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Analysis of Leadership Practices and Associated Issues Within Drydocks World – Dubai LLC

Table of Contents

Introduction.

Activities of the Organisation.

Leadership Practice within the organization.

Strengths and Weakness of the Leadership Style within the Organisation.

Recommendations for how the leadership practice can be optimized within the organization.

Conclusion.

References.

Introduction to Drydocks World Dubai Shipyard

The ability to motivate employees, inspire them, build confidence, and support the team for the achievement of organizational goals and objectives is known as leadership (Igbaekemen & Odivwri, 2015). Leadership qualities are not only required at the top management but also needed at every level in the organization. It is a quality which a person who is not assigned a formal leadership position can also practice. A leading combination of attitude and conduct that gives the group members certain regularity and predictability is known as a leadership style. The style of leadership is the relative consistency of a leader's behaviour pattern (Sousa et al. 2017). A style of leadership is a method of guiding people to lead, execute plans, and inspire them. As a boss, people follow various types of leadership depending on the situation. Leadership plays a key role in every organization's success. No organization can work efficiently in the absence of effective leadership. A human group establishes an entity intending to attain those aims; control of this human group is necessary. The creation and maintenance of sustainable companies means an understanding of the role of management in addressing employees ' outcomes.

One of the most interesting and challenging facets of management and leadership is that there is always no right response. Choosing the best leadership style is a recurring question that often leads to the provocation of the terrifying and inspiring tales of the previous managers (Waljee & Dimick, 2018). The stories about the powerful and autocratic leader who minimized chaos brought order safely led the people through risks and formed a faithful and highly successful and productive team. Some speak about the bully and dictator, who rule with an iron rod and whose word has been considered a statute, some degree of terror. It is not common knowledge that the most successful model of corporate behaviour should be a particular type of leadership. For various scenarios, various approaches are required and any leader must be conscious of when a similar strategy should be introduced. The purpose of this report is to analyse the leadership practices adopted by Drydocks World – Dubai LLC and the associated issues which come with that leadership style. In the end, some recommendations will also be provided for optimizing the leadership practices for maximum organizational impact.

Activities of Drydocks World Dubai Shipyard

Drydocks World Dubai Shipyard is Middle East's largest ship repair plant. It offers repair services for ships, conversion services, new buildings, and offshore buildings. Offshore marine Engineering, Ship / Rig Repair, Shipbuilding marine Conversion, Rig Buildings and Refurbishments, Offshore construction, Maritime Clusters, and Yacht Reparations and Fleet operations are included in the range of services available at the Drydocks World Dubai LLC (Drydocks World, 2012). Planned as an ambitious project, it is strategically situated in a rapidly developing area of the world and was led initially by H. H. Sheik Rashid Bin Saeed Al Maktoum, the late ruler of Dubai. Drydocks World maintained the highest Health & safety standards and operational excellence by using world-class infrastructure on the yards to exceed customers' requirements (Association of Electrical and Mechanical Trades, 2018). Drydock World hires an average of 300 people annually and handles 42 renovation programs concurrently with committed workers and cutting-edge facilities and on an average completes 300 projects annually.

The vision of the management of the Drydocks world is to become the global leader and customer’s first choice for Ship Repair, New buildings, Conversion, MRO, and Rig Projects. And the mission statements are:

  1. to develop and maintain themselves as a world-leading provider of maritime, offshore, and industrial services by improving awareness and creativity that adds significance to their stakeholders.
  2. provide an ethical, professional, safe, and environmentally friendly service or product to meet the customers' requirements.
  3. to ensure a healthy, positive, and safe work environment with respect and safety to the employees.

The staff are accommodated with air-conditioning and 24-hour security. There are four food courts for employees of various nationalities. Facilities include a swimming pool, basketball and tennis courts, gym, TV hall, a library, and a reading area for recreational purposes. The health and safety services of the yard include safety officers, inspectors for gas and safety, and fire staff. The yard complies with the ISPS (Ship and Port Facility Security) Code (Ship technology, 2020).

