HYPOTHESIS AND Conceptual model needed asap

Savannah State

Introduction

Banks provide investment services as well as corporate banking and wealth management services. The banking sector of the United Arab Emirates is fragmented. The economy of the United Arab Emirates is being filled by foreign banks despite the protection provided to the banking sector. The UAE central bank manages the banking sector. Advertisement of the banking business is, therefore crucial to gear the banking business towards global competition (Sayani, 2015). The United Arab Emirates uses the following techniques to market their business.

Content Marketing

Customers always search online for content when they are in need of services search as loans, bank guarantee, credit cards, home banking, and online banking among others. The consumers look for brands that have value and provide answers to their questions. The UAE banks, therefore, generate articles on conversations that are appreciated by the consumers. This ensures that customers are engaged on their site (Randeree et al., 2012). This also plays a role of introducing more people to the United Arab Emirates banking sector.

The use of content encourages people to build a relationship with the bank. For instance, a person reading an article on loans is most likely interested in taking a loan from a bank. The bank invites them to speak to representatives of the bank at the end of the content for more information.

Search Engine Optimization (SEO)

The Search Engine Optimization (SEO) aims at being there whenever customers are looking. Banks sell mortgages, loans, as well as, saving accounts to mention just a few. In the modern world, customers invest their time learning about goods and services and researching options before making a purchase (Zeineddine, 2017). For example, if a customer has intentions to refinance a mortgage, they would search for home financing rates. The banks in the UAE use the SEO, providing the answers online to gain customer trust as their financial leader. The SEO optimizes pages by using the keywords in the URL and the title page. Banks, therefore, ensure that they are visible on the pages of the search engine for the success of their efforts in marketing.

Empowering Employees

The UAE banks have invested in their employees with the aim of attracting more customers. Providing employees with tools to enable them do their jobs effectively is a factor. Confusion, inefficiency and disorganization results to lack of confidence from customers (Petersen et al., 2015). The banks ensure that their staff is equipped with consistent, accurate, as well as, up-to-date information. Furthermore, they are able to provide the customers with immediate answers to the questions.

Educating customers on financial literacy

The educational initiatives on financial literacy are directed not only to the low income consumers but also the middle class customers who need it but are embarrassed to ask. Educational programs on finances generate goodwill at the community and build a strong relationship between the banks and the consumers (Petersen et al., 2015). The United Arab Emirates provide financial literacy to the customers, and in return, they gain their trust as their financial leaders. The banking sector has grown tremendously in the United Arab Emirates. Generation of awareness and goodwill through advertisement is, therefore a necessity to catch up with the global competition. The UAE banking sector has embraced both digital and non-digital forms of advertisement to attract more customers.

This study will utilized critical appraisal methods to collect information regarding organizational leadership style and advertisement used among banks in the UAE. The research focused on using critical review methodology in collecting data on the issue topic. Through a systematic critical appraisal approach, six articles with developed inclusion/exclusion criteria were selected for review. The articles were sufficient in topic and content to address the issue of leadership and organizational development within the UAE.

Literature review

During the phase of organizational development, continue success will rely heavily on business marketing strategies. Therefore, there is need for any organization to ensure that they incorporate leadership changes to ensure that the mistake is corrected. Emirates Nuclear Energy Corporation (ENEC) is an organization that has responsibilities for ownership, operating and deployment United Arab Emirates’ nuclear energy plants. The main aim is to identify the effectiveness of leadership changes in this entity. The way they were able to adapt to leadership changes in this organization (Voegtlin, Patzer, & Scherer, 2012). For any change to be realized in an entity there is need for leadership transformation since it is an important building block to get a successful change of efforts within a Company.

