is in a good position to play an important role in realizing the policies of Economic Vision 2030.
According to the head of the evaluation and monitoring department, training in the organization is based on competencies related to the overall strategy of the organization. The interview was conducted only in the IT division and it is clear from the people interviewed that this division works independently from other divisions in the organization. The IT Services Support Manager explained that she is aware of the Leadership Development Program issued by the Government of Abu Dhabi through the Center of Excellence in the Executive Council, but unfortunately this program is not implemented in this organization as they are an independent entity, it is not under their control Government of Abu Dhabi.
They have tailored the programs to the required competencies, therefore it is easier for them to measure the benefits achieved and the development of the employees. So this demonstration shows that org.2 covers most of the key areas of leadership development strategy being implemented in best practice organizations around the world.
Conclusion and Recommendations
Conclusions
Recommendations
It is necessary to have transactional leadership in government departments only at the points of packages offered to employees as well as to obtain certifications such as ISO 14001. After limiting transactional leadership to that extent, it is necessary to develop transformational leadership in employees. Transformational leadership must provide the necessary training to employees so that their performance brings about a change in the overall performance of the organization.
A leadership development program should be a mandatory program in all government organizations, and all levels of leaders/managers should be included in this program. 2011) “Public Sector Reform in Kazakhstan: Issues and Perspectives”, International Journal of Public Sector Management, Vol Leadership development: Does it make a difference?”, Leadership & Organization Development Journal, Vol Leaders developing leaders: an effective way to improve leadership development programs ", Leadership & Organization Development Journal, Vol. Journal of Applied Psychology, Vol Leadership development: learning from best practices", Leadership & Organization Development Journal, Vol A review of corporate social responsibility in the renewable energy sector: Examples from the Masdar initiative in Abu Dhabi" , Management of Environmental Quality: An International Journal , Vol.