Leadership Practice Within Drydocks World Dubai Shipyard

Conflicts and fights, owing to successful or ineffective leadership, are often gained or lost. Likewise, the leaders of the company are essential to the success of the company. It is claimed that when individuals are driven; the structures and procedures are controlled. People need governance that demands a leader in turn. The leader's efficiency would have a direct impact on how the company's employees work (Turner, 2019). The results will lead to a successful project or a failure. The leadership style implemented by the company leaders will strongly affect the outcomes of the project directly. The right leader would be able to produce positive results from the teams. While, poor management leads to divided teams, a loss of morality, and a focus on the site.

The leadership style adopted by the management of Drydocks Dubai was essentially democratic. But the expansion and the vision of being the global leader was based on the visionary leadership of the leaders of the organization. The leaders with a vision are people who have a clear view of the future. They establish practical measures to develop a vision to reality and then lead in that direction to a team of people. A visionary leader is somebody who develops the unknown in a cunning way that can take into account the lasting future, what the potential future clients may look for, or the veiled developments of the industry or the market (Margolis & Ziegert, 2016). The world requires leaders who would create and engage others around a compelling vision. Visionary leaders can share information and inspire confidence in what lies beyond the horizon. It attracts talent and motivates team members to decide more effectively.

Visionary leaders are motivated and influenced by how an organization can turn into. They are never stuck in technical details but are large-scale people who intend to lead to new periods of growth and innovation. Visionary leaders are responsible for helping to move towards innovation and to guide the company in a new direction (Kearney et al. 2019). Therefore, if a company wants to take that next step to take new developments or reassess its vision, the person with whom it should consider working with will probably be a visionary leader. Difficult transformations demand for the characteristics of a visionary leader, and organizations must recognize that they want to lead in thinking of a leader. Being in favour of innovation, resilient, strategic thinkers, smart risk-takers, qualified communicators, expert organizers, and focused and enthusiastic are few distinctive features of visionary leaders.

Democratic leadership which is dominantly visible in the leadership of the organization. Democratic leadership is a form of leadership in which members of the group play a more participatory role in decision-making, also known as participatory leadership or shared leadership (Fiaz, Su & Saqib, 2017). Democratic leadership also operates most successfully with highly skilled or accomplished employees. It helps the leader to draw on the individual skills and abilities of his employees while still taking advantage of the power of the whole. The lines of communication remain open to democratic leaders. Leaders of democracy often inspire better employee cooperation. The style of democratic leadership invites employees to talk about the factors which influence the decision. This allows employees to understand better the rationale behind the decision making. A democratic leader aims to encourage employees by investing employees in the company's decisions and operations (Al Khajeh, 2018). This kind of leader helps people to accomplish workable goals and respects their success. Some of the main features of democratic leaders are: members of the group are encouraged to share ideas and opinions, although the leader retains final voice in decisions, this approach helps team members feel more committed to the organization. Favour and incentives for creativity. This style also encourages team involvement, engagement, and participation in the company’s operations.

Strengths and Weakness of The Leadership Style Within Drydocks World Dubai Shipyard

Visionary leadership builds upon people who are motivated and driven to fulfil a long-term vision. It is vital to establish communications, transparency, and goals. Visionary leadership can lead to a lack of focus in the short term and a failure to accept other ideas. Visionary leadership has benefits and drawbacks as in other forms of leadership.

Visionary leadership advantages are a clear idea of the overall goal to be achieved by all, temporary setbacks do not diminish the overall vision for either the company nor the employees. A leader can focus the energy of the team on what is essential in the final analysis for realizing the whole ultimate objective (Zhou et al. 2018). The visionary leaders are proactive and often can anticipate challenges. Visionary leaders appreciate creativity and innovation and help the team succeed in these fields. There is a clear compromise between risks and rewards; visionary leaders are afraid that they will take risks that bring the organization closer to the overall goal, emphasize the achievements of workers and make them feel worthwhile because their work has an impact on the vision and unity and everyone.

