This research paper is based on workforce diversity and strategic leadership of Abu Dhabi Aviation. Besides that, the researcher will explain the significance of workforce diversity by applying proper strategic leadership in this research project. On the other hand, a brief literature review about workforce diversity and strategic leadership of Abu Dhabi Aviation will also be included in this research project. Besides that, the researcher will also evaluate methodology in this project which includes several factors such as approach, philosophy, design, data collection techniques, sampling method and methods. Moreover, with the help of this research project, the relation between workforce diversity and strategic leadership of Abu Dhabi Aviation can be justified through proper arguments and justification (Wills, 2009).
Abu Dhabi Aviation Co is a United Arab Emirates-based airline sector which was found in 1975. In addition, headquarter of Abu Dhabi Aviation is situated in Abu Dhabi. Besides that, Abu Dhabi Aviation is the largest commercial helicopter operator in the Middle East, and it is operating 58 helicopters. According to the current report, the property of Abu Dhabi Aviation is owned by 70% nationally, and the government of Abu Dhabi-owned 30%. Near about 960 employees are working in Abu Dhabi Aviation. On the other hand, Abu Dhabi Aviation is currently operating airline services to many countries such as Saudi Arab, Qatar, Spain, Brazil, Australia, India and much more. Moreover, Abu Dhabi Aviation is offering 1,00,000 flights hours in the helicopter and over 55,000 hours in the fixed-wing aircraft. Along with that, around 15000 passengers and 162,000 kg of freight are being transferred from and to domestic in a month. Moreover, Abu Dhabi Aviation also moved near about 11,000 passengers between offshore locations(Lumpe, 2010).
Research objectives are playing the essential role in the research project. In other words, the research issues are critically explained through research objectives. Moreover, the research objectives are discussed below:
The aim of the research is critically evaluated in this segment. In other sense, the researcher will clarify the goal which would be achieved in this research project by collecting primary and secondary data. Moreover, the aim of the research is to explain the importance of workforce diversity in Abu Dhabi Aviation which can be successfully managed by strategic leadership. Moreover, with the help of this research project, the relation and significance of workforce and strategic leadership can be justified for Abu Dhabi Aviation which is a famous aircraft of Abu Dhabi(Lumpe, 2010).
The research questions are one of the major element which helps the researcher to conduct a successful research project. Besides that, the research issues can also be explained by the research questions. In addition, the researcher will ask the research questions to the respondents in order to collect primary information which helps to determine a fruitful conclusion for the research project. Moreover, the research questions are discussed below:
The research project includes literature review segment which is mainly based on secondary information reviewed by famous experts. In this segment of the research project, a significance of workforce diversity, a Competitive advantage of workforce diversity and role of strategic leadership will be explained through existing reviewed information (Merideth, 2007).
Workforce diversity is influenced by some critical factors such as creativity, educational background, learning style, understanding and problem-solving ability. In other words, the group performance in different stages of diversity within a workplace is also measured by the organizational performance. According to Glovannini (2004), workforce diversity affects employee performance and empowerment effectiveness. Besides that, the workforce diversity also helps Abu Dhabi Aviation in order to meet its desired goals and mission. In order to achieve organizational mission and vision, some conflicts might arise in diverse groups to resolve challenges (Merideth, 2007). On the other hand, the human resource department encourages the performance of the employees to get competitive advantages. In other words, the HR managers should pay attention to the diverse workforce to resolve an issue which arises due to workforce diversity. Moreover, it is the responsibility of HRM to resolve issues with the help of strategic knowledge for improved performance and productivity. Richard (2000), stated that, with the help of diversity, the growth of the organization is affected. Besides that, the involvement of new employees into a new organizational culture is also influenced by different factors of diversity. Along with that, Tsui et al. (1992) also noticed that gender and race have the negative relation with diversity rather than the age difference. According to other significant studies, negative relationship with diversity can cause job dissatisfaction at both group and individual workforce(Wall, 2007). In other words, due to sex discrimination, the organizational culture is damaged, and a large group of people will show less encouragement which can cause some additional costs like training cost, communication cost and development cost.
In order to gain competitive advantages, most of the organizations are increasing business competency which effects net profit. Along with that, workforce diversity also helps the management to build effectiveness to sustain and compete in the global market. Besides that, according to White (1999), with the help of workforce diversity, corporate governance, and employee satisfaction and empowerment can be improved. In addition, the business economy is also influenced by the culturally diverse workforce and lead the organization to better performance.
