Human Resource Practice, Leadership and Managing People: Contemporary Approaches, Motivation Theories, and Relevance in UAE/GCC

This article discusses contemporary approaches to human resource management and development, employment and effective approaches to HRM, and motivation theories relevant to UAE/GCC organizations. It explores Maslow's Hierarchy of Needs, Alderfer's ERG theory, and McGregor's Theory X and Theory Y. The article also evaluates the impact of research evidence on management thinking and practice in UAE/GCC.

Human Resource Practice, Leadership and Managing People 1
HUMAN RESOURCE PRACTICE, LEADERSHIP AND MANAGING PEOPLE
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Task 1
1.1 Contemporary approaches to human resource management and development
There are two approaches that can be used. They include; humanistic and instrumental.
When it comes to humanistic approach, it emphasizes on the integration of HR policies and
practices with the organization’s strategic objectives but with an interest in employee
development and participation. With this, it will be possible to motivate employees and increase
the theory of work performance as it is centered on employees. Employees will feel encouraged
and develop the urge to do more. Most importantly, it is cost effective compared to hard HRM.
Instrumental HRM focuses on the qualitative performance of the organization. It is costly
compared to soft HRM. Additionally, employees will be feeling judged leading to low
performance. Consequently, it will take a longer time compared to soft HRM for employees to
adapt to the new practices.
1.2 Employment and effective approaches to human resource management, learning and
development practice
On the employment, I will be addressing the HRM practices that influence employee
engagement and competitive advantage.
According to the research, it was discovered that HRM practices such a selection,
retention, performance management, training and development have an impact on employee
engagement and organizational competitive advantage (Albrecht et al., 2015, pg. 9). Therefore,
the success of an organization depends on its level of engaging employees within the
organizational activities.

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How the research evidence has affected management thinking and practice in UAE/ GCC
The HRM approach in the research was an important information to organizations in the
United Arabs Emirates. According to the research, organization are finding different ways in
which they can use their HRM to increase employee engagement for the benefit of the
organization (Albrecht et al., 2015, pg. 11). The article also exposed them to how they can
increase their competitive advantage through adopting efficient HRM practices.
My Evaluation of the management thinking and practice in UAE
The management through the article ought to have developed new HRM practices that
will ensure their employees are engaged. This will require understanding their HRM practices
within the organization and determining how engagement of employee can be achieved. This
will require collective efforts from the top management and the Human resource department. The
management will have to come with better HRM practices and policies that will both retain and
engage employees with an objective of staying competitive within the market and increase their
market share.
1.3 Performance management
In the current world today, HR always functions to improve the performance of an
organization. This is evident by new HR practices that have been adopted by some of the UAE
organization. These new practices that have been adopted include; selection of the right people
for various job positions through adopting the right selection process, provision of continuous
coaching and training to ensure that their employees have relevant skills and knowledge to
execute certain duties within the organization. Additionally, these organization have been

Human Resource Practice, Leadership and Managing People 4
offering career development to their employees and performing exit interviews to understand
reasons why they are leaving. This will help in correcting the work culture of the organization.
Task 2
2.1 The main theories on motivation, commitment and employee engagement and their
relevance in contemporary organizations in UAE/GCC.
Motivation is a personal intrinsic eagerness to accomplish any activity that is related to
work. There are different factors that an organization should consider when motivating
employees to get committed to their work. They include; changes in management and leadership
practices, transparency, regular and open communication between the management and
employees, employees being treated with respect, provision of regular recognition of employees
and managing employees within their capability of goals that they can achieve (Sesay et al, 2017,
pg. 56). In the employment sector today, employers want their employees to be motivated due to
the complexities in the work environment. Additionally, most of these employees are ready to
learn on different methods of how to motivate their employees.
Companies have invested in training programs to ensure that their employees have all the
necessary skills and knowledge that will help in improving their performance. The success of an
organization will depend on their ability to handle the needs of employees and being able to
determine the level at which all these needs should be satisfied (Sesay at al., 2017, pg. 62).
Motivation is a sensitive in a work environment. This means that, an organization will enjoy
numerous benefits when employees are motivated. Some of which include; increased
commitment from employees where they will be completing their work before the due date,
motivation leads to improved job satisfaction, motivation will also make employees to reach

