Integrated Case Study: Qatar

This comprehensive report investigates the labor crisis in Qatar, focusing on the human rights violations faced by migrant workers during the preparations for the 2022 FIFA World Cup. The report uses a case study approach, analyzing the situation through various lenses: Maslow's Hierarchy of Needs, human resource management models, ethical frameworks, corporate governance models, collective bargaining frameworks, and PESTLE analysis. The lack of effective labor laws, particularly the Kafala system, is highlighted as a major contributor to the exploitation and poor working conditions. The report concludes by proposing solutions, including the implementation of international labor standards, ethical HRM practices, a robust grievance handling system, and improved corporate governance. A comparative analysis with Russia's migrant worker situation is also included, demonstrating the widespread nature of the problem and suggesting transferable solutions.

INTEGRATED CASE
STUDY: THE CASE
AGAINST QATAR

EXECUTIVE SUMMARY
Human resource management is one of the most crucial and significant part of
employment practices. This system considers the working system of an employees by
considering their employment policies to termination policies. Globalization has developed the
system of working within the economy. It has minimized the impact of domestic boundaries and
enhanced effective measures of working for the employees. To develop this system within the
economy, regulatory authorities have created global laws and system. This has helped the
countries in meeting labour requirements to fulfil the domestic needs. This measures have helped
the countries and organization in developing an competitive edge by employing professional and
talented employees for meeting business needs. Similarly, by outsourcing low cost labours has
helped the countries in attaining the domestic needs in minimum cost.
Present study analyses a similar issue of labour management crises in Qatar which is one
of the highly developed nation of the world. Qatar will be hosting Fifa world-cup 2022 for which
the country has demanded large labour force. The event will enhance the growth and
development of the country significantly in the given time period. However, Federation of
Association Football (FIFA) has the authority to change the current labour conditions of the
country significantly to develop the labour welfare conditions and policies as well. The study
will analyse the impact and role of FIFA in developing the present conditions. It has evaluated
possible measures which could be implemented in the legal system of Qatar to improve the
conditions of labours and migrants in the country.
Qatar represented the need of 50000 migrants to develop the country for the huge event
awaited in the year 2022. The country proposed to develop infrastructural facilities including
new roads, airport, hotels and stadiums. However, the country has been alleged for lacking the
labour rights and policies which has resulted in the deaths of more than 8000 workers within the
country. The study evaluated various measures which resulted in the following Mishap. The
study efficiently analyses various HR, legal, ethical, Health and safety issues for the country.
Implementing varied models such as Maslow need hierarchy theory, human resource models,
ethical model etc has been applied in order to analyse various issues of human resource
management issues. The current issues of Qatar has impacted the brand image of Fifa adversely.
The model helps in creating an effective analysis of standard means of working and actual
performance of the company.

Qatar is not the only nation which is facing the condition like modern slavery. Thus, the
list of such type of nation is huge. Here, among all the case study of Russia is analysed which is
also going through with the problem of labour migrant. From the conducted research, it has been
found out that India, North Korea and Moldavia is being regarded as the major supplier of labour
for Russia. In addition to this, it has also being examined that the people who works within
nation does not provide an effective environment of working. Here, manager of firm exploits
people by not giving them appropriate wages. However, the significant action with regard to the
given type of condition can be taken by applying varied type of models such as HR, legal
regulations and recruitment and selection process etc. Here, with the use of human resource
model, HR policy of Russian firms can be improved. In the similar way, by taking assistance
from recruitment and selection process, the firm can place right employee at right job. Moreover,
by applying international rules and regulations upon company, Russian government can
safeguard the interest of migrated labour.

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Introduction......................................................................................................................1
1.2 Background of the study...................................................................................................1
1.3 The statement of problems...............................................................................................3
1.4 Research aims and objectives...........................................................................................4
1.5 Research question.............................................................................................................4
1.6 Significance of the study..................................................................................................4
CHAPTER 2: CASE BRIEF............................................................................................................6
CHAPTER 3: PROBLEM STATEMENT AND PLAN OF ANALYSIS......................................9
3.1 Scope of the study............................................................................................................9
3.1.1 Plan of analysis....................................................................................................9
3.2 Current issues.................................................................................................................10
3.2.1 Maslow Hierarchy of needs theory....................................................................10
3.2 Managing human resource problem...............................................................................12
3.2.1Human resource management model..................................................................12
3.2.2 Grievance model................................................................................................14
3.3 Problem of legal and ethical issues................................................................................15
3.3.1 Ethical issues......................................................................................................15
3.3.2 Corporate governance........................................................................................17
3.3.3Collective bargaining framework........................................................................19
3.4 Strategic management of the country............................................................................20
3.4.1 PESLE Model....................................................................................................20
3.4.2 Bench-marking and laying employment standards............................................22
3.4.3 Organizational health and safety........................................................................24
3.5 RESEARCH METHODOLOGY...................................................................................26
CHAPTER 4 FINDING AND ANALYSIS..................................................................................28
4.1 Qatar current issues: Main findings................................................................................28
4.1.1 Maslow need Hierarchy theory analysis............................................................28
4.2 Managing human resource.......................................................................................................29

4.2.1 HRM model.................................................................................................................29
4.2.2 Grievance management model....................................................................................30
4.3 Legal and ethical issues...........................................................................................................30
4.3.1 Ethical framework.......................................................................................................30
4.3.2 Corporate government.................................................................................................31
4.3.3 Collective bargaining Framework...............................................................................31
4.4 Strategic management..............................................................................................................32
4.4.1 PESTEL analysis.........................................................................................................32
CHAPTER 5 PROPOSED SOLUTION TO THE PROBLEM.....................................................35
5.1 Managing human resource.............................................................................................35
5.2 Legal and ethical framework..........................................................................................38
5.3 Strategic management of resources................................................................................41
CHAPTER 6: APPLICATION OF THE LEARNING..................................................................43
6.1 Introduction....................................................................................................................43
6.2 Background of Russia.....................................................................................................43
6.3 The problem in Russia....................................................................................................44
6.4 Human resource management model.............................................................................47
6.4.1 Reason for choosing the human resource model...............................................50
6.5 International laws and regulations..................................................................................50
6.5.1 Reason for selecting the international laws and regulations..............................51
6.6 Recruitment and selection model...................................................................................52
6.6.1 Reason for selecting the human resource model................................................54
6.7 Recommendation............................................................................................................54
6.8 Transfer learning............................................................................................................55
6.9 Conclusion......................................................................................................................55
REFERENCES..............................................................................................................................56
ILLUSTRATION INDEX
Illustration 1: Qatar living conditions..............................................................................................7
Illustration 2: Maslow's Need Hierarchy Theory...........................................................................11

Illustration 3: Human resource management model......................................................................13
Illustration 4: Grievance management model................................................................................14
Illustration 5: Ethical issues in HRM.............................................................................................16
Illustration 6: Corporate governance model..................................................................................18
Illustration 7: Collective bargaining Framework...........................................................................19
Illustration 8: PESTLE Analysis...................................................................................................21
Illustration 9: Human Resource Management goals......................................................................23
Illustration 10: Organizational health and safety...........................................................................25
Illustration 11: Human resource management model....................................................................48
Illustration 12: Recruitment and selection model..........................................................................52
INDEX OF TABLES
Table 1...........................................................................................................................................35
Table 2...........................................................................................................................................36
Table 3...........................................................................................................................................37
Table 4...........................................................................................................................................38
Table 5...........................................................................................................................................39
Table 6...........................................................................................................................................40
Table 7...........................................................................................................................................41
Table 8...........................................................................................................................................42

