Dissertations for Human Resource Management (HRM)

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An evaluation of recruitment and selection processes in three organizations in the UAE
(The British University in Dubai (BUiD), 2011-02) Al Tunaiji, Hessa Abdulla
Recruitment and selection activities play an important role in all organizations. The use of formal and informal recruitment and selection procedures for Human Resource Management has increased dramatically in United Arab Emirates (UAE) organizations. The main objective of this research is to investigate the current effectiveness of recruitment and selection in three UAE organizations assessing strengths and weaknesses as well as comparing them with models of best practice. This dissertation reviews current literature on recruitment and selection processes, discusses the best practice models of recruitment and selection, and engages in case study research and interviews with HR directors and supervisors in organizations in the UAE. The major findings indicate that, over last few years, UAE organizations faced some difficulty in understanding how defined recruitment and selection procedures should be. They have tended to confuse various processes or miss out some of the critical steps. Nevertheless, organizations recruited considerably, and particularly during the boom years, however since it is not a professional way of resourcing, companies faced other problems such as high recruitment costs and employee turnover. This case study research reveals strong variation in recruitment and selection policies and practices in the small sample of three UAE organizations and also shows some significant areas of divergence from best practice models. Finally, some recommendations are offered to assist UAE organizations with focusing more carefully on good practice, changing and developing solutions to minimize the problems that typically arise from inadequate recruitment and selection processes.
Emotional intelligence of managers in the UAE: the role of national culture
(The British University in Dubai (BUiD), 2011-04) Al Balooshi, Sumaya Ali
Today’s business world is becoming increasingly global as many companies embark on the journey to become global corporations, where managers operate in a context that can be classified as multicultural. For these managers, it becomes imperative to understand the implication of cross-cultural work environments as business success, profitability and achieving competitive advantage rely on how effectively leaders or managers can lead or manage multinational or multicultural teams. In order to effectively and efficiently manage a team that is composed of people from various cultural backgrounds it is also important for managers to comprehend how culture may have the potential to impact self and the team members cognitive processes. National Culture has an overwhelming power to influence the behavior of an organization as well as the behavior of people within the organization. More specifically, when it comes to emotions in workplace we tend to recognize, assess, regulate, and express it based on cultural norms. This process of emotion recognition, assessment, regulation and expression is known as Emotional Intelligence (EI). This research examined how National Culture dimensions influence the EI abilities of managers within a multicultural context. The National Culture dimensions used in this study were dimensions that were developed by Project GLOBE. The study surveyed a sample of international managers to assess the role National Culture plays in determining the Emotional Intelligence abilities of managers and the data obtained from the sample was analyzed using a series of statistical tests. The results of this study confirmed that National Culture is positively correlated to Emotional Intelligence abilities of managers. Results are discussed and recommendations made on how EI abilities could be enhanced from a cultural perspective.
The Influence of Transformational Leadership on Organisational Commitment in the Banking Sector of Pakistan
(The British University in Dubai (BUiD), 2011-05) Ul Anne, Qurat
The purpose of this dissertation is to learn about degree of diffusion of transformational and transactional leaderships across the banking sector in Pakistan and its subsequent impact on innovation and organisational citizenship behavior that entails ramifications on employee perception of organisational commitment. As organizations try to keep pace with the ever-increasing world of competition and changing industry dynamics, a considerable pressure is being put on the leaders to ensure productivity and sustained profitability. This dissertation tries to explicate the prevailing leadership style in the banking sector that ensures this profitability. The research general framework was exploratory in nature since a small sample of bankers from Pakistan's banking sector was chosen to be interviewed. The researcher tried to explicate subjective perspective of the interviewees to probe into the leadership style prevailing in banking sector. Questions were semi structured and few were theory-driven making the study design iterative. Twenty managers were chosen through theoretical sampling from public and government, private sector and foreign banks. A content analysis was carried out to interpret the data collected from the participants and all transcripts were diligently reviewed to identify recurrent themes. After reviewing and discussing the leadership styles and their transformation in Pakistan’s banking sector, one can understand that the prevailing style is transactional one with transformational aspects. A degree of diffusion between transformational and transactional leadership traits was found in the banking sector of Pakistan where leadership styles are greatly influenced by culture, religion and exposure to western education. From interviews with the bankers it is evident that the prevailing leadership style is transactional with a mix of transformational aspects. This inclination that is being shown towards transformational leadership style has not only enhanced the performance of the banks in Pakistan but also introduced job and pay satisfaction as well as organisational citizenship behaviour and commitment among the employees. The uses of totally self reported measures raise concerns over the authenticity of the results. Future studies should incorporate multiple sources of data collection. The study was based on a small sample so generalization of findings is a research constraint that researcher acknowledges. Since very limited literature is available on Pakistan and its banking sector and leadership styles, evaluating the implications of the study was another limitation. It is concluded that policy makers and HR of banks should focus on leadership development programs and workshops to ensure institutionalisation of transformational leadership. Last but not least, conclusions are drawn from organizational study and recommendations are made to improve the situation arising due to the problem. In doing so, linkage with relevant global experiences and literature review is also carried out.
