Effects of Diverse Workforce on UAE Society - Report Example

Effects of Diverse Workforce on UAE Society Name Institution Table of Contents Table of Contents 2 Introduction 3 Thesis Statement 4 Workplace diversity: Is it a national or an organizational culture Predominant? 4 Diversity Management 4 Research Method 5 Results 6 Cultural Knowledge and Tolerance 6 Language and Communication Issues 6 Women in the UAE Workforce 7 Political Participation 8 General trends in migration for employment and trafficking in the UAE 8 Population 8 Demography 9 Ethnic Groups and Languages 9 Foreign Domestic Workers as socially perceived by Emirates 9 Trafficking 10 Working Conditions 11 Institutional Framework 11 Conclusion 12 References 13 Introduction Since the turn of the century, the UAE has been riding a boom of high and rising oil prices and a robust growth in property markets. The regional economy is reported to be growing at an average rate estimated to be 7% per annum in real period of 2000 to 2007. Currently, the UAE is viewed as a “trading hub.” A bigger proportion of the resulting assets are being re-invested in the region both at the federal and local level (Al-Ali, 2008). This is an attempt directed towards developing an economy that does not rely on energy resources. The UAE location plays a critical role considering that it is placed between major markets that are in Europe and Asia. This serves the region to its best. If the required infrastructure will continually be build, this is one thing that will allow the region to serve as a link between Europe and Asia in regard to all aspects of either trade or workforce. With increased attention directed at importance of workforce diversity, organizations are faced with a daunting task in effectively managing elements of diversity within their organizational. For varied reasons, diversity and diversity management practices have become more prevalent in workplace within the UAE region. There are several scholars’ reveals varied arguments in regard to human resource access and diversity elements within the UAE region. Similarly, there are arguments suggesting that globalization has made the UAE among other regions accessible and open for trade. However, the geography location of this region remains critical and it matters in all aspects of either trade or human workforce. This report covers the effects of diverse workforce in the UAE, with both negative and positive elements observed within this region. The aspects of business practices and how diverse workforce alters the UAE societal culture and national identity is well discussed. Thesis Statement Effective workforce diversity management practices have become more prevalent not only in UAE but also across the globe. In understanding how diversity can be better managed within UAE, the paper aims at analyzing how organizations within this region are managing diversity to identify the influence it has on the immediate society. Workplace diversity: Is it a national or an organizational culture Predominant? Managing workplace diversity has become a priority concern among organizations in the United Arab Emirates today. The UAE has one the world’s largest net migration rates, with numbers of immigrant workers increasing significantly over the recent decades. The UAE’s cross-border mobility has resulted in the interaction of people with diverse language, customs and ethnic backgrounds. Although diversity has been shown to have a number of benefits, including enhanced employee creativity and competence, this recognition is often found in theory rather than actual practice. Intercultural communication has become a necessity in most workplaces due to the forces of globalization. Diversity Management The term ‘workplace diversity’ can be defined as the co-existence of staff from diverse racial and cultural backgrounds in a particular institution (Chan, 2011). Diversity is valued in organizations for a variety of reasons. Researchers have identified diversity as an important element in sustaining equality of access and opportunity in the workplace. The support for equal opportunity helps institutions gain from increasing multicultural labor force. According to Henderson (2011), it is in this way that organizations initiatives in supporting diversity are aimed at ensuring that a given organization does not lose or waste talent. Given the nature of the UAE labor force, our research investigates whether or not intercultural communications and diversity strategies have evolve led in the UAE workplace to current standards which is believed to be required for success, or whether the strategies used to manage its diverse workforce remains assimilative and relatively ineffectual in meeting current and future needs and objectives in the UAE organizations. There are a number of activities that an organization can engage in to manage diversity of their workforce. Various researchers studying diversity in the workplace have consistently found that organizations that emphasize collectivism in the work environment see increased diversity than organizations that emphasize on individualism. In this study, it is revealed that emphases on teamwork fosters better relationships within a department and promote identity within a given organization that moves beyond surface level differences (Al-Ali, 2008). Research Method The study adopts a multi-method which moves toward combining qualitative and quantitative techniques to produce a complimentary set of data regarding practices involving a number of variables. Rojewski (2004) argues that using both quantitative and qualitative methods is becoming more common and desirable. Quantitative and qualitative interpretation provided by intercultural research offers different behavior of operations and measuring theoretical creations