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

Human Resource Practice, Leadership and Managing People 1
HUMAN RESOURCE PRACTICE, LEADERSHIP AND MANAGING PEOPLE
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Human Resource Practice, Leadership and Managing People 2
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.

Human Resource Practice, Leadership and Managing People 3
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