The culture is one of the huge component of an association. Also, the business culture is situated by different the commercial strategy which required strategic leadership. As such, a few representatives roll out resistance to forestall improvements in culture. Thus, the challenges for workforce diversity in culture are separated and impacted by taking after viewpoints. According to John F. Kennedy (1995), one of the real challenges is the effect of new diverse work in new aviation culture. Other than that, an undetectable war is directed amongst present and craved culture(Pettinger, 2002). At the end of the day, the general population are influenced by diverse work in new culture, and a contention is made in the culture. Besides, changes in culture incorporate a few measurements which are making an undesirable circumstance in the culture. Besides that, it is exceptionally troublesome for all representatives to embrace current diverse work and supplant timeworn culture with innovative culture. As such, the workers require enough spell and preparing to good with diverse work.
Conveying change: Malcolm Forbes (2008) stated that, the communication change is an indispensable test in working culture. Other than that, the communication is an ideal approach to sharing sentiments, feelings and data to each other. Alongside that, adjustments in communication can make gaps amongst management and workers(Pettinger, 2002). Other than that, the primary communication test is that the workers are not supporting current conveying diverse work in the current culture. Additionally, the management ought to incorporate mindful representatives to receive changes through viable communication aptitudes and motivation from strategic leadership.
Rolling out improvement lasting: it is fundamental to both the management and the workers to comprehend the need of changes in culture. According to George H. W. Bush (1996), the management of an organization ought to apply suitable strategy to actualize changes in culture for all time. Moreover, the management of an organization ought to watch the response and behavioural approach of the workers towards changes in culture through strategic leadership. At the end of the day, a communication group ought to be delegated to the management for effective execution procedure of chose changes in work culture.
The workforce diversity is one of the huge components of an organization which impact many challenges in the work environment. According to Robert Kennedy (2014), the management of an organization needs to give careful consideration to the different challenges which are showed up because of workforce diversity. Aside from that, the cooperation is a beneficial framework which expands the profitability of an organization. Other than that, the group leader needs to break down the potential parts of the adherents(Taylor and Van Every, 2008). Along with that, because of workforce diversity, the group leaders are confronting many challenges, for example, takes after:
Resistance to change: Some representatives of the organization demonstrate resistance because of progress in the culture which impacts in conduct in the organization. Other than that, with the assistance of adjustment model, the management can effectively actualize changes. The workforce diversity is additionally measured by resistance to change. At the end of the day, a few workers make hindrances and decline to acknowledge the guideline of the group leader. Alongside that, the group leader ought to report high specialist about the behavioural approach of the colleagues. Along with that, workforce diversity likewise makes a physiological separation amongst representatives and the management. In other sense, the greater part of the representatives feels that the management took a wrong choice which is workforce diversity(Taylor and Van Every, 2008). Furthermore, it is the obligation of the management of an organization to understand the representatives about the importance of workforce diversity. Also, the management of the organization ought to distinguish and reaction to the assets of resistance. Also, with a specific end goal to avert resistance, the management of an organization ought to teach their workers to decide the need for progress in culture. Catherine Pulsife suggested that, resistance can be shown up by any cause inside the organization. Execution of diversity in the working environment approaches: the challenges which happened because of workforce diversity can be effectively handled by the work environment strategies. At the end of the day, the management of an organization can decrease the effect of workforce diversity challenges by applying working environment strategies and enactments. On the other side, the organizational arrangements and directions are assuming a fundamental part in controlling and dealing with worker’s movement. Moreover, Donald Williams stated that, the management can likewise control the workforce diversity with the assistance of polices and direction. Other than that, if any representative leads resistance because of workforce diversity can be focused on the management of the organization. Along with that, the management even can fire that specific representative for dying working environment guidelines and strategies. Besides that, an organization can effectively execute workforce diversity in the working environment with the assistance of work environment guidelines and leadership strategies.
According to Anne Wilson Schaef (2007), effective management of diversity in the working environment: the part of management is an essential section for decreasing the effect of workforce diversity-related challenge (Stacey and Wilson, 2015). At the end of the day, with the assistance of effective management, an organization can execute workforce diversity in the work environment. On the opposite side, the management of an organization just can control resistance which anticipates workforce diversity in the working environment. Along with that, the management of an organization ought to watch the action of the people for a fruitful workforce diversity usage prepare. Alongside that, the primary test of workforce diversity is worker resistance which can be adequately overseen by an effective management of an organization.
