The Need for Performance Appraisal in the Uae Transport and Travel Industry

Student Name Instructors Name Title pur coiffe The Need for Performance Appraisal in the UAE Transport and Travel Industry Course Institution Table of Contents An evaluation of achievement appraisal in UAE travel department3 Introduction3 Statement of the problem3 explore Objectives and Aims3 Background and Significance4 Significance of the Study4 LITERATURE REVIEW5 How has the UAE glamour pains failed in embrace performance appraisal? 5 Emirisation policy (Nationalism)5 Employee pursue grade and prohibition of workers tribunal6 National Culture and traditions7Organization Culture8 Research methods and design9 Research design9 Research deliverables/potential values/expected outcomes10 Limitations of the research10 Ethical Implications10 Bibliography12 The need for performance appraisal in the UAE transport and travel industry An evaluation of performance appraisal in UAE travel department Introduction Human mental imagery focusing is the main decisive of employee performanc e in any organic law (Wright et. al 2003). For effective guidance of employees, performance appraisal and management is a searing aspect in the compassionate resource department.With the increasing competition, the advancement of technology and the current global economic decline, government departments and organizations ar changing their employee practices to save resources and at the same time adjoin productiveness (Armstrong 2009). They are working towards improving employee productivity. Resources in organizations are currently moving from capital and asset holding to skills employees possess, their brand and intellectual capability. Thus, the research pull up stakes aim at critically examining how performance appraisal result improve employee productivity and reduce disputes in the UAE transport travel industry.Statement of the problem Increased myopic performance and low employee productivity in the government sectors is affecting the general economy of the unite A rab Emirates governments. Increased employee within the transport industry calls for a critical evaluation and implementation of performance appraisal. Research Objectives and Aims The research will basically base on ways of improving UAE employees productivity through performance appraisal. It restricts its mountain range to government sector and issues affecting employees within their departments and in the general organization.The research will also involve the government sector in the UAE. Specific Objectives ? To localise what is causing reduced productivity among employees ? To identify areas of weakness within the government organization ? To identify specific appraisal measures that the organizations are lacking ? To suggest grab measures of realizing improved performance Background and Significance The unite Arab Emirates is a federal association comprising of seven dissentent countries in the Southeast of the Arabian Pensula. The Emirates has conserved customs, laws an d transmission line practices governed by the Islamic beliefs.It is known for well developed infrastructure and its transport and travel industry that extends to international levels and serves a wide range of nationals. This is because it adopts technologies of other unlike states and is improves its transport industry by expanding it internationally (Alrawi & Sabry, 2009. However, currently, employee disputes and strikes experienced in most of the emirate countries is rampant. This is common in the biggest and most famous Emirates such a Dubai and Sharjah. Significance of the StudyThe poll will look at employee productivity as a factor of performance appraisal in the UAE government departments with emphasis on the travel and transport industry of the UAE. The study will open significance both theoretically and practically. It improves the understanding of how performance appraisal of employees will increase their productivity and improve dealings among employees and with thei r seniors in the UAE. It will also enable the government department to know which strategies they should put in place in order to attain employee job satisfaction, perpetration and increased retention rates.The problem of employee productivity is an area of limited research. The study will develop a theoretical framework for employee performance appraisal and productivity in simile to UAE policies. LITERATURE REVIEW Employee performance and levels of productivity determines profits of any firm. harmonize to Heathfield (2008), organizations are aiming at seeking advantages, and for this reason she alleges, evaluation of workers performance is becoming the immediate area of tar part. She says that the management of employee performance is of advantage for both the employee and the employer.She further states that, however the approach to the concept of performance appraisal may differ from one organization to another, the concept and its meaning still focuses on human capital as th e most important asset in the organization. How the UAE transport industry has failed in embrace performance appraisal Emirisation policy (Nationalism) Emirisation policy aims at developing more workforce among the nationals of UAE through education systems, training and career phylogeny so as to reduce the number of non-nationals in the countries and encourage traffic of the nationals (Rees Et. l, 2007). This in turn may affect performance of the non-national employees and may lead to foul judgment of employee performance by the managers. Many organizations are embracing the policies, and in turn changing the managerial approaches of the firms (Mansour, 2008). Human resource practices such as recruiting procedures (Randeree, 2009) and employment strategies are modify as a result of the emirisation policy. For example the banking sector where employment of the nationals increased to 