Dissertations for Human Resource Management (HRM)

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    Recognition of Employee Engagement in the Ministry of Education
    (The British University in Dubai (BUiD), 2018-08) ALMAHRI, HALIMA MOHAMMED
    This dissertation analyzes employee engagement as a HR management strategy, particularly as it is applicable in the Ministry of Education. It covers the concept of employee engagement from a broad-based perspective including factors that drive it, its benefits to an organization and the workforce, and the negative impacts of having a disengaged workforce. The line of argument is based on a review of the literature and on primary data from an empirical study conducted in the UAE. Unstructured interviews and structured questionnaires were used as the research instruments to collect data from 30 respondents. These respondents are key stakeholders in the Ministry of Education and were selected through a stratified sampling method that was complemented with simple random sampling. The main finding of the study is that employee engagement improves employees’ enthusiasm for their jobs, and this translates to improved efficiency in service delivery since an enthusiastic workforce will exert discretionary effort to ensure the success of their organization.
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    Human Resource Management, Employees’ Motivation and Job Productivity: The Case of Medical Research Centers in the United Arab Emirates
    (The British University in Dubai (BUiD), 2017-11) ALHASHMI, ZAINAB SALEM EBRAHIM TAHER
    Organizational productivity is a crucial problem for any organization. There has been a problem of many business managers regarding the human resource department as a critical component of the business. Particularly, some business managers do not trust the HR department as a strategic business organ. The purpose of this research is to explore the human resource management at medical centres in the United Arab Emirates. The study uses the inductive research approach. It analyzes employees’ motivation in different medical centres in the United Arab Emirates. The investigation employs mixed methods, both quantitative and qualitative. On one hand, it is important to collect enough data for calculating a correlation between the workforce’s motivation and productivity. In order to achieve this aim, it is planned on carrying out a survey among employees of medical centres in the United Arab Emirates. Survey and interviews are conducted in this research and 200 respondents were selected so that through investigation could be performed. Descriptive statistics are reported though frequencies and the distribution of the values of the variables. Chi-square tests are performed through crosstabulation of the main study variable. Pearson correlation results and regression tests have been applied so that the associations and relationships between the study variables can be understood. In the majority of reported cases the level of significance is at the 1 percent level. It is found that HR management at medical centres in the UAE is relatively effective. It fulfils its main function, although certain problems exist. It is recommended for the organizations under investigation to take several actions which can make their HR departments more effective and the betterment could be determined.
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    Employee Engagement in Government Institutions
    (The British University in Dubai (BUiD), 2018-03) AL BLOOSHI, MAHRA ALI
    Employee engagement has attracted the attention of scholars and specialists in human resource management over recent years and involves the implementation of approaches that aim to create strong emotional ties between employees and the organizations for which they work to improve organizational outcomes. Hence, this dissertation conducts a comprehensive analysis of employee engagement in government institutions from a broad perspective to include both its negative and positive impacts on organizations and employees, factors that limit its implementation, its overall prevalence in the corporate environment, and the role of corporate leadership in ensuring its promotion. The findings include the advancement of a practical model for employee engagement which develops the idea for applications in organizations. The dissertation gives a detailed report of the study that involved primary research with participants from whom data was collected using surveying and interviewing research instruments. The sample size achieved was 93. Thereby, it establishes the paramount resources and activities needed for enhancement of employee engagement and achieving an overall increase in the quality of services.
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    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."
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    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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    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.
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    The Role of Work-Life Balance on Faculty Retention in UAE Higher Education Sector
    (The British University in Dubai (BUiD), 2018-10) AHMED, OLA
    The purpose of this study explores the role of work-life balance on faculty retention in the UAE. Using qualitative research method, a sample of HR representatives of a number of universities in the UAE were interviewed to gain insight into their perspectives of work-life balance, importance, and challenges faced while attempting to improve it for faculty. Similarly, interviews with faculty members were conducted to obtain a better understanding of their perspectives. In a diverse culture present in the UAE, the study revealed that both faculty and HR representative were aware of the meaning of work-life balance and its challenges. They also discussed ways to improve it. However, the role of work-life balance on faculty retention in the UAE was inconclusive which can be due to the socio-cultural and economic factors.
