The Gulf Cooperation Council ( GCC ) states consisting of Qatar, United Arab Emirates, Bahrain, Kuwait, Oman & A ; Saudi Arabia are characterized by the little size of national population. With the geographic expedition of oil in the gulf part and subsequent development work being carried out, the gulf part became an attractive finish for the exile work force. The handiness of inexpensive skilled expatriate labour combined with the non-availability of skilled national work force in the gulf part along with several other grounds explained below gave rise to a state of affairs where the bulk of work force consists of exiles. Soon the ratio of subjects and exiles in all the gulf states are to a great extent tilted towards the exiles. The GCC states while still to a great extent depending upon the exile skilled work force are seeking to works towards rectifying the demographic instability caused by the high proportion of exiles. The expatriate work force while lending to development of the resident state is being subjected to favoritism in several ways which affect the degree of motive of the exile work force.
Demographic
As per the Qatar Statistics Authority ( Qatar Information Exchange ) the entire economically active population of Qatar as on 2009 is 1,262,263 comprising of 70,873 Qatari National and 1,191,390 exiles. The active population involved in the building & A ; existent estate sector is 605,392 out of which 1966 is Qatari national and 603,426 expatriate workers. The overall ratio of Qatari national worker to the exile worker is 5.61:94.39 where as in building & A ; existent estate sector it is 0.32:99.68. As is apparent from the above figures that existent estate & A ; building sector which employs around 48 % of the entire active population of Qatar barely have 0.32 % of Qatari national working in it and is being preponderantly supported by the exile work force ( Overall ratio of Qatari worker: Expatriate worker is 5.61:94.39 ) . In position of heavy population of expatriate work force in building & A ; existent estate sector it becomes imperative to place the jobs faced by the expatriate workers and happen a solution to their jobs as to maintain them motivated towards their assignments.
Composition OF WORK FORCE
As per Pranav Naithani ( Naithani & A ; Jha, January 2010 ) , local subjects are a prevailing constituent of authorities work force whereas exiles are in bulk in the private sector. The same holds true for Qatar every bit good which has the ratio of Qatari national to Expatriate in authorities section as 55:45 in contrast to the ratio of 0.33:99.67 in private sector ( Qatar Information Exchange ) . Popularity of exiles in private sector work force is due to higher productiveness & A ; better subject ( Sadi & A ; Henderson, 2005 ) . As cited by Pranav Naithani ( Naithani & A ; Jha, January 2010 ) , the hapless engagement of local population in private sector has been due to assorted grounds such as long and irregular work hours and concentrate on employee public presentation ( Al-Ali, 2008 ) . Private sector administrations depend on exiles due to the undermentioned economic grounds:
Exiles are a major beginning of technically & A ; professionally qualified experience work force.
Lesser preparation and initiation clip as exiles learn and adapt fast to new environment.
Exiles are willing to work longer hours and have lower rates of absenteeism when compared to that of local work force.
In comparing of local work force the productiveness of exile work force is higher.
( Naithani & A ; Jha, January 2010 )
This establishes the fact that the exile work force is the necessity of the GCC states including Qatar.
LABOUR Law, VISA REQUIREMENTS & A ; WORK CONDITIONS
The exile in Qatar can non derive the citizenship of Qatar. Exiles in GCC work on short term work visa and lasting abode position for the exiles are discouraged on history of societal and cultural grounds ( Naithani & A ; Jha, January 2010 ) . Work visa are by and large issued until the age of 60 old ages. ( Al-Ali, 2008 ) . The expatriate worker needs a work visa to come in in Qatar and is governed by the Qatar Labour Law 2004. The exile worker is required to be sponsored by a local national normally the employer. The work visa is normally issued for 2 old ages and needs to be renewed upon termination. The employee is non allowed to alter the occupation without the written no-objection missive from the present employer. In any point of clip an exile worker has to be under the sponsorship of any Qatari National ( The State of Qatar, 2010 ) .
As stated by Abdulnabi Alekry ( Alekry, June 2005 ) , the system of sponsorship and the deficiency of statute law that protects the rights of vulnerable labourers, the repeal of such statute law, the deficiency of effectual mechanism to implement statute law, the prevalence of influential gatekeepers and interaction between capital and power participant has created a favourable environment for development of labourers. The continuance of the policy of dual criterions in payment for same sort of work done by GCC subjects and expatriate workers or division of labour in such a manner where national would be concentrated in administrative places whereby exiles are assigned the proficient undertakings.