CHAPTER 1: INTRODUCTION
1.1 Introduction
Globalization and expanding business opportunities are developing employee’s
significance around the world. Professional and talented employees are a crucial need for every
business units. Companies are globally developing policies and regulations to retain labour in
order to attain quality output and satisfied employees (Blanchard, 2010). This has helped the
companies in developing effective growth and development within globally while retaining
workforce to enhance the prospective growth in coming future. Workforce is considered as the
asset of the company rather than mere resources.
In this era of development and growth Qatar has developed adverse labour conditions for
the employees and labours residing in the country. Lack of fundamental rights and freedom is the
major cause of concern. Migrants and workers from different countries are living in unfavourable
conditions, working long hours in non existence of laws and regulations (Kelly, 2009). Minimum
access to embassies, country authorities has made the living conditions miserable within country.
Unhygienic living conditions and non-existence of labour compliance system has led to large
number of deaths in the country (Revealed: Qatar's World Cup 'slaves', 2013).
Qatar will be hosting Fifa world-cup 2022 for which the country has demanded large
labour force. The event will enhance the growth and development of the country significantly in
the given time period. However, Federation of Association Football (FIFA) has the authority to
change the current labour conditions of the country significantly to develop the labour welfare
conditions and policies as well (Williams, Bhanugopan and Fish, 2011). The study will analyse
the impact and role of FIFA in developing the present conditions. Moreover, it will also evaluate
the current conditions of the labour in Qatar to examine the policies and regulation that has been
implemented in the country to develop the national working system. It will focus on seeking
possible measures which can be implemented in the legal system of Qatar to improve the
conditions of labours and migrants in the country.
1.2 Background of the study
Human resource is a significant part of the company or a country as whole. Organizations
develop various policies and regulations to enhance the quality of performance of the employees
in order to create and effective impact on the overall productivity of the company (Benvenisti
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and Downs, 2009). There are various regulations and legal restrictions for enhancing labour
welfare and efficient human resource management which helps the companies and regions in
developing the overall growth of the country and region as well.
FIFA world cup is one of the biggest football event in the world. Federation of
Association Football (FIFA) is responsible for organizing the event worldwide to entertain large
number of spectators and develop a definite source of revenue for the country. FIFA was
established in 1904 to regulate and conduct competition between various national associations.
FIFA does not control the rules of football but are responsible for organizing and promoting the
event which helps in developing countries around the world (Revealed: Qatar's World Cup
'slaves', 2013).The net revenue earned for the event is significantly high which helps the
countries in enhancing their growth and development.
FIFA World Cup 2022 has been awarded to Qatar in 2010, which has been criticized by
media and the world economy. The country conveyed the need of 50000 migrants to develop the
country for the huge event awaited to be helped in the year 2022. The country proposed to
develop infrastructural facilities including new roads, airport, hotels and stadiums (Qatar 2022:
World Cup project workers living in slum conditions behind glitz of oil-rich country. 2015).
However, the country has been alleged for lacking the labour rights and policies which has
resulted in the deaths of more than 8000 workers within the country. Unhygienic living
conditions and adverse treatment due to lack of proper laws and policies. Qatar government takes
minimum responsibility for the well being, health and safety and living condition of the workers.
Qatar promised to introduce Kafala labour laws within the country which would have
helped the employees and labours in creating effective working system along with proper living
condition. Presently Qatar is insignificant to the labour issues and has not acted upon the
situations to take any corrective actions (Revealed: Qatar's World Cup 'slaves'. 2013). The
country should now end the Khafala system and should introduce effective labour laws in order
to create an effective impact on the growth and development of the nations (Hertel, 2009). The
migrants must be recruited and treated as the resources of the system rather than slaves. Human
resource policies and regulations must be infused in the system in order to create an effective
working system for the labours of the country (Ryan and Mitsilegas, 2010). ITUS must develop
proper measures of health and safety for labours to create the definite measures for living and
residing within the country.
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From the above case analysis it is quite evident that the country lacks the international
labour laws and human resource policies which have caused a major havoc for the international
migrants of the nation (Gallagher, 2010). The ineffective treatment of labours and workers has
caused huge impact on the employees' health and global reputation of both the country and FIFA
as well. This is one of the major issue which has resulted in ineffective results.
1.3 The statement of problems
1.3.1 Current issues
In the year 2010 Qatar was awarded the sponsorship of hosting the FIFA World Cup.
This demanded 50000 migrants for developing the country's infrastructure. However, lack of
effective policies and laws has resulted in unfavourable outcomes and labour conditions. This led
to ineffective working condition and high rate of death toll in the country. The migrants lack the
basic amenities which has caused major havoc in the country. Moreover, the unstructured
regulatory and legal framework has cased major impact on the rights and duties of the migrants.
This has raised major questions on the authorities of the country. Thus the vast platform of
FFIFA World Cup has the ability to turn the situation of the country by demanding global labour
laws within the nation and forcing the country to adopt the structures legal framework to ensure
employee welfare and safety. The country has faced the highest number of deaths in preparing
for the World Cup in the history of the event.
1.3.2 Legal issues
Lack of regulations and policies resulted the country in increasing huge dissatisfaction
within the employees in creating an effective impact over the working conditions and rights and
regulations as well. The strict punishments and adverse living conditions resulted in developing
the employment into slavery for the employees. In order to resolve the grievances and provide
effective rights to the workforce Qatar authorities promised to introduce Kafala law which will
help in adopting the standard labour practices and regulations. However, the lack of proper law
has resulted in wide measures of disappointment and dissatisfaction within the workforce. This
also resulted in reducing their productivity and efficiency. Moreover, lack of laws and
regulations resulted in creating an unjust and unlawful impact on the human rights.
1.3.3 Managing people
Human resource management is one of the most crucial part of the effective management
of organizational operations and achievements of the set objectives. The basic functions of the
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department are planning, organizing, staffing, directing and controlling. As per the given case the
basic functions of human resources are not implemented within the country to enhance the labour
practices within the nation. The ineffective human resource practice results in mismanagement
and highly ineffective results. However, the strict rules and regulation of the country has
implemented autocratic style of management where the employees are given minimum control in
decision making and problem solving measures. This has most significantly resulted in
inefficient productivity and labour satisfaction as well.
1.4 Research aims and objectives
Main aim of this research is to analyse the integrated case study of Qatar human policies.
For conducting this research, the detailed analysis of the case along with the current situations
and of cases and problem faced by the labour force of the country has been analysed. The
objective to attain the aim of the study will be:
 To analyse the human resource policies for migrants in Qatar
 To examine the impact of labour laws for welfare and Development of workforce
 To evaluate international law for Migrants
 To recommend effective human resource practices for enhancing labour welfare in Qatar
1.5 Research question
1. What are the human resource policies to organize FIFA World Cup 2022?
2. What is the impact of labour law on welfare of workforce in Qatar?
3. What is the International law for migrants in Qatar?
4. What will be recommended policies which will help in enhancing labour welfare in
Qatar?
1.6 Significance of the study
Significance of the study focuses on deriving the effective benefits and values from the
given research in order to create an effective impact on the existing researches, literatures and
scholars as well. It helps in creating a valid and well developed study and analysis of various
impact of the study. The study will help in developing the in-depth knowledge about the topic
and related issues for the same. This can be further used for both academic references and
developing further researches on the stated case. The study is significant for analysing human
resource policies on the effectiveness of working system and reputation of the country as a
4

whole. It will focus on minimizing the significant loopholes in the theoretical and practical
application of theories, models and tools.
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CHAPTER 2: CASE BRIEF
FIFA World Cup 2022 will be organized by Qatar which is a sovereign country located in
Asia. The country is rich with oil resources and has created huge development from the same. It
adopted the monarchy system which has resulted in low impact of free will and democracy
within the country. In the year 2010 Qatar won the bid for presenting FIFA World Cup 2022
which is one of the biggest and most prestigious football tournament. 50000 migrants were
employed for developing the infrastructure of the country to prepare it for the world cup. Various
reports suggested that lack of labor laws and broken system of management has resulted in high
death toll of the migrants in the country. Moreover, poor living conditions and adverse facilities
for labors has raised questions about labor welfare laws and policies adopted by the country. The
authorities and labor welfare communities globally is seeking effective measures to control this
practice and develop a well managed system of operating within the country.
The given case mentioned that Qatar has planned an and developed a system of
redesigning and developing the entire country to prepare it for world cup 2022. To accomplish
this project the country employed more that 50000 migrants from Asian countries India, Pakistan
and Nepal. The immigrants seeking employment started working within the country in very
adverse conditions. According to the employees the country provides the least support in terms
of facilities and living conditions. This has enhanced unhygienic living measures for the
employees. Moreover, the legal policies and regulations are unstructured and ineffective for
implementation. Employees seeking legal or regulatory helps gets no helps from the country
authorities.
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Lack of proper living conditions and highly discriminatory policies of the country has
created major issues for the employees. The workers are treated as slaves in the country as they
have minimum access to basic amenities and residual facilities. The hygienic conditions staff
quarter is unsafe and intolerable. Moreover, the case mentions that the changing policies and
regulation of this sovereign country has caused havoc for the migrants who choose to leave the
country. As per the case employees are captivated ad in the country and are forced to work
without proper access to food, water, electricity and rooms as well.
International trade union confederation (ITUC) performed an in depth analysis of the
countries policies and regulatory system. The report reflected huge gap in labor needs and
facilities provided by the country. The reports revealed that the work fatalities is high and
inconsiderable. Moreover, unstructured regulatory system makes it impossible for the migrants
to seek proper protection and support. The embassies of different counties are not approachable
for the employees. Under Kafala system employer enjoys the total control over employees
movements in the country, changing jobs, leaving country as well. The law injects the
impression of slavery for migrants.
7
Illustration 1: Qatar living conditions

Wage discrimination and fraudulent contracts is yet another major issue which has been
observed by ITUC. The monarchy system has provided minimum democratic freedom to the
employees. The migrants were offered different job position and higher salary packages on
papers however, the real situation revealed the paradox situation for the situation of the country.
Various migrants' interview revealed that employers practiced highly discriminatory policies for
the employees. Wage discrimination and fraudulent contracts displayed attractive job profiles but
the employees were offered jobs different from what they were recruited for. Moreover, the false
contract information was accepted as the there are no regulatory authorities to handle such cases.
The employees lost their complete earnings and times to seek freedom from the country.
The corporate behavior of the country is widely unprofessional and unacceptable. The
country is rich and wealthy but the unauthentic treatment of the employees reveal the situation of
unlawful practices has gained effective focus on the system. It has not adopted the standard
practices and laws fr developing effective working environment for the labor. The facts and
figures revealed that the death toll of migrants has crossed the figure of 1200 till the year 2014.
Research analysts estimates it to cross over 4000 under the current working situations.
FIFA is a grand event which can deliberate the changes in the working system of the
country. Reports mentions various issues the country and its legal system is facing which
develops Qatar in financial and infrastructural means but causes wide impact on the lives of
workers residing in the country. The case mentions that effective introduction of legal framework
and policies may helps the labor in creating a wide impact on working system. Moreover,
stagnant Kafala law is brutal and unstructured. Ending Kafala and introducing well structures
policies and regulation will help the country enhancing labor welfare and regulatory system of
working. Introduction of freedom of association and collective bargaining system will help the
country in enhancing equality and power of labour as well. This will help the country in
enhancing the quality of work and speed as well. The clean and transparent recruitment system
of the country will enhance trust and loyalty within migrants. Thus, the overall report reseals the
present situation faced by migrants working in Qatar and the reforms which may helps the
country in overcoming the situation.
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CHAPTER 3: PROBLEM STATEMENT AND PLAN OF ANALYSIS
This chapter of the report deals with analyzing major problems which the country
currently is facing and its impact on performance of employees and brand reputation of the unit.
The chapter creates an in depth analysis about the area of major concern in this research and it is
developed with a motive to gain better progressing with this research. The chapter efficiently
analysis different problem statements and attempts to seek the probable solutions for the same.
3.1 Scope of the study
The above case reveals the human resource issues that migrants of Qatar are facing while
working for the development of the country. Reports and researches reveals that the sovereign
country lacks regulatory system and human resource management issues which creates an
adverse impact on the working of the employees out there (Thielke and et.al., 2012). The
migrants living in adverse conditions are trapped which has impacted the brand image of the
country. According to ITUC reports FIFA authorities has the power to reform the practices of the
nations and develop the system of labor welfare and management which will helps the company
in enhancing working system and living conditions of migrants. Reports revealed huge gap in
standard labor practices and actual practices in Qatar. This section of report reveals the factors
which causes an effective impact on Qatar migrants and probable solutions to improve the same.
3.1.1 Plan of analysis
Problem of managing Human resource
Human resource
management model
Maslow hierarchy of needs Grievance model
Legal and ethical issues
Human resource ethics Corporate Governance Labor welfare framework
Strategic management of country
9

