Emiratisation Strategy in UAE

Introduction The British left the UAE with an immature educational system that has failed to produce a productive human resource sector to date. Since independence, the UAE economy has lacked a stable inbred national human resource, and has often relied on the imported human labour and foreign expatriates (Al-Waqfi and Forstenlechner 168).Advertising We will write a custom essay sample on Emiratisation Strategy in UAE specifically for you for only $16.05 $11/page Learn More The blossoming sectors of Tourism, Manufacturing, Hospitality, and Information Technology, which are vital to the UAE, are lacking an aboriginal expertise. The dependence on the foreign expatriates is gradually causing economical, social, and political dilemmas. The UAE has recently enhanced its commitment to reduce the foreign expatriates through the Emiratisation approach, which seems to attract legal, ethical, and political discourses (Jasim 365). Fundamental to such dilemmas, this essay presents twelve disadvantages of Emiratisation, with some strong evidentiary support. Emiratisation Will Demean International Trade Bilateral trade links have saturated the world, with the UAE economy being among the economies that rely on the international trade. According to Jasim, international trade entails exchanging exports and imports of human resources, raw materials, manufactured goods, and technologies between two trade partners (367). Imposing capitalist approaches through the workforce nationalization strategy would result to international wrangles concerning equity in the international trade. On average, over 31% of the UAE economy relies on the export of the precious crude oil to several nations across the world. Trade is a commercial strategy that often depends on stringent trade agreements and arrangements (Randeree 73). Displacing foreign workforce without a plan might affect the UAE oil trade. The Emerging Non-Oil Sector The Emirati economy has recently noti ced that excess reliance on the oil sector to generate national revenue may be detrimental, due to the gradual decrease in the oil production (Randeree 72). The EAU counties have harmoniously agreed to emphasize on stabilizing the non-oil sectors to secure the future of their economy.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The non-oil sectors such as Manufacturing, Information Technology, Banking, Real Estate, Airline, and Trade, majorly rely on the foreign expatriates, due to the lack of skilled native workforce. The rapidly growing non-oil sector contributes to 71% of the GDP of Emirati, with a trade value of AED1.2 trillion per annum. Forcible elimination of the reliable foreign expatriates in the non-oil sector will devastate the UAE economy. See table 1. (Forstenlechner et al. 408) Emiratisation Would Discourage Foreign Investment The UAE economy profoundly relies on oil extr action, and its expertise in the non-oil investment is still immature. Internal tariffs on the foreign investment would affect the foreign investors. Globally, the labour standards pertaining to the international trade and investment require nations to respect the collective bargaining principles (Al-Waqfi and Forstenlechner 169). Apart from breaching the international investment policies, imposing discriminatory policies on the privately owned firms would discourage foreign investors. By 2006, 91 percent of the 2.4 million workers were foreign expatriates, with the majority 53% of them were working in privately owned firms (Randeree 75). Furthermore, the UAE private sector requires a skilled workforce that can initiate mega projects, a demand that the UAE nationals can barely satisfy. The Complicated UAE National Workforce Although the Emiratisation strategy is an ideal idea that would stabilize the future of the UAE economy, the demands of the UAE nationals are complex. Forstenlec hner, Madi, Selim, and Rutledge state that expatriates are competent in almost all technical and manual jobs, while the UAE nationals are choosy and professionally disoriented (410).Advertising We will write a custom essay sample on Emiratisation Strategy in UAE specifically for you for only $16.05 $11/page Learn More Notwithstanding their incompetence, the UAE nationals demand for higher compensation, favourable working conditions, proper job security, greater working benefits, and minimal working duration. The UAE nationals often yearn for the public sector jobs that offer better working conditions, and forcing them into the private sector may be illegitimate (Randeree 78). Governmentally forced occupations into the private sectors is a practice against the international labour laws that discourage forced labour. Lack of a Stable Succession Plan Emiratisation is increasingly approaching its targets, but the lack of a suitable succession plan, would ha mper its progress and affect the future of the UAE economy. The most disturbing issue that would hamper the economic progress when the foreign expatriates depart is the lack of a strategic succession plan (Wilkins 155). There are currently no policies or strategies governing the smooth succession of the expatriates. Over 3,278,000 expatriates currently dominate the private and public sectors of the UAE (Randeree 76). To discourage an influx of expatriates, the Emiratisation model is unethically recruiting foreigners on fixed and non-renewable contracts with limited working durations. Such approaches are against equality of treatment and opportunity policy of the ILO. See table 1. (Randeree 73) Little Control over the UAE Private Firms The UAE economy has a very little sovereignty on the private organizations operating within its borders. The implications of Emiratisation is that forced resignations, dismissals and denial of rights for renewal of contracts in the private sector orga nizations would deem illegal and against the international business standards (Wilkins 159).