Human Resource Practice, Leadership and Managing People 5
their personal goals which is a sign of employee development. Additionally, there will be
improved efficiency among all employees since the employees have a balance between
willingness to work and ability to perform the given task. Increasing employee motivation will
require an in-depth understanding of the motivational theories that can be applied in a work
environment. The main theories include; Maslow Hierarchy of needs, Alderfer's ERG theory and
McGregor’s Theory X and Theory Y.
Maslow Hierarchy of needs
Maslow developed this theory with an objective of identifying how humans can be
motivated and it can also be used in organizations to motivate their employees to increase the
general performance of the organization (Fallatah and Syed, 2018, p.19). Maslow argued that
there are different kinds of human needs which begin from the most basic needs such as food,
shelter and clothing. In this theory, a person will only be motivated when the urgent needs have
been met first followed by less needs. According to Maslow, there are five levels in the hierarchy
(Fallatah and Syed, 2018, p.19). These needs include;
 Physiological needs: These are the most basic needs. They are biological needs that
consists of food, oxygen, water and shelter. They are considered to be strong needs
because when one is deprived of these needs, it would be impossible to survive.
 Safety needs: these needs come after the physiological needs have been satisfied. Safety
needs involve working in an environment that is free from violence and the safety of
employees is guaranteed.
 Need of love, affection and belonging: when employees have been assured of safety, they
need to feel that they are part of the organization and their efforts are being appreciated

Human Resource Practice, Leadership and Managing People 6
According to Maslow, people should be able to overcome feelings of loneliness (Fallatah
and Syed, 2018, p.20).
 Need for self-esteem: the satisfaction of the prior three needs will require the satisfaction
of self- esteem. Employees have needs of respect from others and self-respect. When
these are not satisfied, the person will feel inferior making it hard for them to express
their needs (Fallatah and Syed 2018, p.20).
 Need for self-actualization-when all the needs have been satisfied, a person should find
the path that he/she was meant to follow.
Figure 1.1 Source: http://www.changedynamics.biz/joomla30/index.php/47-motivation
Employee motivation has always been regarded as the holy grail of motivation. Maslow’s
Hierarchy of needs can be applied at a workplace in different ways. In most organizations,
management is always struggling to adopt and implement best practices but the only challenge is

Human Resource Practice, Leadership and Managing People 7
addressing the needs of employees based on urgency (Fallatah and Syed, 2018, p.23). This
requires leaders to form a strong foundation before satisfying urgent needs from the bottom of
the pyramid. The major advantages of this theory include; it can be applied in all organization
regardless of the industry, it is simple to understand and it considers the human nature based on
needs necessary for survival. However, there are limitations that may affect the implementation
of this theory in an organization.as an illustration, there is the aspect of cultural difference which
may make it difficult to achieve uniformity and harmonization of the needs of all employees in
an organization.
Relevance of the theory in in UAE/ GCC
These countries have been known to have series of activities that are not favorable for
conducting business activities. Therefore, organizations in the United Arab Emirates should
ensure that all their employees have adequate food to eat, shelter and other basic requirements.
Having a suitable place where they can have rest once they are from work will make the
employees feel obligated to do their best. Additionally, some countries in the United Arab
Emirates have been experiencing a period of political instability. Employees will only feel
motivated to work in such an environment when they are safe from harm from other militia
groups.
Most importantly, UAE is group of countries with a large majority being Islam, therefore,
other people from different faiths working in such an environment should feel like they are part
of the organization (Fallatah and Syed, 2018, p.20). Without this, employees will feel like they
are being discriminated hence reducing their performance within the organization. At this rate,
the overall performance of the organization may be affected hence affecting its competitive
advantages. Organizations should ensure that all employees feel like they are part of the

Human Resource Practice, Leadership and Managing People 8
organization regardless of gender, age, and sex and skin color. All these will require the top
management to come up with a positive working environment where employees are treated
equally and all their needs are attended to base on urgency.
McGregor’s Theory X and Theory Y
The two theories were developed by McGregor and they were describing contrasting models of
work motivation.
Description of theory X
According to this theory, the top management do assume that all employees are
characteristically lazy and will avoid work if they have the opportunity. As a result, the theory
advocates for employees to be constantly supervised and there should be implementation of
comprehensive control systems being used within the work environment (Oluwakayode, Clinton,
Stanley and Subi, 2017, p.245). This theory argues that, without an enticing incentive, employees
will be having little ambition meaning that they will be avoiding responsibilities. A manager who
is being influenced by this theory believes that things always end in blaming a person. As a
result, it is the duty of the manager to form a work structure that will energize the employees.
Description of Theory Y
A management that is influenced by this theory assumes that employees are ambitious,
self-motivated and anxious when it comes to accepting work responsibility. The theory also
argues that, employees have the ability to be innovative and creative in their place of work.
Therefore, the theory argues that, when employees are given the opportunity to work freely and
use the best of their abilities without interference from policies and rules, they can be motivated
at their place of work. Organization using this theory have a perception that, giving employees

