Abu Dhabi Police Institution and Training Centre - Research Paper Example

? of the of the Number Abu Dhabi Police and Training Centre: A Case Study The Organization Governments of many countries are relying more on the foreign talents rather than the local people to handle administrative jobs. A number of countries around the world are relying on foreign expertise and talents to fill up the upper management positions of the government organizations. This approach of the governments is having a negative impact on the local people. The local talents feel that they are being deprived of the job opportunities. One such issue became prominent in 2010, when the government of Singapore made changes in their policies related to the employment of foreign people. The government eased regulations on hiring foreign workers in order to ensure local people get the opportunity to fill up the vacancies. However, before 2010, the government of Singapore was very much enthusiastic in recruiting foreign employees. This created a number of issues within the country regarding the approach of the government to hiring people. Nevertheless, the policy change brought gaiety and cheer among the local people of Singapore (“Eight Reasons”). This case will, however, focus on the scenario of the UAE, where the government relies on the foreign talents to hold vital positions of the organizations. The case can be further elaborated with the example of the Abu Dhabi Police Institution and Training Center, which is a government organization. The Abu Dhabi Police Institution and Training Center is one of the most important divisions of the UAE police department. This department is responsible for providing training to the General Directorate of the Abu Dhabi police. According to adpolice.gov.ae, "The General Directorate of Abu Dhabi Police in Abu Dhabi Emirate operates with other agencies to achieve a safer society. It seeks to preserve the stability, the reduction of crime and the removal of a sense of fear, as well as contributing to the achievement of justice among the general public" (“Director General Welcome Message”). The Abu Dhabi Police Institution and Training Center offers 3,450 different courses and almost covers all the training requirements for the Abu Dhabi police. The department consists of a number of local employees who carry out the daily activities such as clerical tasks or paper works. In addition, the local employees are also responsible for providing security and performing desk works. However, the department also consists of a number of foreign employees who are positioned at the upper management level. The main task of the foreign employees is to make decisions regarding various matters of the institution. They also decide on the training schedule, courses and also prepare the annual statistics of the establishment. Although the institute has been spending large sums of money towards employing foreign workers, along the same lines it is spending millions of dollars to educate its local employees and sending them overseas for achieving a higher level of education. The Abu Dhabi Police Institution and Training Center has been providing training to the Abu Dhabi police for many years and has helped the police force to embrace properly trained employees. Apart from providing field training, the institute is also assisting the candidates in developing skills, acquiring knowledge, and creating the right blend of attitude and behavior. The reason behind offering such training is to ensure that the skills acquired by the candidates from the training directly affect their performance and allow them to gain leadership qualities. The institute also claims that the training provided to the candidates not only equips them with the necessary skills and knowledge but also makes them capable of handling security problems and resolving complex cases (“Establishment of Officers Training Institute”). Despite doing all the aforementioned activities, the Abu Dhabi Police Institution and Training Center has been unable to attract local people to fill up the management position of the government organizations. Therefore, the question is: What are the conditions that are preventing local people from filling these positions? Is it the matter of time or its just poor decisions of the management? Case Characters The case consists of a number of characters but it mainly revolves around two characters, namely Salem Al Nyadi and Mr. Adnan. The characters and the nature of their works are described below: Officer Salem Al Nyadi is the officer-in-charge of the Abu Dhabi Police Institution and Training Center. After graduating from the UAE University, he worked as an inspector in the Abu Dhabi Police for a span of 10 years. Employees who worked under his supervision were very much satisfied and liked his way of work. Moreover, the subordinates also stated that he used to be very polite with the employees and always encouraged them to perform better. The goals he set for the department were absolutely clear to everyone and these goals were very much achievable. In order to achieve those goals, he formulated sound strategies and conveyed the same to each member of the department. He also possessed strong interpersonal skills, which allowed him to handle the employees better and effectively deal with the complex situations. Mr. Adnan is the manager of the support services department in the Abu Dhabi Police Institution and Training Center. His association with the Abu Dhabi Police has been for five years. However, prior to that he was associated as a manager with a consultation company in the US. There he worked for 14 years. His primary job role in the US consultation company was to provide consultancy services to the clients. However, as a manager of the support services department in the Abu Dhabi Police Institution and Training Center, he is not very much admired by the employees working under him. A number of employees avoid working with Mr. Adnan due to his strict administration. Another reason why local people of the UAE do not like him is his tendency to recruit foreign experts who are especially his relatives from Lebanon. The two of the aforementioned characters were very much dissimilar in their approaches to managing the employees working under them. Moreover, their style of working is also different. External Environment The government of the