Women leadership and employee satisfaction in the United Arab Emirates
(The British University in Dubai (BUiD), 2011-05) Al Ghafry, Mai Hamdan Nasser H. Bin
"Leadership has been considered as a one of the significant skills to exist or to be adopted by the individuals in order to achieve success. Many organizations nowadays are looking to recruit those who have leadership skills that would motivate and influence the employees to innovate and work hard to achieve the organization‟s vision and goals. This dissertation paper will focus on the women leadership in particular in the context of UAE. Also, it shall revolve around the major objective of gaining a more in-depth understanding of leadership of women in UAE, their changing roles in the business and how they shape their work environment and employees perspective. The basic premise of this dissertation study is centered on a discussion on women leadership skills and how they affect the level of job satisfaction of their subordinates in the context of the United Arab Emirates‟ culture. After gathering substantial details on the collated and gathered research evidence from various sources, the quantitative studies were conducted which involved a combination of descriptive and exploratory types of research studies which were conducted using the floating of survey questionnaires with the chosen respondents. The self-administrated questionnaire was distributed at random to a sample of 500 hundred employees. The qualified ones for this paper were 362 respondents whom are led by a woman. After gathering and analyzing the views on the status of women leadership and the level of its influence on their job, the finding shows that there is a positive and significant relationship between women leadership and employee satisfaction. Based on the findings, this paper shall draw the attention to the importance of empowering women in the context of the UAE in which more in depth research need to be done in order to improve the perception of the same. In addition to that, set of recommendations will be provide on how to increase the effectiveness of women leadership in order to achieve high level of employee job satisfaction which will result in achieving any organization objectives successfully and satisfactory."
Corporate Social Responsibility in the UAE Construction and Education Sectors
(The British University in Dubai (BUiD), 2011-05) Thomas, Betty E
Society, environment and community in the United Arab Emirates have experienced the impact of industrialization and globalization over the last few decades. This has provided grounds for businesses in the United Arab Emirates to construct a close relationship between corporation, state and society which implies the relevance of Corporate Social Responsibility (CSR). This dissertation investigates the perception, policies and practices and the relevance of CSR which is a relatively new concept to the country. The samples selected for the study are taken from the construction and education sectors with a combination of local, expatriate and joint venture businesses. The research focuses on stakeholder management as well as investigates topics such as benchmarking, factors that motive individuals and businesses to practice CSR including small and medium enterprises operating in the UAE. In-depth interviews are the main method of data collection. Thematic and quantitative content analysis was used to evaluate selected research propositions designed by the researcher to explore and understand the new CSR policies and practices and identify how they are implemented in the organizations studied. The dissertation concludes there is evidence for some CSR practices and CSR policies being promoted and supported within the region.
Corporate social responsibility: tools, drivers, and enablers in the emirate of Dubai
(The British University in Dubai (BUiD), 2011-08) Malik, Najia
As the calls to businesses to be socially responsible become more urgent, the main debate in academia has moved away from attempts to reaching a unified definition of Corporate Social Responsibility (CSR) towards efforts to understanding how businesses can implement CSR more effectively. Existing literature proposes that for organisations to become more corporately responsible, significant links need to be established between CSR and HRM. “…an alliance of legal, PR and HR departments can be the key to successfully implementing CSR initiatives.” (Redington 2005:48). Perceptions regarding CSR, its tools, drivers and enablers, are explored through an empirical study of organisations operating in the rapidly emerging economy of the emirate of Dubai. The results show that though the phenomenon of CSR in the emirate has transformed from solely philanthropy to organisations seeking to roll out their CSR initiatives through a more cohesive CSR strategy, the challenge lies in developing significant multiple and explicit CSR and HRM links.
