Introduction
Every company depends on its employees greatly. To ensure that they do their best and constantly improve their performance to meet organizational goals, managers should pay much attention to employment relationships, aligning them both with national legislation and company policies.
Work-Life Balance
Work-life balance should be emphasized because it prevents employee burnout. By having enough time to rest and communicate with their families, staff members receive an opportunity to recharge and continue working, increasing overall performance levels. Thus, employees are healthy and satisfied with their work, which reduces the turnover rate. People tend to become more attentive when they have enough time to focus on work and home separately. The legislation recognizes the necessity to maintain work-life balance, and legislative bodies can make companies alter their organizational culture to support this initiative. Being located in Dubai, RTA follows the Human Resources Management Law (“Dubai Government Human Resources Management Law No. (27) 2006”). This law determines the limits of paid annual leave; regulates health, safety, and work environment; and more.
Legal Support for the Employee as a Family Member
As a family member, a worker can receive legal support in several areas. Maternity leave is offered to any woman, but it can be offered with full pay or only half. This leave lasts for 45 days but can be extended for ten unpaid days (Majid). Still, the UAE President has shared his ideas of extending paid leave. Paternity leave is another worker guarantee usually supported by law. Still, it has not yet been considered in the UAE. However, it is expected that three-day paternity leave will be provided to men who work in government bodies (Kantaria and Barr). There is no separate adoption leave for working women in Dubai. However, if the adopted child is less than three months old, women are supported under the general maternity legislation. Even though there is no dependent leave for employees, they benefit due to the opportunity to obtain health insurance for themselves and those relatives they take care of.
Fair Treatment
For employee pay, it is critical to follow legislation, organizational policies, and the work contract. Being fair to workers, especially in terms of wages, is significant because it ensures the establishment of trust-based relationships. By being closer to employees and paying much attention to mutual trust and respect, the management receives more consistent support from the team. Organizational goals are likely to be accepted and reached efficiently with no issues. Also, fairness contributes to employee loyalty, engagement, and satisfaction, all of which reduce employee turnover.
Discrimination Legislation
To improve the organizational culture and environment, companies follow discrimination legislation that focuses on religion and race/ethnicity. These laws cover both oral and written communication. Thus, people can share their ideas using books, leaving online comments, or just speaking. This legislation prohibits acts of hate and labeling and protects minorities in this way. It also promotes the establishment of an equal rights society. According to the anti-discrimination law, acts that insult people regarding their religion and race/ethnicity are treated as crimes. Finally, legislation controls the information available in spoken and published media. It outlaws expressions of hate against people’s religion and race/ethnicity (The National Staff).
Organizational Policies and the Psychological Contract Support
Companies should develop organizational policies that benefit both employees and employers so that their psychological contract is maintained because the relationship between them determines organizational success. This idea is supported by Scheepers and Shuping, who defined a good practice as one that supports these policies and contracts (1). They found out that training and development practices help workers improve their knowledge and skills and strengthen the relationship between employers and their workforce. These practices are the most beneficial because they are developed based on organizational goals and needs and help them perform better.
Conclusion
Thus, every organization must focus on its employees and ensure they are satisfied. Following the law, employers should ensure that employees operate in a positive environment and have good relationships with one another and the leaders. Much attention should be paid to work-life balance and trust-based relations as well.
Works Cited
“Dubai Government Human Resources Management Law No. (27) 2006.” Dubai Courts, Web.
Kantaria, Samir and Gordon Barr. “Employment and Employee Benefits in United Arab Emirates.”Practical Law. 2016, Wen.
Majid, Jason. “UAE Labor Law.”UAE Labor Law, 2016, Web.
Scheepers, Caren, and Johannes Shuping. “The Effect of Human Resource Practices on Psychological Contracts at an Iron Ore Mining Company in South Africa.” SA Journal of Human Resource Management, vol. 9, no. 1, 2011, pp. 1-19.
The National Staff. “Anti-Discrimination Law Enacted Across UAE.”The National. 2015, Web.