Developing Human Potential in UAE Multinational Companies - Research Paper Example

Running Header: Developing Human Potential in UAE Multinational Companies Student’s Name: Instructor’s Name: Course Code: Date of Submission: Developing Human Potential in UAE Multinational Companies Introduction The United Arab Emirates has been accredited with very many positive entrepreneurial endeavours. It is emerging as an area that offers great competition for countries in the western world. The countries in the western world had greatly dominated the trade and entrepreneurial sector all over the world for many years. It can be observed that the potential of the UAE region lies strongly with the way that it conducts its business. It has had the ability to use its available resources (Ferraro 2002). The resources are then complimented with the human effort that the area has. This is with great respect to the human labour that is in the region. Every individual appreciates the value of work. Their value for work ensures that they harness the existing capacity to improve the economic potential for the region. Once that capacity has been realised, it is possible for each and every business or organization to prosper. This is one of the reasons as to why the UAE has grown steadily through each and every sector of the economy worldwide (Salerno 2005). Research Topic The paper will discuss the development of human potential in the UAE. It will concentrate on one of the sectors of the economies that contribute to the success of the country. This is the tourism and hotel sector. The company in question is the Burj Al Arab Hotels. The topic aims to highlight a connection between the success of the hotels and the general development of human potential in the UAE (Ackers 2003). The topic is of great interest to all entrepreneurs who are interested in understanding the secret behind any successful company. The success story behind the group of hotels also shows that it is very critical for companies to realise the potential that lies in the labour that they utilise. This is the only reason that will pave way for the success of companies all over the world. Being a supporter of the development of human potential in all areas, the topic will educate many on the values of this type of development. This is at every step of the way politically, socially and economically. The Burj Al Arab Hotels get its name from the Arabic translation of Tower of the Arabs. The hotel is a marvel to look at and it is ranked fourth in the list of the tallest hotels in the world. The creativity of the creations of the hotels can be seen in the general design of the hotel. It stands on an island and many of the visitors can access it using semi connected bridges. Many at times tourists have come from far and wide to just witness the magnificent structure that represents the hotel. It has the best cuisine complimented by the best drinks and suites. Many architectural companies have also made a trip to the UAE to view some of the most daring architectural and engineering designs in history. The complexity of the hotel and how it operates shows great coordination and potential of the humans. Many multinational companies are represented by complex structures and operations. They are all well coordinated to ensure that they meet the overall objectives and goals of the company. There are no known systems and structures that can effectively work on their own without human effort. Research Aims 1. To understand the role played by existing human potential in multinational companies. 2. To zero in on the advantages of developing human potential in UAE Burj Al Arab Hotels and any other multinational companies. 3. Produce effective strategies that can be emulated by other multinational companies in relation to the development of human potential. Literature Review There are very many texts that highlight the importance of creating and developing human potential in all their companies. This is because they strive to ensure that they have all the capacities and features that will enable their companies to stand out (Ferraro 2002). This is in relation to the sustainability of employees, creation of new ideas and the expansion of businesses. Authors define human potential as inborn. This basically means that each and every person has some potential in them (Ferraro 2002). Role of Multinational Companies Many at times, the potential in many human beings is left uninhibited and unexplored. This creates a situation where the methodology of doing things and conducting services remains the same day in day out. Multinational companies relate to the concept of multinationals because of their ability to stay afloat in the market. This means that they have the capacity to develop each and every day. This is in relation to the employees that they employ, the training that they offer and the general systems of conducting business. Human potential cannot be developed by the management of any company alone. There is need for all the concerned stakeholders to come together and ensure that they all develop the potential in each other. The employees can create avenue where they can exchange their thoughts and opinions with their employers. The employers on the other hand can give their employees the chance to communicate. They can offer training whether in house or solicited to improve the general potential of their employees (Human Potential Newsletter 2011). There is no doubt that the Burj Al Arab hotels can be classified as multinational companies. Since its inception and ultimate opening, it has shown the potential to open up and spread its wings to many overseas countries. It is also showing great potential in respect to the high standards of customer satisfaction which complement their obvious choice of style. The creation of this type of hotel cannot be accredited to any one person. Many people worked and continue to work to ensure that it has grown to what it is today. Its global appeal relies heavily on this factor. The story behind the hotel shows that an innovative person wanted to create something that was unique. His thoughts needed another innovative person who would map out ideas into an architectural design. This is where all the human potential comes into focus (Ackers 2003). The role of the multinational companies can be observed from the activities that they conduct. This means that it is essential for companies to first identify what they want. After they have, they now solicit the expertise from the people that can deliver what they want. The hotel solicited for these services from all over the world. They did not limit themselves to the potential that was around