PESTLE Bench-marking and
standards
Organizational health and safety
3.2 Current issues
FIFA is a large authority which manages and plan the most prestigious event of football.
This event is one of the most widely watched event in the world thus creates high economic
growth for the host countries. Qatar won the bid for hosting the World Cup 2022 which gave the
country huge opportunity of growth and development. Qatar recently faced high questioning due
to high rate of deaths that the country faced due to adverse living condition and lack of proper
facilities. This has effected the brand image of FIFA. To attain the financial benefits of hosting
tournament Qatar is working effectively in developing the infrastructure of the country by
employing high rate of migrants form Asian continents. The lack of effective services and
allegations of modern slavery has led the country in developing wide impact on the brand image
of FIFA.
3.2.1 Maslow Hierarchy of needs theory
Abraham Maslow in the year 1942 provided a very relevant theory of human needs
behavior. The author explained the concept that the needs of people follows a specific hierarchy
which helps them in developing satisfactions and motivation to work and perform for the
company (Taormina and Gao, 2013). This model later was developed and refined to deliver
modified conclusions. Need hierarchy theory is explained below:
10

The model clearly lays a hierarchy of human wants and needs which defines their
existence within the economy and develops their motivational influence to work or reside in a
place. According to the given model the basic needs of a person or an employee is to attain the
basic needs food, water and shelter. One these needs are attained the hierarchy moves ahead
towards the safety needs which relates to the freedom of movement, financial security and social
safety as well (Adiele and Abraham, 2013). The first two levels are considered to be the basic
level of existence of a person and impact his/her behavior and performance as well. The next
level of the model defines the social needs which demands social values, friendship, group work,
belonging, family etc. Being a social animal employees demand social needs to enhance their
performance within a country or business unit (Taormina and Gao, 2013). Needs of esteem is
considered to be at higher level which demands status, respect and recognition. Th final level of
the need theory is self actualization need which is difficult to attain very few employees are able
to attain this level.
Reason for Choosing this theory
11
Illustration 2: Maslow's Need Hierarchy Theory
(Source: Taormina and Gao, 2013)

The author gave this theory to define human behavior and their pattern of needs in order
to create an effective impact on the business units to develop their structure of work. The current
issues within the country represent a huge death toll of workers. Analysis of this model will help
in analyzing the needs behavioral and psychological perspective of workers which will help in
defining the needs of employees and actual access to resources and facilities that they are getting
in Qatar.
3.2 Managing human resource problem
Human resource management is one of the most significant part of business which helps
in attaining an effective achievement of goals. This helps them in developing a well integrated
system of working within the society. A well developed system of working helps in creating a
valid impact on the growth and development of an employee (Noltemeyer and et.al. 2012). The
model defines a system of working which helps the employees in creating a well structured
system of working within a company.
3.2.1Human resource management model
12

The above model develops an effective measure of integration of employee performance
with Human resource functions of the company. It clearly states the significant aspects HR
functions and how these clearly affect the human resource performance within a country or
company. The model defines a clear structure of human resource for the company (Swart and
et.al., 2014). It clearly defines how strategic HRM is implied within a business and what are its
possible outcomes which leads to the growth and development of the company. HR management
knowledge about various functions of human resource such as recruitment, selection, training,
motivation, labor relation, legal aspects are the core part of HRM (Budhwar and Debrah 2013.).
This structures the working system of a company. Moreover, this helps in measures the
capabilities of employees in order to develop them for better and effective performance (Ferrell
and Fraedrich, 2014).
Reason for Choosing this model
13
Illustration 3: Human resource management model
(Source: Johnson, 2013.)

Human resource is one of the most critical aspect of growth and development of the
company. Qatar employed 50000 migrants to develop the infrastructure of the country however
the ill treatment of employees and lack of safety lead to death of more than 12000. Many reasons
have been analyzed for the same. Managing human resource is one of the most crucial part of the
business unit. The current issues of Qatar has impacted the brand image of Fifa adversely. The
model helps in creating an effective analysis of standard means of working and actual
performance of the company.
3.2.2 Grievance model
This is a model which helps in analyzing various measures used by a company to deal
with the issues and problems faced by the employees. This model clearly represents various steps
which helps in developing a mutual way to deal with labor issues in order to create effective
impact on employee dissatisfaction (Adiele and Abraham, 2013). Employee dissatisfaction is one
of the major issue which create huge business issues within a company. In order to deal within
such problem, organization generally develop a grievance management system which creates an
unbiased and effective way to deal with the issue. This model develops equal opportunity for the
14
Illustration 4: Grievance management model
(Source: Grievance Management. 2013)

employees to raise the issues and concerns which are not acceptable. Following a legal procedure
companies focuses on managing the issue and creating an effective solution for the same.
Grievance procedures are formal communications channels designed to settle a grievance as soon
as possible after the problem arises (Cao and et.al., 2013). The problems are tackled at various
levels within an organization and seeks a satisfactory solution for the same.
Reason for Choosing this model
This model clearly represents a collective measures to find a proper solution for a given
issue. This helps in creating an effective impact on employee needs and demands. This model
helps in analyzing the process and impact of grievance management and collective bargaining on
the effectiveness of employee potential and brand image of the company which develops well
developed measure to deal with the employee problems and issues.
3.3 Problem of legal and ethical issues
The legal and ethical issues helps in developing an effective impact on the overall growth
and development of the country and company as well. These are the measures which helps in
creating a wide impact on choosing a right way of doing things. The ethical issues while
developing work structure helps businesses in gaining wide reputation within the economy.
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3.3.1 Ethical issues
The ethical model of human resource management helps in creating a wide impact on the
growth and development of an organization. These issues include the following measures within
the system of working. The predefined ethical issues that every business unit is expected to adopt
are health and safety of employees, employment issues, recruiting and layoffs processes, privacy
issues etc (Purce, 2014). The model entails a detailed analysis of how these factors contributes
ibn the growth and development of an organization (Wintoki, Linck and Netter, 2012). A model
creates a clear understanding about measures and scope that the must be taken into consideration
while managing organizational employees or workers as a whole. Ethical issues are difficult to
handle and may create a wide impact on the growth and development of a company. These issues
contribute in demolishing the brand image of an organization. The model clearly defines various
factors which are taken into consideration while planning employee working and welfare as well.
It also evaluates the common global factors which are efficiently analyzed within the economy
(Jiang and et.al., 2012).
Reason for Choosing this model
This model help in defining the ethical factors that helps an organization in creating a
wide impact on human resource of the company or country as well. The model will develop an
16
Illustration 5: Ethical issues in HRM
(Source: Tricker, 2015)

effective understanding about factors which helps the companies in analyzing the impact of these
issues and how does a country implement to enhance employee safety, satisfaction and well
being. Understanding the importance of ethics in human resources is crucial for countries to
create wide impact on the growth, development and brand image of the unit.
3.3.2 Corporate governance
Corporate governance is a system of rules, practices and processes which regulates and
defines the practices of a business or a country and focuses on balancing the interest of
employees and company (Acharya and et.al., 2013). Corporate governance comprises a set of
relationships between an organization's management, its Board comprising Company Directors
or Committee Members, its members and other stakeholders, and a structure with policies and
processes through which the objectives of an organization are established, attained and
monitored.
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Corporate governance is one of the most crucial part of a business working. This helps a
company in analyzing the impact of effective working within the global framework(Armstrong
and Taylor, 2014.). In close analysis, these critical issues highly matters the brand image of a
company. It helps in defining the business plan and analyses the risk. This model assures the
quality and management of working system (Bratton, and Gold, 2012).
Reason for Choosing this model
This model holds critical significance for the given study as it contributes highly in the
analyzing the working system of Qatar and its impact on the growth and development of a
country as a whole. Fifa needs to critically analyze working system of the Qatar to develop an
effective management of employees and analyze the prevailing issues within the country. This
18
Illustration 6: Corporate governance model
(Source: Nini, Smith and Sufi, 2012)

measures will help in developing an effective impact of this system on the working of the
country within the economy. The important issue is to ensure that the overall strategy setting and
planning of the organization is clearly documented and communicated.
3.3.3Collective bargaining framework
Collective bargaining is the process of creating a wide impact on the needs and demands
of the employee to develop a strong term of employment between employee and employer. . The
terms of employment are likely to include items such as conditions of employment, working
conditions and other workplace rules, base pay, overtime pay, work hours, shift length, work
holidays, sick leave, vacation time, retirement benefits and health care benefits (Jerome, 2013). It
is an integral part of business unit where employees has an equal and considerable participation
in decision making process of the company. This process has resulted in highly positive impact
in various countries resulting in minimizing employee exploitation practices.
Trade unions and employee representatives helps in developing policies and regulation
which helps in minimizing unlawful practices. The process of collective bargaining provides
19
Illustration 7: Collective bargaining Framework
(Source:)

voice to labor which provides them the power to put forward theirs needs and demands and
create a collective impact on the same (Maslow, 2013). Under this process trade unions and
management negotiate to create a collective agreement for the company. Third party reference is
demanded in situations which is not resolved collectively by the two parties.
Reason for Choosing this model
The migrants in Qatar are facing major issues regarding labor welfare policies within the
country. The living and working conditions of the employees are adverse and employees are paid
as per employer's convenience. This has created a high impact on the safety and health of people.
Collective bargaining model provides a power to seek the employee welfare by developing trade
unions which may helps the employees in raising their voice against the unlawful and
discriminatory practices being followed within the country. Moreover, the model clearly
determines a regulatory measure to seek rights on the basis of terms of employment.
3.4 Strategic management of the country
3.4.1 PESLE Model
20

