Employee Motivation And Performance As A Result Of Effective Strategic Management: An Assessment Of The Public Sector Organization In Abu Dhabi, UAE

Key research questions

Discuss about the “Employee motivation and Performance as a result of Effective strategic management: An assessment of the Public sector organization in Abu Dhabi, UAE”.

“Employee motivation and Performance as a result of Effective strategic management: An assessment of the Public sector organization in Abu Dhabi, UAE”.

The organization has become more advanced and modern companies are under a continuous pressure on how to develop their performance and increase their revenues in order to stay competitive.  The efficiency of the company is based on different grounds, but one of the major fundamentals for handling change and reaching organizational effectiveness is having efficient and motivated workforce (Forstenlechner and Mellahi, 2011). The main aim of this paper is to elaborate the employee motivation and performance as consequences of effective strategic management. It is essential for the organizations to have the motivated employee within the organization. The major goal of the today’s manager is motivating employees and having a motivated workforce.  The motivation has huge importance in the business strategy and managers must at all time motivate their employees by developing challenging tasks and offering them attractive recognitions for good performance (Dobre, 2013). The public sector organization in Abu Dhabi, UAE will be highlighted under this assessment for the purpose of emphasizing the employee motivation and performance.

The key research questions of this research proposal are defined below which will be shown in the section of the literature review with supporting references.

• To explore how strategic management in the public sector of Abu Dhabi affect the employee motivation and performance.
• To examine the practices of UAE based organizations apply to improve employee satisfaction and increasing performance.
• To find out the organizational performance will have impacts from strategic management of human resources.

According to Dutta and Kant, (2015), the role of the strategic management is huge in the organization as it helps in developing and implementing plans that support the objectives and goals of that organization (Barhem, Younies and Smith, 2011). Strategic management is the continuous process and it is essential for the business to keep the focus on the strategies of strategic management as it helps in increasing the growth of the company. It has been stated by Glamuzina, (2013) that the initial advantages of employee satisfaction are that individuals do not think of leaving their present jobs. Employee satisfaction is vital for employee retention. The long-term growth of the organization is dependent on the retention of deserving and talented employees. It is essential for the organization to have the well educated and experienced employee in the organization so that they can guide fresher or individuals who have just joined (Tarique and Schuler, 2010).

It has been analyzed that the employee attrition is one of the chief problems faced by organizations. Siddique, (2004) argued that training and motivation would not be helpful until and unless individuals enhance a feeling of loyalty towards their organization (Nohria, Groysberg and Lee, 2008). However, the policies and regulations of the company affect the motivation level of the employee significantly but along with that, it is required for the employee to have self-encouragement (Cherian and Jacob, 2013). In the context of employee motivation theories, it has been suggested by Carol-Ann Morgan that the applied theory of the workforce is an effectual means to determine employee satisfaction and to motivate them. For instance, Herzberg’s (1983) theory is most acceptable theory all over the world regarding job satisfaction. The model recognizes basic hygiene factors such as, pay and conditions that facilitate to remove the discontent from work, rather than promote satisfaction (Abdulla, Djebarni and Mellahi, 2011). It has been analyzed that the satisfiers are considered as the factor which able to motivate the staff and provide them encouragement to work and put direct influence on satisfaction, ultimately enhancing the efficiency of the worker (Çali?kan, 2010).

Relevant literature

Figure 1: Herzberg’s Model

Source: (Tarique and Schuler, 2010).

