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Importance of Organizational Capabilities

Development of new organizational capabilities to sustain performance-driven organization: An analytical study on the public sectors in Dubai, United Arab Emirates.

Human resource in UAE employees serve as the real asset in attaining the development goal of the organizational capabilities and it is also deemed to be the top priority of the company in implementation of leadership ability (Bonk, Bastidas-Oyanedel and Schmidt 2015). Organizational capabilities within the nation serve as the most important aspect through which organizations can attain success. Considering the same the nation considers it to be highly important to new generation of Emirati business professionals within the audit area (Bonk, Bastidas-Oyanedel and Schmidt 2015). These professionals are deemed to remain committed to offer talented UAE nationals to attain increased access to vital conferences. Moreover, offering exceptional training to the employees within the organization can facilitate the business leaders of UAE in taking part within the organizational capability development process. The recent data gathered on the development of new capabilities for dealing with demands and opportunities of recent years within the organization indicated that such capabilities attain 75% of total number of employees (Bonk, Bastidas-Oyanedel and Schmidt 2015)

The research questions which are to be answered after completion of the research are explained under:

  • What are the organizational capabilities obtained by public sector organizations?
  • How does the organizational capability support the performance of public sector organizations of UAE?

The literature review presents the core concepts of the research topic related to the development of organizational capabilities for supporting the performance of public sector organizations in UAE. The two variables included the organizational capabilities and enhanced performance of the nation’s public companies that were linked together to derive a positive outcome while developing and cultivating organizational capabilities effectively.

There are numerous definitions of organizational capabilities and one of them state that organizational capabilities are exceptional capabilities to effectively address the business goals. According to Randeree (2009), the initiatives were undertaken to manage fair work practices along with the recruitment and selection of the most suitable candidates within the private and public sectors of UAE. From various surveys, it was found that the public sectors were facing many issues because of the citizens who represent only a smaller percentage of the private sector workforce (Randeree 2009). The scopes and opportunities were also provided to the individuals living in UAE rather than the expatriates, which were considered as a major form of discrimination or inequality within the private sector. There were various social security payments, which hindered many individuals to work for in the companies in UAE and this further created unemployment and many of the people in UAE were left out of jobs. The development of organizational capabilities considered the political and economic factors to enable localization creating an impact on the effectiveness of the organization. The use of various networks within the evolving power structures further helped in enhancing the workforce efficiency through the employment of skilled and knowledgeable individuals, who managed to develop new organizational capabilities for sustaining in business (Modarress, Ansari and Lockwood 2013).

Factors Affecting Organizational Capabilities

The huge development within the public sector companies has resulted in robust economic growth as well as improved the organizational infrastructure. It resulted in enhancing the organizational capability and manages expansion of trade activities and provision of public goods and services in UAE. There was shortage of labor and foreign workers along with availability of cheap labor. The employees were allowed to work for longer hours and were paid lesser salary, which contributed to the poor working conditions and culture, thereby deteriorating their work performance too (Almessabi 2017).

The rapid growth and development along with the necessity for diversified economy were considered as important factors to facilitate knowledge based economy, ensure long term development and continuous growth. By focusing more on the nationals of UAE, i.e., the Emiratis, the workers could work as a unit considering the local culture present and the female Emiratis would also gain equal opportunities like others (Niango 2014). Organizational capabilities development was considered as an effective system to enhance the employment opportunities provided to the nationals within the private sector and at the same time, reducing the expatriate labor. According to Randeree (2009), the organizational development enabled assessing the worst case situations and with the change in Government position of UAE, the quota based policy or system had been prevented from implementation too (Randeree 2009). The development was also possible with the enhancement of knowledge based economy and even providing education for all. It was beneficial for making the individuals gain access to information and data by using the internet furthermore employ Emirati women in well-known positions such as corporate leadership position, managerial position and in other areas of management too within the UAE private sector (Vassilopoulou et al. 2015).

Organizational capabilities center on the ability of the public sector companies in UAE to include several kinds of resources. This can also facilitate the companies in attaining competitive advantages. Organizational capabilities are deemed as a kind of strategic resource for public sector organizations as it is inimitable valuable, non-substitutable and non-tradable. Based on the responses of Randeree (2009), the emigrants were considered as major part of the workforce that represented the human capital and sometimes these workers were not provided with job security, inadequate level of safety and wellbeing along with bad working conditions (Miller 2013). The wages were not paid on time and even were made to work overtime, which was not only illegal but also resulted in violation of employee rights. They spent an average lifestyle with not much money to save and accommodation facilities were not up to the mark as well. Lack of organizational commitment further deteriorated the business performance, which made the employees unsatisfied and failed to establish good trust with the employers (Bealer and Bhanugopan 2014). It would also enhance the demands of organizational capabilities in the labor market; furthermore create equal opportunities for them to excel in their career professionally.

