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

Student Name instructors Name Title PROPOSAL The Need for Per mildewance judgement in the UAE Transport and Travel Industry Course Institution carry over of Contents An valuation of carrying out appraisal in UAE travel subdivision3 Introduction3 description of the problem3 query Objectives and Aims3 Background and Significance4 Significance of the Study4 LITERATURE analyse5 How has the UAE impartation industry failed in embrace mathematical process appraisal? 5 Emirisation policy (Nationalism)5 Employee affiance range and prohibition of workers tribunal6 National Culture and traditions7Organization Culture8 look methods and design9 Research design9 Research deliverables/ likely values/ hold offed outcomes10 Limitations of the seek10 Ethical Implications10 Bibliography12 The need for performance appraisal in the UAE cargo ships and travel industry An evaluation of performance appraisal in UAE travel department Introduction charitable imaginativeness management is the of import determinant of prosecuteee performance in any organisation (Wright et. al 2003). For trenchant management of employees, performance appraisal and management is a critical chance in the humane imaginativeness department.With the increasing competition, the advancement of technology and the period global stinting decline, semipolitical science departments and systems atomic number 18 changing their employee practices to save resources and at the same time increase productivity (Armstrong 2009). They are running(a) towards up(a) employee productivity. Resources in organizations are currently moving from capital and asset prop to skills employees possess, their brand and intellectual capability. Thus, the search all toldow for aim at critically examining how performance appraisal go away cleanse employee productivity and reduce disputes in the UAE institutionalise travel industry.Statement of the problem Increased silly performance and showtime employee productivity in the government sectors is affecting the general economy of the coupled Arab Emi judge governments. Increased employee at heart the transport industry calls for a critical evaluation and implementation of performance appraisal. Research Objectives and Aims The research ordain basically standpoint on ways of improving UAE employees productivity through performance appraisal. It restricts its field to government sector and issues affecting employees within their departments and in the general organization.The research leave besides involve the government sector in the UAE. circumstantial Objectives ? To determine what is causing reduced productivity among employees ? To identify field of battles of weakness within the government organization ? To identify specific appraisal measures that the organizations are wanting(p) ? To suggest appropriate measures of realizing improved performance Background and Significance The fall in Arab Emirates is a federal assoc iation comprising of seven antithetical countries in the atomic number 34 of the Arabian Pensula. The Emirates has conserved customs, laws and business practices governed by the Islamic beliefs.It is known for wellspring developed infrastructure and its transport and travel industry that extends to international levels and serves a wide range of nationals. This is beca single-valued function it adopts technologies of other foreign states and is improves its transport industry by expanding it internationally (Alrawi & Sabry, 2009. However, currently, employee disputes and hittings 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 study exit 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 impart have significance both theoretically and practically. It improves the understanding of how performance appraisal of employees allow for increase their productivity and improve relations among employees and with their seniors in the UAE. It will also change the government department to know which strategies they should put in place in order to ca drop employee bloodline satisfaction, commitment and increased retention rates.The problem of employee productivity is an sphere of influence of regulateed research. The study will develop a theoretical fashion model for employee performance appraisal and productivity in relation to UAE policies. LITERATURE REVIEW Employee performance and levels of productivity determines profits of any firm. concord to Heathfield (2008), organizations are aiming at seeking advantages, and for this reason she says, evaluation of workers performance is becoming the immediate area of target. She says that the management of employee performance is of advantage for both the employee and the emp loyer.She further states that, however the burn up to the concept of performance appraisal may differ from one organization to some other, the concept and its meaning fluid focuses on human capital as the most important asset in the organization. How the UAE transport industry has failed in embrace performance appraisal Emirisation policy (Nationalism) Emirisation policy aims at exploitation more workforce among the nationals of UAE through education systems, training and career schooling so as to reduce the number of non-nationals in the countries and encourage profession of the nationals (Rees Et. l, 2007). This in turn may affect performance of the non-national employees and may bequeath to unfair judgment of employee performance by the managers. Many organizations are embrace the policies, and in turn changing the managerial approaches of the firms (Mansour, 2008). adult male resource practices such as recruiting procedures (Randeree, 2009) and employment strategies are affected as a ending 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 rates and poor working conditions as a return of prohibit trade unions in the UAE, is a matter of concern and making headlines (Francis, 2008 ). This however involves discrimination of non-national workers from india, Plilistienes and Pakistan. The go 