Impact of Leadership on the practice of Corporate Social Responsibility A study in the private sector: United Arab Emirates
(The British Universitty in Dubai (BUiD), 2011-10) Thomas, Sumina Elizabeth
An increasing number of firms are acknowledging the need for sustainable business practices. Organisations are now trying to rectify the impulsive, irresponsible, short-term beneficial decisions which have resulted in the global recession. As a result, the concept of corporate social responsibility is a very popular topic of discussion in board room meetings. Organisation leaders are now realising the importance of being good corporate citizens. Similar, to firms in any other developing country, firms in the UAE acknowledge the concept of corporate social responsibility although many of them are yet to implement it. This research study attempts to establish the effect of leadership and leadership style on responsible business practices. The study is targeted on firms in the UAE private sector. The research focuses on the cause-effect relationship between leadership, leadership styles and leadership behaviours on the practice of corporate social responsibility. Attention is given to the new leadership styles in particular. This research also conducts a detailed analysis on the nature of sustainable business initiatives and stakeholder priorities of UAE based firms. This study employs the quantitative methodology and primary data is collected via questionnaires. The research model and hypotheses were drawn by the researcher to comprehend the influence leadership has on sustainable business practices of firms operating in the UAE private sector. Statistical tool used to analyse the data reveal that leadership, styles of leadership and leadership behaviours have a positive effect on corporate social responsibility. Moreover an analysis of the secondary data available on the responsible business practices of UAE firms highlights their stakeholder priorities and trends. This study concludes with recommendations made to firm managers to aid them to implement sustainable business practices.
Leadership and Employer Branding Impact on Corporate Social Responsibility (CSR) in the Public Sector of the United Arab Emirates
(The British University in Dubai (BUiD), 2012-04) Al-Khatib, Hadil Taisier
The purpose of this dissertation study is to examine and understand the impact of Leadership and Employer Branding on Corporate Social Responsibility (CSR) in the Governmental and Semi-Governmental entities of the Emirate of Abu Dhabi, United Arab Emirates (UAE), through quantitative methods of primary and secondary data such as questionnaires, face-to-face interviews and extensive academic literature research and theoretical frameworks. Given the fact that today’s leaders in local and international organisations are eager to amplify their CSR initiatives into the social media channels, the findings of this present study would provide practical and realistic answers based firstly on understanding the current status of these organisations, secondly, understand the impact of leadership practices and styles on CSR and finally, understand the mediating role that Employer Branding plays in promoting CSR. The current study aims to shed some light on how the effective provision of CSR using the right set of leadership skills and the synergy with Employer Branding could play a potential Human Resources (HR) tool to increase the favourable image of the organisations towards current and potential employees, and further develop the active CSR engagement of leaders towards the society and community as a whole. The results and analysis of the study based on the collected questionnaires and interviews indicated that there is a strong and positive correlation between the three mentioned variables (Leadership, CSR and Employer Brand) as stated below: - Leadership practiced in the Public Sector of Abu Dhabi has a positive impact on the organisation’s CSR initiatives - CSR has a positive effect on the organisation’s Employer Brand - There is high perception of the role on which CSR plays in Employer Branding in the UAE.
