Employment Relations

Employment relations

Introduction

Industrial relations in Dubai have changed for the better. This is evident in the practices management, union organizing, bargaining power etc. This paper examines the relationship of work in Dubai in the glass on top. However, before exploring these questions, you must have basic knowledge of Dubai as a country. Dubai is one of seven states that form the UAE. It is the hub of employment in the Middle East, as it is home to many companies, businesses and industries. About thirty years ago, the job opportunities in Dubai largely covers the production of oil. However, oil resources have started decreasing in this country and now the country focus is on business. Dubai entrepreneurs have diversified into tourism, transport and travel, shopping malls, industries and many other sectors. This makes Dubai an ideal country for the analysis of relations, because we can see a paradigm shift in the nature of work. (Leat, 2001)

The changing environment of work in Dubai

It noted that Dubai is active in the Middle East region is predominantly conservative. These characteristics were taken to conservative workplace relations between employers and employees affected. However, with the revolution of the workplace, much has changed since then.

First, Dubai can now boast the highest Employment Rates. Companies are increasingly expanding while at the same time, others are in training. This means that There are opportunities for groups that had been taken into account. For example, more women in employment than ever before, human women turned to family and only few of them have participated in formal employment.

Dubai employers have changed their working hours have increased negative. Since Dubai is known as the shopping center "A", then most companies are now required to open the night. Due to time zone differences, visitors need to be flexible necessary to enter or leave the country at any time. This is possible only when workers in the country are available to meet the needs of consumers. Consequently, it has become common there. According to this argument is the issue of job security. Job security is highly questionable due to intense competition. Employers try to compete on the basis of the service position, which requires attracting the best people for the job. Many companies Dubai to address the international community to attract large numbers of employees. Therefore, native workers face the danger of being out of competition once their employers find a better substitute. (ILO, 2000)

Most employers prefer to hire workers in Dubai for longer periods of time. The Contracts usually last more than one year if the quality of work is high. In fact, the business number of employees in this country is not as high as it is in other countries. Without However, the trend in most, not all companies. foreign-owned firms tend to employ more part-time Aboriginal businesses. Conglomerates Multinationals are the exception rather than the rule. Consequently, most employees are generally provided long-term employment.

Minimum wage

The question of embracing the minimum wage is in itself an improvement of relations job in Dubai. Three decades ago, the minimum wage differs from industry to industry and workers were scarce, even in the current concept. At that time, the minimum wage only deemed as a concept was needed for statistical census. However, stakeholders in the employment sector of Dubai has realized that to compete with the international platform, it is necessary to adhere to minimum wage. Then, there are still many things that need to be developed on this issue, its creation is a significant achievement. (De Silva, 1995)

In relation to other developed countries, Dubai is not meeting certain standards. For example, the country still has many elements in establishing policies Minimum Wage. In addition, the country's minimum wage does not reflect the level of productivity in specific industries. This means that business, sometimes in country may improve, but rarely leads to the minimum payout amount.

income employees have increased considerably in recent years. Because investment country's infrastructure, tourism and many other sectors, companies can now afford to pay well for services rendered. Note that these wage increases are possible because the maximum income of Dubai non-oil sectors. In the past, this makes companies vulnerable to market fluctuations. When world oil prices down, then the loss of its translation into employment through lower wages. Another reason why the payment of employees has increased because the Dubai government has encouraged privatization. Thus, state interference has been significantly reduced, thus creating a favorable environment for profit.

Cross Cultural Management

Dubai serves as a link between eastern and western world. Consequently, its affiliated companies employ a multicultural mix employees. Managers were forced to reorganize its management practices, because to do so may result in a confrontation or conflict. The following issues are now a common practice of human resource Dubai

• Leadership styles
• Communication Skills
• Participation workers
• Work attitudes
• work ethic
• Motivating employees (Niland et al, 1994)

In the past, all issues are subsidiary to the production process. However, due to greater competition, managers of Dubai is the attention to these issues they deserve. For example, many companies have implemented horizontal direction to include international systems. In addition, communication skills the country have changed in line with international practices. Today, there is more emphasis on communication in both directions and not in a sense. In addition, companies in Dubai have increased their competitiveness through labor empowerment and participation improved decision making. All these ideas were not the culture of work, but by forces of globalization, employers in the country have had to adapt their means.