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Out of the 91% of the 2.4 million national workers of the UAE economy, 99% of the expatriates work in the private sector, and adhere to private sector regulations that the national government can barely interfere with (Wilkins 158). The UAE economy will attract legal controversies when they impose regulations to streamline the recruitment and retention practices of the private firms. The Plight of the UAE women in the Strategy The UAE female nationals are contemptuous about the mixed-gender workplaces, and often prefer working in the female-dominated sectors or opt to remain jobless due to their cultural beliefs (Randeree 82). The Emiratisation strategy is likely to affect the culturally controlled women who lack the required corporate competence or who adhere to the Islamic doctrines. Currently, the UAE women have remained underrepresented in the national workforce. Inclusion of the UAE women in the national workforce is relatively low. According to Randeree, out of the 13.8% of th e unemployed natives, 12.0% are women, while only 2.0% are men (81). Dismissal of the foreign expatriates will pave way to the establishment of strong Islamic cultural norms that will undermine the female workforce. Breach of the International Labour Laws The international labour laws govern labour relationship between native workers, transnational companies, and foreign expatriates. The international labour laws form part of the national labour laws of the UAE economy. These laws control the foreign workforce appointments, workforce contracts, working conditions, employment regulations, equity in workplaces, and training and development issues (Wilkins 157). Forceful displacement of expatriates and foreign workforce would undermine the international labour regulations. The UAE has currently breached the international labour standards that advocate for equitable access to opportunities and fair treatment for all the employees regardless of their nationality. Wilkins (159) states tha t currently, 60% of the foreign expatriates working in the UAE remain subjected to unfair Emiratisation quotas and bans. Human Rights and Ethics of Business The UAE economy has enacted regulations that favour the UAE nationals and frustrate the immigrant workers. The concepts of equal opportunity and equal treatment of the international labour laws and standards are undergoing gradual demolition, as the majority of the immigrant workers in the private sector are suffering from over taxation (Forstenlechner et al. 406). The UAE has given international private firms an optional ultimatum to pay an annual sum of 60,000 AED to the Labour Ministry for the training of the unemployed and the unskilled Emiratis, or quit the Arabian markets (Wilkins 158). Such attempts have an indirect impact on the private workforce, because workers have to contribute through taxes to meet such corporate demands levied against their companies. Poor Policy Formulation and Implementation The Emiratisation app roach has been ethically insensitive, since what matters most to the UAE economy is to experience an increase of the indigenous workforce in the national labour market (Forstenlechner et al. 409). Some of the UAE policies aimed towards workforce nationalization and reduction of the foreign expatriates include forcible deportation, strict policies towards visa issuance, denial of health insurance to foreigners and restrictions on the visa trade. Due to the enforcement of the unfavourable quotas and bans that seem to be in the form of discriminatory affirmatives, an estimated number of 10,000 secretarial staffs in the private sector will probably lose their jobs (Randeree 76). Emiratisation strategy uses non-renewable contracts that displace millions of the expatriates unfairly. The Unstable Educational Systems The most devastating impact of the forcible elimination of the foreign expatriates is the future of the UAE economy that would plunge due to the unstable and incompetent indige nous workforce that would replace the skilled expatriates (Forstenlechner et al. 415). The UAE educational system and the levels of professional expertise are considerably low, and the educational standards are pitiable. The UAE educational system is unstable, with the higher education institutions still relying on the same foreign expatriates to train and develop youngsters. Randeree states that the 60% productive youths with 20 years and above are gradually undergoing Islamic radicalization, and a mere percentage has undergone formal training (80). Of the 27% who have undergone college training, a few can communicate in fluent English. Low Innovation and Expertise among the Local Workers Emiratisation is putting the UAE economy on the verge of collapsing, since