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The concept of Emiratization has been around for quite a while. It has had a large impact on the social and economic characteristics of the UAE. According to the resisting definition, the phenomenon of Emiratization in the process of inviting a larger number of residents of the UAE to participate in its economic growth. Particularly, Emiratization implies increasing the number of UAE residents in private and public sectors (Forstenlechner et al. 1). Therefore, there is an urgent need to reconsider the current approach toward the Emiratization process. Unless the target audience is interested in the offers provided by the private sector, the improvements that the state economy needs at present will never be implemented, and the SME environment will remain underdeveloped. A detailed analysis of the essential factors that affect the motivation and the choices of the UAE workforce, however, will help identify the current trends. Moreover, it will help shape the candidates’ choices so that the private sector could be rebuilt and revived (Goby 417). Thus, further economic growth can be spurred.
Aims and Objectives
The primary goal of the research is to identify the factors that affect the motivation rates among the members of the UAE workforce in private entrepreneurship. As soon as the factors that contribute to a drop in the motivation rates among the target population are located, the strategies for addressing the problem can be created.
The study will aim at determining the factors that currently affect the choices that the UAE residents make when it comes to selecting a workplace. To be more exact, it will be necessary to understand why the private sector typically glances over. Also, the role of rewards, including both financial support for the staff members and public appraisals of their achievements will be assessed in the context of the UAE business environment. The specifics of the Emirati business environment, including the organizational standards and values, will be considered in the study. Thus, the factors that have the greatest impact on people’s choices can be isolated. Therefore, the research question can be put in the following manner: What are the factors that defined the engagement of the staff as the primary reason for the failure of the Emiratization for the private entrepreneurship area, and what strategies can be suggested to address the obstacles?
A closer look at the research question provided above will show that it concerns mostly the qualitative relationships between the key variables. Therefore, there is no need in quantifying the outcomes of the study. Consequently, the use of qualitative research design can be suggested. Furthermore, the location of adequate strategies for managing the problem of Emiratization failure is viewed as an essential task. Therefore, it will be necessary to consider the use of phenomenology as the tool for analyzing the subject matter can be suggested. Indeed, by definition, phenomenology implies studying the nature of a particular phenomenon, Emiratization being a case in point (Alabdelkarim, Muftah, and Hodgson 27). A deeper insight into the notion under analysis, in its turn, will shed some light on the means of enhancing its efficacy and the size of its effects (Flick 112).
The non-probability sampling tools will be used to collect and analyze the related data. The snowball sampling technique can be viewed as a reliable tool for data retrieval. As the study progresses, one will have to include an increasingly large amount of information into the research. Therefore, the snowball sampling technique will be suitable for the study (Friese 18). As far as the analysis tools are concerned, the use of coding should be included in the research design (Flick 113). Coding will become the means of evaluating the key data and detailing the strategies that will, later on, help address the problem. It is expected that the analysis will point to the need to elaborate on the current approach toward the reward and benefits system (Younies, Barham, and Younis 2). As soon as the employees realize that they are valued and that the company is ready to invest in their professional growth, they are likely to be more enthusiastic and, therefore, deliver a better performance.
Alabdelkarim, Asma, A., May K. Muftah, and Sasha Hodgson. “The Impact of Emiratisation on Job Description Issues.” Middle East Journal of Business 9.2 (2014): 25-34. Print.
Flick, Uve. The SAGE Handbook of Qualitative Data Analysis. Thousand Oaks, CA: SAGE, 2014. Print.
Forstenlechner, Ingo, Mohammed Madia, Hassan Selima, and Emilie J. Rutledgea. “Emiratisation: Determining the Factors That Influence the Recruitment Decisions of Employers in the UAE.” The International Journal of Human Resource Management 1.1 (2012): 1-16. Print.
Friese, Susanne. Qualitative Data Analysis with ATLAS. Ti. Thousand Oaks, CA: SAGE, 2014. Print.
Goby, Valerie P. “Financialization and Outsourcing in a Different Guise: The Ethical Chaos of Workforce Localization in the United Arab Emirates.” Journal of Business Ethics 131.2 (2014): 415–421. Print.
Younies, Hassan, Belal Barhem, and Mustafa Z. Younis. “Ranking of Priorities in Employees’ Reward and Recognition Schemes: From the Perspective of UAE Health Care Employees.” International Journal of Health Planning and Management 23.4 (2008): 357-371. Print.