and realistic concepts. While the qualitative methods offers a high intensity of measurement exactness and statistical control, qualitative techniques supply a superior depth of information concerning the scenery of communication procedures in particularly on research setting. According to Assumpta and Sandin (2009) suggestions, there is one common approach to intercultural communication studies which is the indigenous approach which is focused on the things that are unique to a particular culture. A cross-cultural approach focuses on etics, which has less goals of understanding the similarities of differences across cultures. In this research report we attempt to gather information regarding the cross-cultural issues as practiced in the UAE workplace through comparing responses attained from foreign workers in the region and who are native to the culture. Results Cultural Knowledge and Tolerance Regardless of actual interest in learning about other cultures, many research respondents’ found out several practical reasons for gaining knowledge when it regards culture that differed from their own (Hofstede, 2010). For instance, such knowledge could make everyday dealing with coworker’s easier. Cultural tolerance and acceptance as an idea was reported to be favorable across UAE organizations. Language and Communication Issues Diversity in language is considered part of cultural differences. The research report indicates that language barrier was never a major concern as only about 11% of respondents disagree with a 4% of them completely disagreeing that a common language was used in communicating with diverse others (Hofstede, 2010). The figure below portrays results on what employees within the UAE organizations views use of a common language used frequently in communicating with diverse workmates within their given organizations. Source: Hofstede, 2010 Women in the UAE Workforce Throughout the history of UAE member countries, women have arguably been an essential part of the society. Traditionally, UAE women as in Most Arabic societies had their order in the “harem”. Socialization in gender roles was clear and divided, with women taking their roles inside the household and men holding the power both inside outside the household. When men of this region left their homes in such of work in the pearling and fishing industries, Women on the other hand were responsible for agricultural needs and raising their children however, the role of women in this region has grown in line with their respective country’s development. In this report, we study the realities of migrant women working in UAE as domestic workers who migrated from different parts particularly from South and South- East Asia. Domestic workers within the UAE represent the largest and fastest growing workforce in the United Arab Emirates (Al-Ali, 2008). The UAE is a newly emerging oil country in the Arabian Gulf region. The region has a peculiar social reality and a nation-state. Before the oil era, the realm of the private versus public was clearly divided. This is not the same case today, as women have increasingly participated in the workplace and share the public sphere with men. Political Participation The sponsorship system in the oil states is one of the most peculiar systems developed affecting labor. In the UAE, as well as other monarchies the law requires that each foreign laborer have a sponsor holding citizenship of the particular nation. This system too extends to business and all economic and merchant activities as no business can operate in the UAE without a sponsor, a shareholder or Kafil (Rojewski, 2004). The system itself has become an opportunity for nationals, to make easy money out of trading foreign labor and sponsorship as a national sponsor can make thousands of dollars providing sponsorship to businesses and foreign workers. This has encouraged economic non-productivity of the indigenous population and increased the class gap between nationals and expatriates. General trends in migration for employment and trafficking in the UAE Population According to the official census conducted in 2005, UAE’s population was estimated range from 4.1 million to about 4.6 million. The population is estimated to increase to about 4.9 million in the year 2006 and even further in the following years (De Bono, 2011). Overall population increased by almost 75% from 1995 to 2005, with the percentage of the non-nationals increasing at a much faster rate than the national population. Demography The UAE’s population is predominantly young. The US government estimated based on the total population of 4.4 million with more than 75% of this population represents 15 to 64 year of age. An estimated 20% of the general population is of people at the age of 14 years of age or less with less than one percent representing population aged 1%. The population is male dominant, with males over the female. The infant motility rates just like population rates is likely to be reflect a higher level for instance, males infant motility rates is predicted to reach 16 deaths per 1000 live births as compared to about 13 female deaths per 1000 births (De Bono, 2011). Ethnic Groups and Languages The UAE citizens constitute approximately 20 % of the entire population, while the remaining percentage represents foreign workers, and are predominantly identified to come from south and southwest Asia. The remaining expatriate population include significant number of other Arabs for instance Jordanians, Egyptians among others. Arabic language is reported to be the official language among other languages. English is widely understood in the UAE (De Bono, 2011). Foreign Domestic Workers as socially perceived by Emirates Isolation is a dominant feature of foreign female domestic work environment in the