PESTLE analysis helps in examining the impact of external factors on the effectiveness
of the organizational working. Companies apply this model to anticipate the upcoming threats
within the market which may affect the smooth working of a business unit (Beran, 2014). The
factors that impact the business operations of a company or a country are:
 Political factors: The regulatory and authoritative impact on the working of the company
within a country is regulated by political factors. Policies and system of working of the
country helps in laying impact on business working as well.
 Economic factors: Growth rate, Per-capita income, rate of population, inflation rate etc
are few demands of this segment. This helps in analyzing the demand and supply of labor
segment and cost of labor as well.
21
Illustration 8: PESTLE Analysis
(Source: Pradhan and Kamble, 2015)

 Social Factors:These issues create a living system and measures within a country. These
factors helps in anticipating the impact of social issues on organizational working system.
 Technological factors: The impact of technology on the working system of the country is
yet another measure which helps a country in creating a wide impact on the working
system and labor management measures. These factors helps in determining the demand
if labor and sped of work as well,
 Environmental factors:The environemenatal factors such as temperature, humidity and
heat etc helps in analyzing the working conditions within the country thus employees
must be given proper measures to develop an effective measure to deal with all such
issues (Rana and et.al., 2015). Legal factors: the internal laws and regulations of the country helps in developing an
effective measure of working.
Reason for Choosing this model
PESTLE analysis helps in developing an effective impact on the overall analysis of the
organizational working based on the laid standards within international market. This model helps
in analyzing the impact of business operations on the basis of various external factors existing
within the market. For the current case this model will help in analyzing the impact of various
external issues on the labor market of the country.
3.4.2 Bench-marking and laying employment standards
22

Bench-marking is an age old practice of laying down the standards of working for an
individual or a business to analyze where the business is what is expected out of it. This measure
helps an organization in analyzing the expected outcome from the process of working to create
an effective impact on brand image and profitability of business (Rana and et.al., 2015). To
develop an effective impact on human resource practices countries and international authority
has laid the standards in terms of HR goals. The above framework clearly analyses various
human resource goals expected from various businesses and countries as well. This creates an
23
Illustration 9: Human Resource Management goals
(Source: Now Is The Time To Challenge HRM Orthodoxy. 2015)

effective system of employment policies and expectations as well (Bach, Kessler and Heron,
2012).
On the basis of the given framework the four pillars which helps in developing the
standards of working in form of HR goals are Legislation, management, labor unions and
changing working system. These measures are considered by different countries in order to attain
the HR goals (Ghosh and et.al., 2014). These focuses on employee development, motivation,
inception and maintenance. The model examines the central HRM functions and link it with
elements of human resource to lay the bench-mark in terms of HR goals.
Reason for Choosing this model
The model helps in analyzing the set standards for employees of the companies. It clearly
analyses various factors which sets human resource goals for the companies and develop a valid
impact on the growth of the company. Qatar is facing considerable issues in terms of employees
welfare and expectations as well. The model will clearly help in examining the gap between the
what the employees expect and what is being offered by the employers of the country. The
model will effectively determine various factors which has created high level of employee
dissatisfaction within the country.
24

3.4.3 Organizational health and safety
Organizational health and safety is one of the leading demand of the employees which
helps businesses in creating a wide impact on the growth and development of company's
business prospects and profitability as well. The model the four major factors which helps in
creating effective impact on organizational working (Gupta and et.al., 2012). The major factors
which contributes in developing a safe and effective working system are measures on various
elements. The rights and responsibilities of a company plays a leading role for the same. The
ethical business practices and efficient working measures helps in attaining the set results.
Analyzing organizational risk is yet another measure which creates an effective working
measures (Thomas, 2015). Risk management processes are implied by companies such as Tesco,
Marks and Spencer, Jaguar etc in order to assure the employment safety. Legislative policies and
regulation develops regulatory framework for safety measures which lays the system of working
25
Illustration 10: Organizational health and safety
(Source: Organizational health and safety. 2015)

for the companies. All the above mentioned models helps in developing a safe working system
within the company.
Reason for Choosing this model
More than 2000 migrants have died in Qatar due to adverse working conditions and lack
of safety measures which the company must adopt in order to create a safe working environment
for the employees. The model will emphasize of the significance of health and safety measures
for the safety of the employees and create an effective understanding about issues which are
being faced by the migrants of Qatar as well.
3.5 RESEARCH METHODOLOGY
Research design
The case study design approach were used for the present study which is on the case
against Qatar. In accordance with the given context, the given case study on Qatar human
resource management policy is thoroughly analysed (Armstrong and Taylor, 2014). Through this
way only, the framed aims and objectives of study were met.
Data collection
For the study which is on the case against Qatar the data were collected through
secondary means. In this regard, the tool such as books, journals and online articles were
researched as well as analysed (Jiang, and et.al., 2012). The given mean had played very crucial
role. This is because, with the help of given approaches only it had become easier for the
enterprises with regard to fulfill the aims and objectives of the given study in an appropriate
manner.
Data analysis
For the present study the collected data were analyzed through qualitative approach. In
this regard, the tool such as thematic analysis was used in which the collected data were analyzed
by forming and effective themes.
Reliability and validity
In order to make this research reliable and valid, the researcher has used authentic
sources. The data gathered was obtained from authentic sources including books and journals.
This helped in creating an effective impact on the overall understanding of the researcher and
26

readers as well. The authentic use of data is critically avoided, to enhance the authenticity of the
given report.
27

CHAPTER 4 FINDING AND ANALYSIS
This Portion of the study analyses various findings and information that has been
collected for the case through secondary source of information. Data analysis can be understood
as a procedure under which revision, conversion and modification of data are entailed with a
motive to attain final results. It is a significant part of research study as it creates an overall
analysis of various studies which have been applied to attain the objectives of the research. This
will develop an in-depth understanding and analysis of the issues faced by the migrants of Qatar
and its impact on their motivation and working measures. The report has evaluated various
models and theories in order to create a valid conclusion on the case to analyse the factors which
contributes in enhancing the problems faced by the migrants.
4.1 Qatar current issues: Main findings
4.1.1 Maslow need Hierarchy theory analysis
This theory undertakes the following needs:
 Physiological needs: The basic needs of the employees seek for the needs of food water
and shelter. Migrants residing in Qatar are residing in the adverse living conditions. Their
basic needs are met by the companies to certain extent however the employees have to
share accommodation with more than a limit. Food and water facilities are highly
inappropriate for the employees.
 Safety needs: Financial and physical security is one of the prime requirement of the
employees of a company. Employers of Qatar provide minimum safety measures to
migrants. Employees work under extreme heat with minimum safety measures.
Moreover, the employers takes minimum responsibility for Job safety and safety of
employees as well.
 Social needs: The needs of belonging, friendship and love falls under this category.
However, the migrants in Qatar are provided with minimum social compliance. The
migrants travel alone to the country with the motive to earn high wages for a better
future. Thus, social needs of migrants remains unmet.
28

 Personal needs: These needs considers status respects and prestige of the employees
however the migrants are unable to attain these factors due to unfair labour laws and
unstructured measures of working within the country. Self actualization needs: This factor of employees need is unattained by the migrants of
Qatar due to high level of dissatisfaction and ineffective working measures.
Findings
It has been analysed that the migrants working in Qatar are unable to fulfil their basic
needs and requirements as well because the employers provide minimum services to the
employees (Purce, 2014). This has created an adverse impact on the growth and development of
the employees which has created high level of dissatisfaction for the employees. Employees are
unable to attain the any need due to lack of well developed structure and proper legal framework.
It has been efficiently analysed that labour facilities of the country are inefficient for meeting
minimum employee needs.
4.2 Managing human resource
4.2.1 HRM model
Human resource model focuses on developing an effective impact on the overall
development of the business through analysing the needs and requirement of the employees and
developing measures to fulfil the same. The human Resource models creates a structure measure
of attaining organizational objectives which develops a win-win situation for both employers and
employees (Harford, Mansi and Maxwell, 2012). Qatar has developed minimum human resource
structure for the employees of the company. The recruitment and selection process of the country
is ineffective as employees are offered job with attractive packages however after arrival their
passport is confiscated and are offered work which country wishes to finish. Employees has
minimum access to facilities about labour welfare and safety as well (Tricker, 2015). The
extended working hours and varying wages reflects the unethical human resource practices of the
country. Employees are used as the resources rather than assets of a company.
Findings
On the bases of the given case it has been analysed that Kafala Law of Qatar is highly
unstructured and ineffective for effective working of the employees. Employers infuse minimum
development policies for the employees. Moreover, the effective working measures of the labour
29