Organizations are undergoing significant changes, and thus ENEC is no exception. This implies that the entity should have a continued change of strategy to remain relevant in the market just as the way people experience various life cycles so is this organization. Thus, there is need for ENEC to have development changes, which include leadership changes. In most scenarios leaders who had various departments in ENEC have been making efforts to accomplish success, which is part of the inherent job descriptions but at times they fail despite the fact that they continue to struggle (Bolman, & Deal 2017:6). This calls for leadership changes since there are other leaders who are able to thrive well in their roles while others get shuttled from job to job, and at some pont they get a job which they are not effective in it, and it will surely be reflected in the production. When production start to decline, then it will be a good reflection of changing leadership. Leadership changes in any organization is for the improvement of the entity’s performance.

Leadership change assist in transforming an organization operations, since it reaches a time whereby the leaders have reached normalcy stage, and even the junior employees cannot follow instructions given by the leaders. During this scenario, it is important to have leadership changes just as we see in political arena and in many entities whereby leadership is changed over a certain specified period, (Trompenaars, & Hampden-Turner, 2011:11). The new leaders can pick from where their predecessors left and once they pick the momentum, it is evident that they are able to improve the performance of the organization. Therefore, when ENEC have change of leadership they are able to improve the cooperation, coordination of activities carried out it the organization, and this will lead improved productivity of the organization.

Leadership changes can further lead to refined success, in this gesture they will strive to improve the production, since they will be having new energy and they do not want just to be like the previous leadership, (Al-Dabbagh, & Assaad, 2010: 10). In addition, they will be working add to initiate changes they saw that their predecessor failed, and it will be good for the continued of the Company. They will be concerned about the management feeling the impact of the changes made, and thus the success of ENEC.

Leadership changes can influence negatively the organizations’ performance. Since they will be insecure about change of leader that has been occurring in the organization, there might be fear of them being demoted, and this could affect their performance. In addition, the current leadership might have gained momentum and improvement might be a short while from being realized and changing leaders could affect the good productivity that was about to be seen (Randeree, & Ghaffar, 2012:61). Therefore, from the above points we can conclude that leadership changes will be very effective in bringing performance improvement to ENEC, despite the fact the change might pose an insignificant challenge that should not be taken into much consideration.

The term Critical Appraisal is defined as the process of examining research evidence systematically so as one can assess its validity, results and its relevance before using it to inform a decision (Hill & Spittle house, 2003). Being the era where medicine must be evidence based, a physician need to possess important skills to help in analyzing the scientific literature critically. This is important because the medical knowledge is kept up to date to ensure an optimal patient care.

The reader is introduced to the principles of reading critically by the use of a selection of international literature in the scientific articles of medicine. Wide uses of principles that are accepted for critical appraising of scientific articles are outlined. The reader doesn’t need an extensive methodological knowledge. It is the basic knowledge of study design, structuring of a given article, the role played by the different section of presentation statistically, the source of error and the limitations are presented. The fact that there has been an increase number of the scientific publications; most physicians don’t get enough time to read what others have written. It is therefore important for the selection, reading, and critical appraisal of the publication to be up to date. The reader is required to be clear of their intentions before they start a scientific article. They are also advised to read the most recent of review be it a simple review article, or a systematic review and a meta- analysis

Methodology

Criterion for considering studies for this review

Types of studies

This study included surveys and case studies involving leadership and organizational development for organization in the UAE regions.

Type of participants

The participants for this study were organizations within the UAE. The organizations could be privately owned, public or multinational corporations. The organizations must have underwent recent organizational development and must be implementing leadership strategies.

Search method

I conducted a systematic search of survey and case studies. There was no restrictions regarding number of language, but the publication year was began from 2010 to 2017.

Electronic search strategy

I searched the following databases from their inception for publication, published materials, ongoing studies conferences and seminars, EBCOHOST. I used modelling strategies for searching the database. The modeling strategy utilized adaptations that are highly sensitive and those that are not highly sensitive. The keyword search was a keyword string and keyword phrases that included BOOLEAN operators AND/OR. The specific keyword phrase for searching included: “Leadership and organizational development within UAE”, “Organizational development in UAE”, “Organizational leadership in UAE”, “Leadership or Organizational develop among UAE companies”. Keyword for the search strategy was identified through reading around the topic and developing a list of keyword phrases that were appropriate to the search.

