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Nevertheless, this does not mean that transformational leadership, as defined in western literature, is an invalid concept. The fact that Arab scholars are calling for alignment with internationally recognize best practice leadership principles underscores the need to challenge cultural norms for the benefit of the organisation. Arab has its own history to made leaders but there is need to develop leadership which can meet the international leadership standards.

建议——Recommendations

Leadership, whether wholly transformational, or a hybrid version that suits to the Emirates Group business environment can not develop there is a system in place to ensure the identification and selection, and structured development of future leaders. Emirates Group needs a proper leadership for its future business requirement.

Therefore, when you start trying to recommend any thing for Emirates Group the first recommendations is to introduce a mechanism for recognize and use maximum effort to select high potential leaders. In the current running business environment only available tool to identify high potential leader is performance management. The performance management included weighted performance objective. As described the current environment of performance management had been lacking in the financial incentives and the commitments from senior managers to using the performance management. The author recommends one of two options: either senior leaders can start to use and support the existing framework, or there should be complete review and amendments of the framework.

The author's second recommendation is for the HR current Arab leaders, functional business heads at Vice President and Senior Vice President Levels; the Emirates Group should contain both Anglo and Indian leaders to make the organisation cultural oriented, as these cultural groups will continue to be influential stakeholders for at least 3-5 years. The author propose the involvement of at least on Organisation Development (OD) specialist who is an Arab national (such as Dr. Farid Muna) so cultural considerations are balanced with organisation requirements for improved leadership effectiveness.

The subsequent selection of high potential candidates against the new (or supported existing) criteria must be conducted the fairly and objectively, without the influence of wasta (reference). There must be fair and clean process of recruitment to make the organization highly objective. The use of wasta is contradictory to the 'end values' of transformational leadership, which should include fairness and equality. This is the best way to gain the trust of the employees. Senior leaders can lead the organisation by living these values, if they are to gain the trust and commitment of followers.

In addition, the author recommends the Emirates Group should launch the high potential development process to include expatriates, this is beneficial for many process: firstly, the Emirates Group has more to lose than gain if it fails to develop expatriates leaders. It would give more incentive for the organisation and employees.

The combined effects of this on Emirates Group would be disastrous, and harshly hamper the organisation's expansion plans. Secondly, there are lots opportunities to for the ju本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。