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    A Study on Knowledge Management and Knowledge Transfer
    (The British University in Dubai (BUiD), 2018-07) ABDULLA, AYESHA
    This research is aimed to emphasize upon the Knowledge Management in organizations focusing on tangible concepts, methods and theories for knowledge transfer from experienced and expert employees to fresh UAE National graduates hired recently in private organizations in the UAE. The study identifies the gap in knowledge transfer techniques from already existing literature, providing relevant recommendations keeping in view the feasibility of their implementation in definite highlighting areas of concerns. Although a few researches have been made in this respect but still the detailed study is required in order to fulfill the research goal. This study reveals that the huge culture difference among the employees poses the cultural gap as the main challenge in the transfer of knowledge. Other important challenges and barriers emerged out of this study are: reluctance on part of experts to transfer their knowledge being protective of their knowledge and for the fear of job and position security, poor outdated traditional style of knowledge transfer without using the modern technology and restricting creativity and binding graduates to training rooms thus creating disinterest among them, discouraging innovative aptitude and easy going aptitude of graduates.
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    Talent Management in the Public Sector: Linking Talent Management and Organisation Transformation
    (The British University in Dubai (BUiD), 2018-06) MOHAMMAD, AMNA
    Rapid changes in the business world have emerged as significant challenges globally. In fact, business today is moving from a revenue focus to being more knowledge based. Hence establishing a stimulating work environment is essential, due to the competitive market. Innovations in products and services require a new set of practices and integrated technology systems. The United Arab Emirates is one of the most developed countries in the Middle East, and is considered as a destination of first choice for many job seekers. To become a strong and sustainable competitor moving towards innovation is important. Dubai has initiated a strategy that is based on innovation in order to transform its current products and services to enhance the overall quality of life and assist businesses to compete on the global scale. Business leaders are now more concerned with attracting and retaining bright and high caliber employees. Thus, Talent Management (TM) is required to ensure that the HR best practices are applied. Although TM is top of the agenda of many practitioners and researchers, it remains a difficult phenomenon to be measured. Its context is the methods of attracting, developing and retaining high potentials, which then reflects on the organization’s performance in both the short and longer term. The research intention of this dissertation is to explore TM in the public sector in UAE. A qualitative approach was implemented to gather the data based on the nature of the study. In-depth interviews were used to capture the participants’ views and perceptions. The dissertation reviews several aspects of talent management such as definition, process, challenges and recommendations for business. The main findings showed that talent management practices are not new in the UAE however, the concept is relatively new. The public sector is still practicing the old fashioned style of HR, hence the innovation strategy of Dubai has set certain guidelines to enhance the process. The UAE nationals are the main target for the organization and the new strategy stresses on the need to invest in talented UAE nationals to be able to drive the transformation forward.
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    The Implementation of Talent Management Practices in U.A.E. Organizations
    (The British University in Dubai (BUiD), 2018-03) AL AWADHI, KHALID MOHD AMIN KAMALI
    In contemporary business, talented individuals are considered as one of the most important assets and the key to the success and continuity of any organization. Companies worldwide from many different industries have adopted numerous practices/programs to attract, promote and retain talented employees. These practices/programs are often referred to as “Talent Management”. In general, the main goal of any Talent Management at any organization is to ensure having the right talented people for the right positions, all the time. The challenge, as evident from many studies, is that talents are not easy to find and/or not easy to maintain. The main purpose of this research was to investigate, through primary and secondary data, the views and perceptions on the topic of Talent Management, and also the challenges associated with it in general. Based on that, the aim was to develop a comprehensive conceptual framework for the Talent Management process/model that can be applied in different organizations. In the first stage of this dissertation, after the review of the literature on the subject, an initial conceptual framework was developed. The framework comprised of eight stages; stage one is the alignment of Talent Management objectives with business goals. Stage two is the alignment of Talent Management programs with the Human Resources function. Stage three is the identification of pivotal and key positions in the organization. Stage four is creating a talent pool that includes talented individuals from internal and external sources. Stage five is about the enhancement of talents capabilities and competencies for current and future roles. Stage six is taking great measures to motivate and engage talents. Stage seven is the output from the process – having right motivated and competent talents all the time. The final stage, stage eight is the outcome – as a result of the previous stages, organizations will have a sustainable competitive advantage, better performance, and more profits. In the second stage of this dissertation, the aim was to study how UAE organizations practice and implement Talent Management. Interviews were conducted with five organizations within the UAE that are implementing Talent Management programs. Based on the findings from the interviews and the discussion in this dissertation, it was concluded that, if considered, these three factors will add great value to Talent Management processes. The factors are; a) Communication, b) Knowing the needs and ambitions of the talents, and finally, c) The Readiness of Managers. Accordingly, the conceptual framework was modified to include those factors.
