Culture Diffrences in WorkplaceIntroductionThe United Arab Emirates is a federation of seven emirates, namely, Abu Dhabi, Dubai, Sharjah, Fujairah, Ajman, Umm-al-Quwain, and Ras-al-Khaimah. The UAE has the 5th largest Gross Domestic Product per capita in the world due to its rich oil economy. Along with this, the UAE is a business hub for global investors due to better business opportunities and lifestyles (Christensen, 2010). The objective of this research paper is to analyze the changes in UAE workplaces over the years.
For the last 25 years, Globalization and modernization have played a major role in facilitating changes in UAE workplaces. With the economy experiencing a rapid growth rate, the UAE labor market is experiencing a rapid change as well which in turn effects the organization environment. Some of the major changes that have occurred in the UAE work places over the years will be discussed one after the other. Firstly, the productivity and quality of service in the UAE work place has increased in the last 25 years (Christensen, 2010). This has been facilitated by UAE’s commitment to embrace high standards in providing Information Technology as part of its infrastructure. Secondly, the ratio of expatriates as part of the total work force has increased as UAE is a popular work destination for foreign nationals. Thirdly, UAE’s economy has become extremely diverse which has made work readily available, thus employing many potential workers.
Earlier, it was illegal to hire or employ any child under the age of 18 which has changed now. Today, it is permissible for most organizations to employ youngsters over the age of 15, like for an acting role etc. However, a medical fitness certificate needs to be issued to ensure their physical fitness for the job role. Women, on the other hand, were also not allowed to embrace formal employment earlier. This has also changed now since the UAE government is encouraging women to actively participate in the labor force. Over the last 25 years, the ratio of female to male as part of the total work force has increased considerably. According to Christensen (2010), this change is mainly because women in UAE are over-turning the country’s traditional patriarchal culture. Finally, the changes in UAE Ministry of labor and social affairs have resulted in a lot of changes in the national work place. For instance, most work places are required to adhere to various
n of the UAE’s working standards.
3.1 Localization
It has been widely expected since the creation of the UAE in 1984, that the region would develop in the following way: a comprehensive and well organized workplace with a strong cultural community. All its work can now become easily performed only in the municipality of the province that is under the direction of the ministry of labor and social affairs (DMAC). However, the current local development plan has given little or no guidance for workers’ coordination with their employers. We also see this problem in other sectors where there have not yet been strong efforts from both the government and the private sector to facilitate work. This makes it easier for employees to find work during the regular workweek and during the work day.
3.2 Gender
The current work place and occupational socialisation policy in the UAE is, at this point in time, still evolving. This comes as a very good news for all workers when compared to those that still work in the UAE (1). It is true that the traditional labour law and the national labour relations rules are still being enforced on the job and socialisation of domestic employees is still the most direct influence on the development of the labour market. While women are still not included in the occupational labour rules, such as in certain cases where a female employer is hired for the home of a female employee who is, on some occasions, the single female parent at the start of the week, the wage differential does not exist anymore. Furthermore, the workplace does not have a flexible labour policy or an official work program for all. Therefore, the employment of women is still the only place which can have a definite policy on employment based on the need to produce and maintain a quality workforce in the same community; and this is achieved by using various forms of labor, such as human rights and human partnership. It should also be noted that the workplace with which the female employer works is a new and varied area of work and all workplaces are different enough to not be easily understood and differentiated (2).
3.3 Localization within the UAE has been greatly altered since 1985. During 1985, an average of about 40 per cent of the workers were employed as part of the municipality of the city or district, according to the previous year’s employment data. The figure for 1990 had been 40 per cent. For the current census, the overall percentage is less than 20 per cent. In some places, the employment trend has been to have a male representation of the workforce. As per the previous year’s estimates, this is achieved by using various forms of labor. Women, on the other hand, usually do not come to work from public jobs and their daily commuting time is often shorter and more regular than in their rural or remote communities because of the different geographical circumstances (3–7). Furthermore, their children are not able to provide adequate attention to their schoolwork during school hours because of their poor social integration. Thus, it has been necessary for them to use different methods to get up and go into college or even better education.
4. Minimum wages and promotion conditions
4.1 Promotion
Promotions do not happen to all employees of the department. The majority of the young people are eligible under a special promotion plan or pay raise. The majority of young people who work because of social security, maternity or paternity leave benefits or due to maternity leave are now eligible to use promotion. The average salary for all employees are between 3.3 and 4 million rms, while the average wage per hour for all employees is at least $812. The rate of promotion is reduced depending on the job position: for instance, when a woman working in administrative occupations receives promotion, she would be able to apply for $600-$700 a week, while she would get a