National Culture and Leadership in the United Arab Emirates (UAE)
(The British University in Dubai (BUiD), 2012-05) MORADKHAN, EALBRA
With the trend towards globalisation, multinational corporations continue to seek global diversity. As such it is imperative to better understand the importance and impact of organisational variables such as leadership and culture on organisational performance and productivity. Globalisation and transferability of human capital across the globe has stimulated an increasing need to develop global managers who understand the implications of cross-cultural work environments and are able to effectively manage people from different cultural backgrounds with diverse cultural values and practices to achieve business success. National culture (NC) has an overwhelming power to influence people’s behaviour both at society and organisational levels. This study examined how NC and its dimensions influenced the leadership behaviour of the managers in the United Arab Emirates (UAE). The dimensions of NC and leadership used in this study were the ones developed by House et al. (2004) for Project GLOBE. The survey covered a number of managers and senior employees in the Marine and Oil & Gas sectors from a variety of countries. The collected data from the sample was analysed using a number of statistical tests. The results of this study confirmed a positive correlation between NC and leadership behaviour of managers in the UAE. However more specifically the study revealed that Charismatic, team oriented, humane oriented and autonomous leadership behaviours are culturally endorsed whereas self- protective and participative leadership behaviours are significantly correlated to NC. Leadership is a competitive advantage that influences organisations’ sustainable performance results. In order to enhance leadership abilities of the managers in a diverse cultural environment such as the UAE, this study has made recommendations in relation to ‘organisational culture’, ‘recruitment & selection’ and ‘leadership development’. Organisational culture can be referred to as a micro model of national culture, hence a strong organisational culture will outline the expected behaviour of the leaders and other members that are perceived to contribute towards organisational performance and success. In addition to that, this study also recommends evaluating underlying intellect and interpersonal skills of the candidates for leadership roles along with their technical skills and experience in order to have a comprehensive assessment of one’s leadership potential. And finally, the study recommends that organisations should hold all the senior executives and line managers accountable for the development of individual managers by owning and executing succession plans.
Emiratisation Strategy at Jumeirah and its objectives (Emiratis perspective)
(The British Univerity in Dubai (BUiD), 2012-06) Al Marzouqi, Naser Mohamed
The United Arab Emirates (UAE) was officially established following the departures of the British troops from Gulf in 1971. The Six Emirates decided to join and form the UAE and the seventh Emirate, Ras Al Khaimah had joined the union a year later in 1972. The UAE economy was solely dependent on revenue generated from Oil export and expatriate skilled and unskilled workforce utilized for developing the country infrastructure. As UAE population increased, authorities were forced to deal with unemployment disturbing challenges. The government had decided to initiate a nationalization program in order to train and prepare UAE job seekers to join public and private sectors. With the influx of tourism to the region and especially to the UAE during the 1980s, the government decided to pave the way for UAE national to enter the hotel and hospitality sector by introducing Emiratisation that would prepare local graduates for this booming sector of the economy. The aim of this research is to investigate the perception of nationals’ workforce with regard to employment in the hospitality industry. Also the researcher will focus on the factors that would enhance the Emiratisation programs and its obstacles. Methodology: Researcher has decided to explore and examine the subject using qualitative approach. The author has decided to inspect various articles with reference to different localization programs that have taken place in the region or other parts of the world. The impact of the programs on the local economy and to what extend these approaches were successful, must also be explored. By conducting 7 one to one interviews, collecting signed consent forms from participants and considering the entire ethical dilemma, prior to the start of the research. The audio recorded interviews were analyzed by means of color coding and recognition of the major topics (themes). Findings: Among the various topics, 35 were identified and compressed to form seven major themes prior to grouping the common ones. A model map which is positioned in the findings chapter highlights the seven main themes and all the sub-themes that were derived as a result of our research. The seven main topics will be discussed according to the order of occurrences and they are: Planning, Culture, Training, Support, Salary, Development, and Organization. Discussion: This section is formed to relate the facts and findings to the literatures on earlier studies. The purpose of the discussion at this stage was to highlight the similarities and differences among the two researches. Among the seven themes that were raised as result of study, there were three topics that were unique to this research which were A) false expectation, B) misperception and C) discipline. The literature supported the topics that were highlighted. Conclusion: The analysis of the perception takes places in this segment in order to code the seven main themes. The topics were confirmed to be related to the findings with exception of three distinctive topics that were highlighted earlier. The UAE authorities have major challenges with regards to Emiratisation, its implementation, development of Emiratis and placement of nationals in the hospitality. Study limitations were discussed in this section and further recommendations for future research underlined.