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    Exploring Key Drivers of Employee Engagement from an HR Perspective in the Industrial Sector of Sohar, Oman
    (The British University in Dubai (BUiD), 2017-05) AL-SAADI, AHMED MOHAMMED
    Today employee engagement is an issue of significance to organisations as it has been linked to organisational success and advancement. Many studies have been conducted to investigate the concept and drivers of employee engagement (Al Maktoum 2015; Simha & Vardhan 2015). Lots of organisations have begun different initiatives to build an engaging work environment. However, organisations, and HR in particular, do not exactly know what builds and leads to engagement in their particular context. The issue of employee engagement and its drivers are under-researched in the Omani context and in the wider context of the Middle East. Thus, in a non-Western context, this study examined the HR perspective on the meaning, importance, drivers and enhancement of employee engagement in the industrial sector of Sohar, Oman. For this purpose, recent literature relevant to drivers of employee engagement and other related issues was reviewed. An explorative case study method was implemented to investigate employee engagement. By using a mixed method approach, the perceptions of ten HR managers from industrial companies in Sohar were examined about the concept and importance of employee engagement, and the key drivers leading to it. The study also investigated the challenges and factors associated with engaging employees and the possible ways to overcome these challenges to enhance the level of engagement among employees in this vital sector in Oman. The study revealed that employee engagement can contribute to the development of the private sector and the process of economy diversification in Oman. Overall, the study showed that organisational leadership, training and career development, effective communication, rewards and recognition, teamwork, work-life balance, and job security are the most important drivers to lead engagement in this context. There are certain socio-cultural factors which may have impact on the execution of engagement plans, however, a further study is needed to deeply examine this issue. Several recommendations are suggested at the end of the study to ensure a better engagement. The study should draw the attention of HR personnel and policy-makers in Oman to seriously consider supporting and fostering employee engagement in order to develop and prosper the private sector in the country.
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    Employee Engagement and Leadership in a UAE Governmental Organization
    (The British University in Dubai (BUiD), 2017-05) Al-Qaiwani, Omar Salem Ali
    This study explores the relationship between leadership practices and employee engagement in a "Federal Government" organization (FG), in the United Arab Emirates. The research intent is to identify practical initiatives that can be implemented in organization FG. The main contribution is to identify which leadership practices will increase FG's organizational performance and employee engagement. Recommendations for HRM policy and practice are provided based on the main findings. This study is based on qualitative research through individual interviews and focus groups. Two interviews were conducted with members of the executive management along with two focus groups including sixteen employees; six participants from middle management and ten from various operational levels. Data collected covered all organizational levels and generated sufficient input from both leadership and employees’ points of view. The findings present key insights on leadership, higher management practices, and employee engagement at FG. The findings reveal drivers of disengagement present in some areas of leadership, internal communications, and training and development. Overall, it is proposed that future studies on engagement are conducted. In addition, future engagement appraisal should take place as an integral part of the routine appraisal system to lead FG organization towards achieving its strategic vision.
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    Talent Management in UAE: A study of contemporary practices in the banking industry
    (The British University in Dubai (BUiD), 2015-09) Abir, Buthaina
    The social science and practices of human resource management have developed along with the changes across industries, countries, technology and other sources of knowledge. One of the relatively recent and promising innovations in human resources is talent management. Over the last few years talent management practices have made their way in to the local and international organizations in UAE, providing them with tools and techniques to attract, develop and retain their talented employees. In this dissertation, talent management’s implementation in the UAE is investigated and compared to global best practices on talent selection, development and retention. It also studies what this developing science might offer in the future and assesses how it should overcome its current challenges. Particular attention is given to tackling national talent issues such as developing capabilities and careers, dealing with challenges to the vision of the future from Emiratization and UAE perspectives since the research is focused on the UAE context. The main source of primary data is based on interviews with a sample of 15 employees, using a detailed interview schedule designed for qualitative research study. The sample was drawn from one of the largest international banks in the UAE that has applied talent management practices within the financial services industry, which is one of the most advanced and competitive industry sectors in the UAE. Many of the practices of talent management and Emiratization implemented in the company and the country can be improved further for the programs to achieve their objectives more effectively. A road map is required for new talent management programs and implementation strategies, if the UAE is to build its national talent pool more extensively than before. For example, robust plans should be developed which are linked to the organization’s objectives for talent management. The organizational strategy should be supported by clear and well communicated processes and procedures, customized and up to date talent management plans and programs, situated within the national context of an improved educational system, together with better marketing and explanation of the nationalization programs’ aims and objectives.
