Analysis of Articles about Emiratisation - Research Paper Example

Literature review Emiratisation starts from the top. This means that for the success of an organization in terms of Emiratisation, the commitment of the management and top officials of the organization is mandatory. Bardot Sandrine is an author of various publications in the world of economics. She has written an article titled Emiratisation and Compensation & Benefits. Here, she focuses on the methods that organizations and companies can apply with the aim of improving lives through Emiratisation. In her article, Bardot lists the provision of salary ranges, allowances, incentives and KPIs as ways of improving employee satisfaction. This eventually leads to Emiratisation. Apart from the listed ways, another method includes performance management. Here, UAE nationals can be subjected to different and easier KPIs and objectives. This, however, she does not confer with as she believes that appraisal of performances should be based on same standards as opposed to one’s nationality. The latter option proves to have racial prejudice. In addition, organizations with UAE employees, since they are younger in age compared to other nationalities, should set up similar performance targets but with lower hurdles. This ensures that their performance is recognized at an early stage. Organizations should also prepare referral schemes so that employees refer suitable and qualified people to work in the organization. Retention and recognition schemes must also be considered in an organization or company. Bardot also considers the major challenges of Emiratisation especially in the private sector. Bhattacharya Suryatapa is another author of an article; New Emiratisation scheme targets 15% of private jobs in The National Blog. Here, the author also confers with the perceptions of Bardot concerning the UAE employees’ position in organizations. The article points out the directive of the labor minister in Abu Dhabi following the amendment of the legal requirements needed to hire Emiratis in the private sector. The amended bill proposed that at least fifteen percent of organization positions be preserved for UAE nationals. In this article, it is also proposed that organizations, especially private ones, should be divided into three parts. This division will be based on certain criteria, among them timely salary payment, organization’s compliance with labor laws and approach to the diverse labor force. This policy replaced the one that had been in place since 2005 where different sectors of an organization had different percentage expectation of Emirati employees. It brings about many advantages in an organization including upgrade in classification scale of the organization. Any organization that fails to heed this policy would be fined between DH 15000- DH 20000. Emiratisation: The way forward? is an article by Williams Jane which looks at the challenges facing AUE citizens in different nations. This is in contrast to the fact that most of AUE citizens are given financial assistance from the oil funds. However, global recession has seen unemployment rates rise at fourteen percent. This has seen the introduction of Emiratisation to cater for Emiratis welfare, a move that is faced by various challenges. The first challenge is the fact that many Emiratis are young and have high expectations which seems unrealistic. Another problem is that it becomes difficult for organizations to offer generous salary packages to Emiratis in an attempt to support Emiratisation. For instance, a graduate Emiratis fresh from university may demand a starting salary of $5,450 per month with rapid promotion. The UAE government is now investing in self reliance as opposed to the previous system that gave out handouts and subsidies. The government has also provided funds, AED444 million, for training and topping up the salaries of UAE citizens in non governmental organizations. Family name and network were the criteria observed when promoting Emiratis before. Today promotion and salary increment totally depends on one’s merits and performance at work. Another article that discusses the Emiratisation schemes and their implementation is the Employees' attitudes towards diversity in a non-western context by Bakr Ahmad et al. In this article, the authors tend to analyze the attitudes of employees towards the rising diversity in the Gulf region. The work force here is apparently dominated by the expatriates, locking out the host citizens. It specifically tackles these attitudes in the banking sector. A sample population of one hundred employees from eleven banks in UAE is subjected to questionnaires that contain the research questions. One of its findings is that the host citizens feel that they have been denied many job opportunities because of the presence of