The paper "Contributing Factors that Motivates Expatriates in the United Arabs Emirates" is an outstanding example of a business research proposal. The UAE is made up of seven emirates and is a significant economic hub in the Middle East Countries. The companies in UAE have been exposed to the global flow of human resource management practices, expatriates as well as organizational cultures (Abdelkarim 111). Just like any country, the United Arab Emirates has embraced globalization. Globalization has eased how companies do business and different companies in different countries can now trade freely with few restrictions.
Globalization has drawn a large number of expatriates in foreign countries (Abdelkarim 111). Specifically, expatriates have increased in the UAE as a way of accomplishing the visions of Emirates as established by the rulers. In order to build and enhance its major resource which is oil, the UAE has made some plans to invest in the infrastructure and other industries that are designed at diversifying revenue resources. Therefore, UAE has grown considerably and this can be seen through the comparison of where the country was 10 years ago and now (Abdelkarim 112).
According to research done in the country, the population of people has grown fast and expatriates make up about 80 per cent of workers. Many people from different countries have come to the UAE for varying reasons including working. However, these expatriates are faced with cultural shock due to differences in cultures (Maude 54). In order for these employees to perform well, they need to blend well in the new culture. From an organizational perspective, people from different countries are employed for different tasks in the same companies.
This makes up a complex employment structure in many UAE companies (Abdelkarim 112). Therefore, these companies should be careful when managing their human resource and should understand that different people are motivated by different factors. Many complexities may come about as a result of a mix of nationalities and in order to manage these complexities, companies should ensure that all employees are motivated to achieve organizational goals and objectives. Changes in the Workforce In recent years, UAE has been marked with changes in the workforce in terms of age, race, culture and career aspirations (Abdelkarim 113).
These changes have impacted the operational models of many organizations in the country and have endangered human resource management. These changes in the workforce have increased the number of expatriates in UAE and this has had a knock-on effect on formal and informal employment contracts. Consequently, this has affected the motivation of employees in many companies in the Gulf region (Chen et al. 4). Due to the diverse workforce in the workplace, managers are faced with the difficulty of motivating their employees.
According to Abdelkarim, in most UAE companies, employees are less motivated since they are not guaranteed the stability and security of their jobs. As the management is faced with unprecedented changes in the workforce, they face the difficulty of motivating and empowering their employees (Amabile et al. 45). Expatriates in UAE are faced with challenges brought about by cultural differences. In order to survive in the country and become successful in their work, they need to be motivated (Lee 275).
. Works Cited
Abdelkarim, Ariss. UAE labour market and problems of employment of nationals. Dubai: CLRIM, Tanmia, 2001. Print.
Amabile, Kramer Dixon, Candell Bonabeau, Bingham, et al., Breakthrough Ideas for 2010. Harvard Business Review, 88(2): 2010, 41-57.
Aycan, Zeynep. Expatriate adjustment as a multifaceted phenomenon: Individual and Organizational level Predictors. The International Journal of Human resource Management, 8(4): 2007, 434-456.
Chen., Kirkman., Kim, & Farh, Charles. Expatriate Motivation and Effectiveness: The Roles of Cultural Distance and Subsidiary Support. Academy of Management Proceedings, August 2009, 1-6.
Forster, Nick. Expatriates and the impact of cross cultural training. Human Resource Management Journal, 10(3): 2000, 63-78.
Fredrick, Herzberg., Bernard, Mausner. & Barbara, Bloch. The Motivation at Work: Volume 1 of organization and business. Transaction Publishers: London, 2011 print.
Herbolzheimer, Anna. Coaching expatriates : the practice and potential of expatriate coaching for European executives in China. Kassel Germany: Kassel University Press, 2009. Print.
Lee, Jung, The Factors Influencing Expatriates. Journal of American Academy of Business, Cambridge, 6(2), 2005: 273-278.
Maude, Barry. Managing Cross-Cultural Communication. Palgrave Macmillan, 2011. Print.
Powell, Sarah. Geert Hofstede: Challenges of cultural diversity. Human Resource Management International Digest, 14(3),2006: 12-15.