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    Maternity Leave and the Rights of Pregnant Women
    (The British University in Dubai (BUiD), 2017-01) Ghubash, Aaesha Saeed
    This research analyses the existing legal structures and policies for maternity leave and the rights of pregnant women. Comparing the UAE labour sector and country legislation departments in relation to the international policies and laws, this dissertation aims to achieve four main objectives. The first objective is to explore the ways in which the relationship between working mothers and their employers impacts on prenatal mental health conditions. The second objective is to evaluate the impacts of the UAE labour laws on Maternity Leave and Rights of Pregnant Women policies with respect to the international law and policies. The third objective is to evaluate the role the UAE anti-discrimination policies play towards the realisation of pregnant women’s rights in the workplace. Finally, the fourth objective is to provide policy recommendations on the best approach for aligning the labour laws with the rights of pregnant women and maternity leave. This research is based on interviews. The sample consists of seven individuals selected from different sectors in the UAE. The data were analysed using content analysis. Taking into consideration the data collected in this study, the key aspect of the policies and legal structures is the establishment of a sustainable relationship between employers and female employees. Employers must be ready to appreciate the fact that female employees form a critical element in their business success. In this case, they must be ready to give them proper non-discriminatory terms and conditions for maternity leave. Similarly, the UAE authorities and legislature, in particular, must institute relevant legal policies in line with the international policies to ensure that pregnant women are protected from employer’ demands and expectations that do not have clear grounds and explanation.
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    The productivity contrast between genders at work
    (The British University in Dubai (BUiD), 2015-10) Al Katheri, Mohammed Rezq
    After many focused researches, and the serious studies done by specialized organizations for the topic of equality between male and female workers/employees, and in addition to the newly applied laws against the discrimination between the genders; there are still many differences which clearly appear in the different fields of profession. For instances, the educational fields show almost equal percentages of the manpower, and the number of male employees is almost equal to the number of female employees; however, at the industrial and technical fields, the difference in the percentages is quite big as a result of the different affecting environmental aspects. This dissertation is shedding the light over the different aspects that affects the production which are the following: 1- The commitment of each gender by the official working hours 2- Career satisfaction 3- The negative and positive affecting factors 4- The difference in wages and the family commitments for each gender 5- The time frame used to achieve the same jobs and tasks assigned
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    (The British University in Dubai (BUiD), 2015-10) Al Katheri, Ragi Rezq
    This paper delves into the motivational and employee engagement factors in the working sector of the UAE. Also, employee satisfaction has been considered to find the relationship of these variables with employee efficiency. Furthermore, it has been found that the public and private sector organizations in the UAE have difference working environments due to which employees working in the public sector organizations are less satisfied by their jobs. In order to assess this, a sample of 30 employees working in both public and private sector organizations have been considered for conducting a survey that comprised of a qualitative questionnaire. The findings of this research reveal that there is a positive and direct relationship between employee motivation and employee efficiency. Also, increased satisfaction and engagement of employees lead towards higher productivity and output, which is necessary for organizations to gain a competitive advantage in the market Moreover, monetary benefits and social recognition were assessed as the biggest motivational factors for male and female employees, respectively. Other motivational factors include fringe benefits, better working conditions, job enrichment and promotions.