Some drawbacks in visionary leadership are that the future is so heavily stressed that the leader sometimes loses sight of the current situation. The smaller details that influence the daily functioning of the organization are less emphasized. This vision may be lost if it is not effectively carried out too closely connected with the personality of the leader and the correct plan for succession (Amoah – Mensah & Darkwa, 2018). The leader's vision is fixed, leading to the rejection of other potentially good ideas. There is no objective view that the vision should be reviewed or abandoned for better purposes. A visual leader can easily make a team enthusiastic about a project but sometimes loses the energy as a consequence. And the members of the team are not held liable when the energy is lost.

Just like the visionary leadership style, the democratic leadership style also has some strengths and weaknesses.

A few benefits of the democratic style of leadership are: participatory management encourages participation and feedback, two main things which enhance positive morals and productivity of the employees. Employees are much happier once they realize the value of their job and presence and, hence, improve their working efficiency. Leaders not only are asked for feedback in similar roles, but also for user input from staff on the front lines or who are more aware of decision-making than senior management (Kibbe, 2019). This improves the likelihood that democratic leaders will take decisions that help the greatest possible number of people.The free flow of ideas creates an atmosphere in which workers express their thoughts and plans. Democratic leaders should improve this phenomenon and promote an economic climate in which employees often search for opportunities to engage.Since organizations are going to invest a lot of money thinking about decisions together and collaborating with members, good team structures are likely to develop. Employees understand how important it is to work with others, to respect, and help colleagues' thoughts and ideas to reach their goals and objectives increasing the trust and mutual admiration among the team members for their co-workers.

Some of the weaknesses in the democratic style of leadership are: because many people are involved in decision-making, choices are likely to take longer. This can interrupt efficiency or infuriate workers. Because such leaders are accustomed to hearing the opinions of others, a choice that does not require the opinion of the staff or other members is challenging for them to determine (Punj & Bosco, 2016). They may not be confident that they will be able to take an emergency resolution that does not have time to proceed.Although the democratic leader may be able to make make a final decision, workers may not be able to make sustainable choices. The focus of attention is to understand as many words as possible, irrespective of whether they are the right people for taking important decisions or not. This can lead to erroneous choices that do not improve the situation.Since employees have taken the time to give their thoughts and suggestions, their concept is likely to be taken up. It only means that democratic leaders have to make some difficult decisions as to what strategies they use and how they tell others about their rejection of their proposals. This can lead people who do not implement plans to have intense sentiments. This would in-turn cause problems in the operations of the company.

Recommendations for How the Leadership Practice Can Be Optimized Within Drydocks World Dubai Shipyard

The leadership practice can be optimized within the organization using the following recommendations:

  1. Keeping a record of all the suggested ideas would help the democratic leadership in their decision-making process with the belief: if some ideas could be beneficial in the future if not today (Mustanir et al. 2018).
  2. As a visionary leader, the leaders should be aware of the activities in the organization but should not micromanage things and should intervene whenever necessary for ensuring continued tractions towards the vision along with guiding the short-term operations of the company (Worley, 2018).
  3. As the visionary and democratic leaders it is also important to share the ideas and keep the communication open; share ideas, receive ideas and act on the ones which seem appropriate (Worley, 2018).
  4. The leaders need to involve the key personnel in the decision making along with taking inputs from all the people in the company. This would ensure that the people are connected to the company and feel that they are a part of it (Mustanir et al. 2018).
  5. As leaders will not be able to adopt all the ideas and work towards them, thus it is important for them to communicate it effectively to help them understand why their ideas would not be used in then, however, also tell them when and how can it be used in the future (Singh & Luthra, 2018).
  6. Leaders should always be optimistic towards the processes, there may be times that the outcome of a new idea may appear bleak. However, if the leader remains optimistic they will be able to ensure the longevity of the company (Baker, 2020).

Conclusion on Drydocks World Dubai Shipyard Analysis 

A great leader has a strong vision, is brave and strong, is truthful, is humble, and focuses clearly. Strong leaders help people achieve their goals; they don't fear to hire people who could be better than them and take pride in what they do. The key is to just be the right blend of visionary and democratic leadership. The leaders need to have a great vision along with motivating their employees to achieve more than they thought they were capable of achieving. It is also important for leaders to understand and implement that effective communication is the key to success for a leader. Thus, the leaders should ensure that because of any reason the communication is not jeopardized.