Challenges Faced in Recruitment, Selection, and Retention of UAE Nationals

The organizational capabilities was supported by making investments on the development of infrastructure in UAE, which helped in managing foreign ownership and exemption from tax related things. Within the construction sector, there was lack of skilled labor and inappropriate skills and knowledge among the workers, which resulted in hindering the achievement of better performance of organizations through the implementation of quotas according to wrong and false expectations (Randeree 2009). The emigrants in United Arab Emirates are considered as major assets of the organization that focus on the development goals and objectives of the project related to enhancing organizational capabilities and ensure employing the right candidates to achieve success in business. Training and developmental programs were also provided to the employees to enhance their skills, abilities and knowledge to engage in attaining organizational goals, furthermore attain the most suitable employees within the organization to achieve positive organizational performance outcomes (Kaabi and Sandhu 2018).  To enhance their knowledge level, relevant training and developmental sessions were to be provided for improving their knowledge, expertise level and skills and allow them to work efficiently. This would bring innovation, creativity and specialization in the field of bio technology, pharmaceutical and wireless communication systems, furthermore manage sharing and exchange of information and knowledge within the private and public sectors in UAE. By improving the organizational structure and capability, it would also be easy to gain skilled workers and with proper training, they would be able to adapt to the surroundings and working environment to maintain a balance between the demographic conditions and human capital in UAE (Almessabi 2017).

The existing skills and knowledge gaps were identified to prepare a detailed plan about training, performance monitoring and benefits provided to the employees within the UAE sector. The plan for the organizational capability development project must not replace the nationals in UAE with the workers but most importantly provide them with training for enhancing their skills, knowledge and expertise within the workforce. The organizational capability development plan implemented should bring efficiency on the human resource management practices and make sure to overcome the challenges faced during the recruitment, selection and retention of the UAE nationals (Vassilopoulou et al. 2015). More roles and responsibilities should be assigned to the female workers and this would help in managing equality within the workforce, thereby resulting in improving workforce efficiency and improved decision-making capabilities too.

Method of Data Collection- Collection of secondary data will be considered by means of secondary sources. The secondary sources through which important and useful information regarding organizational capabilities within UAE that can support the development of organizational abilities encompass journals, government websites of UAE along with other reliable publications on organizational capabilities enhancement (Avraham 2015).

Need for Training and Performance Monitoring

Sampling technique and sample size- The process of simple random sampling will be used in this exploration and within which 51 managers of public organizations in UAE will be chosen for evaluating their responses on enhancing their organizational capabilities in order to support the organizational capabilities (Bonk, Bastidas-Oyanedel and Schmidt 2015). The technique of simple random sampling will be used within this exploration for the reason that this provides equal opportunity to all its survey respondents to get selected within the survey process. This is the reason for which quantitative data will be gathered from a wide base of population by means of using simple random sampling. Considering the same situation, analysis of quantitative data needs a considerably larger sample size for attaining and analyzing the responses gathered from the target respondents within the survey (Cordesman 2018).

Selected variables for research– Certain variables that are considered to be used within this exploration of improving organizational capabilities for the successful implementation of organizational capabilities within UAE includes dependent and independent variables. The dependent variable that is selected is public sector organizations performance and the independent variable that is chosen is organizational capabilities of profit companies in the nation (del Pilar Castro 2015).

Quantitative process of research design- This research design is considered to be employed within this research of organizational capabilities and its importance in making organizational performance successful within UAE. Quantitative research design is selected for the reason that this can facilitate in attaining important data on the topic of human perception in consideration to some specific research data (Elkashlan, Wang, Duong, Karagiannidis and Nallanathan 2015). Moreover, a larger sample size is selected in this research that is suitable with the selected research design.

Research instrument-Questionnaire research instrument is deemed to be used in this research in order to gather suitable and valid information deem the participants within the survey for evaluating the manner in which organizational capabilities improvement can facilitate in enhancing public sector organizations performance (Flick 2015). The questionnaire that will be developed is considered to be provided to the selected respondents that will have both the open as well as close ended questions. This research instrument will be employed in alignment to the fact that this acts as highly efficient instrument in obtaining considerable information from a huge population. The questionnaire will be distributed through the social media channels and through e-mail to all the target respondents (Giusti and Almoosawi 2017).