Thwarted Career Ambitions from the Outset of Graduation
(The British University in Dubai (BUiD), 2012-09) Bhanu, Nithasha
The mismatch between an individual’s education and job recently has received greater interest and attention in the literature. This research focuses on the disappointed career ambition of young expatriate Indian women living in the UAE since their childhood years who have completed their undergraduate degree in various chosen fields, but have been unable to find a job consistent with their interests. This dissertation reports the findings from a qualitative interview study of three undergraduate Indian females between the ages of 23-25 years, who have graduated over the last two years and are currently employed in jobs which are definitely not their first priority. The interviews conducted concentrated on narrative and episodic approaches for understanding the interviewees’ life stories, career, and future in the context of disappointment and unsuccessful career ambition reported by the three interviewees over a period of two years The research concludes by analyzing the various coping strategies adopted by the participants and also provides recommendations on ways which they might be able to find a job of their choice
Conflicts Employee-Employee
(The British University in Dubai (BUiD), 2012-12) Al Ali, Fatma Jasim
"Conflict" likes water and fire can be good or bad. Conflict is good when it is constructive and bad when it is destructive. Conflict is constructive when it results in a solution to the problem and those involved in the conflict change positively. It is destructive when no decision is reached and the problem still exists ruining the morale of the conflicting parties. Conflicts can occur anywhere, individually or in group. This research studied in detail the various causes of employee-employee conflicts, their effect on the organization as well as the employees and offers a few suggestions in solving and preventing these conflicts. The research was conducted by interviewing 16 employees of the Department of Economic Development which was selected as the site for case study and interviews on employee conflict at work. The data was collected within a period of two weeks through one-to-one interview. The participants represented the eight departments with a manager and an officer from each department. The researcher could identify some of the frequently occurring causes of conflict such as unfair treatment, misunderstanding, task conflicts, demoralizing conversations, personal issues, absenteeism, lack of equity, lack of demarcation etc. It was observed that the conflicts resulted in lower productivity and loss of reputation of the organization and also affected the health of the employees. The researcher acknowledges several limitations of the research study such as the time limit, the relatively small sample number, the limited questions and the small organization. However, several suggestions and recommendations for future research are given. The researcher hopes that future researchers may overcome the limitations and identify more effective solutions for decreasing conflicts among employees.
Women Enrolled in Postgraduate Education in Technical and Science Subjects: A Case Study of 10 UAE National Students
(The British University in Dubai (BUiD), 2013-01) Sukumaran, Sujit
This research presents the findings of a study of 10 Emirati female post graduate students from The British University in Dubai (BuiD), Khalifa University for Science and Technology, American University of Sharjah, Masdar Institute of Science and Technology and Abu Dhabi University in the United Arab Emirates (UAE). It explores their views about the factors affecting their choice of post graduate educational courses at universities in UAE and how it has influenced their life and career aspirations. The research employs a narrative research methodology and the data was collected through interviews conducted with a sample of 10 post graduate female Emirati students from different disciplines encompassing MSc level degrees of Finance and Banking, Project Management, Civil Engineering, Information Technology, SDBE and Engineering Management. The literature review identifies the range of potential influences on the choice of post graduate education for Emirati women and considers different goals and aspirations in terms of employability and career development. The empirical research explores the gap between expectations and market realities of Emirati female students examining the obstacles and challenges they face post qualification in pursuing a career of their choice. Recommendations are provided for a range of stakeholders in the UAE society with the aim of promoting increased number of UAE women studying technical and science disciplines.
Leadership, Employee Satisfaction and Turnover in the UAE Public Sector
(The British University in Dubai (BUiD), 2013-01) Al-Hummadi, Badria Abdallah
This research aims to investigate the influence of leadership styles on Employees Job Satisfaction and Turnover Intention in the public sector organizations in the UAE. The study consists of three main concepts: The Transformational- Transitional of leadership styles and Employees Job Satisfaction -Turnover Intention. The paper study the two leadership styles (Transformational- Transitional) and how it can increase the level of employee satisfaction and reduce the turnover intention. A total of 700 self-administered surveys were distributed randomly between employees of Federal Electricity and Water Authority (FEWA) and the returned and useable surveys were 106. The Bass and Avolio (1995) MLQ x5 scales used to study the transformation and transactional leadership styles. Data were collected and analyzed using SPSS. The findings revealed that transformational and transactional leadership styles tend to play a significant role in Employees Job Satisfaction -Turnover Intention. The findings of the study also revealed that transformational leadership behaviors have a stronger positive influence on Employees Job Satisfaction than transactional leadership behaviors. Also, study found a negative significant relationship between transformational and transactional leadership styles and employees turnover intention. The findings are discussed in details in the research along with some recommendations for managers and researchers.