The research methodology is one of the significant parts of the research project which includes some significant elements such as Research Philosophy, Research design, Research Methods, Research approach, Data collection method, Sampling size, Research Strategy and Research techniques (Olsen, 2007). Moreover, different segments of the research methodology are discussed below:
The researcher can conduct a successful research project with the help of the research philosophy (Burns, Veeck and Bush, 2005). On the other hand, there are three types of research philosophy have been used in the research project such as positivism, interpretivism and realism. Each research philosophy is playing an essential role in the research. Besides that, with the help of research philosophy, the researcher can successfully gather and analyse both primary and secondary data. Moreover, the researcher will select positivism research philosophy in order to conduct this research.
The research design is also called research technique which mainly provides a proper and formal structure to the research project. In other words, with the support of the research design, the researcher can develop a well-structured research project. Along with that, there are three types of research design have been used by many experts such as explanatory, exploratory and descriptive research design (Chan and Wendler, 2010). On the other hand, in order to analyse the primary data, the researcher will use descriptive research design. Besides that, the researcher can accumulate the secondary information with the help of exploratory research design. Moreover, difficult economic and statistical calculation can be done through explanatory research design which is used for secondary data analysis.
According to studies, there are two types of research methods or strategies utilised to justify the significance of the research project such as quantitative and qualitative research methods (Christensen, 2008). On the other hand, the qualitative research method is based on secondary data collection, and the quantitative research method is influenced by primary data collection. Along with that, the researcher can conduct a quantitative research with the help of primary data which have been collected from respondents during the interview process. Aside from that, most of the researchers use various types of research equipment of quantitative research method like questionnaire, interview tools (telephone, data storage or device) and survey technique in order to conduct primary research. On the other side, the qualitative research includes high-quality information which was uploaded by famous authors or experts in the early period. In other words, the qualitative research is based on published information such as books, journals, articles, documents and the internet. In addition, the researcher needs to collect the secondary data from these resources to analyse and develop a secondary research through qualitative research method (Kumar, 2011).
The research approach is another significant part of the research project. There are two types of research methods are used in the research such as inductive and deductive research approach. In addition, inductive approach is used for secondary data collection, and deductive approach is used for primary data collection.
There are two types of data collection methods are used to collect data such as primary and secondary data collection technique. Besides that, primary data is collected from market research process which includes a questionnaire, respondents and surveys. On the other side, secondary data can be collected from books, journals, articles, documents and the internet (Marshall and Rossman, 2016).
In order to collect primary and secondary data, sampling methods help the researcher to accumulate the data. Besides that, sampling size includes two segments such as probability and non-probability methods. In addition, the researcher can randomly select respondent trough non-probability sampling method. On the other hand, the researcher needs to follow a proper structure which concluded by probability sampling method (McDaniel, Gates and McDaniel, 2005).
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Conclusion
Various types of research techniques were used to justify the significance of workforce diversity in Abu Dhabi Aviation in this research project. Besides that, the leaders of Abu Dhabi Aviation needs to implement some strategies which were discussed in the literature segment in order to manage diverse work in aircraft culture. Moreover, with the help of this research project, the Abu Dhabi Aviation can successfully manage workforce diversity in their working culture.
References
Best practices in achieving workforce diversity. (2008). 1st ed. [Washington, D.C.]: U.S. Dept. of Commerce.
Burns, A., Veeck, A. and Bush, R. (2005). Marketing research. 1st ed.
Chan, B. and Wendler, D. (2010). International Guidelines and Ethical Context. AJOB Primary Research, 1(4), pp.28-30.
Christensen, L. (2008). Experimental methodology. 1st ed. Boston: Pearson/Allyn and Bacon.
Kumar, R. (2011). Research methodology. 1st ed.
Lumpe, M. (2010). Leadership and organization in the aviation industry. 1st ed.
Marshall, C. and Rossman, G. (2016). Designing qualitative research. 1st ed. Los Angeles [u.a.]: Sage.
McDaniel, C., Gates, R. and McDaniel, C. (2005). Marketing research. 1st ed.
Merideth, E. (2007). Leadership strategies. 1st ed. Thousand Oaks, Calif.: Corwin Press.
Olsen, W. (2007). Data collection. 1st ed.
Pettinger, R. (2002). Stress management. 1st ed. Oxford, U.K.: Capstone Pub.
Stacey, N. and Wilson, A. (2015). Industrial Marketing Research. 1st ed. Abingdon: Routledge.
Taylor, J. and Van Every, E. (2008). The emergent organization. 1st ed. New York [u.a.]: Psychology Press.
Wall, B. (2007). Coaching for emotional intelligence. 1st ed. New York: Amacom.
Wills, j. (2009). Best practices in achieving workforce diversity. 1st ed. [Washington, D.C.]: U.S. Dept. of Commerce.
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