in ineffective. The country has adopted high inefficient measures for making the employees work
within the company. Qatar has implemented minimum measures to analyse the employees needs
in order to provide basic welfare services. Thus, it is evident that the Human resource policies
and practices of the country focuses on attaining the profit motive of the business solely ignoring
employee needs and requirements.
4.2.2 Grievance management model
Qatar has employed more than 50000 migrants to develop the infrastructure of the
country and create a valid impact on the growth of the country by hosting FIFA world-cup 2022.
The management of the country provides minimum access to basic facilities and proper living
conditions as well. Analysing the grievance models it is clearly visible that Qatar has
implemented no system of work management or developing employee condition. Organizations
has taken no measures of grievance handling within the country (Erkens, Hung and Matos,
2012). High rate of employee dissatisfactions and minimum access to labour laws has created
ineffective working measures. Moreover, systems and policies changes on the basis of
employer's convenience (Grievance model, 2015.). Employees has minimum control over the
basic needs and requirements of employees. No business unit has implemented a formal
procedure to handle the grievance of the employees within the country.
Findings
Various case analyses and working conditions of employees in the country clearly
reflects that the employers give minimum consideration to the issues of the employees and the
issues that are being faced by them within the company. The employer has developed no
measures of listening to the complaints of employees thus has developed wide measures of
dissatisfaction and exploitation of employees as well.
4.3 Legal and ethical issues
4.3.1 Ethical framework
Employers in Qatar do not follow the ethical model for human resource management.
The employees are exploited beyond their capability. The country is making labour work beyond
capability irrespective of their health and physical conditions (Tricker, 2015). Moreover, the
ethical consideration in wages is also minimum as the employers make the unethical deductions
from the wages in order to save their cost (Human resource ethics, 2015). The employees are
30

made to work in 50 degree temperature without considering the human limits. The health and
safety measures taken in the country are minimum. Moreover, any responsibility for accidents of
labour while working is not taken by the employers.
Findings
Qatar management has implemented minimum ethical measures for providing effective
services to the employees. The rigid regulations and lack of effective labour laws and welfare
measures represents that the management of the country has ignored the ethical issues and are
merely focusing on attaining the objectives by over exploiting labours. It is evident form the
given report that high rate of death within the country could have been controlled if employers
had implemented ethical measures of working.
4.3.2 Corporate government
The mechanism of controlling and directing within Qatar is missing as the regulations
and policies of the country has developed a strong internal system where the employees are
unable to contact welfare authorities or embassies of the country as well. The organizational
structures of the country is not structures to create an effective impact on the employee welfare
(Erkens, Hung and Matos, 2012). The employers adopt the measures of modern slavery where
labour are made to work in extreme conditions without proper compensation and well developed
structure as well.
Findings
On the basis of the analysis it is evident that Qatar has not developed an effective
structure to implement corporate governance within the country. The employers have developed
their own policies and regulations which changes according to their needs and preferences. This
has increased high level of labour exploitation and inefficiency as well. Corporate governance
mechanism includes effective monitoring of actions, policies, practices, and decisions of
corporation top align the interest of all the stakeholders. The analysis clearly depicts that Qatar
has developed no such measure.
4.3.3 Collective bargaining Framework
The power of labour is minimum within the working system of Qatar. The migrants
suffer wide level of discrimination within the country which has resulted in ineffective system of
working. Moreover, the migrants has minimum access to complaint which has deteriorated their
conditions of working within the country (Barocas and et.al., 2013). The system of collective
31

bargaining helps in minimizing the chances of discriminatory or unlawful practices within an
organization as this system give power to the employees to seek effective Working conditions
and practices. However, Qatar has developed no such system as the policies of the country are
highly unstructured.
Findings
The analysis of the report effectively depicts that the working system of the country has
developed no measures of collective bargaining measures for the employees. This has restricted
the employees form negotiating the terms of employment of discriminatory practices that the
employers are practising within the country. Moreover, this measure has resulted in high level of
employee dissatisfaction in the country. The minimum access to health and safety practices has
resulted in high death toll within the country as well.
4.4 Strategic management
4.4.1 PESTEL analysis
Qatar is sovereign country and the monarchy system within the country has resulted in
rigid regulations as per the convenience of the authorities. The policies and regulations are not
aligned to labour welfare. Economic system of the country is strong and highly developed. The
oil reservoirs and high rate of growth and development within the country has enhanced the per-
capita income of Qatar. Moreover, being an Islamic country Qatar is highly influenced by
Islamic trends and policies. Moreover, the religious measures also develop the trends within the
country (Pradhan and Kamble, 2015). Technological advancement is high and effective within
the country which has developed a system of working in Qatar. Environmental factors
contributes highly in the working system of the employees. Extreme temperature and climatic
conditions enhances the safety measures of labours working in the country. Furthermore, legal
issues for migrant is influenced by Kafala law which is highly unstructured and is not aligned
with international laws and policies.
Findings
Analysing the PESTEL model of the country it is evident from the analysis that country
did not consider the international regulations and policies for developing the regulations and
systems of the country. Political system of the country has influenced the working system which
has increased high level of biasness. Moreover, the overall system of working is not aligned with
32

international system of working which makes it difficult for the migrants to cope up with local
policies.
4.4.2 Benchmarking and employment standards
The employment standards of Qatar is unable to attain the human resource goals and
expectations of labour of employees. The country has adopted the orthodox measures where
management practices are least supportive for the migrants. Moreover, the legislative practices
are not aligned with the changing world of work (Budhwar and Debrah, 2013). The companies
have adopted the slavery measures to accomplish the objectives. No labour unions or regulatory
practices have been developed to enhance the working system of migrants. The basic needs and
requirements of the employees are ignored which has enhanced high measures of risk for
working in the country. Moreover, lack of policies and law has led employees into inefficient
working system.
Findings
On the basis of analysis it has been evaluated that the human resource management of
Qatar is highly unstructured and ineffective. The needs and requirements of the employees are
ignored by the management thus creating forced labour measures. Companies provide no
measures of employee benefits and safety as well. The sources of motivation and development of
migrants is minimum. Moreover, lack of effective labour welfare authority has challenges the
working system within the country. Thus, the model analyses that high level of gap exists in
international employment standards and employment standards of Qatar.
4.4.3 Organizational health and safety
High death toll of migrants and minimum health and safety measures provided to the
employees for the risky job clearly depicts the minimum access to health and safety practices to
the migrants working in Qatar. The management takes the least responsibility for the employee
welfare, safety or accidents. The regulatory framework has no laws or policies in favour of the
safety of labours in the country. Extreme environmental conditions and highly risky jobs provide
high impact on employee safety.
Findings
The analysis of the report helps in clearly analysing that health and safety measures are
ineffective for the employees of the country. Moreover, the legal and regulatory framework of
the system has created high impact on the health and safety of employees. The employers have
33

not adopted the rights and responsibilities in favour of organizational health and safety within the
country.
34

CHAPTER 5 PROPOSED SOLUTION TO THE PROBLEM
This chapter of the study analyses the in-depth evaluation about various issues that has
been analysed in the given case and all possible measures to improve those issues. This section
of the report analyses various findings and create an in-depth analysis for improving the existing
issues. It consists of various recommendations to develop the working system of the given
country. It clearly evaluates the issues and seek the possible measures to find an effective
solution for the same. The chapter also discusses the plan of action which may helps the Fifa in
developing its brand image by creating an effective system of labour welfare and safety in Qatar.
5.1 Managing human resource
Table 1
Model Problem Solution
Maslow need Hierarchy Ineffective working conditions
and high level of labor
dissatisfaction
Cultivating effective system of
analyzing the needs and
requirements of the migrants
and providing proper working
environment
Assessment
Qatar has implemented adverse working conditions for the migrants which has resulted in
increasing high level of dissatisfaction and fatalities within the country (Guest, 2011). The labour
treatment is below the expected levels and their need assessment is ignored by the employers.
Recommendations
Cultivating proper system of working to attaining the needs and requirements of the
employees will help in developing an effective and safe working system within the country. The
Brand image of FIFA will be enhanced as the authority has wide fame in the world. The
employees must be provided effective working system along with proper wages for working.
Action Plan
The best measure to ensure the working environment of the employees within the country
is by developing a proper system of working which will helps in creating a wide impact on the
growth and development of Fifa along with labour welfare. The migrants finding job in Qatar
35

seek effective measures to earn money. Qatar must create proper working measures with well
structures and transparent policies to ensures legal requirements of migrants as well. Moreover,
financial safety with effective working and living conditions will develop high level of
motivation for the migrants.
Table 2
Model Problem Solution
Human resource model Unstructured human resource
system for migrants
Develop a proper system of
working by developing
organizational structures
within the country on the basis
of international standards
Assessment
The human resources model seek an effective integration of human resource functions
and actions within a company. Qatar faces wide level of issues in the structure of human
resource system. The policies and functions are not effective and transparent for the migrants.
The recruitment system of Qatar is not clean thus misguide the employees for working.
Moreover, forced labour and ineffective wages for survival has created an effective impact on
employees working system and survival as well.
Recommendations
The country must develop an effective structure of human resource management for the
migrant which ensure effective employment policies aligning with international laws. Along with
this the country must also implement proper system of working. Human Resource Management
(HRM) is considered as the process of recruiting eligible people for organization and guiding
them in a proper direction to get the best output from them. This must be adopted by the country
in order to create an effective impact on migrants.
Action Plan
As per the model the information of these levels helps in developing the objective of
business which leads to competence, commitment, profitability, sustainability of business along
with developing trust, loyalty and employee satisfaction. All these measures helps in developing
a business developed by people. The country will develop a proper structure of working for the
36