A Study on the Relationship between Organizational Commitment and Job Satisfaction
(The British University in Dubai (BUiD), 2013-04) Borji, Farnaz
This research explores the relationship between organizational commitment and job satisfaction in the context of the UAE in distribution firms. The purpose of this study is to identify the main factors that influence the employee’s commitment towards the organization and examine the correlation between organizational commitment components and job satisfaction factors. Through a comprehensive review of literatures, two components of organizational commitment including affective and continuance and five facets of job satisfaction comprising pay, promotion opportunities, management style, nature of the job and coworker relationship were identified. This research has used a quantitative approach, and a questionnaire was prepared and distributed to three distribution companies in Dubai and Jebel Ali free zone. Based on 217 responses the data was analyzed by statistical software (SPSS). The results show that generally organizational commitment is significantly related to job satisfaction. In addition, statistical evidence revealed that affective commitment is positively related to all identified job satisfaction facets and continuance commitment has no significance relationship with job satisfaction. Finally, some practical recommendations were suggested to increase the individual commitment toward their organizations to achieve their organizational target.
The Strategic HRM and Satisfaction Behaviours in Defenders Strategy Based Organisations
(The British University in Dubai (BUiD), 2013-04) Al-Hawashim, Ahmed Mohammed S
Perceptions of intrinsic and extrinsic job characteristics could affect employees’ behaviours. The aim of this paper is to compare the impact of the strategic human resources practices as extrinsic job characteristics and job designs as intrinsic job characteristics on employees' behaviours. The scope of this study is the industry of petroleum companies in the Kingdom of Saudi Arabia (KSA). These organisations assumed to implement the strategic HR practices of classic organisations type called "Defenders". This paper establishes theoretical background of the outcomes of satisfaction behaviours. Then, the role of HR as strategic partner to keep organisations competitive is demonstrated. Paper compares between the best practices and contingency approaches in managing people. In addition, the strategic practices of "Defenders" have been discussed in details. Job characteristic model JCM and its components are linked to organisations needs according to strategy and behaviours expectations. Then a practical study is conducted using a structured questionnaire covering junior and senior level employees of well-known Saudi oil companies. The examination of the collected data were analysed by using SPSS software. The analysis methods are descriptive and inferential. Demographic variable were displayed to understand the background of respondents. In addition, this paper illustrates the evaluations of the strategic HR practices, job characteristic model components and the four satisfaction behaviours. The inferences were processed by correlation and multiple regressions test, reliability test were applied also to confirm the representation of the sample to distribution. Study found a significant relationship between the perceptions of the strategic "Defenders" HR practices and job characteristic model components on employees' satisfaction behaviours. Loyalty, voice (expression) and payback behaviours are the greatest variables that have been influenced. However, this research did not find enough evidence to support the relationship between job designs, strategic HR practices on exit behaviour. Further findings, most of demographic groups respond to intrinsic and extrinsic factors similarly. Some recommendations regarding improving these behaviours and predicting the outcomes are discussed. Moreover, certain implications in planning, recruitment and selection processes are presented. Finally, guiding principle for further researches is recommended.
Developing Nationals in UAE Government Organizations
(The British University in Dubai (BuiD), 2013-12) Alyammahi, Jemeiah Rashed Mohammed
This research aims to investigate the influence of talent management on developing nationals in government organizations, and on employees' performance. The study consists of four main concepts: leadership development, employee development, Emiratization and talent management. The dissertation addresses the factors affecting talent management and activities to increase talented employees’ motivation, productivity and loyalty to their organizations. It considers the alternative ways of helping and engaging talented people to stay for long time in their jobs (retention) and motivating them through different practices such as promotion and employee development.