References for Drydocks World Dubai Shipyard Analysis 

Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.

Amoah-Mensah, A., & Darkwa, P. (2018). Leadership styles of owner-managers and employees'performance: the moderating role of age and experience. Romanian Economic and Business Review, 13(3), 47-73.

Applebaum, S.H., St-P Pierre, N., Glaves, W. (1998). "S strategic organizational change:

Association of Electrical and Mechanical Trades. (2018). Drydocks World – Dubai LLC. Retrieved from https://www.theaemt.com/Companies/450/drydocks-world-dubai-llc#:~:text=The%20range%20of%20services%20provided,Yacht%20Repairs%20and%20Fleet%20operations.

Baker, N. (2020). Authentic Leadership, Leader Optimism, and Follower Affective Commitment: An Experimental Study. In Leadership Styles, Innovation, and Social Entrepreneurship in the Era of Digitalization (pp. 329-344). IGI Global.

Decision, Vol. 35 No.5, pp.289-301

Drydocks World. (2012). About us. Retrieved from http://www.drydocks.gov.ae/en/en-us/welcome.aspx.

Fiaz, M., Su, Q., & Saqib, A. (2017). Leadership styles and employees' motivation: Perspective from an emerging economy. The Journal of Developing Areas, 51(4), 143-156.

Igbaekemen, G. O., and J. E. Odivwri. "Impact of leadership style on organization performance: A critical literature review." Arabian Journal of Business and Management Review 5, no. 142 (2015): 1-7.

Kearney, E., Shemla, M., van Knippenberg, D., & Scholz, F. A. (2019). A paradox perspective on the interactive effects of visionary and empowering leadership. Organizational Behavior and Human Decision Processes, 155, 20-30.

Kibbe, M. R. (2019). Leadership theories and styles. In Leadership in Surgery (pp. 27-36). Springer, Cham.

Margolis, J. A., & Ziegert, J. C. (2016). Vertical flow of collectivistic leadership: An examination of the cascade of visionary leadership across levels. The Leadership Quarterly, 27(2), 334-348.

Mustanir, A., Justira, N., Sellang, K., & Muchtar, A. I. (2018). Democratic model on decision-making at deliberations of development planning. In International Conference on Government Leadership and Social Science (ICOGLASS). Demanding Governance Accountability and Promoting Democratic Leadership for Public Welfare Achievement (Vol. 110, p. 115).

Puni, A., & Bosco, D. K. J. (2016). Leadership style, corporate culture and organizational performance. Research Journal of Social Science & Management, 5(10), 83-90.

Ship technology. (2020). Drydocks World Dubai Shipyard. Retrieved from https://www.ship-technology.com/projects/drydocks-world-dubai-shipyard/.

Singh, K., & Luthra, M. A. (2018). Leaders’ effective communication competencies: An intercede in amplifying the effect of leadership styles on employee turnover intentions in Indian small and medium scale IT/ITES organizations. International Journal of Management Studies, 3(7), 125-144.

Sousa, M. J., Dias, I., Moco, I., Saldanha, A., & Caracol, C. (2017). Project managers perceptions about more effective leadership styles. Journal of International Business Research and Marketing, 2(3), 7-13.

the role of leadership, learning, motivation, and productivity", Management

Turner, P. (2019). The Role of Leaders: The Importance of Leadership. In Leadership in Healthcare (pp. 45-74). Palgrave Macmillan, Cham.

Waljee, J. F., & Dimick, J. B. (2018). Choosing the “Right” Leadership Style for You. In Surgical Mentorship and Leadership (pp. 171-180). Springer, Cham.

Worley, J. A. (2018). Visionary leadership in a team-oriented setting. In Engaged Leadership (pp. 63-83). Springer, Cham.

Zhou, L., Zhao, S., Tian, F., Zhang, X., & Chen, S. (2018). Visionary leadership and employee creativity in China. International Journal of Manpower, 39(1), 93-105.

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