The search results were filtered for relevance of the tittle of paper, year or publications before selecting articles for abstract review. Following abstract review and scanning through the articles, suitable articles were selected for critical review. From the search results, six articles were selected and used for review.

Searching other sources

I scanned the reference lists of the publication that I chose for review for additional survey of leadership and organizational development. I search Google Scholar to retrieve the existing research articles that were within the research article’s selection inclusion/exclusion criteria.

Data collection and analysis

Data collection and analysis involved selecting of studies through scanning the abstract of all identified studies in article selection step. The data collection excluded irrelevant studies. The stage of the study involved assessing abstracts for relevance and obtaining full texts for the selected article. I scanned through the full text articles to determine the inclusion of all of the sections of the study including abstract, introduction, methodology, results, discussion and conclusion for their respective leadership and organizational development issue within the UAE region.

Data extraction

Data extraction from the articles was done using the critical appraisal method. The critical appraisal method is a systematic description of the research article mechanism. The research article mechanism included the author’s objectives, study design, the participant’s study selection, and the results of the selected study, discussion and conclusion.

Results analysis

Six articles were selected for this study and their critical review is presented here as results.

Martin et al., (2013:1372), aimed at determining the impact of directive and empowering leadership behaviors on the performance of customer-rated work unit. They also aimed at coming up with goals and empowerment theories as well as ensuring that a directive and empowerment leadership enhances proficiency. They also looked at how membership satisfaction contributed to the expected requirements.

Ninety-five leaders from the United Arab Emirates were randomly assigned to either empowering leadership (n=33), control (n=30) or directive leadership (n=32). The assignment was done using a random number table. 50% of the leaders were women and 78% of the leaders had advanced degrees or finished college. The contact information of the customers and employees were provided by the leaders. However, Martin et al., (2013: 1374) surveyed the customers and employees directly in order to keep their responses confidential. The response scale (strongly agree and strongly disagree) was used.

The findings of Martin et al., (2013: 1375) indicate the contribution of leaders in encouraging wise decision making. Empowering leadership style improves performance and motivates the employees and customers. Inspiring and motivating leaders perform better than those who simply dictate. Martin et al., (2013: 1375), concluded that both directive leadership and empowering leadership were effective in improving proactive behaviors in working environment and performance.

According to Barhem et al (2011:229), their main aim of doing the research was to rank the characteristics of managers that helped them to perform well in their different organizations. In the first place, they were interested in knowing the characters of the managers but later on, they deviated from the original idea and started determining if their managers are able to work in an international business environment Barhem et al (2011:230). We are not informed on the type of sampling technique used, they should specify since it can tell us, as the readers if they were objective or subjective. The sample size used is not specific, in that the study does not clearly explain the exact numbers of managers were drawn from private or public domain. They should have clearly indicated so that they can exclude the likelihood of biasness.

The results given is not in line with what they were looking for, for instance they wanted to rank the manager in terms of their communication skills among others. Unfortunately, their findings are contrary, in that they are giving us some of the desires of those managers. Therefore, they were not able to make their discussion objectively (Barhem, et al., 2011:231). Furthermore, they made a conclusion that is not supporting their findings.

Randeree & Ninan (2011:28), purposed to examine the effectiveness of leadership in the use of team in business based information technology (IT) projects. The study was performed in the United Arab Emirates (UAE). Randeree & Ninan (2011:29) utilize quantitative and qualitative research methods. Quantitative method measured the statistical data while qualitative enables a holistic exploration and comprehensive information. Feelings, attitudes, and ideas were explored using a survey method. Data was collected using a questionnaire whereby each of the teams was expected to explain the aims of the research and the modes of responses they expect. Three to four people from each of the forty-two teams were supposed to answer.