UAE. Foreign female domestic are reported to be workers are secluded physically, psychologically, on social elements, cultural and in all features of human existence (Hofstede, 2010). However, these conditions differ according to the level of seclusion. Some of the foreign domestic employees live in abusive environment of isolation while there are others who are able to interrelate socially and shatter through the physical and psychological barriers. Within the UAE legal system, once an overseas domestic worker make entry her employer’s home, the worker totally remains under the employee’s power since the boss is usually her visa funding entity (Rojewski, 2004). Currently, the UAE labor law does not identify domestic workers to be part of their labor workforce. The employers are granted total responsibility for domestic workers and total control over them. However, during the early three month agreement both parties have the right to make new arrangements with the connection agency in reporting problems, or search for change in the contract status, after this period domestic workforce in the UAE enslaves themselves to their employment party until the period of their agreement elapse. Trafficking Trafficking is generally understood as bringing in illegal persons to be exploited and pushed to work in illegal situations for instance prostitution among other illegal duties. Like any other government, the UAE government works hard to seal its borders and ports to trafficking. Accessing reports on trafficking is difficult. On the contrary, one would suspect that trafficking does exist in limited forms considering that entrance to the UAE demands a visiting visa is easy and accessible even at travel agencies or hotels (Al-Abed, 2003). Working Conditions The issue of household for instance, presents one of the most complicated and controversial issues in the social studies. Considering that the house work is of invisible nature in the UAE economy and society and society in general. Housework is not only devalued but is also very hard to account for or even measure. In general, the working day for this kind of jobs in this region starts early in six o’clock in the morning ending late in the day at a round eleven o’clock at night with only two hours of rest in the afternoon. Not all of the domestic workers constantly do heavy work, but there are reported being on-call all the time for family members. Working an average of 15 hours on a daily basis earning an average of US$150 - $200 monthly, working conditions, hours of work and working perceptions do not differ among foreign domestic workers in different household strata (Al-Abed, 2003). Institutional Framework The ratified conventions and bilateral agreements relating to migrant workers in the UAE as confirmed by lawyers and other officials have no bilateral agreements pertaining domestic workers. The UAE has ratified ILO convention this is in regard to equal value between women and men. Discrimination against foreign female domestic workers is clear in the payment of salaries. For instance male drivers are paid than females; even through the latter perform housekeeping responsibilities along with driving, while a male driver is only a driver fewer hours of work (Al-Ali, 2008). Both public and institutional organization in UAE applicable to all parties’ alike, migrants and non-migrants, on the contrary, differences in application of laws and regulations in each Emirate extend to the Criminal laws. In earlier criminal charges against foreign domestic workforce and penalties are often depended on the Islamic school of thought and place of trail a case that is similar to most federal political regimes (Hofstede, 2010). Conclusion The report analysis indicates that organizations with strong culture of involvement are perceived to be efficient in managing diversity at workplace. This has been revealed considering that currently employers seek to adopt talents from cross borders. It is evident in the report that having a national, organizational or individual culture that support worker involvement and adopts a sense of possession and accountability appears to be significant for management of workforce. Most private sector employees insist that for a varied reasons using higher number of foreign workers is more profitable than hiring local candidates for jobs. However, it the current management and communication strategies are not most effectual, the short-term gains is estimated to equal the long term costs of the lost talent dysfunctional adaption behavior and problematic communication. References Chan A, . (2011). The challenge of human Resouerce management. Retrieved November 25th , 2011, from www.zeromillion.com/business/hrm.html. Al-Abed, I. (2003). United Arab Emirates yearbook. 2003. Kansas: Trident Press. Assumpta, M. & Sandin, K. (2009, September ). Intercultural and cross-cultural communication research: Some reflections about Culture and qualitative methods. Retrieved November 25th, 2011, from Qualitative Social Reserch : www.qualitative-research.net/index.php/fqs/article/viewArticle/125/2738 Authors Silvio De Bono, S. J. (2011). Managing Cultural Diversity. New York: Meyer & Meyer Verlag. G, H. (2010). Culture's Consequences: Comparing Values, behaviors, institutions and organizations across nations. London: Sage . Mayron J, and Koestor, L. (1998). Intercultural Competence: Interpersonal Communication Across Culture. . New York: Addison-Wesley Publishing. Al-Ali, B. (2008). The Changing Middle East: A New Look at Regional Dynamics. New York: American Univ in Cairo Press. M, B. (2004). Is diversity divisive? Journal of Industrial and commercial training , Vol. 36, pp. 153 - 157. Rojewski, J. W. ( 2004). International perspectives on workforce education and development. London: IAP. Read More