Human Resource Practice, Leadership and Managing People 9
the right working conditions will lead to employee motivation (Oluwakayode, Clinton, Stanley
and Subi, 2017, p.245. Such organizations always remove any barrier that may jeopardize the
working environment and prevent employees from fully utilizing their talents. The following
principles should be used to ensure that Theory Y is fully adopted to enhance motivation of
employees; decentralization and delegation of duties, job enlargement, use of participative
management and performance appraisals where employees will be allowed to set goals and
achieve them within the set period. Eventually, employees will be able to achieve their needs
hence feel motivated to achieve more. This initiative may positively affect the performance of
the organization.
Relevance of the theory
According to this theory, the management play an important role when it comes to the
motivation of employees. Therefore, an organization in UAE should have an effective
management where they will structure their management in such a way that all resource are
concentrated towards employees. This means that, the management should eliminate any barriers
that may hinder the performance of employees. These barriers may include unfavorable policies
leading to creation of an environment where employees can work without pressure and
regulations that may lower their performances Oluwakayode, Clinton, Stanley and Subi, 2017,
p.245).
Alderfer's ERG theory
This is an extension of Maslow’s hierarchy of needs. Alderfer argued that the needs of humans
can be categorized into lower needs and higher needs (Sesay et al, 2017, p.43).

Human Resource Practice, Leadership and Managing People 10
Figure 1.2 Source: https://businessjargons.com/alderfers-erg-theory.html
 Existence needs: these needs are made up of needs that relate to physiological and safety
needs (Business Jargons, 2018). These needs are grouped into this category because they
are similar and their impact on the behavior on an employee.
 Relatedness needs: these are social needs that a person seeks to form a relationship.
 Growth needs: These are needs that a person develops with an objective of feeling
wanted and have sense of belonging. These needs make a person to explore his or her
maximum potential with an objective of improving individual performances (Sesay et al.,
2017, p.43).
Relevance of this theory
This theory is particular in that it allows an organization to attend to the needs of
employee’s base on educational level, family background and cultural environment (Sesay et al.,

Human Resource Practice, Leadership and Managing People 11
2017, p.63). With these an organization in UAE can be able to attend to the needs of employees
according to their understanding and expectations. This means that, the management will be able
to attend to all employees of different cultural background. This means that, the management can
attend to the needs of employees who are Islam and those who are Christians.
2.2 Management practice in my organization and associated theories
Management practices in my company How and which theories these practices
made use of.
Integration of diagnostic and interactive
controls through blending technical and
human systems
The theory that is in use is McGregor Theory
of X and Y. In such as case, the management
is responsible for introducing a process
control that will favor the enhancement of
employee motivation within an organization.
Developing care skills and recognizing
achievers
In this case, McGregor theory of X and Y has
been used. In this scenario, the management
has provided a conducive environment where
employees are able to use the care skills that
have been provided by the organization with
an objective of improving their performance.
Personalized professional relationship with
the employees
The theory being used is Maslow’s hierarchy
of needs. In this case, the management is
making the employees feel like they are part
of the organization. This could be through
allowing the employees to be part of the

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decision-making process and their ideas used
in implantation of organizational policies or
any other business activity within the
organization.
Outsourcing certain business operations and
adding value to a partner’s work.
McGregor theory of X and Y has been used.
The major function of management is
ensuring that there is efficiency leading to
ease operation and management within the
organization. This is because, at the end of the
day, there is somebody to be blamed. This can
end when employees are provided with the
services they need. This means that, the
management has to seek for outside services
to ensure that employees are not affected by
difficult activities that they can’t handle.
2.3 Employee engagement
Employee engagement is considered to be complex and a challenging objective for most
organizations across the globe. This has been attributed to the diverse nature of the working
environment. The success of an organization will depend on how they engage their employees in
a multi-cultural workforce. According to Maccey and Schneider (2008), employee engagement
involves providing an employee with favorable conditions in his/her working environment.
Employee engagement is purposeful as it helps in identifying involvement of employees,

Human Resource Practice, Leadership and Managing People 13
passion, energy and areas where their efforts are focused. According to Robin (2006), there are
different ways in which employee engagement can be achieved. One of them is through creation
of a positive working environment where positive emotions are encouraged with an objective of
improving the performance of the organization. The benefits of employee can be justified by the
following:
 Employee engagement leads to having a work environment where employees are happier.
This is because highly engaged employees are not always subjected to pressure,
termination or any other stressful environment that may affect their working attitude and
rate of work delivery (Othman et al., 2018, p.860).
 Increased productivity; employees who are engaged are regarded as top performers as
they will dedicate their time to finish the duties and work responsibilities that they have
been delegated. Increased productivity will be characterized by lower rates of
absenteeism
 Greater loyalty of employee: employee who are dedicated to the success of their current
employer will not seek for any opportunity when it comes to job offers. Increased
employee loyalty will lead increased rate of retention. According to Robinson (2006),
when employees are engaged, they always give their best toward the success and
improved performance of the organization.
Organizations in UAE which have been successful for using employee engagement include Abu
Dhabi Media and Thuraya.
Task 3

