A1: Writing Assignment 2

A1: Writing Assignment 2

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A1: Writing Assignment 2

Organizational behavior is the study that investigates the impact of structures, individuals and groups have on behavior within an institution and for the principle of applying such understanding towards improving an association’s efficiency. Globalization trends have led to the diversity in the employment places with labor force migration being an unavoidable truth. United Arab Emirates (UAE) is one of the countries in Asia that has had the privilege to have varied personnel that is equivalent to developed nations worldwide. The country has had a growing workforce population with regards to racial, ethical, gender, cultural, and religious diversities. This specific review aims at examining the demographics of the workforce in UAE and the implications for human resource practices affecting workforce and organizational performance. The demographic structure in UAE is explained in the perspective of motivation, communication, leadership, decision making, race and gender and organizational culture.

Organizational culture has been referred to as the set of beliefs, values, norms, ethics attitude and psychological behavior of the employees of an organization (Black, 2003). Examination on the demographics of the workforce in UAE has been on the rise. Thomas stated that organizational culture is responsible for the systematic and planned way in which a diverse workforce is managed in an organization and their skill sets are put to use for the benefit of the business (Thomas, 2004). This statement gave a view that employee recognition, motivation and reward programs are a major determinant in an organization’s development. As a result, the workforce diversity increases in a country.

Arabic is the national and bureaucratic language in UAE. The original occupants of the country were Arabs and Arabic is spoken natively by the Emirati people. With the rise in UAE businesses, the country has adopted English as its second type of communicating language. The diversity on the workforce population has forced the country to adopt other languages in order to advance in their business performance. More foreign workers search for employment in the UAE because of its multilingual nature.

In studying organizational behavior, consistency, mission, adaptability and involvement have to be considered. These four factors, when utilized effectively in leadership roles, may positively affect the attitudes towards the workplace (Khan, Al-Kaabi, Clear & Pezeshki, 2009). The variables associated with power relations such as gender, nationality, age and seniority at the place of work have to be considered when selecting a sufficient leader for an organization. Such leaders work to attain the best from their employees by introducing programs that do not discriminate workers at the workplace. Organizations that have influential leaders of this caliber tend to attract international employees. This has thus heightened staff diversity in the place of work.

The tolerance for diversity in UAE has enabled it to have an increasing workforce. The impacts of an organizational culture are influenced by racial diversity. A positive organizational culture promotes the diversity whereas a negative one discriminates against multiplicity and stifles variety thus affecting employee productivity (Chatman & Spataro, 2005). The country has thus implemented laws that do not discriminate against other races. Women in UAE were not allowed to take part in any type of work but with the help of Sheikha Fatima bint Mubarak, women were recognized by the law through her tireless efforts for women’s rights in the society (Women in the UAE, para. 4). From 1971 onwards, women were seen as equal to men and hence they were allowed to work together with men increasing the workforce in the country.

Decision making is a major aspect that has affected the trend of demographics in UAE. The country’s economic, social, ethical, financial, political and religious status has a great impact on foreign decision in settling in the country. It attained its independence in the late 19^th century. Throughout the years, the country has managed to attain political stability. Petroleum and natural gas exports have played a major part in UAE’s economy. The country’s law has also provided laws that allow the rights to worship. All these positive aspects in UAE have enabled foreigners to consider working in that country.

High presentations of human resource practices have positive effects to organizational performance. Investments in the skills of workforce, performance-based worker pay practices and in computer-based technologies have an impact on the net pay of employees. Manager-to-worker payments ratio increase, when these practices are put into use. Nevertheless, in the case where the manager relays his or her work to the worker, pay differentials are experienced. The impact experienced when salaries increase attracts foreign workers globally. The resultant effect is that the workforce diversifies and the demographics increase.

Power affairs and organizational culture are unified to assist in configuration of attitudes with regards to workplace diversity. Human resource practices can be classified as control practices. The approaches aim at reducing labor costs and increasing efficiency. These practices depend on strict rules and hence regulate employees’ behavior. The organizational culture tends to be disciplined and efficient for all parties to apply. This increases the workforce that has diversified over nations globally.

References

Black, R. J. (2003). Organizational Culture.  Creating the Influence Needed for Strategic Success, 32, 1163-1188

Chatman, J. A. & Spataro, S. E. (2005). Using Self-Categorization Theory to Understand Relational Demography-Based Variations in People’s Responsiveness to Organizational Culture. Academy of Management Journal, 38(4): 575-575.

Khan, T. M., Al-Kaabi, A., Clear, F. & Pezeshki, V. (2009). Diversity in the UAE Workplace. An Exploratory Study of the Effects of Diversity Dimensions and Intervening Variables on Attitudes to Diversity, 16(5/6): 289-289-308

Thomas, R. (2004). Managing Diversity in the Workplace: Human Resource Initiatives. London: Sage Publications Inc.

Women in the UAE: His Highnesses Sheikh Mohammed bin Rashid Ali Maktoum. Retrieved from http://www.sheikhmohammed.com/vgn-ext-templating/v/index.jsp?vgnextoid=7d3c4c8631cb4110VgnVCM100000b0140a0aRCRD