employees which may helps them in creating proper system of working and enhancing effective
measures of recruitment and selection as well.
Table 3
Model Problem Solution
Grievance handling system Inadequate responses and low
standards of working
Enhancing employees safety
and working environment and
creating proper system of
grievance handling for
adequate response to employee
issues
Assessment
Qatar issues clearly represents the unlawful practices within the country which provides
no collective representation for workers or any compliance system. Moreover, inadequate
responses of the employers has led to worse situation of employees in Qatar. The country has not
developed any measure to manage employee grievances to analyse the issues and problems faced
by them.
Recommendations
Grievance management helps the employees in seeking an effective platform to present
the problems and seek considerable solution for the same. To deal with these issue Grievance
management framework represents involvement of various level of management within the
process. This will help in developing an effective measure of creating high impact on employee
welfare within the country. Moreover, this will also enhance the working system for the
employees as well.
Action Plan
The development of structure will help in enabling grievance handling process in the
country. Employees may then approach supervisors with the demand which, if not resolved is
then approached to higher managerial level. If the problem is still not resolved third party
involvement is suggested where a legal representative or judiciary deals with the problem to find
a valid measure to resolve the grievance. This will help in developing an effective system of
37

working for the employees and management may regulate the working system while enhancing
labour welfare.
5.2 Legal and ethical framework
Table 4
Model Problem Solution
Ethical issues in HR Modern slavery system of
working in Qatar
Developing labor laws and
adopting ethical behavior of
working while integrating
human capabilities and needs.
Assessment
The assessment of working system of Qatar clearly represents that the employee are
exploited highly in order to attain the objectives of the employers. Moreover, the ethical
consideration regarding employee responsibility, employment issues, compensation problems
etc. are ignored highly. The issues of Qatar clearly defines that the country has adopted the least
ethical practices and that the employment policies of nations widely differed from that of global
nations.
Recommendations
Implementing the ethical measures of working within the country may helps in
developing an effective system of overcoming the various issues being faced by the migrants
who are working for developing the infrastructure of the country. Moreover, this model will help
in integrating the international laws of labour welfare with local regulatory system. This will
create an integrated working system for the employees by creating highly efficient measure of
working within the economy.
Action Plan
FIFA must end Kafala law in Qatar as it is ineffective and insensitive towards labour
requirements and needs as well. This will help in enhancing the overall development of the
country while creating an effective measure of managing employee welfare. Moreover, the
effective integration of international working system with the Qatar management will help in
developing a safe and effective measures of working which will help the employees in enhancing
38

motivation. Thus, FIFA must adopt this measures in order to reduce the impact of current crises
within the nation.
Table 5
Model Problem Solution
Corporate Governance Broken system of management Developing an effective
system and structure of
monitoring policies, system
and practices of the working
Assessment
According to the model four core categories of good governance includes Strategy,
Performance, Compliance and Accountability which is characterized by ongoing monitoring and
evaluation. This system of working helps in developing an effective impact on the growth and
management of working system. This system has been highly missing from the working system
of Qatar. Broken system of management resulted in misleading recruitment policies, Ineffective
wages system and lack of health and safety measures for the employees. This results in high rate
of human fatalities which directly affected the brand image of FIFA in the global economy. The
company has been alleged for biasness and corruption issues.
Recommendations
Qatar must develop a well structured and effective system of corporate governance within
the country which may helps the country in creating a wide and effective impact on employees
safety issues and management as well. FIFA must take serious measures to developed the
regulatory bodies and authorities to keep a close check on the system of working in Qatar this
will help in creating wide impact on the growth and development of the country. The well
structured system of monitoring will help management in enhancing the authenticity and policies
of regulating labour welfare practices and measures as well.
Action Plan
In order to develop an effective system of corporate governance within the country the
organization must undertake valid and considerable actions to enhance the employee working
measures. Ending Kafala law must be the first step that the country must adopt in order to
enhance employment practices for FIFA development. Moreover, the structuring the economy of
39

Qatar by influencing the authorities to adopt the proper measures of corporate governance will
help in developing a system which could create an effective impact on proper management of
employment practices.
Table 6
Model Problem Solution
Collective Bargaining Increasing worker's fatalities Cultivating the system of
collective bargaining to
enhance labor negotiation for
terms of employment
Assessment
Collective bargaining model helped in analysing the significance of the policy in
effective working system of the company and country as well. Qatar working system has
implemented low measures of collective bargaining which created high level of labour
dissatisfaction and safety issues. The terms of employment were ineffective which developed
unlawful system of working within the country. Moreover, rigid policies and changing regulation
of working for migrants resulted in increasing labour fatalities in Qatar. This resulted in raising
the death toll to 1200 people by the year 2012 which created a havoc in global economy.
Recommendations
Qatar demand the effective system of collective bargaining where the employees can
negotiate working system and policies to avail their rights. Current measures of working has
resulted in infusing slavery system in the country. Instruction of collective bargaining will help
in creating a mutually beneficial measure of working for both the employees and employers as
well. FIFA authority must ensure the successful implementation of the system in order to
enhance labour welfare and their work efficiency as well.
Action Plan
FIFA must develop an effective system of working for the employees of the nation by
developing proper management structure within the economy. This will help in creating an
effective impact on the growth and development of the country by enhancing effective labour
laws and working policies. Moreover, the country will be asked to create policies and regulations
such that it provides rights to the migrants to express the issues they are facing while working.
40

The system of collective bargaining will provide the rights of negotiating the terms and
conditions of employment which will help in enhancing the freedom of movement and speech
within the country.
5.3 Strategic management of resources
Table 7
Model Problem Solution
PESTEL Lack of alignment with
international laws and policies
Integrating domestic laws with
international laws
Assessment
The application of PESTEL analysis helps in evaluating that the Qatar has implemented
ineffective measures of external factors that helps in developing uniformity in the employment
measures. The rigid policies and regulations of the country has restricted the employees from
freely performing the job and earning wages. Moreover the economic and social issues of the
country created undue impact in terms of creating high rate of discrimination for the migrants.
Wide technical advancement was unable to enhance the living and working conditions of the
migrants. Moreover, Kafala law restricting them from enjoying many basic rights which are
essential for labour welfare and survival as well.
Recommendations
The country must now integrate with the global management system and labour laws as
well. It will critically examine different factors of the model to determine the impact of these on
the employees and FIFA employee management issues. The political legal, social and economic
issues of the country must be integrated with the global system of working in order to create an
effective impact on the organizational growth and development while analysing the management
issues.
Action Plan
In order to create effective impact on the development Qatar working system for the
migrants, the country must develop a proper measures of working by changing the local
management policies of the country. This will force the country to change Kafala system and
introduce the universal employment measures which may enhance effective implementation of
international labour laws within the country.
41

Table 8
Model Problem Solution
Organizational health and
safety
Minimum health and safety
measures for migrants
Develop an effective measure
of assessing risk and
implementing measures to
create safe working
environment to control
fatalities of workers.
Assessment
The in-depth analysis of health and safety issues implemented in Qatar clearly depicts
that the country has enabled very limited measures of health and safety management within the
country. The employees are provided minimum safety measures while working within the
country. Moreover, the employers takes minimum responsibility for any accidents or mishaps
that takes place while working or on the sites. The employees are forced to work for extended
hours are provided less than minimum wages. This clearly reflects that the country has
developed no measures to ensure health and safety measures of the employees.
Recommendations
As per the model the country has not taken required actions to ensure organizational
health and safety. FIFA authority thus must take strict actions to enhance safety of migrants
working for developing Qatar for the tournaments. Effective policies and regulation must be
implemented which must create a wide impact on employee welfare, legislative practices and
heath measures within the country. Moreover, the employees must be provided with basic needs
of conveyance and living conditions to ensure their survival in foreign land.
Action Plan
FIFA must develop a well developed system of human resource management for the
migrants working in Qatar. This system must integrate with the international system of
employment regulations. This will enhance the working practices of the county and create a valid
impact on the health and safety measures of the employees. The implementation of health and
safety practices will help in developing a proper structure for developing health and safety
measures of the employees.
42

CHAPTER 6: APPLICATION OF THE LEARNING
6.1 Introduction
This chapter of dissertation provides description regarding the modern slavery condition
which is being faced by another country named as Russia. The country is being consider as
international hub for labour trafficking. Here, the foreign migrant workers are exploited and they
are forced to perform such work in which they are not interested such as street begging, working
in farms and prostitution etc (Iontsev and Ivakhnyuk, 2012). This chapter will provide
description with regard to the major problem which is occurring in country such as Russia. This
chapter will also take assistance from the different type of models which will be used with an
aim to analyse the problem which is occurring within country. In addition to this, here on the
basis of assessed problem number of recommendations will also be suggested to the government
of Russia. Through this way, significant action with regard to the modern slavery type of
condition can be taken by the government of specific nation.
6.2 Background of Russia
Russia is the federal semi-presidential republic in which president is the head of state and
prime minister works as the head of government. It is the world largest country which is spread
around 17,075,400 square kilometres. The capital of Russia is Moscow. Furthermore, Russia is
the home of different type of ethnic group wherein 81% of the people are Russian, 3.7% are
Tatar, 1.1% Bashkir and 1.4% inhabitants are Ukrainian. In addition to this, as per the 2014
census Russia is being counted among world's ninth most populous country. It possesses around
144 million people who lives in country.
The history of nation begins from East Slavs which is being emerged as the highly
recognizable group in Europe. During the 3rd and 8th AD the nation was ruled by varangian
warrior. Furthermore, with respect to nominal GDP Russian economy is ranked at the 10th
position (Danzer and Dietz, 2014). The nation is also counted among sixth largest country by
purchasing power parity. Moreover, Russia is being consider as the largest reservoir of mineral
and energy resources.
In addition to this, the political system of Russia is very centralized in which all major
decision about is the country is taken by both president and prime minister. The Russia possess
two type of houses (Burrell, 2012). In accordance with the given context, it is analysed that State
Duma is the lower house in the Russian Federal Assembly. In the similar way, The Federation
43

