If we take a look at the Seven Leadership Mindset Theory or vMEME which founded by the psychologist Clare Graves in the year of 1952, the leadership style in Oman would be presented as the blue vMEME with the characteristics to follow the rules which is only considering one correct way, obey to the tradition, do the right thing, gives more moralistic lessons, born into community, law restricting the people, etc (see appendix A) (Beck & Cowan, 2014). The leadership styles in HSBC Bank in Oman are definitely created following the leadership styles which occurred in the country as well.

Six Sigma Approach

            Six Sigma could be described as a well-organized, data-driven approach and procedure for removing imperfections in any process – for example such as starts manufacturing until the transaction processes, or else start from the product to service. Six Sigma at lots of companies simply defines as a measure of value that attempts for close accomplishment (Cudney & Agustiady, 2016). 

There are five principles in six sigma approach mentioned as below (see appendix B):

Define the issue and the anticipated result

Measure the process capability

Analyse the information and realize the cause of the deviations

Improve or revise the process to produce less deviations

Control the entire processes with averting and fixing the deviations.

        Six Sigma approach could be used to enhance the leadership styles in HSBC Bank in Oman since the approach would be suitable for the transformational leadership style which is one of the leadership styles that appear in HSBC Bank in Oman. If the company would able to adapt the six sigma approach, then it would give the benefits such as revenue, the satisfaction of the customers, enhance the morale of the employees, etc.

        Transformational leadership style gives the influences to the central approaches as well as expectations of the employees of HSBC Bank in Oman with producing a common and better personality to reach the main goals of the company. The reason behind it is obvious, transformational leaders known to have charisma, motivation, intelligent inspiration and customised deliberation of employees. Such leaders which inspire for the good communication systems along with an essence of trust which allowing the transmission and also distribution of knowledge along with the generation of knowledge slack as well. The transformational leadership style is also able to influence the assimilative capability. This style of leadership allows for the development of individual integration, and scheme of a framework which is suitable with the organization's features (Bass & Riggio, 2006).

        In the other hand, participative leadership style gives the influences for enhancing the performance of HSBC Bank in Oman. The reason behind this is that, the leaders with participative leadership style embrace and practise the idea to create a good relationship in work together to achieve the goals of the company. In fact, the morality of employees is also able to be increased since the participative leaders create a work environment with the atmosphere where the employees could get involve in the process of making decisions for the company. This definitely will impact on the productivity of the employees itself and support to create a better performance from the employees as well (Mehrotra, 2005).

        Since the transformational leaders are defined as captivating, passionate, optimistic, adoring and every so often even considered to be idealistic persons, these criteria giving them the capability to modify the long-held opinions and views from the employees. Those characters are able to spread out, and when they do, both leaders and employees will be able to engage further efficiently and also allowing the actual transformation to really perform in the company. In the context of HSBC Bank in Oman, the leaders will be easily make the employees to follow them with the help of this transformational leadership style. The employees will able to follow this style with giving the positive feedback to their leaders. For example, when the transformational leaders have presented the inspirational message, then the employees will become activated, and, if the employees will able to fulfil their activated requirements, it will finally give the result to increase their motivation to perform the best in their work.

            And for the participative leadership style, the employees will also able to follow this leadership style easily, since the leaders will be participated and work together, side by side with the employees to achieve the main goals of the HSBC Bank in Oman. For example, if there any promotional event, the participative leaders will not only give the order to the employees and ask them to do their responsibilities. Instead, the leaders in participative leadership styles will join in the discussions and also participate in the works with the employees to make the even successful.

        The strategic direction for HSBC Bank in Oman would be in the hand of its leaders. The reason behind this is that, the leadership in this company, styles which are transformational leadership style and also participative leadership style have been given the prove for their effectiveness in the company. For that reason, the leaders should always able to maintain their leadership styles so that the employees will also remain faithful and follow their leadership. Plus, these leadership styles also have made HSBC Bank in Oman to achieve its best position so far, therefore, the leaders should keep the good and remove the bad, in order to maintain the successful of the company (Gosling, et al., 2012).

        To be noted, the support from the employees is very important since the leaders will never able to gain the success without the support from their employees. In addition to this, the employees also need leaders to give the right direction for them, motivate, inspire, and encourage them, so that they could give the best performance on their work. This action and reaction, in the end, will give the result on the achieving goals of the company itself. For that reason, the needs of good relationship between the leaders and employees are quite essential for any companies if they want to survive in the business and also if they want to improve their business reputation as well. This in the same line with the needs of HSBC Bank in Oman to maintain the reputation of the company, and also to improve the performance of the company in the business (Ricketts & Ricketts, 2010).

The potential job role of HSBC Bank in Oman based on the seven leadership mindsets theory are mentioned as below:

Situation: The situation which appear from the HSBC Bank in Oman is that, the company needs to maintain the productivity of the employees, in order to give better performance to achieve the main goals of the company. The two leadership styles in the company which are transformational leadership style and participative leadership style have been proven to give positive impact to the reputation of the company.

Task: The task of this job would be mostly on how to maintain the stability of the leadership styles to put in practice and followed by the entire employees of HSBC Bank in Oman. The other task will be to make sure that the employees are comfortable with these leadership styles and will make them to become more excited to give the best performance.

Action: Join in the discussions or work activities of the employees to make sure that they all will follow the entire practise and procedures which have been made by the company. Improve the practice of leadership styles to become more effective and efficient, which will lead to the improvement of the company as well.

Result: HSBC Bank in Oman will get the positive result if the company is able to maintain the leadership styles of their leaders, and if, the leaders also remain with their styles and perform as they always do to achieve the main goals of the company.

 References of Seven Leadership Mindset Theory or vMEME

Bass, B. M. & Riggio, R. E., 2006. Transformational Leadership. s.l.:Psychology Press.

Beck, P. D. E. & Cowan, C. C., 2014. Spiral Dynamics: Mastering Values, Leadership and Change. s.l.:Wiley.

Cudney, E. A. & Agustiady, T. K., 2016. Design for Six Sigma: A Practical Approach through Innovation. s.l.:CRC Press.

Gosling, J., Sutherland, I. & Jones, S., 2012. Key Concepts in Leadership. s.l.:SAGE.

Group, O. B., 2016. The Report: Oman 2016. s.l.:Oxford Business Group.

Iqbal, T., 2011. The Impact of Leadership Styles on Organizational Effectiveness. s.l.:GRIN Verlag.

Mehrotra, A., 2005. Leadership Styles Of Principals. s.l.:Mittal Publications.

Ricketts, C. & Ricketts, J., 2010. Leadership: Personal Development and Career Success. s.l.:Cengage Learning.