UAE has been supportive of the foreign workers and as a result, most of the management positions of the governmental organizations are being held by foreigners. This approach of the government has disturbed the national harmony and created frustration among the local people. The people of the country are complaining about the poor decision of the government to hire foreigners in the upper management position. On the other hand, the government is left with no other choice but to recruit foreigners. This is because of the lack of skills and expertise of the local people. Hence, it is important to formulate suitable strategies which satisfy both conditions. The Problems and Need for Decision Every organization has to deal with some kind of issues, whether internal or external. Similarly, the Abu Dhabi Police Institution and Training Center is facing some internal as well as external issues. The issue that the establishment is currently dealing with is related to the way of achieving the organizational goals. As identified, the Abu Dhabi Police Institution and Training Center is facing problems related to the achievement of goals of the Abu Dhabi police. The institute is failing to provide proper yearly training plans. The root cause of the issue is lack of infrastructure and unavailability of employees, who have expertise in this field. Along with this, another major area of concern for the Abu Dhabi Police Institution and Training Center is that many local employees are trying to avoid working with Mr. Adnan. This is primarily because of his strict management style. Moreover, the work environment of the institution is not encouraging enough to ensure that local residents trust the Abu Dhabi Police Institution and Training Center. The strict management of Mr. Adnan has had a negative impact on the working culture of Abu Dhabi the Police Institution and Training Center. Therefore, internal work culture is another major area of concern for the institute. Alternative Strategies The main problems as identified in the study are the inability of the Abu Dhabi Police Institution and Training Center to provide proper yearly training plans to the Abu Dhabi police, poor working culture and strict management of the institution. Together, these factors are prohibiting the local people of Abu Dhabi to fill up the vacancies at the upper management level of government organizations. Now, to deal effectively with the prevailing issues, the following are the alternative courses of action. Firstly, in order to attract local people, the Abu Dhabi Police Institution and Training Center needs to offer world class training to the candidates. Hence, in other words, they need to improve the quality of their services. Moreover, the candidates should also be assured that they will be designated to a higher rank as soon as they complete their training course. Secondly, the institute should change its policy to appoint foreigners in the top executive positions. They should rather appoint local employees in those positions. This will highly satisfy the local people, as they will be getting the opportunity to hold top positions. In addition, the company can also consider an internal promotion system where the local employees will be internally promoted to the executive position. Finally, the last alternative is the implementation of a screening technique. In this context, the institute can start an examination system or any equivalent screening system where people can be offered executive positions on the basis of merits. Since it is unethical to deprive somebody of the job opportunities, the institution should accept applications from both local and foreign people. On the basis of the number of applications, the candidates should be screened accordingly. This will also allow the institution to remain fair to both local employees and foreigners. Moreover, this strategy may be crucial to improve the organizational culture. A sound management will allow the company to provide proper yearly training plans to the Abu Dhabi police. Choice of Strategy The last section of the study has presented a number of courses of action by which the prevailing issues of the institution can be addressed. Among the three alternative courses of action, it is believed that the last strategy mentioned above is more efficient, logical as well as ethical. Moreover, it has the capability to address all the arising problems of the institution. Streamlining the process of appointing executives in the governmental organizations is the most competent way to attract the local people and develop a sound organizational culture. The management process will also improve and will allow the institution to meet the needs of the Abu Dhabi police. Moreover, this strategy will allow the institute to remain fairly transparent in their approach of recruitment and as a result, there will not be protests from the local people regarding their appointments. A sense of harmony within the country can be again restored and it will fulfill the objectives of the institution. Lessons Learned from the Case The study was about the dependency of the UAE government on foreign employees to serve as executives in government organizations. While doing this study, I have also identified similar issues in other parts of the world. Therefore, I can conclude that the dependency on foreign employees is not only limited to the UAE government – countries such as Singapore also have a similar approach. Apart from that, this study has also helped me to identify the importance of sound management. The study has shown that due to improper management, the Abu Dhabi Police Institution and Training Center was unable to attract new candidates. One of the most important learning from the study is that for an organization to attract good employees, it is important to have a sound organizational culture. In addition, organizational culture plays an important role in the success of an organization. Finally, from the study I have learned how a company can strategically deal with the prevailing issues. Works Cited “Director General Welcome Message.” Adpolice. Abu Dhabi Police, 2010. Web. 22 Feb. 2013. “Eight Reasons Why Foreign Workers Are Preferred over Local Ones.” Transitioning. WordPress, 2010. Web. 22 Feb. 2013. “Establishment of Officers Training Institute.” Apc. www.policecollege.ac.ae, n.d. Web. 22 Feb. 2013. Read More