Council is being regarded as the upper house in Russian Federal Assembly. The Russia has very
systematic political system in which the roles and responsibilities of each political person is well
defined. Moreover, all the international law and treaties is being consider as the part of Russian
domestic legal system (Ryazantsev and et.al., 2014).
Russia wants to boost its labour market and it is the reason why the country requires
migrants. In accordance with the given context, it is identified that the economic growth as well
as competitiveness of the nation largely depends upon the sufficient supply of high skilled labour
and productive workers (Skilled labour in Russia, 2015). In this respect, it is assessed that Russia
is facing serious problem in terms of both demography and adequate training. Furthermore, it has
also being identified that the working age population of country is declining and it is the major
reason behind country demand relating to labour force. Furthermore, the nation needed labour
force for the manufacturing industry (Aure, 2013). In accordance with the given context, it is
analysed that many of the Russian enterprise are facing the shortages of skilled labour. The given
problem is causing significant impact upon the manufacturing firms prevailing within country.
The ultimate impact of the same can be seen upon the economic condition of nation in an
effective way.
`In this regard, from the statistics of survey it is determined that 27% of the Russian
enterprise are complaining about of being understaffed. In the similar way, 72% of the firms are
complaining about unavailability of particular skill workers in the local labour market of Russia.
Overall, it is right to said that the Russia is facing the significant shortage of qualified labour
force (Agadjanian and Sevoyan, 2014). It is due to the presence of given aspect, it is being
required by the nation that it must fulfil its demand relating to labour by recruiting them from the
other market. Furthermore, according to the report of world bank, Russia is being regarded as
second most frequent migrant destination country in world followed by United States (Guest
Worker program: Russian Federation, 2015).
Majority of the labour who brought to Russia are from the countries like North Korea,
India and Moldova etc. The people who brought to the countries are exploited and they are being
forced to do the such type of work in which they are not interested. Overall, it can be stated that
the Russia is going through with the serve problem of exploitation of migrant labour.
6.3 The problem in Russia
Problem relating to working condition
44

There are number of problems associated with modern slavery which is also being found
out in the nation such as Russia. In this regard, it is assessed that the basic problem that country
is facing is related to labour trafficking. Here, Russia is being consider as the international
platform for labour trafficking (Kumo, 2012). The migrants who are called in the country for
work is being going through with the number of problems. However, the major difficulty is
being faced by those migrant labour who illegally works within the country. Here, the illegal
migrant labour who are brought in the country is being abused by the employers of organization.
In this context, it is analysed that the illegal migrant labour has to work in a very hard condition.
Furthermore, they are being given such type of work in which they do not possess any
specialization. However, if any worker denies performing the work which is being assigned to it
at that time they are being beaten and threaten by the respective employer (Rechel and et.al.,
2013).
In addition to this, it has also being analysed that the illegal labour migrant has to work
for an about 16 to 18 hours. However, instead of putting that much of efforts towards their work,
the employees are being exploited by their foremen or supervisor. The supervisor of firm gives
half or less wage to the workers which they normally deserve as per the international wage
policy. Moreover, the organizations that are taking work from the migrant labour is not taking
the measures with regard to protect the migrant labour who are working for them. In this regard,
number of cases are analysed that are related with modern slavery. In the year 2012, Russian had
become hot topic for conversation (Bellak, Leibrecht and Liebensteiner, 2014).
During this year, there were several Central Asian migrants were discovered in Moscow
store. They were imprisoned in the basement of store. The condition of these labours were very
worst. They were given very small room which needs to be share by them with 10 -15 people. In
addition to this, the employer of the firm does not given food to these people on regular basis
(Russia, Land of slaves, 2015). Moreover, there is one more exploitation related problem is being
explored within country. In this regard, it is determined that on recruiting people within country
employer of firm makes measure of vanishing the identity document of the respective people.
Through this way, they are being slaved within the nation. If it is being seen or analysed in terms
of ethical ground then it is correct to said that whatever action that Russian organization is taking
is completely illegal or against the labour welfare law. Thus, it is being required by the
government of nation that it must take necessary action towards the same. This is because, if not
45

taken at that time the condition with respect to the illegal labour migrant will become more
serve. In addition to this, many migrants were forced to work without pay (CENTRAL ASIA:
Special report on labour migrants in Russia, 2015). Thus, the given thing indicates that Russian
firms lack of compliance with an effective human resource policy is creating problems for the
migrant labour who have come from the different parts of world.
Problem relating to ineffective legal laws and regulations
In addition to this, another problem which is occurring within country is government lack
of response to the modern slavery. In accordance with the given context, it is analysed that
government of Russia possess limited or very few victim support services. Furthermore, the
nation do not possess good criminal justice framework and it is the reason why it is becoming
very difficult for the government of nation with regard to take appropriate action against the
modern slavery type of condition (Varjonen, Arnold and Jasinskaja-Lahti, 2013). Moreover,
there are number of IO's and NGO's working in Russia that provide support to the labour
migrants who are exploited in the country. However, instead of this, the given firms are helpless
as they do not receive sufficient amount of funds from the government with an aim to deal the
exploitation of migrant labour type of condition in an effective way.
Problem relating to discrimination
There is huge variation is being found between the labour policy of Russia government as
well as the firms which are operating within the country. The government of Russia claims that it
follows or comply with international laws and regulations. However, it has been examined that
the firms which are operating in country does not comply with the same. Here, workers are
exploited and discriminated on the ground of age and gender (Raijman, 2013). It is also assessed
that the organizations which are functioning within country is also not complying with all type of
labour laws and regulations which are framed by international administration.
Problem relating to recruitment and selection
It is another problem which is occurring within country. In this context, it is analyzed that
here in the given country people are not recruited on the basis of specific criteria such as age and
qualification etc. Here, the main aim of firms is to fulfill the employees related demand of them.
Thus, with an aim to achieve the same manager of Russian corporation do not place employees
at right position and place (İçduygu and Karaçay, 2012). The given type of practices as being
followed by the Russian enterprises causes direct impact upon their employees motivation. As a
46

result of it, they will not being able to carried out their efforts with regard to given their best
performance to the firm in an effectual manner.
Furthermore, there is a lack of transparencies is also being found out in the recruitment
and selection process of Russian corporations which employs labour who are being recruited
from different countries. Here, employees are not provided or being placed in the job which is
promised to them while carrying out the recruitment of them. For example, migrants from North
Korea are promised that they are being given administration job where they have to handle all
the administrative task (McDowell, 2013). However, the reality is quite bitter because in reality
they are not being given the particular job which is promised to them.
Problem relating to delegation of authority
It is the another major issue associated with labour migrant. In this regard, it is examined
that the manager of Russian firms does not delegate authority to the respective workers on the
basis of their qualification. Here, the main objective of firm is to get the things done from the
workers. Thus, with an aim to perform the same they carry out the recruitment of workers
without considering their qualification or skill with respect to perform the particular job in an
effective manner (Long, 2013). As a result of it the migrants feels highly demotivated as well as
dissatisfied. Due to this, the sales and profitability related condition of Russian firm will be
impacted in a negative way. This is because, it has been examined that people feels highly
demotivated as well as dissatisfied when they are not assigned such type of work in which they
possess specialization. Thus, for any firm delegation of authority plays crucial role.
6.4 Human resource management model
47

It is the framework which establish link between human resource practices as well as its
impact upon the HR environment. This model has divided the whole human resource process
into the three basic elements such as input, process and output. The given model clearly states
that the positive and negative output of the firm largely depends upon the input elements. This
model can be applied upon the HR related problem of Russia. In accordance with the given
context, it is analysed that the migrant labours who are working in Russia are facing different
type of problems (Gaston and Nelson, 2013). It consists of ineffective working environment,
exploiting workers by not giving them an appropriate wage which they generally deserve along
with engaging employees at work for more than normal working hour.
These all stated problem can be resolved if the application of given model will be carried
out. The first element of this model is of organizational structure and context. This elements state
that overall HR structure of firm must be streamline or effective. However, in reality the given
thing is found as absent in all those firm which are operating its function in Russia. Here, it is
48
Illustration 11: Human resource management model
(Source: Human resource management model, 2015)

because of an ineffective human resource structure only, varied type of problems is being faced
by the labours who are being taken in the country from the different part of world.
In addition to this, another element of HR model is related to human resource practices
and policies. In this regard, it is analysed that the HR policies which is being followed by the
Russian enterprise is not effective. This is because, general or standard HR policy always give
more preference to the employees welfare. However, on analysing the condition of labour
migrant in Russia it is assessed that their condition is worsened than the labour of other country.
Here, employers of the firm will not given them an appropriate environment of working (Chang
and Rucker-Chang, 2013). Furthermore, they physically and mentally abuse workers if they will
deny performing work which is being assigned to them. In addition to this, the hours of working
is also not fixed for the given workers. These all things against the law as well as international
human resource policy.
But, the given problem can be resolved through an effective human resource policy and
practices which is being specified in the given model. The HR policy states that the employer
must provide support to its workers. The given policy is appropriate as by providing an effective
support to the workers, employers of Russian enterprises can enhance the motivation of its
migrants labours (Weiner, 2015). Through this way, they will feel highly satisfied. As the result
of it, they will make all sort of efforts with regard to deliver their best performance to the
respective Russian organization in an effectual way.
In addition to this, another policy depict that the firm must work for the welfare of
workers. However, in the case of Russia, firms are exploiting the labour migrants. Here,
employers are not taking the measure with regard to provide an appropriate place for living. The
migrants have to spend their night in a very small room. The organization can provide welfare to
its employees by giving them proper place for living. The fulfilment of all these given aspect will
help in building supportive and cordial HR environment within firm (Robinson, 2012). Through
this way, output can be gained by Russian firm in a manner such as increased profits and sales,
high quality work and low labour turnover and absenteeism. Furthermore, on complying with the
given type of activity, country can attract large number of skilled labour. Thereby, it can meet its
demands related to workers in an efficient manner.
49