Forty-four responses, representing a 36.6% response rate were received. Ten project teams (23%) were considered because only 11 of the 44 received reactions were complete. 76% of the sample population in the project team had an experience of five years. 80% of the sample population was a representation of the private sector (Randeree & Ninan, 2011:30). An average score of 3.82 recorded among the teams indicated that IT project teams are effective. Randeree & Ninan (2011:31) concluded that the approach of team projects to work is task-focused. However, the projects prefer leadership styles that are people-oriented.

Randeree & Ghaffar (2012:61), aimed at examining how different styles in leadership affect employee organizational commitment and job satisfaction among the United Arab Emirates (UAE). A case analysis was performed in the construction sector. Three companies; consultancy firm, contracting company and client organization were surveyed. A qualitative analysis amongst employees working in the construction industry of United Arab Emirates to determine how employees look at different leadership styles was done. Questionnaires were developed within which ten leadership styles were incorporated. 250, 200 and 150 questionnaires were distributed to the consultancy firm, contracting company and client organization respectively (Randeree & Ghaffar, 2012:64). Averagely, the survey showed moderate noticeability of the team management and consensus leadership styles. 50% of the respondents indicated that consensus leadership was prevalent while about 40% believed it was consultative leadership style. About 30 % proposed that team management leadership was present. The responses depicted that; salary, the flexibility, and nature of work, administration of a company and the manager’s behavior influence job satisfaction. Randeree and Ghaffar (2012:65), conclude that consultative and consensus leadership styles are prevalent. Also, the size of the organization and industry sector influences job satisfaction and organizational commitment.

The authors of this article aimed at determining the effects of leadership style on an organization’s performance. They had hypothesized that the leadership style will have implications on financial performance of the banking sector (Cherian, & Farouq, 2013:109). They developed a methodology that assisted them to arrive to their conclusion, nevertheless they had a poor method of collecting their data. The judgment sampling approach, could not give them appropriate results since they could end up selecting banks that were within their vicinity thus affecting the outcome of their findings (Cherian, & Farouq, 2013:109). The number of selected banks might not be a true representation of the all banks in UAE, as we are not given the total banks registered in the country.

Furthermore, the selected number of banks to be researched is likely to be few. The time used to administer the questionnaires is not appropriate, since there are people who can easily answer questions while others can take more time to answer (Cherian, & Farouq, 2013:109). Thus, they could just give each person enough time to give out their views. The results given were well articulated in terms of how leadership will have an effect the financial performance of an organization, just as was their aim. They had a conclusion that revolved around what they were researching on, without them getting out of context.

Abraham (2012:27) aimed at examining factors influencing the satisfaction of employees in the company and develop a programme to engage employees in the organization. The study was performed at United Arab Emirates. 150 of 2500 employees of the organization were selected for the study using a systematic sampling technique. Abraham (2012:27) developed a questionnaire using thirty statements about job satisfaction. Primary data collected through a survey was analyzed using regression and correlation analysis.

Cooperation and working as a team, career development, leadership and planning, role and communication, in addition, rewarding and recognition, the conditions of working, training program and benefits were considered (Abraham, 2012:27). Employee satisfaction score was obtained from factors of employee satisfaction. Recognition, and reward and training program had a high correlation of (r = 0.813, p < 0.01) and (r = 0.725, p < 0.01) respectively. Working condition (r = 0.688, p < 0.01), and Leadership and planning (r = 0.684, p < 0.01) had a high correlation. Team work recorded a low correlation of (r = 0.580, p < 0.01). Abraham (2012:27) concluded that role (r = 0.779, p < 0.01) is the most influencing employee satisfaction factor while communication (r = 0.788, p < 0.01) is the least influencing.