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    Engagement in the Educational Sector: Is the Equation Different? The Case of Oman’s Educational Sector
    (The British University in Dubai (BUiD), 2016-08) AL SENANI, KHALID MOHAMMED OBAID
    Orientation: Discussion of the factors affecting employee engagement is important for practitioners and researchers alike in educational setting in Oman. Research purpose: The aim of the current study is to explore the drivers that influence teaching and non-teaching employees to engage to their work and relate them to updated literature review in the topic of employee engagement. Motivation for the study: the knowledge attained from this study grounds our understanding of employee engagement in area like Oman that has not been visited by research studies yet. It may contribute to the global effort in this subject. Research design, approach and method: A ranking survey of three lists of employee engagement factors that have been collected from variety of research papers and consultancy reports. Sample of 1000+ was addressed in educational field. Lists of top priorities and least priorities were arranged, ranked and discussed. A well-known survey program was used. Main findings: The study found that employees in the educational sector ranked 'organisational justice' as top priority to engage in their work and ranked 'sense of accomplishment' as the least priority. There are also some differences between demographics and organisational positions among employees when ranking priorities of what drives them to engagement. Pratical/managerial implications: Suggestions to enhance the work environment based on the study findings are discussed in two aspects. One, how the targeted organisation improves employee engagement and two what intervention that educational managers and strategists should do to enable teaching and non-teaching employees to engage fully in their work. Contribution/value-add: This study contributes to global efforts of how to make workplace more engaging and adds value to global understanding of a local culture (Oman)
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    Employee motivation and work performance in the private sector of the UAE
    (The British University in Dubai (BUiD), 2015-11) Al Harthi, Fatma Said
    Employees’ work performance is directly related to the motivation provided to the employees. The project is intended to identify the relationship between the motivation and the employees’ work performance in the private sector companies in the region restricted to the United Arab Emirates. The discussion has started with an introduction to the topic, and an identification of the hypothesis required for the research. The research questions are identified which will be then attempted to be answered during the course of the research. The importance of the research is discussed in this section along with a small introduction as to who the research will be carried over and the structure of the research document as well. For supporting the discussion, the literature review of various previous researches is very essential. The same topic discussed in this research is reviewed and analysed in various previous scenarios by different authors. These works are referred in the literature review section of this document. Methodology of the research is also discussed in the following section. Various assumptions required for the course of this research will be made in this section, which also includes devising of methodologies for carrying out the research. The research was conducted using the qualitative data collected through the questionnaire based survey and the resultant data are analysed using the quantitative method of analysis. 200 individuals who are associated with the private sectors in UAE will be used as a sample for doing this survey and data collection. These data will be analysed towards testing the hypothesis assumed in the introduction part of the research analysis and hence a final conclusion will be arrived at after the analysis. This research is testing the relationship between the motivation among the employees and their performance output in the private sectors; hence the motivational factors such as the financial benefits, career opportunities, social security, psychological needs, and various such factors will be considered for the analysis.
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    HR as a Strategic Business Partner: Challenges and Opportunities
    (The British University in Dubai (BUiD), 2015-03) Ibrahim, Ali Eldin Loutfi Abd Alla
    Several studies in the field of HRM concentrate on the importance of HRBP to the business performance. This research focuses on the relationship between achieving HRBP and its challenges in a UAE medical organisation. The quantitative based approach was used to research the problem through collecting data from HR professionals, senior managers, line managers and medical professionals working in a medical UAE based organisation. The study has used a self-administered questionnaire to examine the relationship between variables. The questionnaire was adapted from previous research findings, Human resource-role assessment survey by Ulrich & Conner (1996) and Ulrich HRBP model (1997). The survey was sent by emails to 342 employees and out of them 259 completed the survey. Cronbach’s alpha correlation and 2-tailed significance tests were employed to examine the hypothesised relationships. The results show that there is an empirical evidence of statistical relationship between the HRM practices synergy and HRBP performance. In addition, a positive relationship between HR business partners’ role understanding and HRBP performance is detected. HRPs’ business knowledge shows a significant relation to HRBP performance as well. The last finding indicates a significant relationship between the management support and HRBP performance. The new findings of this research stand as a new gadget for a competitive advantage to apply HRBP in any organisation and an annexure to the HRBP literature.
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    A Study on Drivers of Employee Engagement in the United Arab Emirates
    (The British University in Dubai (BUiD), 2015-05) Al Maktoum, Shaikh Saeed
    This paper discusses employee engagement with a focus on the United Arab Emirates. It begins by defining the concept, ‘employee engagement’ and putting it into context of the United Arab Emirates. Further, it discusses the key drivers of employee engagement as the factors that affect employee engagement. The paper also discusses the methods that organisations in the UAE can use in measuring the level of their employees engagement. Lastly, the paper proposes important recommendations that the organisations in the UAE can apply in ensuring that their employees are engaged fully in their activities and that they are satisfied to remain competitive in their areas of operation or industry. The paper states employee engagement the only strategy that the UAE should address in an attempt to feature in the top-most performing countries. Such an outcome is bound to attract employees not only from within the country but also from the global front.