Pranav Naithani ( Naithani & A ; Jha, January 2010 ) has elaborated mentioning the plants of the others about the weak and biased labour jurisprudence of GCC as: The labour Torahs in GCC are weak and are biased in favour of employers. The jurisprudence enforcement is hapless. Poor safety status of workspace, forced daytime out-of-door work when temperature is really high, hapless lodging conditions, hold in payment of salary, force overtime coupled with non-payment for overtime work & A ; forced resignation of passport are the facts foregrounding the hapless conformity of bing labour Torahs by the big Numberss of employers in the GCC.
Kaseem Renderee in his research on Project Emiratisation ( Randeree, 2009 ) has stated that there is a deficiency of organizational committedness within the expatriate work force with workers holding no sense of trueness towards their employers since workers feel their psychological contracts have been violated by their employer.
QATARISATION
The initiation of big proportion of expatriate work force from different states with different regional, societal & amp ; cultural background is being perceived as a menace to the local individuality of the state. To increase the engagement of local national in the work force, the GCC states are running the plan of work force nationalisation. Jobs in many sectors are no longer open to exiles, particularly in Oman and Bahrain which have smaller oil grosss and less of a willingness among subjects to see occupations dominated by aliens. In Oman, the figure of exiles in the private sector fell by about 24 % between 2003 & A ; 2005 ( Janardhan, 2006 ) . In line with the nationalisation plan of other GCC states, Qatar has besides launched Qatarisation plan to increase the per centum of Qatari subjects in work force. The mark per centum of Qatari subjects have been fixed in authorities and private sector and the administrations are asked to accomplish hose marks. To accomplish the marks of Qatarisation, the Qatari national with less than required makings and occupation experience are being recruited and are given an attractive occupation patterned advance way. This is in contrast to the occupation patterned advance of the exile work force which normally does n’t hold any kind of publicity and make a feeling of bosom burn ensuing in the inauspicious consequence on the degree of motive of the exile work force.
SOCIAL DIVISION
Pranav Naithani ( Naithani & A ; Jha, January 2010 ) mentioning the plants of the others has commented upon the societal division of work force. Exiles from different foreign locations are extended a different societal intervention and Asians do non bask the same societal position as their opposite numbers from the western universe do. In the societal hierarchy in GCC, local Arabs occupy the highest places followed by skilled westerners, Arabs from other states and lowest place is occupied by Asians. Within Asians Indians are placed somewhat higher than Bangladeshi and Sri Lankans. This societal division leads to a favoritism which has a strong bearing on the motive degree of the work force.
ECONOMIC PROBLEM
The salary construction in GCC states is rather discriminatory. The salary construction is different for local subjects, western exiles & A ; Asiatic expatriates with similar educational making, work experience and occupation duties. Pranav Naithani ( Naithani & A ; Jha, January 2010 ) has referred to Arabian Business Salary study for the twelvemonth 2009 and have stated that British exiles working in GCC states are paid wages which sums to more than two times the wages paid to their Indian opposite numbers. This discriminatory salary construction is making a divide among the exile work force on the footing of nationality and may hold an inauspicious consequence on the motive degree of the work force.
The Middle East Salary Survey, February 2009 conducted by Bayt.com has elaborated on assorted facets of salary issues of work force in GCC states. The mean salary increase received in Qatar during the period 2008-2009 is 6.9 % whereas addition in cost of life has been 19.3 % . The mean salary increase received in Qatar in building sector during the period 2008-2009 is 7.7 % whereas addition in cost of life has been 21.5 % . The expected salary increase for the coming twelvemonth in Qatar is 9.6 % and 12.1 % for building sector. ( Bayt.com, February 2010 ) If you compare the addition of salary with the addition in the cost of life for the building sector there is already a shortage of 13.3 % for the twelvemonth 2008-2009. The lifting cost of life and increasing spread between salary increase and cost of life has been ensuing in the decreased disposable income with the exile. As per the Middle East salary Survey, February 2010, done by Bayt.com ( Bayt.com, February 2010 ) , merely 7 % of workers in Qatar are satisfied with their wage. The economy of 51 % of work force is merely up to 20 % of their income. The per centum of workers dissatisfied with their salary rise is every bit high as 69 % . The exile worker is going more and more poorer with every passing twelvemonth adversely impacting its economy capacity which remain the basic motivation of most of the expatriate workers to come and work in GCC.