30% from 28% in the year 2005. Employee wage rates and prohibition of workers tribunalLow wage ra tes and poor working conditions as a result of prohibit trade unions in the UAE, is a matter of concern and reservation headlines (Francis, 2008 ). This however involves discrimination of non-national workers from india, Plilistienes and Pakistan. The result of ignoring the human resopurse factor leads to disputes, strikes low employee production and damages the image of the organization. She states that the government intervenes to have more control on the employees however, sensational workers who are fighting for their rights is uncouth.Performance appraisal aims at looking into the affairs of workers which also involves changing policies as the economy also improves. Francis (2008) further states that employee strike also resulted from policies realized in the past twain decades that organizations were still using in determining the rates of payment entitled to workers. He says that in Dubai, striking was illegal and and so, for workers to lock in it, having in mind the con sequences, it means that they are responding to the industrial working conditions that would result to utter poverty.The government in this case denies the workers certain rights and worsens it by detaining the demonstrators when they have no tribunals that they could rather have gone to and negotiated with the government. Dubai is known for its advanced air services, transport and tourism. However, labour issues as a result of employee wage rates are also a rising issue of concern. Shaibany (2011) writes an article on employee strike as a result of less pay. In is report he says that two hundred employees of Oman air went on strike following their demand for increase in pay. This is just after another incident in the labor union of jobs and wages.He say says that however, the flight staff did not strike, that the ground staff. Although this had no effect on flights for that day, the issue of employee performance is still an issue of concern. The issue of remuneration is also affec ted by gender inequality. In both(prenominal) cases in the UAE, female employees have been legally considered to earn less income than their male counterparts irrespective of their abilities and commitment (Tanmia, 2005). This has a discipline effect to their performance. National Culture and traditions Arab traditions do not for provide elections in the political system of the UAE.The culture is based on previous generations, National and regional culture, gender and social organizational cultures that in turn have an effect on work values (Abubakr, 2006). Regional influence is more diverse than the rest. Religion, delivery and historical factors affect organization retention and employee satisfactions which are among the goals that performance appraisal aim at. Pawan et al. (2006) argue that the economic and political importance in the middle eastern are the areas of interests and therefore, this over shadows the development of human resource management literature.This, he say s, affects performance in the business sectors which largely contribute to the general economy. That poor economic growth as a result of assuming the human resource capital of the organization is affecting the standard of living of people in the region. Goel (2008) explains how a performance appraisal interview puts the employee in a better position to kick the bucket their views and opinions, to identify their weaknesses and knows areas which require improvement and adjustments. He states that this improves communication within the organization and motivates workers to improve themselves.Goel notes that different organizations conduct the appraisal exercise at different times, others yearly or twice a year. However, he suggests that unscheduled and informal exercises are better and more useful. The United Arab Emirates is experiencing a commendable growth in the economic sector and is embracing technology from foreigners at a high rate. According to (OECD 2010), the government aim s at capacity building. The government is now moving form the traditional system of personnel management that has less professionalism and is routine oriented to a human resource management system which focuses on performance.OECD states that human resource management focuses more on employees as recourse to the organization and not a tool. This therefore means that, their performance is a priority to the organization as well as their well being, which the organization ensures by providing them with favorable working conditions eyepatch balancing its advantage. Organization Culture Recognition is one of the factors that ensures employee satisfaction and enables them to stay in a given job for a longer period (Buckingham & Coffman, 1999).Many organizations in the United Arab Emirates transport industry, especially in Dubai and Sharjah, perceive manager as the best and expect employees to simply follow instructions and work. Practices within organizations in relation to economic poli cies and strategies are also an issue. Beer and Ruh in Vroom (1990) managing people state the use of Management by Objective (MBO) system as an important in instilling accountability on the part of workers other than just improving their personal qualities.Beer and Ruh further explain that many managers and top executives dislike judging their subordinates on how they work as a way of ensuring that everyone is working towards the goals of the organization. However, he says, this is the most Important role of the managers within the organization to ensure that all efforts are order towards achieving a common goal of the organization. Some managers fear giving negative results o employee analyses when they need to so as to enable the employee improve on the areas of weaknesses. Likely, some are ignorant of employee reactions and interpersonal