them. Evidence presented in relation to the fact that the top engineers in the hotel came from Britain, New Zealand and South Africa (Bryman 2007). The client came in and trusted this people with the thoughts that he had. This showed that he either realised the potential that they had or had faith in them generally. Authors highlight that it also very important for companies and the overall management team to entrust such responsibilities to the people that work for them. This will ensure that the employees are overly motivated and they have the chance to develop their own varied potentials. They will then have a chance to develop those skills and then apply them in the organization (Bryman 2007). In the event that they have to solicit for external help, the help should work closely with the existing employees of the company. This will create a platform where the employees realise the need to work as hard as they can. They will also be extra zealous in the company’s activities as they will have an active chance to participate in the company’s overall growth. Once this role is understood by the companies, it will be very easy to develop and maintain human potential. This is because the employees will appreciate everything that was done for them. They will then work as earnestly as they can to ensure that the reputation of the company remains at the top. This is because as employees, they will also want to be associated with the top brands in any region. The staff at the hotel will do everything to ensure that the hotel remains a success (Ackers 2003). This is because they were part of the process that developed the worldwide brand in the tourism and hotel industry. Advantages of Developing Human Potential Human potential is a resource that will be forever in need. Once a person is enriched, they can be observed as a very wealthy investment. There are so many advantages that accrue from the development of human potential in companies all over the world. It is crucial to pay heed to the benefits that accrue from the practise. One of the advantages includes the ability of the company in question to remain innovative. The features of uniqueness and creativity are needed for any company that aims to stay afloat in the existing economy (Kotler 2007). Developing human potential ensures that it is possible to come up with strategies that will encourage creativity and uniqueness. This is seen especially when people come together and develop unique ideas that best work for the company or organization in question (Kotler 2007). The art of developing and encouraging human potential has advantages in relation to the motivation of employees. Any team working on any project has to be motivated. The art of motivation is not tied down to the overall success of the company. Many companies fail because they lack the basic elements of motivation which will enable them to survive. Once this is experienced, automatically it will be very difficult to conduct all the activities needed in the organization. Motivation is a whole new topic on its own. What remains a fact is that there is nothing that shows tangible steps in developing human potential by participating in motivational activities. Studies conducted have shown that, all employees who were motivated in one way or the other developed skills and expertise that they did not know they had. This is as a result of the motivation conducted that encouraged them to look deeply into themselves and their capabilities (Kotler 2007). Multinational companies need strong people skills. The skills are essential in all aspects of any business venture. This is because they determine what can be done and what should not be done. There are very many people who lack people skills. Once an employee lacks people skills, one is guaranteed that the business or organization that they represent will automatically fail. This is because they will be dealing with clients who they will send away from making any investments in the business. Developing human potential creates an avenue where different people can relate and exchange ideas. Once they have, they will receive the platform to get and understand the knowledge that will enable them to develop people skills. As much as innovation and creativity is needed, so are people skills (Kotler 2007). A company or organization can have the best brains in all major operations. If they do not have the ability to attract and retain clients, they are doomed. This is where people skills come into play. All in all, all companies need to ensure that they take time to analyse their systems. They will have the mechanism to understand the system from both angles. This is the mechanical and human angle. Once they have, they will have an active chance at ensuring that at every step of the way, they develop the human potential that surrounds them. In many instances, it is a very expensive endeavour. It is however very rewarding. This is especially the case when the human aspect has joined forces with the mechanical elements of the organizational system (Marder 1997). This will result in increased profits and the growth of any company represented. Once this feat is achieved, it is then easy to create a brand name out of the services and goods created by the team at hand. These are some of the advantages that the Burj Al Arab Hotels and many other companies are experiencing. This is the reason as to why they have insisted on the development and sustainability of human potential at each and every step. Strategies to be employed in the development of human potential There are very many strategies to be considered in developing human potential. They are not distinct neither are they limiting. Each and every company has a chance to research and find out the ways and means in which it can apply in developing human potential. The secret to doing so is ensuring that one chooses mechanisms and methods that can best work for the company (Ackers 2003). One of the strategies includes training. Training is the most obvious form of developing human potential. It offers a platform for employees to engage in some form of knowledge assessment. Once they have, they have an active chance of learning things that they did not previously know about. Segregation of duties is also another essential element that can be of help in the development of human potential. Segregation of duties means that every employee is given a chance to work at any section in the organization. This creates a scenario where every individual is competent in what they do. This point is strongly interlinked with the one on training (Ackers 2003). This is because it is only through training that any employee can work in any