EMPLOYEE MOTIVATION LEVEL
There is an old expression that you can take the Equus caballus to the H2O but you can non coerce it to imbibe ; it will imbibe if it is thirsty and so is the people. ( Accel Team, 2010 ) Frederick Herzberg contributed to the motive surveies by his theory popularly known as “ two factor theory ” or “ Theory of Hygiene and Motivation ” . Herzberg ‘s first constituent of the motive theory is known as hygiene factors and include:
The administration, its policy & A ; its disposal
The sort of supervising
Working conditions
Interpersonal dealingss
Salary
Status
Job Security
These hygiene factors do non take to the higher degree of motives but without them there is dissatisfaction. ( Accel-team, 2010 ) . All the factors discussed above are some of the few hygiene factors which need to be addressed to forestall the employees from being dissatisfied.
The Employee motive survey, September 2009 carried out by Bayt.com has elaborated upon the motivational conditions of the work force in GCC part ( Bayt.com, September 2009 ) . As per study merely 49 % of the employees in Qatar are motivated to work. Every two out of five respondent are non satisfied with the degree of occupation security every bit good as the compensation and benefit received. The per centum of people experiencing emotionally detached from their occupation is every bit high as 58 % . The per centum of work force avoid working overtime whenever possible is 58 % where as 70 % of work force has to remain back after office hours or work on weekends. The degree of emphasis on work in Qatar is rather high and 85 % of respondents feel working under emphasis. The per centum of people looking for alteration of occupation is 72 % . ( Bayt.com, September 2009 )
The findings of employee motive study clearly demonstrate the degree of dissatisfaction in the work force of Qatar.
Question B
Write a hypothesis which flows from ( a ) above for proving
Answer:
THE DISSATISFACTION AMONG THE EXPATRIATE WORKFORCE IN THE DESIGN CONSULTANCY ORGANISATIONS OF QATAR CAN BE ELIMINATED IF THE WORKING CONDITIONS OF THE EXPATRIATE WORKFORCE ARE IMPROVED BY IMPARTIAL FAIR IMPLEMENTATION OF LABOUR LAW & A ; ABOLITION OF SPONSERSHIP SYSTEM.
QUESTION C
Write a list of no more than six aims and show how each will lend towards proving the hypothesis
Answer:
IDENTIFICATION OF TARGET POPULATION FOR PRIMARY RESEARCH.
This phase of research would affect designation of expatriate employees of design consultancy administrations in Qatar that would be interviewed/surveyed in the undermentioned phases of the research survey. This would organize the mark population for the research.
IDENTIFIACTION OF FACTORS CAUSING DISSATISFACTION AMONG THE EMPLOYEES OF DESIGN CONSULTANCY ORGANISATIONS IN QATAR
This phase of the research will include the informations aggregation by agencies of interview/survey mark population identified in the phase 1 of this research. The decision of this phase will hold the list of factors which cause dissatisfaction to the employees. The factors therefore arrived may be related to the research topic ( unjust execution of labour jurisprudence & A ; sponsorship system ) or related to the other grounds i.e. organizational strategy/policy. This would move as the base information for our research. The factors unrelated to the survey country shall be removed from the list and factors related to analyze country shall be arranged in order of their importance.
IDENTIFICATION OF ISSUES IN THE LABOUR LAW AND SPONSPERSHIP SYSTEMS OF QATAR THAT NEEDS TO BE ADREESED
This phase of research will include the desk research of labour Torahs and sponsorship systems. The same shall be followed by the primary research to place the issues to be addressed in sponsorship system and execution of labour jurisprudence. The factors so achieved shall be arranged in order of their importance in footings of the degree of dissatisfaction they would do.
ESTABLISHING THE RELATIONSHIP BETWEEN THE FACTORS CASUING DISSATISFACTION WITH THE FAIR IMPLEMETATION OF LABOUR LAW & A ; ABOLITION OF SPONSERSHIP SYSTEM.
This phase of research would consist of analysis and digest of informations achieved from nonsubjective 2 & A ; 3 of the research. The end product of this phase would be a compiled list of all the factors, in order of their importance, which cause dissatisfaction to the employees and demands to be addressed in the just execution of labour jurisprudence and sponsorship system.
Analysis OF EFFECT OF FAIR IMPLEMENTATION OF LABOUR LAW AND ABOLITION OF SPONSERSHIP ON THE LEVEL OF DISSATISFACTION OF EMPLOYEES.
This phase of research would include the study of the mark population to obtain the likely degree of dissatisfaction remotion if the factors identified in nonsubjective 4 above are implemented. This would finally prove our research hypothesis.
