The paper "Real Life Situation within an Organization " is a wonderful example of a Management Case Study. Etisalat is the major telecommunication company in the United Arab Emirates (UAE). The company has expanded in size and it is one of the most respected companies in the UAE and some parts of Africa. The company has been able to recruit labor force both nationally and internationally (Cole). Since 2009, UAE has been pushing for the change in the hiring procedures among the companies. This is through the introduction of laws that encourages the local companies to hire the UAE nationals as they expand.
Etisalat employees have over the years been composed of locals and immigrants. The policies set by the UAE on Emiratization, however, led to taxation on the hiring of the immigrants and incentives on hiring the locals. The policy also has job quotas that are imposed on the organizations to ensure there is an increase in the employment of the nationals. The main problem with the Emiratization policy is due to the fact that it had to make the organization change its recruitment procedure.
By considering the cost factor of the Emiratization, Etisalat has been forced to come up with measures to attract nationals. This paper will look at the organization change at Etisalat following the policy on Emiratization. This will be done by analyzing the case study on Etisalat's efforts on Emiratization from 2010 to 2014. The paper will look at the change, the need for change and how the change is implemented by Etisalat due to Emiratization. The paper will also look at the critical challenges faced and the outcome. Emiratization The policy on Emiratization was introduced by the UAE government with an aim to reduce unemployment of the UAE nationals (Khondker).
The government introduced incentives aimed at increasing the number of nationals employed in local firms. Though the policies date back to 1998, most of the firms have become active in implementing them recently. The government required firms to comply with the policies to reduce unemployment. This led to the government categorizing the firms into classes A, B, C depending on the compliance to the policies (Forstenlechner 84).
Noncompliance leads to the firms being demoted to lower categories B and C which increases the costs and fees associated with recruiting the expatriates (Macedo 22). Etisalat has been showing commitment to the policies through their efforts. The company had to make changes in its hiring procedures to make sure they comply with the policies. In 2010, Etisalat had more than 36% of their employees from UAE. This included 75% of the senior management professional being from the country (Paul). The company also committed itself to ensure that they take care of the local talent through training courses. The change Change in the hiring procedures at Etisalat has been gradual.
In 2010, the company reaffirmed its support for the policies. The company announced a major increase in the efforts that would ensure that they are able to meet their target of employing the nationals. The company in the same year listed the job opportunities that they had kept for the talented national. This was a major change in the hiring process as the past years have been dominated by an increase in employment of the immigrants.
Change in the organization has the capability to affect the individuals (Murthy 14). Having organization development helps the company to implement change and cope with the turbulent times associated with it. The process of Emiratization meant that the organization would have to reduce foreign employees in favor of the local employees.
Cole, Alex. Analysis of Etisalat. Munich: GRIN Verlag GmbH, 2013. Internet resource.
Forstenlechner, Ingo. "Workforce nationalization in the UAE: image versus integration, Education, Business and Society", Contemporary Middle Eastern Issues, 1, 2 (2008): 82- 91.
Khondker, Habibul H. Social Change in the United Arab Emirates: Challenges of Migration and "emiratisation". Singapore: Middle East Institute, 2009. Internet resource
Macedo, Sara. Emiratisation: An Assessment of Intercultural Realities. Durham: University of Durham, 2007.
Murthy, C S. V. Change Management. Mumbai [India: Himalaya Pub. House Pvt. Ltd, 2007.
Paul , Lalovich , Etisalat reaffirms its commitment towards Emiratisation for the year 2010, 28 March 2010, http://www.emiratisationnow.com/2010/03/etisalat-reaffirms-its- commitment.html, 31May 2014.
Singh, Kavita. Organisation Change and Development. New Delhi: Excel Books, 2010. Print.
Waddell, Dianne, Thomas G. Cummings, and Christopher G. Worley. Organisation Development & Change. South Melbourne: Thomson, 2007.