Human Resource Practice, Leadership and Managing People 14
3.1 Effective leader
An effective leader is considered to be having all the appropriate skills and attributes that
provides a conducive environment for team members leading to improved productivity. Effective
leaders have the following characteristics: They are self-confident and have self-esteem, they
have strong communication skills where they have to listen to other before making any
judgments or decisions. The moral aspect of their leadership will be characterized by honesty
and integrity because they are people looking up to their leadership (Hechanova, Caringal-Go
and Magsaysay 2018). This is because the success of the organization is based upon their moral
attributes.
Effective leaders use different leadership which are centered towards the followers. Some
of the leadership styles that they use include; democratic leadership styles and participative. The
roles that a leader should play in an organization include: planning for business activities that is
too conducted and also delegates duties to other team members or employees, a leader should
play a role in the development of the mission and vision of the organization Hechanova,
Caringal-Go and Magsaysay 2018). An effective leadership should have both a mission and
objectives. Without them, it will be challenging for the organization to fit in within the
competitive market. A leader is like an engine and without purpose, is like moving an engine
without fuel.
3.2: leadership role in the organization: Chief Executive Officer
The CEO plays a variety of roles in the organization. The CEO is like the brain of the
organization. Some of the roles being played by the CEO in the organization include: Influencing
and motivating employees within the organization. This is achieved through implantation of

Human Resource Practice, Leadership and Managing People 15
policies and allocation of adequate resources that will be used by employees to fulfill their
duties. Most importantly, the CEO helps in the decisions making process of the organization but
the decisions he/she makes are considered final. The major weakness of the CEO is not having
effective communication between the employees. This makes it hard during the implantation of
policies within the organization.
3.3 Leadership development activities and experiences in my organization.
A leader promotes the development of effective communication skills. The skills can be
developed through developmental relationships where the following methods will be used;
coaching, mentoring and adopting communication best practices. When there is a positive
relationship between the CEO and employees, it will be easier to come up with policies that
employees will adopt and implement without any challenges. Coaching and mentoring
employees will involve visiting them in the place of work and motivating them through
acknowledging the type of work that they do towards the success of the organization.
4.1 Role of Human resource management
Human resource management plays significant roles within an organization. Some of
these roles include: Recruitment and selection of employees where the department will subject
new candidates to a series of interviews where the best candidate will be selected. It is the role of
the HRM to determine and select the best candidates for any vacant position within the
organization. HRM together with the management helps in planning for all the compensation
packages of all employees within the organization (Gutierrez-Gutierrez, Barrales-Molina and
Kaynak 2018, p.45). These compensation packages include; holiday offers, awards, number of

Human Resource Practice, Leadership and Managing People 16
working hours and promotions. Most importantly, HRM plays an important role towards
planning for the organization regarding the welfare of employees.
How HR and other managers can productively work together
HR can work with marketing manager to help in talent segmentation. This is because
marketing managers are used to consumer segmentation where they get to know the type of
goods to sell to particular type of employees. With this, the HR may apply this idea to help in
talent search and recruitment of skilled employees. Working together will require the two
managers clarifying their roles and accepting the fact that they have similar purpose and social
accountability. When it comes to the finance manager, they can work together towards
formulating a proper wage structure and employment packages with the available resources.
Working together will involve the financial manager informing the Finance manager about the
available monetary resources and using it to plan with the data from the HRM. The HR can work
with the IT manger when it comes to conducting a performance appraisal on all employees.
4.2 The need for professional and qualified HR practitioners
A qualified manager will help in the successful running of the organization and increase
job satisfaction. As an illustration a professional manager will help in adoption and
implementation of favorable policies within the organization, increased efficiency through
building capacity and coming up with new ideas that will help in the daily operations of the
organization (Gutierrez-Gutierrez, Barrales-Molina and Kaynak 2018, p.55).
4.3 How ethics and organizational culture can be influenced by HR practices
Ethics address morals whereas organizational culture addresses the norms and daily
activities within the organization. Some of the HR practices include fair treatment whereby

Human Resource Practice, Leadership and Managing People 17
employees within the organization deserve to be treated equally regardless of the color or age.
When certain people are being treated differently, it may lead to poor performance a poor
working environment (Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018, p.65). Valuing
diversity within an organization by having more than once culture is significant. HR practices
contributing to ethical behaviors and organizational culture include; mentoring, coaching,
training and counselling in a diversified work environment.

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