Method of Data Collection

Quantitative process of data analysis- The data will be gathered trough the survey process and will be evaluated by means of better statistical analysis tools. MS excel application is considered to be used relied on which the responses collected from the survey will be evaluated. In addition, regression as well as correlation analysis will be conducted for answering all the questions developed in the investigation of organizational capabilities improvement and its impact on organizational performance of public sector companies (Jensen 2018). The data collected will be indicated by means of tables and graphs which can support the researcher in evaluating the human responses as well as its findings in a better manner.

Reliability and validity of research- The reliability and validity of the gathered data will be ensured through using website sources that contains recently updated information on the improvement of organizational capabilities with its support in enhancing public companies performance of UAE (Jaffe 2018). Pearson correlation test will also be employed in this research for evaluating the reliability of the data gathered from quantitative data analysis.

Sampling and sample size- The process of simple random sampling will be used in this exploration and within which 51 managers of profit based organizations in UAE will be chosen for evaluating their responses on enhancing their organizational capabilities in order to support the performance development process of organizations (Krane, Jaffe and Elass 2016). The technique of simple random sampling will be used within this exploration for the reason that this provides equal opportunity to all its survey respondents to get selected within the survey process. This is the reason for which quantitative data will be gathered from a wide base of population by means of using simple random sampling. Considering the same situation, analysis of quantitative data needs a considerably larger sample size for attaining and analyzing the responses gathered from the target respondents within the survey (Krane, Jaffe and Elass 2016).

Interviewing and questionnaire design- The questionnaire that will be offered to the target survey participants will constrain close as well as open ended questionnaire. The section A of this questionnaire will gather important information on the demographic profile of the survey participants. Section B of the questionnaire includes questions related with the improvement of organizational capability and its impact on improving organizational performance (Lewis 2015). Section C of this questionnaire will also includes important questions concerning recommendation provided by the companies in improving organizational capabilities in support of public sector companies’ performance. The section D of the questionnaire encompasses questions concerning recommendations for increasing organizational capability that can support the organizational performance of UAE.

From analysis of the paper outcomes will be gathered that there are certain major aspects related with organizational process improvement is impacted by the capabilities of the organization (Lim, Foo and Tan 2018). It is deemed to be gathered from the findings of the research that demographic imbalance is resulting in affecting this project that is caused as workers undertake work which the native population is not willing to conduct. It will also reveal that the local regulations and laws offers the employees of UAE with increased power over their staff often to the detriment regarding right of their employees. The findings of this research will also explain another issue that must be addressed is the job performance of UAE nationals (Lim, Foo and Tan 2018). The organizations must consider analyzing its key performance indicators for all its employees and for sustained development of employees; the organization must develop long term strategy. It will be gathered from the research that the resource department of organizations must consider taking measures to offer challenges for communicating importance of developing organizational abilities with its national employees. This can facilitate in measuring the success of public sector organizations performance along with dealing with related issues. The organizations in UAE must focus on increasing the motivation and productivity levels of employees that can further decrease increased rate of attrition that is faced by these organizations (Lim, Foo and Tan 2018). In supporting the development of new organizational abilities among UAE nationals employees are offered with efficient reward systems that include performance based pay along with other bonus forms. The research will also provide implications regarding dealing with the challenges along with enhancing organizational performance within UAE aiming to attain success of organizational capability development policies. The research will further focus on the improvement areas within training and education public policy, gender participation and Emirati with expatriate relationships for supporting skills of UAE workforce in ensuring better performance of public sector companies (Lim, Foo and Tan 2018).

Task

Week 1

Week 2

Week 3

Week 4

Week 5

Week 6

Week 7

Week 8

Week 9

Selection of topic and search for justification

Constructing literature

Selecting appropriate methods

Data collection

Data analysis and representation

Reviewing the outcomes

Conclusions and recommendations

Submitting draft of the project

Printing and final submission

References

Almessabi, B.N.A.A., 2017. Critical factors in leadership succession planning: securing the human resources future for government organisations in the Abu Dhabi Emirate, UAE.

Avraham, E., 2015. Destination image repair during crisis: Attracting tourism during the Arab Spring uprisings. Tourism Management, 47, pp.224-232.

Bealer, D. and Bhanugopan, R., 2014. Transactional and transformational leadership behaviour of expatriate and national managers in the UAE: a cross-cultural comparative analysis. The International Journal of Human Resource Management, 25(2), pp.293-316.