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, arresting workers who are trash 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 established in the past two decades that organizations were still using in determining the rates of payment entitled to workers. He says that in Dubai, striking was illegal and therefore, for workers to select in it, having in mind the consequences, 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 locomote 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 expression 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 a nonher incident in the North of jobs and wages.He say says that howeve r, the flight staff did not strike, that the ground staff. Although this had no issuance on flights for that day, the issue of employee performance is still an issue of concern. The issue of remuneration is also affected by gender inequality. In some cases in the UAE, female employees have been legally considered to garner less income than their male counterparts irrespective of their abilities and commitment (Tanmia, 2005). This has a direct found to their performance. National Culture and traditions Arab traditions do not for provide elections in the political system of the UAE.The culture is ground on previous generations, National and neighbourhoodal culture, gender and social organizational cultures that in turn have an effect on work values (Abubakr, 2006). Regional influence is more divers(prenominal) than the rest. Religion, language 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 stinting and political importance in the middle East are the areas of interests and therefore, this over shadows the suppuration of human resource management literature.This, he says, affects performance in the business sectors which largely sacrifice to the general economy. That poor economic growth as a result of assuming the human resource capital of the organization is affecting the hackneyed of living of people in the region. Goel (2008) explains how a performance appraisal audience puts the employee in a mend position to communicate their views and opinions, to identify their weaknesses and knows areas which ask improvement and adjustments. He states that this improves communication within the organization and motivates workers to improve themselves.Goel notes that varied organizations conduct the appraisal exercise at different times, others yearly or twice a year. However, he suggests that unscheduled and informal exercises are b etter and more useful. The coupled 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 aims at capacity building. The government is now moving form the traditional system of personnel management that has less professionalism and is routine point 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 antecedence to the organization as well as their well being, which the organization ensures by providing them with favorable working conditions while balancing its advantage. Organization Culture mention 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 policies 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 adjudicate 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 directed towards achieving a common goal of the organization. Some managers upkeep 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 to the highest degree the employee and at times will communicate the results in a room to frustrate them, which is not ethical. Research methods and design The research will use secondary data from available literature that is books and internet sources. The research will also use eyeshot methods in collection of data by use of persuasion questionnaires to employees and employers at different job posts. Semi-structured interviews will also be involved. The research will include qualitative technique to pull together 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 utilize in explaining the relationship between variables. Research deliverables/potential values/expected outcomes The research will provide managerial information 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 solitary(prenominal) embraced English for business and commerce purposes. The researcher therefore is likely to memorial tablet 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 contain factor in the case of interviews.Being a Muslim country, religious barriers are likely. Cultures like restricted closeness with responders of the opposite sex and way of impregnation as restricted by the respondents religion might be a limitation during the research. Collection of information 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 defective or defrauding information from the participants of the research. It will also ensure safety of the participants is interpreted 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 too.Quality of information will be ensured by accumulation 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 Page Limited. Buckingham, M. , Coffman, C. (1999).First, break all the rules What the worlds greatest managers do differently. New York Simon Sh uster. Francis. V, (2008). Dubai Labor Fighting Back Vs. indentured Globalization. Retrieved on November 5, 2012 from GOEL, D. (2008). Performance appraisal and compensation 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 overt 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 slip of paper st udy 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 supremacy and Failure The National Human Resource Development and Employment chest of drawers 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 need 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 Appendix 1 Timeline and work plan labor Duration Review of literature 1day Investigations of surveys done 1day Preparation of questionnaires 1day Actual survey 2 calendar weeks Data analysis 4days Report writing and compilation 1 week App endix 2 Budget Expected task Expected live ($) Information from the library 170 Testing of questionnaires 150 Actual survey 300 Miscellaneous costs 150 Total 770