situations as they focus on results alone.Such managers, he says, do not care about the employee and at times will communicate the results in a manner to frustrate them, which is not ethical. Research methods and design The research will use secondary data from available literature that is books and profit sources. The research will also use survey methods in collection of data by use of survey questionnaires to employees and employers at different job posts. Semi-structured interviews will also be involved. The research will include qualitative technique to gather analysis and concepts and quantitative technique to gather numerical data (Punch 2005) Research designThe purpose of the research is to investigate the need for performance appraisal in the transport and travel industry in Dubai. The study will based on employees and employers responses regarding the objective of the need for performance appraisal in the industry. The researcher will adopt an exploratory study design. An explanatory approach will also be used in explaining the relationship between variables. Research deliverables/potential values/expected outcom es The research will provide managerial development for managing human resource that will enable organizations in the transport industry to increase employee productivity.This is of value to both employers and the workers. The research expects that the outcome will give relevant areas of weakness that management require applying employee performance appraisal and effectiveness of this procedure to the general organization. Limitations of the research Dubai is an Arab speaking country which only embraced English for business and commerce purposes. The researcher therefore is likely to face the problem of language barrier among the nationals. Not all nationals are used to English and if so, not fluent English. This will be a limiting factor in the case of interviews.Being a Muslim country, religious barriers are likely. Cultures like restricted closeness with respondents of the opposite sex and way of cover as restricted by the respondents religion might be a limitation during the r esearch. Collection of discipline from respondents of a different gender will pose a challenge to the researcher. Nationality and race of the researcher might be a possible limitation in the research. Respondents may fear to respond to questions or get close to the researcher because of racial barrier and different nationality. Organization policy in the foreign country will limit research and collection of information.Organization management might refuse to cooperate by restricting employees from participating in the data collection. Ethical Implications The research will observe quality in information and findings, encouraging no faulty or defrauding information from the participants of the research. It will also ensure safety of the participants is taken into consideration with equal assurance to them of confidentiality and non disclosure of their information details. The researcher will present confidential forms to this effect which he will sign and the respondent will sign to o.Quality of information will be ensured by collecting information from direct victims of performance appraisal (employees). Bibliography Abubakr, M. (2006). Managing human resource in the Middle East Human resource management in the United Arab Emirates. London Taylor & Francis Ltd. Alrawi, K. , & Sabry, K. (2009). E-commerce evolution A Gulf region review. International Journal of Business Information Systems, 4(5), 509 526 Armstrong, M. (2009). Armstrongs handbook of human resource management practices (11th ed. ). London Kogan scallywag Limited. Buckingham, M. , Coffman, C. (1999).First, break all the rules What the worlds greatest managers do differently. New York Simon Shuster. Francis. V, (2008). Dubai Labor Fighting Back Vs. Indentured Globalization. Retrieved on November 5, 2012 from GOEL, D. (2008). Performance appraisal and honorarium management. New Dehli, Prentice-Hall of India. Heathfield, S. M, (2008). Why organizations employ performance evaluation. Retrieved on November 5, 2012 from Organisation for Economic Co-Operation and Development. (2010). Progress in public management in the Middle East and North Africa case studies on policy reform. Paris, OECD Pawan S. B, Mellahi,K. (2006).Managing Human Resources in the Middle East. Routledge Punch, F. (2005). Introduction to social research Quantitative and qualitative approaches. London Saga Publications Randeree, K. (2009). Strategy, policy and practice in the nationalisation of human capital Project Emiratisation. Research Practice in Human Resource Management 17(1), 71-79. Rees, C. , Mamman, A. , Bin Braik, A. (2007). Emiratization asa strategic HRM change initiative example study evidence from a UAE petroleum company. International Journal of Human Resource Management, 18(1), 33-53. Shaibany, S. (2011). Oman Air employees strike for higher wages.Tanmia, 2004. Emiratisation in the Banking Sector Factors Influencing Success and stroke The National Human Resource Development and Employmen t Authority Centre for Labour Market Research and Information. Human Resource development and employment Authority. Dubai United Arab. Emirates Vroom, V. H (1990). Manage people, not personnel motivation and performance appraisal. Boston, MA, HBS Press. Wright, P. , Kehoe, R. (2008). Human resource practices and organizational commitment A deeper examination. Asia Pacific Journal of Human Resources, 46(1), 6-20. Appendices adjunct 1 Timeline and work plan Task Duration Review of literature 1day Investigations of surveys done 1day Preparation of questionnaires 1day Actual survey 2weeks Data analysis 4days Report penning and compilation 1 week Appendix 2 Budget Expected task Expected cost ($) Information from the library 170 Testing of questionnaires cl Actual survey 300 Miscellaneous costs 150 Total 770