The public sector of Abu Dhabi needs to focus on job involvement and organizational commitment measures because these aspects have a direct impact on employee motivation (Randeree, 2009). In the context of transportation industry of public sector, each Emirate in the United Arab Emirates has a road and transportation authority, in Abu Dhabi, it is called Department of Transport and responsible for exterior transport, marine, and aviation. It has been analyzed through Obaid, Ali,  Saleh, Thani and Minhas, (2015), that due to effective strategy of strategic management, the future of transport sector of UAE is positive, driven through government project such as Abu Dhabi’s Surface Transport Master Plan (STMP), 2021Vision and 2020 which major objective is to develop the strategic infrastructure of the country (Al-Khouri, 2012). it has been analyzed that UAE is one of the fastest growing countries in today’s world, offering an advanced transport to people with high level of quality infrastructure facilities has been a far above the ground decorum in the  agenda of the government. The employees of the public sector organization is highly motivated as the government of the UAE is not having focus only towards the development of the nation but also considered the job satisfaction of the employees that is why they give number of facilities to  the employee during job period (Cania, 2014). It shall be noted that the country has recorded high level of satisfaction towards roads and highways jumping from 54% in 2010 to reach 80% in 2011. Moreover, the role of this industry has a significant role in the growth of the nation; hence an examination into how strategic management in the public sector of Abu Dhabi affect the employee motivation and performance is justified. The public sector organization of Abu Dhabi aims to recognize and develop this of high skills and capabilities and those who have the ability to handle potential concerns. Moreover, training officers of public organization in Abu Dhabi study and monitor the influence of training session held on job performance allowing for the training reports accomplished by the trainees to make sure effectiveness and competences of training plans. The public sector such as Abu Dhabi International Airport, Abu Dhabi Health Service Company, Abu Dhabi Security exchanges, Abu Dhabi Sewerage Service Company and many more give proper training to the employees of the company in which initial training is provided to new employees at the time of joining the organization to establish them to the nature of the organization businesses in general. Training policies are modified yearly on the basis of the recommendations and suggestion of stakeholders, organizational needs along with the international training best practices. It shows that the human resource management is having the capability to provide high quality of training to the employees so that they can perform in a better way for the purpose of increment in the growth of the company (Chen and Huang, 2009).

It has been found that there are certain vital job features such as work redesign and empowerment of employees have a significant role in making sure more empowerment of employees. These activities are liable to build more loyalty to the component of employees toward their company. Daley, (2012), explored that the strategic planning in the public organization is considered as the tool that facilitates an organization to keep focus on its energy and make sure that members of the organization are working toward the same goals, and consider the direction of the organization in response to a changing environment. The performance of the employees is increasing due to effective strategic planning within the public sector organization (Liao, Toya, Lepak and Hong, 2009).

It has been found that the strategic planning has become common in entire components of the globe; though, practices in the area demonstrate that the strategy development procedure itself has become overwhelming (Collings and Mellahi, 2009). Incongruously, by building an unforced strategy, a government can finish up wasting money and resource on an effort that will not deliver desired outcomes. In contrast, if the government of Abu Dhabi focuses on making a more focused strategy, ensuing attains should outcomes in moving the organization towards its mission goals. Developing an incorporated system by which the strategic plan becomes an orientation to evaluate the progress and a system of accountability

Research philosophy

The method of research philosophy is effective that helps the researcher to accumulate the data regarding the research topic in an efficient manner.  Research philosophy has three types such as interpretivism, positivism, and realism philosophy. Interpretivism philosophy aids in building a better understanding of the research concerns. Realism philosophy is based on the human beliefs. On the other hand, positivism philosophy shows the information on the basis of fact and knowledge. For this research paper, interpretivism philosophy is taken in use for the reason of accumulating the information to access the perception of the participants.

Research Approach

There are two kinds of research approaches such as inductive and deductive that facilitates researcher to congregate the data in the relation to the research concern. The deductive research approach is suitable with the assortment of positivism philosophy. Inductive approach is being selected for this research to gather the information regarding the research topic which would be helpful in gaining subjective knowledge.  

Research design

Research design entails exploratory, descriptive and causal research designs in which the exploratory research design reflects the initiating research wherein the researcher is able to attain the information regarding research concern by taking help of developed hypothesis. Descriptive research designs provide support to the researcher to get data regarding the research concerns. While casual research design helps to keep focusing on the casual facts for the reason of making good bonding between variables. For this research, the combination of the exploratory and descriptive research is selected to implement the research. The aim and objectives of the researcher can be attained by the researcher with the help of this combination.

Research strategy

The research strategy is the important part of the research as it helps in relevant information of the research concern so that the effective conclusion can be drawn. There are various kinds of research strategy like survey, questionnaire, literature review, experiment, interview and focused group. The researcher will choose the survey and the interview research strategy to gather the relevant information about the topic. Survey strategy would assist researcher to collect the information in less time and cost which amplify the consistency of the research. on the other hand, the interview will present possibility to recognize the views and insight of each participant.

Data collection method

There should be the proper method of collecting the data as it facilitates researcher to move ahead in a systematic manner. Primary and secondary are two methods of collecting the data for this research, the combination of these methods have been considered for this research. The primary data will be collected with the help of the interview, survey, questionnaire and case study. On the other hand, the secondary data collection method includes the books, magazines, newspaper and internet sources. The research will use survey by questionnaire and face to face interview by which the research will get immediate feedback as well as responses in the relation of the research question.