section. Delegation of roles and duties is also an essential component in the developing of human potential. Delegation shows a high level of trust. This encourages the employees to conduct themselves in a manner that will show that they are trustworthy. This will create an avenue for them to want to be the best that they can be. It is essential to develop employee potential in aspects of both leadership and management. This will encourage them and show them that you do not envision them working in their capacities for ever. It shows that you actually believe that they can climb the ranks and improve their lives in all aspects. It is important to note that strategies depend on the companies’ ability to create and maintain the strategies (Ferraro 2002). Research Methods Such a topic needs all the forms of research to be applied. This is because it is inadequate to gather all the information from one source. This research paper has utilised the documentary sources (Bell 1999). The documentary sources have provided a wide array of information towards the development of this findings and observations. The documentary sources range from books, periodicals and business journals. There were also very many online sites that have been used in this research paper. They include online surveys and sites that have contributed greatly to the conclusions that are arrived at in this paper. These research methods are realistic and feasible during the collection of data. This is because of the constraints of time, finances and statistical inability to travel to the site and employ the observation technique (Bell 1999). Ethical Considerations The research paper ensures that it pays heed to all ethical considerations of research. This entails the ultimate respect of the confidentiality of all the collected information. The general process did not in any way contravene the wishes and needs of the correspondents. They were given an active avenue to participate if they deem fit (Bryman 2007). The respondents are also not inclined to produce any personal information if the do not want to. This is one of the features that have paved the way for the research to be thorough and independent. It has insisted on the confines of objectivity (Bryman 2007). This was the sole reason behind the research topic and its aims. It has also ensured that the research topic has answered all the queries, observations and analysis presented and provided incisiveness into the topic at hand. This has created a successful path for the research paper to understand all the presented facts and their ultimate analysis (Ackers 2003). Conclusion In conclusion, it is important to note that at every stage human potential should be developed. This is because the world is in need of ever changing methodologies to cope with its current issues. There is room for the creation and applications of new ideas and practises. Once employees have worked in a company, they tend to get comfortable. This breeds contentment in the general process of running an organization (Ackers 2003). Every organization needs to provide the room for all its employees to be as innovative as they can be. Their innovation will create a chance for them to develop mechanisms that will ensure growth in the organization. Human potential is also attained when employees and the management team work hand in hand to improve themselves. In many instances, this is through regular training. Organizations should have the capacity to allow their employees to attend workshops, seminars and other team building activities. They should be allowed to mingle with other people in their profession and many others. This will obviously create a chance for them to develop new systems for the organizations that they work for (Kotler 2007). Any successful organization has to have the capacity to develop itself. Development has to occur internally before it spews out to all the external structures. This means that any organization has the potential to ensure that they develop all the human potential in their organizations. This will ensure all round employees (Ferraro 2002). The employees will be content with their jobs. They will strive to do more for the success of their organizations. The chain of events will ensure that the company will continue to soar in levels of prosperity and growth. Once this has been identified, it will be very easy for the multinational companies to keep abreast with all the economic happenings around them (Ferraro 2002). This is the only way that the businesses will keep with their clients’ expectations. This will encourage the development and growth of the human potential of all the parties’ involved (Ackers 2003). References Ackers, P & Wilkinson, A 2003, Understanding Work and Employment: Industrial Relations in Transition, Oxford University Press, Oxford. Alvesson, M & Deetz, S 2000, Doing Critical Management Research, Sage, London. Awakening Human Potential 2011, Retrieved from, http://www.endlesshumanpotential.com/awakening-human-potential.html Bell, J 1999, Doing Your Research Project, 3rd edn., Open University Press, Buckingham. Blaxter, L, Hughes, C. and Tight, M 1996, How to Research, Open University Press, Buckingham. Bradley, N 2007, Marketing Research. Tools and Techniques, Oxford University Press, Oxford. Bryman, A & Bell, E 2007, Business Research Methods, 2nd edn., OUP, Buckingham. Collis, J & Hussey, R 2003, Business Research: A practical guide for undergraduate and postgraduate students, Palgrave, Macmillan. Easterby-Smith, M, Thorpe, R, Lowe, A 1991, Management Research: An Introduction, Sage Publications Ltd, London. Ferraro, GP 2002, The Culture Dimension of International Business, New Jersey, Prentice Hall. Gill, J & Johnson, P 1997, Research Methods for Managers, 2nd edn., Paul Chapman Publishing, London. Kotler, P & Armstrong, G 2007, Principles of Marketing, New Jersey, Prentice Hall. Krane, J 2009, City of Gold: Dubai and the Dream of Capitalism, St. Martin's Press, New York. Marder, E 1997, The Laws of Choice—Predicting Customer Behaviour, The Free Press, New York. Morrell, F 2011, 90 Steps to Employee Engagement & Staff Motivation. Forest Gate Publishing, Michigan. Mullins, LJ 2005, Management and Organisational Behaviour, FT Prentice Hall, Chicago. Salamon, M 2000, Industrial Relations: Theory and Practice. Prentice Hall, New York. Salerno, S 2005, SHAM: How the Self-Help Movement Made America Helpless, Random House, New York. Saunders, M 2007, Research Methods for Business Students, 5th edn., Financial Times Prentice Hall, New York. Wilkie, E & Szivas, E 2000, Researching and Writing Dissertations in Business and Management, Thomson Learning, Michigan. Read More