Despite covering workers in different parts of the world should be noted that there is a downside in this area. Employees Western countries like the U.S. and the UK generally work in high profile jobs while employees are hired as drivers Africa, vendors. However, this does not offset the fact that the composition of the workforce reflects the diversity of Dubai. (Basu, 1992)

employee bargaining power

bargaining power of employees has changed for the better. Before these changes, state intervention was a common phenomenon in industrial relations and systems. Before state intervention Dubai International acquired, is a phenomenon common and working relationships have been largely bureaucratic. However, employers reported that failure to give employees opportunities to negotiate minimum with them, then employees are demotivated and eventually represent the low turnout, indiscipline and poor customer service. Consequently, many managers Dubai to make their employees platform to discuss their respective concerns of the organization. Note that the latest trend has not completely eliminated the tendency of age. Some companies continue to follow a hierarchic relationships with employees and employees have little bargaining power.

The government had an important role in regulating labor markets in the twentieth century. This phenomenon is common in most of the Middle East. However, due to the types Dubai business growth, an approach to the regulation of tight labor market have become obsolete in the workplace. Therefore, we can say that Dubai has improved indeed in these terms.

Indications of bargaining power can be seen by a large number of items that include equity Performance of work. This means that employees in Dubai now for compensation to take into account profits in their respective institutions. In addition, employees of Dubai can now boast of better working conditions than before. In this sense, employees who work in high-risk areas, as industries are protected from health risks in their environments. In addition, the bargaining power is also indicated by the job descriptions updated and accurate. Employees in Dubai are more likely to use their talents in the middle of working more than in the past. It should be noted that Dubai is active on the world stage, therefore, soon have to face questions Reduction staff. Many developing countries are cutting employees due to technology. However, Dubai has not yet reached phase. (Salamon, 2000)

Industrial relations in Dubai show a trend toward less regulation, in particular, external forces, and government. This means that companies are increasingly leaving employees to contribute to social security, working hours and self at work. Despite these advances, much remains to be done to reach an agreement with Dubai the developed world. However, the efforts of the employer should not be taken into account that great improvements have been made. (Purcell, 1987)

The unions and the rights Employee

In Dubai, the trade unions that operate between different industrial standards are becoming more involved. In the past, decisions were made by external agencies and imposed on specific individuals. However, this trend is disappearing. Increasingly, unions hope that the council employees and monitored. Closely related to this argument is the question of the settlement of disputes. In the past. Many countries in the Middle East, like Dubai, punish employees to the case of labor disputes. However, with increasing international interactions, it became necessary to adopt unconventional means. Many employers have given realize that these resources "manipulation of human evil can impede business progress. Therefore, conflicts are now focused on negotiation rather than punishment. It should be noted that the prohibition of the strike, and others are not very common in Dubai.

Conclusion

Dubai is the subject of one of the progressive steps in the history of their relationship. The country has adopted a diverse workforce and therefore multicultural management. In addition, administrators through improved working environments for better wages and job stability. Employment regulations of the countries have become less centralized and employees now have more bargaining power. All these questions indicate that the country forward. However, there are still some issues that employers in the country have not yet applied, including equal opportunities for workers, whatever their descent, the reduction of working hours and greater autonomy at work.

Reference

Leat, M (2001): the discovery of the relationship, Heinemann, Butterworth, Oxford

Purcell, J. (1987): presentation management styles of relationships with employees, Journal of Management Studies, 24, May, 535-48

Salamon, M (2000): Industrial relations: theory and Practice, Harlow, England

Pearson Education

De Silva, S. (1995): Harmonisation of Industrial Relations and Resource Management Human, International Review of workers' organizations, March 12, 1945

Basu, S. (1992): Organizations, employers, labor practices of sound Dubai, 06 March, the ILO review

Niland, J. Russell, L. and Verevis, C. (1994): The future of industrial relations, Sage Publications, p 466

ILO (2000): The role of employers 'organizations in labor relations; Roundtable pan-Asian and Pacific Employers' organizations

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