Bonk, F., Bastidas-Oyanedel, J.R. and Schmidt, J.E., 2015. Converting the organic fraction of solid waste from the city of Abu Dhabi to valuable products via dark fermentation–Economic and energy assessment. Waste management, 40, pp.82-91.

Cordesman, A.H., 2018. Bahrain, Oman, Qatar, and the UAE: Challenges of security. Routledge.

del Pilar Castro, M., 2015. Reaserch methodologies under revision: Social network analysis and textile production. EMPIRIA, (32), pp.85-102.

Elkashlan, M., Wang, L., Duong, T.Q., Karagiannidis, G.K. and Nallanathan, A., 2015. On the security of cognitive radio networks. IEEE Transactions on Vehicular Technology, 64(8), pp.3790-3795.

Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research project. Sage.

Giusti, L. and Almoosawi, M., 2017. Impact of building characteristics and occupants’ behaviour on the electricity consumption of households in Abu Dhabi (UAE). Energy and Buildings, 151, pp.534-547.

Jaffe, S., 2018. Policy Implications of the UAE’s Economic Diversification Strategy: Prioritizing National Objectives. In Economic Diversification in the Gulf Region, Volume II (pp. 67-88). Palgrave Macmillan, Singapore.

Jensen, S., 2018. Policy Implications of the UAE’s Economic Diversification Strategy: Prioritizing National Objectives. In Economic Diversification in the Gulf Region, Volume II (pp. 67-88). Palgrave Macmillan, Singapore.

Kaabi, K.A. and Sandhu, M., 2018. The role of workforce skills development for entrepreneurship: an Emiratisation perspective. International Journal of Business Excellence, 14(1), pp.101-120.

Krane, J., Jaffe, A.M. and Elass, J., 2016. Nuclear energy in the Middle East: Chimera or solution?. Bulletin of the Atomic Scientists, 72(1), pp.44-51.

Lewis, S., 2015. Qualitative inquiry and research design: Choosing among five approaches. Health promotion practice, 16(4), pp.473-475.

Lim, X.Y., Foo, D.C. and Tan, R.R., 2018. Pinch analysis for the planning of power generation sector in the United Arab Emirates: A climate-energy-water nexus study. Journal of Cleaner Production, 180, pp.11-19.

Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design. Routledge.

Meshkati, N., Tabibzadeh, M., Farshid, A., Rahimi, M. and Alhanaee, G., 2016. People-Technology-Ecosystem Integration: A Framework to Ensure Regional Interoperability for Safety, Sustainability, and Resilience of Interdependent Energy, Water, and Seafood Sources in the (Persian) Gulf. Human factors, 58(1), pp.43-57.

Miller, A.H., 2013. Gender, Sustainability, Cyber Security, and Quality Improvement; EBusiness Management at a UAE Women’s College. International Journal of Applied, 1(1).

Modarress, B., Ansari, A. and Lockwood, D.L., 2013. Emiratisation: from policy to implementation. International Journal of Human Resources Development and Management, 13(2-3), pp.188-205.

Niango, S., 2014. Strategy, capability and enterprise modelling in emerging economies: a study in the UAE (Doctoral dissertation, University of South Australia).

Randeree, K., 2009. Strategy, Policy and Practice in the Nationalisation of Human Capital:'Project Emiratisation.'. Research & Practice in Human Resource Management, 17(1).

Sgouridis, S., Abdullah, A., Griffiths, S., Saygin, D., Wagner, N., Gielen, D., Reinisch, H. and McQueen, D., 2016. RE-mapping the UAE’s energy transition: An economy-wide assessment of renewable energy options and their policy implications. Renewable and Sustainable Energy Reviews, 55, pp.1166-1180.

Simonsohn, U., Nelson, L. and Simmons, J., 2017. Research Methodology, Design, and Analysis. Annual Review of Psychology, 69(1).

Syed, D., Chang, T.H., Svetinovic, D., Rahwan, T. and Aung, Z., 2017. Security for Complex Cyber-Physical and Industrial Control Systems: Current Trends, Limitations, and Challenges.

Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.

Ulrichsen, K., 2016. The GCC states and the shifting balance of global power. Browser Download This Paper.

Vaioleti, T.M., 2016. Talanoa research methodology: A developing position on Pacific research. Waikato Journal of Education, 12(1).

Vassilopoulou, J., Tatli, A., Ozbilgin, M., Pinnington, A.H. and Alshamsi, A.M., 2015. Identifying Effective Talent Management Policies and Practices in the United Arab Emirates (UAE). Comparative Political and Economic Perspectives on the MENA Region, p.292.

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