Workplace diversity: Is it a national or an organizational culture Predominant? Managing workplace diversity has become a priority concern among organizations in the United Arab Emirates today. The UAE has one the world’s largest net migration rates, with numbers of immigrant workers increasing significantly over the recent decades. The UAE’s cross-border mobility has resulted in the interaction of people with diverse language, customs and ethnic backgrounds. Although diversity has been shown to have a number of benefits, including enhanced employee creativity and competence, this recognition is often found in theory rather than actual practice.

Intercultural communication has become a necessity in most workplaces due to the forces of globalization. Diversity Management The term ‘workplace diversity’ can be defined as the co-existence of staff from diverse racial and cultural backgrounds in a particular institution (Chan, 2011). Diversity is valued in organizations for a variety of reasons. Researchers have identified diversity as an important element in sustaining equality of access and opportunity in the workplace. The support for equal opportunity helps institutions gain from increasing multicultural labor force.

According to Henderson (2011), it is in this way that organizations initiatives in supporting diversity are aimed at ensuring that a given organization does not lose or waste talent. Given the nature of the UAE labor force, our research investigates whether or not intercultural communications and diversity strategies have evolve led in the UAE workplace to current standards which is believed to be required for success, or whether the strategies used to manage its diverse workforce remains assimilative and relatively ineffectual in meeting current and future needs and objectives in the UAE organizations.

There are a number of activities that an organization can engage in to manage diversity of their workforce. Various researchers studying diversity in the workplace have consistently found that organizations that emphasize collectivism in the work environment see increased diversity than organizations that emphasize on individualism. In this study, it is revealed that emphases on teamwork fosters better relationships within a department and promote identity within a given organization that moves beyond surface level differences (Al-Ali, 2008).

Research Method The study adopts a multi-method which moves toward combining qualitative and quantitative techniques to produce a complimentary set of data regarding practices involving a number of variables. Rojewski (2004) argues that using both quantitative and qualitative methods is becoming more common and desirable. Quantitative and qualitative interpretation provided by intercultural research offers different behavior of operations and measuring theoretical creations and realistic concepts.

While the qualitative methods offers a high intensity of measurement exactness and statistical control, qualitative techniques supply a superior depth of information concerning the scenery of communication procedures in particularly on research setting. According to Assumpta and Sandin (2009) suggestions, there is one common approach to intercultural communication studies which is the indigenous approach which is focused on the things that are unique to a particular culture. A cross-cultural approach focuses on etics, which has less goals of understanding the similarities of differences across cultures.

In this research report we attempt to gather information regarding the cross-cultural issues as practiced in the UAE workplace through comparing responses attained from foreign workers in the region and who are native to the culture. Results Cultural Knowledge and Tolerance Regardless of actual interest in learning about other cultures, many research respondents’ found out several practical reasons for gaining knowledge when it regards culture that differed from their own (Hofstede, 2010).

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