6.4.1 Reason for choosing the human resource model
The given model is selected for the HR problem of Russia because it showcases the
systematic approach for handling the human resource related problems of organization. In
addition to this, with the use of this approach significant improvement in the HR related
condition of Russian enterprise can be carried out.
Furthermore, with the help of this model a step can be identified by the managers of
Russian firms which they can use for the purpose to achieve the favourable outcome in the form
of increased profits and sales (Portes and Walton, 2013). In addition to this, it is with the help of
given model only appropriate strategy can be selected by the managers of Russian corporation
which they can use in order to create favourable and positive human resource climate. Thus, it
can be stated that it is beneficial for the Russian firms with regard to take assistance from the
given model. This is because, it will help them in terms of taking action towards the problem
which is occurring within company. Moreover, through this way satisfaction of migrated labour
can also be maintained.
6.5 International laws and regulations
It is the another framework that can be applied to the legal laws and regulations related
problem of Russia enterprises. In this regard, it is analysed that the legal framework which is
being followed by the government of Russia is not appropriate. Here, it is analysed that Russia
government claims that its domestic law is framed in context to international law. However, this
is not right as there is wide difference is being identified between the Russia domestic and
international law. However, by following all the international regulations, significant
improvement can be carried out by the government of nation towards the condition of migrated
labour (Constant and Zimmermann, 2013).
The case of Russia is similar like the case of Qatar. Here, the firm which recruits labour
from outside country does not provide them accurate and correct information about their nature
of work. Thus, it is through such type of activity only Russian corporation is exploiting the
migrants who have come in the country in search of good job with lucrative money. However,
international Labour Law (ILO) depict that it is the responsibility of employer that it must
maintain transparency in the process of recruiting and selecting individual from the different part
of world. But, the given thing is not followed by the Russian enterprise and it is the reason why
organisation is facing many problems relating to labour.
50

In addition to this, another issue which is being seen in Russia is related to the passport.
In accordance with the given context, it has been identified that the firms who brought labour in
country steal and hide the passport of respective individual. As a result of it, person get trapped
within country. But, the provision of international law depict that the action as being taken by the
Russian enterprise is totally against the law (Anderson, 2014). Furthermore, it also reveals that
no individual has the authority with regard to take such type of action upon the particular
individual. But, if taken then the exploited person has the full right with respect to take action
against company. Here, by following and implementing all the international Labour laws and
regulations necessary improvement in the condition of migrated labour can be carried out. The
given thing will also enable firm with respect to fulfil its demand related to worker. It is due to
the fact that, it has been seen that the nation supply and demand relating to labour largely
depends upon it own condition. For instance, it became very difficult for the nation with respect
to attract large number of labour towards enterprise if country is going through with the type of
situation in which labour are exploited (Archer, 2013).
Thus, by following the provisions of ILO, the satisfaction of migrant labour who are
working in Russia can be enhanced. Moreover, it is by complying with the given type of activity
only Russian firm can carry out high quality work from the migrated workers.
Further, with this the legal framework of Russia can also be improved by following
another international legislation such as protecting the right of all migrant workers. The given
law state that the labour migrant has full freedom with regard to choose the company as well as
place where they want to work. Furthermore, they have right to change the employment.
However, on analysing the case of Russian it is identified that the government of nation does not
grant all such type of rights to the respective migrated workers (Turin, 2012). Thus, the need
relating to the implementation of the given laws is being arising in front of the government of
nation.
6.5.1 Reason for selecting the international laws and regulations
It is very essential for the Russian government that it must choose international laws and
regulations with an aim to deal with the problem which is occurring within country. This is
because, these frameworks are standard and thus if utilized or applied in an appropriate manner
at that time benefits can be provided to the migrated labour of country. In addition to this, by
51

applying the given laws and regulations Russian government can streamline its existing
legislations (Hindman, 2011).
6.6 Recruitment and selection model
It is another human resource management model which is used with an aim to place right
employee at right position. With the use of given model, significant action can be taken against
recruitment and selection problem of Russia. In accordance with the given context, on the basis
of analysis it is analysed that the firm which are operating in Russia does not follow any
transparency in its recruitment and selection system. Here, people are called for the particular
job however they are being placed for some other job in which they do not possess any
knowledge and skill (Ryazantsev and et.al., 2014). Thus, it is right to said that Russian firm is
facing the problem of placing right employees at right position.
This issues can be resolved by following the above figure step of recruitment and
selection. This model state that the recruitment and selection process of any firm must be start
with formation of two different type of documents such as job description and person
52
Illustration 12: Recruitment and selection model
(Source: Recruitment and selection model, 2015)

specification. The document such as job description provides detailed explanation regarding the
job which needs to be perform by the respective individual. This document provide detailed
explanation regarding the roles and responsibilities which needs to be fulfilled by the particular
person who is applying for the job. In the similar way, manager of firm has to prepare another
document which is called by the name of person specification. This document specify about the
skills which is being needed among the person for the purpose to perform the assigned job with
utmost efficiency (Agadjanian and Sevoyan, 2014).
After preparing the given document, the manager of Russian firm has to specify the
single recruitment specification. Here, manager basically have to determine one specific criteria
which it can use in order to select the right candidate for the job. It is very important for the firm
that it must select an effective criterion for selecting people. This is because, if the given thing is
not being followed by the corporation, at that time it will become difficult for them with regard
to place right individual at the right job in an appropriate manner. Here, on the basis of given
parameter only suitable candidate will be shortlisted by the company.
Besides this, in order to shortlist the suitable labour, manager of Russian corporation can
organise different type of selection tests. These tests are effective as it enables manager with
regard to carry out the selection of the best candidate for the firm. In this regard, number of tests
assessed that can be used by the manager of Russian government (Bellak, Leibrecht and
Liebensteiner, 2014). It consists of psychological test, physical test, intelligence test and aptitude
test etc. However, effectiveness of the given test will be depends upon the job position which
firm wants to fill. For example, the manager of Russian firm wants to recruit individual for
operational level. At that time, they can take psychological and physical test of individual. In the
similar way, intelligence test can be taken by firm if manager of Russian firm is recruiting
employees for the top level position.
Here, on the basis of result of conducted test manager will carry out the selection of right
person. The selected person will be later on sent on to next phase in which interview is being
taken from the workers. This interview will be conducted by the HR manager of firm. This can
be regarded as the final section in the process of carrying out the recruitment and selection of
people. The person who clear the given section will be sent on to the next phase such as
negotiate employment contract. Finally, in this phase employees will be selected by the
corporation (Varjonen, Arnold and Jasinskaja-Lahti, 2013).
53

6.6.1 Reason for selecting the human resource model
The main reason behind the selection of this model is to resolve the employees placement
related problems of Russian firms in an effectual way. In this regard, it is analysed that the
Russian firms are not placing its migrated labour at the appropriate position. As a result of it they
are feeling highly dissatisfied as well as demotivated. Thus, with an aim to enhance the
satisfaction of these migrated workers the need or application with respect to the selection of
given model is being arises in front of the manager of Russian corporation. This model can be
used with an aim to improve the recruitment and selection process of enterprise (Chang and
Rucker-Chang, 2013). On doing the same, significant benefit can be gained by the manager of
Russian firm. Here, corporation can gain benefit in the form of increased profits and sales. In this
regard, it is examined that the success of company largely depends upon its employees
efficiency. The employees will be able to perform well if they are being given such type of task
in which they have specialization. Thus, the given selected model has the usefulness, so for the
firm it is essential that it must use the given model for the purpose to carry out improvement in
its HR prcatices.
6.7 Recommendation
Number of recommendation are suggested to the government of Russia as well as
manufacturing firms which is functioning within the country. At first it is suggested to the
government of Russia that it must comply with all the international rules and regulations with an
aim to improve the condition of labour who are working in the country. On doing this, it became
very easier of the nation with regard to attract the large number of workers towards country.
Thereby, they can fulfil their employees related demand in an appropriate manner. In addition to
this, it is also suggested to the manager of Russian firms that they must take measure with regard
to carry out significant improvement in their human resource policy. This is because, if not done
then in the given circumstance it will become difficult for the organisation with respect to take
the significant action against the labour turnover type of condition in an effective way.
Furthermore, it is also suggested to the government of nation that it must pass the
provision for taking action against the company that will not follow the international labour laws
and regulations. Through this way, government can establish control over the firms that are
operating within nation. Furthermore, it is by complying with the given type of activity only
Russian government can carry out the protection of people who are taken in the country from
54

different parts of world. Thus, by complying with the given type of activity nation can maintain
continuous supply of labours. Thus, the production and manufacturing operation of nation can be
carried out without any kind of disruption.
6.8 Transfer learning
On doing the research upon the Russia labour migrant case study, different type of
knowledge were improved. Here, the basic knowledge which had improved through given
research work is related to problem which is being faced by the migrant labour. From the case of
Russia, it was analysed that the condition of migrated people is not good in many countries. This
is because, they are being exploited by the people of respective country for their own benefit. In
addition to this, through given research work knowledge with regard to the different type of
models had also improved. The gained knowledge can be utilized with an aim to take appropriate
action towards the similar type of instances. Overall, it can be said that the whole research had
helped in improving the different concepts as well as theories.
6.9 Conclusion
It can be concluded from the whole section that Qatar is not the only country which is
dealing with the problems of migrant labour. This is because, the same type of problem is also
being seen in the country such as Russia. In the given country also, government is not taking
appropriate or strict action towards the aspect such as protecting migrant from abuses and harm
type of condition. Furthermore, with the application given models manager of Russian firms can
carry out necessary improvement in their human resource plan as well as policy. By doing this,
the firms can get the benefit in the form of increased profits.
Moreover, the given thing will also help in enhancing the motivation of employees in an
appropriate manner. However, the motivation of workers will be hinder when government or
organisation where they are working does not provide them an effective environment of working.
Overall, it can be said that in order to improve the condition of such type of nation, the assessed
model will play very crucial role.
55

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