expatriates from the Western nations may not have adequate time to transfer the necessary commercial and entrepreneurial skills to the UAE nationals (Wilkins 161). Displacing and deporting foreign expatriates, who possess c ompetent skills required to handle the international market competition between private firms, will plummet the private sector and hamper the UAE economy in general. A mere workforce population of 70,000 (1%) of the UAE nationals, works in the private sector, while a vast majority of about 192,000 (80%) explores their careers in the government and offer workforce services to the public entities (159). Such circumstances suggest that even the experienced public workers can barely fit into the private sector. Conclusion The blossoming oil extractions and oil ventures generated enough national revenue for the UAE economy, and encouraged laxity on the UAE nationals who failed to see the need of professionalism or career development. Emiratisation as a strategy that seeks to displace the foreign expatriates and immigrant workforce may have some devastating impacts on the UAE economy and its nationals. Low professional competence in the private sector jobs, unprofessional education, high salary expectation of the UAE nationals, culture, demand for favourable working conditions and generous vacations, are the disadvantages of Emiratisation that would make the UAE economy plummet. Furthermore, forcible displacement, retrenchment, dismissal, and revocation of working contracts are actions that are internationally unlawful, unethical, and unprofessional. Works Cited Al-Waqfi, Mohammed and Ingo Forstenlechner. â€Å"Barriers to Emiratisation: the role of policy design and institutional environment in determining the effectiveness of Emiratisation. The International Journal of Human Resource Management 25.2 (2014): 167-189. Print. Forstenlechner, Ingo, Mohamed Madi, Hassan Selim, and Emilie Rutledge. â€Å"Emiratisation: determining the factors that influence the recruitment decisions of employers in the UAE.† The International Journal of Human Resource Management 23.2 (2012): 406-421. Print. Jasim, Al†Ali. â€Å"Emiratisation: drawing UAE nationals into th eir surging economy.† International Journal of Sociology and Social Policy 28.9 (2008):365-379. Print. Randeree, Kassim. â€Å"Strategy, Policy, and Practice in the Nationalization of Human Capital: ‘Project Emiratisation.†Research, and Practice in Human Resource Management 17.1 (2009): 71-91. Print. Wilkins, Stephen. â€Å"International briefing 9: Training and development in the United Arab Emirates.† International Journal of Training and Development 5.2 (2001): 153-165. Print. This essay on Emiratisation Strategy in UAE was written and submitted by user Deon N. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The All-Important First Impression

The All-Important First Impression If youre looking for a job, youre also looking for an interview, and the path to that interview is strewn with discarded resumes and cover letters. Why? A resume and cover letter present a first impression – the all-important first impression that will determine whether you are considered for further inspection by your potential employer.AppearanceJust as you would be clean, neat and well-groomed for your personal interview, so should your resume/cover letter. Choose stationery carefully; your local office supply or quick-print shop can help. Bright white is always a good choice, but consider pale gray or off-white as these are professional-looking and may help your papers stand out from the rest in the pile.Cover letter layoutIf you dont have your own letterhead (most of us dont) and youre experienced with creative software (Adobe Illustrator, for example), you could create your own logo to position at the top of your letterhead. Caution: this has the potential to do more har m than good if you have no design skills. Use block style layout, which means everything on the page will be flush left, leaving a margin of 1-1.5 on the left and 1 on the other edges. Single-space your letter, leaving a double space between date line and address; between address and salutation; between salutation and first paragraph; between all paragraphs; and between last paragraph and closing. Leave at least four spaces for your signature between the closing and your name.ResearchBefore you blindly send out resumes, do some research on your potential employers to determine where your information should be sent. Use the Internet, the telephone, the library or someone who already works at the company to glean everything you can about the job you seek, the company and the hiring decision-maker. If you are applying for a job in the marketing department, you dont want your resume to end up in the accounting department, so whenever possible, get the name and title of the person who sh ould receive your resume, and make sure the mailing address is correct.Cover letter contentYou now have your stationery and know where to send your plea for employment. What do you include in your cover letter? The most difficult part about writing your cover letter is what NOT to include. Dont rehash your resume; dont gush about the company; dont write more than one page; dont use slang or off-color humor or anything that might offend the reader; and above all, dont lie.Since the cover letter is really the