A CRITICAL STUDY OF THE IMPACT OF ARAB LEADERSHIP STYLES ON ORGANISATIONAL & EMPLOYEES’ PERFORMANCE
(The British University in Dubai (BUiD), 2014-02) Bualshawarib, Mariam Juma
Leaders plays vital role in ensuring high organizational performance. With an appropriate balance of motivation, ability and opportunity given to individuals; leaders promote excellent organizational performance. A fair balance of the equation including leadership style, proper work environment, adequate policies and procedures, tools to function and sufficient accountability, strong cultural values that promote transparency and provide clear guidance on desired outcome is what’s needed for employees to perform. Though studies on leadership roles in enhancing performance amongst employees are ample in developed countries, there has been a lack of research on this subject in the Middle East. Therefore, the researcher decided to evaluate Arab leadership style, organizational performance and employee performance in a country that is well known for its wealth and multi-national companies such as Dubai. Unlike many other developing countries around the GCC, Dubai seems more of a central hub that attracts people from developed and developing countries to invest or even find a career. This fact allows the researcher to have a stronger view on Arab leadership style and their impact on performance, as it comes from various nationalities and expertise in the area. The empirical research study used questionnaires with questions tailored towards determining the relationship between: Arab leadership styles and employee performance, which should indirectly determine the relationship between Arab leadership style and organizational performance. Also, the research intent was to identify the pattern of Arab leadership and the extent to which it has affected organizational performance. In addition, the researcher was interested in finding out more about potential factors responsible for low worker performance and how leadership style has affected labour management relations and productivity in four selected small scale organizations that are grouped under one holding company. After analysing the results using both qualitative and quantitative methods, it is concluded that in order to accomplish the objectives of different organisations need in Dubai, it is necessary that leaders: recognizes the needs of the workers; employs appropriate motivational tools such as right leadership style using appropriate leadership and management programs; providing workers with appropriate guidance and working tools; develop an adequate performance management system that would uncover sources of potential bias and accordingly incentives best performances.
Training in the UAE Context of Talent Management Initiatives: A Semi-Government Organisation Case Study
(The British University in Dubai (BUiD), 2014-05) Al Suwaidi, Nawal Rashed
This dissertation examines the relationship between training and development and talent management (TM). The empirical research was supported by funding from the Federal Demographic Council, which had contracted the British University in Dubai to evaluate TM at micro and macro levels in all sectors of the UAE. This study focuses on a set of interviews with employees at different levels in the organisation, and aims to understand what TM means for them especially in semi-government companies. Training and Development is an essential component of many TM systems, and it has important roles in the development of UAE nationals and expatriates as well as having the potential to make a major contribution to semi-government organisations’ performance. The analysis of the interview data concentrates on difficulties associated with training, learning and development in the talent management context. It covers TM perspectives, support factors for training, learning and development (TLD), alignment with organisation strategy, TM challenges, training processes and solutions. The main findings from the interviews were difficulties experienced from the unwanted turnover of talent. In this case study organisation there were problems relating to: lack of processing and implementation of appropriate training, and a lack of management awareness of the importance of TLD. In addition, there were systemic problems relating to the majority of the business units not having specific budgets for TLD, partly due to it being stereotyped as wasteful of time, manpower and money. It is concluded that companies and the government should fully support TLD initiatives in the semi-government sector, and finally, recommendations are made to recruit and retain talented workers. Ways that companies can enhance talented employees’ work experience, knowledge, skills and competences are emphasised.
Talent Management in the UAE The Potential of Talent Management for Organisation Performance
(The British University in Dubai (BUiD), 2014-05) AHMED, NASHWA ABDELGAWAD
Managing talent is one of the most important areas to be studied, and organisations should manage talent strategically. A problem is that many organisations do not yet fully acknowledge Talent Management (TM) concepts and approaches, and although they may know the importance of TM, they are not implementing and practicing it. This research highlights three main issues about talent management. Firstly, it describes what TM is and its definition. Secondly, how its approach is distinctive from Human Resource Management (HRM), and finally how HR can implement TM inside organisations. The research also presents the relationship between TM and performance management in developing employees’ performance. The results prove that TM is an important part of HRM, and leadership must be involved in managing talent in order to enhance performance and reduce TM challenges. The results also show that Emiratisation is presented as a challenge for the private sector to attract and retain talented Emiratis. In conclusion, this research demonstrates the important impact of effective TM on business strategy and HRM in developing and enhancing organisation performance.

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