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
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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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