Sampling method

Probability and non-probability sampling strategy are two kinds of sampling strategy that helps researcher to accumulate the certain information from the distinct population. Sampling strategy refers to the option of participants for the research paper for the purpose of giving the effective response to the research questionnaire for the aim of accomplishing the research. The random sampling method is chosen for this research as it is the effectual method which gives the equivalent possibility to the population to get selected in more proficient manner. In this, probability sampling strategy is used with random sampling to prefer the participants for survey questionnaire.

Data analysis

Data analysis is the important Concept for the research proposal as it facilitates researcher to analyze the data after collecting the information about the research topic. However, top data analysis methods which could help the researcher to draw the valid and reliable conclusion. Statistical data analysis method will be chosen for this research study because it is an effective technique that facilitates to describe the entire data into the table and graph form. The brief description about the graph and table will be made by the researcher to increase the better understanding of them. MS Excel and SPSS software will also be taken into consideration for the purpose of analyzing the data in more significant manner.

Ethical consideration

The ethical consideration is the main element of the whole research and the researcher has taken prior permission to the participants and there is no pressure on them to get participated in the survey. The personal information of the participants will be spoiled by the researcher after analyzing the data which information will be given to the participants on prior basis so that they can make sure that their information is secured.

The research has provided efficient information regarding the employees of the public sector organization is highly motivated as the government of the UAE is not having focus only towards the development of the nation but also considered the job satisfaction of the employees that is why they give number of facilities to the employee during job period. It has been found that the public sector of Abu Dhabi needs to focus on job involvement and organizational commitment measures because these factors have direct impact on employee motivation. The role of strategic planning is found wider as it has become common in all parts of the world; although, practices in the area express that the strategy development procedure itself has become overwhelming. It has been found that the employee motivation is a necessary aspect which is able to satisfy the needs of the employee.

References 

Abdulla, J., Djebarni, R. and Mellahi, K., 2011. Determinants of job satisfaction in the UAE: A case study of the Dubai police. Personnel review, 40(1), pp.126-146.

Al-Khouri, A. M., 2012. Corporate Government Strategy Development: A Case Study Business Management Dynamics 2(1), pp.05-24.

Barhem, B., Younies, H. and Smith, P.C., 2011. Ranking the future global manager characteristics and knowledge requirements according to UAE business managers’ opinions. Education, Business and Society: Contemporary Middle Eastern Issues, 4(3), pp.229-247.

Çali?kan, E.N., 2010. The impact of strategic human resource management on organizational performance. Deniz Bilimleri ve Mühendisli?i Dergisi, 6(2).

Cania, L., 2014. The impact of strategic human resource management on organizational performance. Economia. Seria Management, 17(2), pp.373-383.

Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of business research, 62(1), pp.104-114.

Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees. International Journal of Business and Management, 8(14), p.80.

Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research agenda. Human resource management review, 19(4), pp.304-313.

Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125.

Dobre, O.I., 2013. Employee motivation and organizational performance. Tabel of Contents. Available [online] ftp://ftp.repec.org/opt/ReDIF/RePEc/rse/wpaper/R5_5_DobreOvidiuIliuta_p53_60.pdf. Accessed on 29th June 2018.

Dutta, S.O.N.A.M. and Kant, K.R.I.S.H.A.N., 2015. Employee motivation and organizational performance. Kaav International Journal of Economics, Commerce and Business Management,[Online], 2(2), pp.140-150.

Forstenlechner, I. and Mellahi, K., 2011. Gaining legitimacy through hiring local workforce at a premium: The case of MNEs in the United Arab Emirates. Journal of World Business, 46(4), pp.455-461.

Glamuzina, M., 2013. Motivation and management’s effectiveness–how to increase effectiveness through developing managers’and employees’motivation in bosnia and herzegovina. In DIEM: Dubrovnik International Economic Meeting (Vol. 1, No. 1, pp. 0-0). Sveu?ilište u Dubrovniku.

Liao, H., Toya, K., Lepak, D.P. and Hong, Y., 2009. Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. Journal of Applied Psychology, 94(2), p.371.

Nohria, N., Groysberg, B. and Lee, L.E., 2008. Employee motivation. harvard business review, 86(7/8), pp.78-84.

Obaid,A.,  Ali, M.,  Saleh, M.,  Thani, M. and Minhas, W. 2015. Improving employee satisfaction and customer service through Total Quality Management in the United Arab Emirates. The Macrotheme Review. 4(7), Winter 2015.

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

Siddique, C.M., 2004. Job analysis: A strategic human resource management practice. The International Journal of Human Resource Management, 15(1), pp.219-244.

Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of world business, 45(2), pp.122-133.

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