first thing your reader will see, you should spend more time with it than with your resume, which is basically just a list of facts and experience. Start with a proper salutation; if youve managed to get the name of the person, thats great. If not, address your letter to the Manager of the department that has the job opening, or to the Human Resources Director or to the department or title discovered in your research.The first paragraph is crucial. This is equivalent to your pers onal appearance when you walk through the door for your interview. Whatever you write afterward, do not begin this paragraph with I. Try to make some true comment about the company (Since ABC Company has a reputation for marketing excellence, your opening for a Marketing Assistant immediately sparked my interest.). If you talked to someone on the telephone about the job, reference that (Thank you for taking the time yesterday to explain ABC Companys need for a Marketing Assistant.). In other words, concentrate on the company where you want to work rather than yourself.In the following paragraphs, explain why you are a good candidate for the job. Leave the specific position descriptions for the resume, but focus on personal attributes (detailed, energetic, sense of humor), similar job or school experience (awarded Marketer of the Year at ABC College, created several successful advertising campaigns while interning at XYZ Agency) and why you would be the best choice for ABC Company (e xcited about the opportunity and potential for growth, believe you can contribute to ABCs success). A total of three-four paragraphs is plenty; do NOT overwrite this letter. Your sole purpose is to guide your reader to your resume.The resumeIf your resume is more than two pages, youve lost your reader. Begin with a SHORT statement of your objective – you want to expand your skills, be part of a company where you can grow a career, etc. Then list your work history in chronological order, starting with the most recent. Do not list jobs more than 10 years in the past; with rapid advancement in technology and a fast learning curve in most industries, any experience you gained that long ago is not relevant. Do not list short-term jobs (less than six months) unless they were internships as you dont want to appear to be a job-hopper. Do not over-explain each position; concentrate more on the jobs that have direct relevance to the job you seek.The next element after your job history should be your education. List your academic degrees, universities and dates of attendance. You could also list any awards or special honors you received. Information about your high school should be included ONLY if you have just graduated and are applying for your first job.If applicable, you can include specific skills as a separate item, such as computer software or hardware.Although some applicants offer references upon request, I suggest you include three business references with your resume. Name, title, company, phone number and/or email address are sufficient for contact information.Thats all there is to it! Just remember that your cover letter and resume should be:easy to readinterestingwell-written and grammatically correctfactualGood luck!

BSc Accounting Programme -- Management Accounting -- Absorption vs Essay

BSc Accounting Programme -- Management Accounting -- Absorption vs Marginal Costing - Essay Example more value at lower cost.† In absorption costing apart from the direct costs which are allocated to the cost centers and the units produced, indirect costs are apportioned to the cost centers and the units produced on equitable basis. In the marginal costing system, the fixed and variable costs are segregated for ascertaining the effect of changes in volume on profit. The marginal cost will be very useful in taking management decisions. There are advantages as well as disadvantages in both the types of costing techniques. But, it is important to note that a good cost accounting system will be useful in identifying the unprofitable activities in an organization and inefficiencies in the system in any form. Variance analysis made by using cost accounting will be useful in highlighting the deviations from the planned performance for taking suitable management action. Absorption costing or marginal costing is used depending upon the purpose of the management activities. Wherever material, labor and expenses could be identified with the cost centers they are directly allocated to them. Indirect materials, labor and expenses which could not be directly allocated to the cost centers are apportioned to the cost centers on equitable basis. â€Å"Full absorption costing is a costing method that accounts for all costs to the units produced by the activities of an organization through cost drivers.† (Galang-Manalo & Valenzuela-Manalo, 2011, 1.8.4) Materials, labor and expenses which do not form part of the finished products are known as indirect material, labor or expenses as the case may be. These are collectively called as overheads. The overheads are subdivided into production overheads, administration overheads, selling overheads and distribution overheads. Cost apportionment involves apportionment of the indirect costs to various cost centers on an equitable basis. For example, Works Managers salary needs to be apportioned to various departments such as