expatriates. There are several challenges facing the Emiratisation program in many UAE nations. Emiratisation: drawing UAE nationals into their surging economy is a research article by Al-Ali Jasim that also highlights these problems. It mainly checks on Emiratisation on the private sector. In this article, Al-Ali identifies the barriers facing Emiratisation efforts in this world. The barriers include lower educational skills and standards for employees, poor knowledge of English and organization’s lack of trust in work readiness of UAE nationals. Another issue pointed out in this article is the nature of private sector with regards to Emiratisation. The UAE citizens reported that the private sector did not offer greater opportunities in terms of wages and career opportunities as compared to the public sector. These challenges are also highlighted by other authors, Forstenlechnerab et al., who wrote the article Emiratisation: Determining the factors that influence the recruitment decisions of employers in the UAE. The article continues to emphasize the role of the public and private sectors in supporting nationalization programs. It also cites lack of adequate education and demand for higher wages as barriers of Emiratisation. Another author by the name Randeree Kasim published an article titled Strategy, Policy and Practice in the Nationalization of Human Capital: ‘Project Emiratisation’. In this article, Randeree talks about the success and the shortcomings of Emiratisation and the efforts of the UAE government to implement the policy. It lists these shortcomings as poor training of UAE nationals, a large number of expatriates working in the region, high rate of unemployment among others. These findings are in agreement with those of Al-Ali that were discussed earlier. Randeree also proceeds to analyze the importance of Emiratisation and its role in incorporating women in its strategies so that they are not left behind. As a solution to the problems, UAE government is training UAE citizens to replace the expatriates. It also aims at increasing job opportunities and training for UAE nationals especially for women. The participation of women in Emiratisation programs is a new concept that is being introduced in UAE nations. Budhwar et al talks about the Emiratisation in various countries, UAE included in their article Managing Human Resources in the Middle-East (Global HRM). Here, the authors discuss, among many other issues, the nature of HRM in UAE. The authors also discuss the challenges facing AUE including the position of women in development of UAE, just like Randeree. Shoult Antony, the author of Doing Business with the United Arab Emirates illustrates the economic situation of UAE in the early days. UAE was mainly recognized by its production of pearl, herding, fishing and agriculture. This was later dominated by oil production which has formed the major backbone of the nation. Media Clusters: Spatial Agglomeration and Content Capabilities written by Karlsson Charlie and Picard Robert. This is a book that majorly looks at the role played by media clusters in the economic and other development regions. The research was carried out in various countries including Netherlands, Dubai and the Middle East. Massive effort has been put in place by governments and organizations to ensure the success of Emiratisation, a move that target to improve the lives of Emiratis. References Used in the Literature Review Charlie Karlsson, Robert G. Picard. Media Clusters: Spatial Agglomeration and Content Capabilities. Edward Elgar Publishing, 2011. Pawan S. Budhwar, Kamel Mellahi. Managing Human Resources in the Middle-East (Global HRM). Routledge, 2006. Shoult, Anthony. Doing Business with the United Arab Emirates. GMB Publishing, 2006. Al-Ali, Jasim. "Emiratisation: drawing UAE nationals into their surging economy." International Journal of Sociology and Social Policy, 28 (n.d.): 365-3792008. Bakr Ahmad Alserhan, Ingo Forstenlechner, Ahmad Al-Nakeeb. "Employees' attitudes towards diversity in a non-western context." Employee Relations, 33 (1) (2010): 42-55. Bardot, Sandrine. Emiratisation and Compensation & Benefits – part II. 20 October 2011. 30 September 2013 . Bhattacharya, Suryatapa. New Emiratisation scheme targets 15% of private jobs. 6 December 2010. 30 September 2013 . Ingo Forstenlechnerab, Mohamed T. Madia, Hassan M. Selima & Emilie J. Rutledgea. "Emiratisation: determining the factors that influence the recruitment decisions of employers in the UAE." The International Journal of Human Resource Management, 23 (7)(2012): 406-421. Randeree, Kasim. "Strategy, Policy and Practice in the Nationalisation of Human Capital: ‘Project Emiratisation." Project Emiratisation, 17 (1) (2009): 71-91. Williams, Jane. Emiratisation: The way forward? 25 June 2011. 30 September 2013 . Read More