Discussion

The articles reviewed for this study highlight different aspects of leadership and organizational development within the UAE. The critical appraisal method used to review the articles focus on strengths and weaknesses of the researches. The six articles reviewed focus on different aspects of organizational leaderships. They revealed that organizational leadership styles co-exist with modern organizational development. The organizations leave their new development to the knowledge and commitment of leaders. Organizational leaders in this region are approaching leadership styles through several approaches, but most articles indicated leaders use transformational leadership strategy. Within the UAE, organizational commitment involves commitment from both employees and leaders. Therefore, organizational development in this region focuses on the willingness of the internal stakeholders. The continued inclusion of women in organizational management shows that UAE is improving human resource management and diversity (Omair, 2010: 121). The introduction of leadership and organizational development (LOD) a course of higher learning in UAE institutions of higher learning show that there is a general improvement of the modern organizational leadership strategies within this region.

Conclusion

The United Arab Emirates presents a classic example of a region embracing the systematic context of leadership and organizational development. The research presented here reveal that UAE as a case study to provide a greater insight on the concept of leadership and organizational development. Analysis of several studies indicate that most of the organizations in the UAE seem to prefer transformational leadership style. The second preference is transactional leadership style. Leadership is critical in satisfying the need for organizational development. The new approaches in organizational leadership and development show that there is a changing practices, beliefs and organizational cultures across the UAE organizations. The organizations are changing their management strategies as efforts of gaining competitive advantages.

Reference List

Abraham, S., 2012. Development of employee engagement programme on the basis of employee satisfaction survey. Journal of Economic Development, Management, IT, Finance, and Marketing, 4(1), p.27.

Al-Dabbagh, M. and Assaad, C., 2010. Taking stock and looking forward: Leadership development in the Arab world. Dubai School of Government Working Paper, (10-09).

Barhem, B., Younies, H. and Smith, P.C., 2011. Ranking the future global manager characteristics and knowledge requirements according to UAE business managers' opinions. Education, Business and Society: Contemporary Middle Eastern Issues, 4(3), pp.229-247.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.1-6

Cherian, J. and Farouq, S., 2013. Does effective leadership style drive financial performance of banks? Analysis in the context of UAE banking sector. International Journal of Economics and Finance, 5(7), p.105.

Martin, S.L., Liao, H. and Campbell, E.M., 2013. Directive versus empowering leadership: A field experiment comparing impacts on task proficiency and proactivity. Academy of Management Journal, 56(5), pp.1372-1395.

Omair, K., 2010. Typology of career development for Arab women managers in the United Arab Emirates. Career Development International, 15(2), pp.121-143.

Randeree, K. and Ninan, M., 2011. Leadership and teams in business: a study of IT projects in the United Arab Emirates. International Journal of Managing Projects in Business, 4(1), pp.28-48.

Randeree, K. and Ghaffar Chaudhry, A., 2012. Leadership–style, satisfaction and commitment: An exploration in the United Arab Emirates' construction sector. Engineering, Construction and Architectural Management, 19(1), pp.61-85.

Trompenaars, F. and Hampden-Turner, C., 2011. Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing. 7-15.

Voegtlin, C., Patzer, M. and Scherer, A.G., 2012. Responsible leadership in global business: A new approach to leadership and its multi-level outcomes. Journal of Business Ethics, 105(1), pp.1-16.

Petersen, J. A., Kushwaha, T., & Kumar, V. (2015). Marketing communication strategies and consumer financial decision making: The role of national culture. Journal of Marketing, 79(1), 44-63.

Randeree, K., Mahal, A., & Narwani, A. (2012). A business continuity management maturity model for the UAE banking sector. Business Process Management Journal, 18(3), 472-492.

Sayani, H. (2015). Customer satisfaction and loyalty in the United Arab Emirates banking industry. International Journal of Bank Marketing, 33(3), 351-375.

Zeineddine, C. (2017, July). Nation branding in the Middle East-United Arab Emirates (UAE) vs. Qatar. In Proceedings of the International Conference on Business Excellence (Vol. 11, No. 1, pp. 588-596). De Gruyter Open.

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