Leaders and Managers Styles towards Employee Centricity: A Study of Hospitality Industry in United Arab Emirates

  • Kristelle Marjori Matira Department of Strategic Human Resource Management, the Business School, University of Roehampton, London.
  • Olawumi D. Awolusi University of Roehampton online Management programmes, London; and College of Economics and Management, Kampala International University, Kansanga, Kampala, Uganda https://orcid.org/0000-0003-2220-7080
DOI: https://doi.org/10.22610/imbr.v12i1(I).2891
Keywords: Leaders and Managers Styles; Employee Centricity; Hospitality Industry; multiple regression analysis; United Arab Emirates

Abstract

Different styles of leadership have emerged within different studies and have been proven in different ways throughout the years. Aim of this study was to identify the effect of leadership styles towards employee centricity within the Hospitality Industry in UAE. Study’s conceptualization was derived from Burns (1978) theory on circulating the influences, inspirations, motivations, encouragements and consideration where behaviors such empathy, optimism, enthusiasm and openness are nurtured. Multiple regression analysis was applied to understand the influence of the analytical variables and target variable (employee centricity). Total 172 responses from different hotels were collected using survey questionnaires. Mixed method then was used to validate attributes from different parties to provide deeper insights of the given problem. Findings, based on the research data and as validated by the regression results, therefore revealed that employees, centricity greatly influenced the level of the employee satisfaction and motivation within the industry of study. Lack of trust, respect, engagement and motivation soars the big picture. Due to different aspect of responsibilities leaders and managers are entitled with, not every employee is given the proper attention and leniency over their issues. Research concluded that managers and leaders are great influence to employees which builds employee centricity as a whole. Consequently, employee centricity has to consider a bigger factor reclined from different characteristics of a manager’s responsibilities, relationship and provisions. This is found out to incorporate factors, like purpose and autonomy, rewards, recognition, development and growth that may encourage employees to work effectively and efficiently.

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Author Biographies

Kristelle Marjori Matira, Department of Strategic Human Resource Management, the Business School, University of Roehampton, London.

Postgraduate Candidate, Department of Strategic Human Resource Management, the Business School,     University of Roehampton, London

Olawumi D. Awolusi, University of Roehampton online Management programmes, London; and College of Economics and Management, Kampala International University, Kansanga, Kampala, Uganda

Presently, I am a visiting Professor and an Associate Professor of International Business and Economics in the Arab Academy for Banking and Financial Sciences, Djibouti, North Africa and college of Economics and Management, Kampala International University, Kampala, Uganda respectively. I am also an Adjunct Professor, as well as, a Doctor of Business Administration (DBA) thesis Supervisor on both the University of Roehampton and University of Liverpool online management (postgraduate) programmes, London, United Kingdom. Cell: +256784034466

Published
2020-07-25
How to Cite
Matira, K. M., & Awolusi, O. D. (2020). Leaders and Managers Styles towards Employee Centricity: A Study of Hospitality Industry in United Arab Emirates. Information Management and Business Review, 12(1(I), 1-21. https://doi.org/10.22610/imbr.v12i1(I).2891
Issue
Vol 12 No 1(I) (2020)
Section
Research Paper

Copyright (c) 2020 Kristelle Marjori Matira, Olawumi Dele Awolusi

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