Advertisement

Emiratization Progress and Challenges

Chapter

Abstract

As shown in the previous chapters, in the early years of nationalization , imported labor provided the skilled and unskilled labor needed to grow and prosper. Expatriate workers were attracted from their own countries by the salaries and working conditions offered in the UAE which were perceived as preferable to salaries and working conditions in their home countries. Expatriate workers remit substantial portions of their salaries to their own countries, thereby, removing the funds from the UAE local economy while supplementing the economic activities of their home countries. Expatriate workers are often provided in-kind supplements to salary that effectively reduce their cost of living including but not limited to free transport by company transport vehicle, free or low cost food prepared by company food service entities, free or low cost accommodation, reduced prices for retail products such as clothing, beauty products, or services that are provided by the employer to customers for sale. In the past half century, the basic infrastructure of the county has been established, two full generations have passed through secondary school in the educational system with more than a third progressing on to tertiary education , health care is available to all citizens, and the standard of living is among the highest in the world. Yet to achieve sustainable growth, the UAE must assure that young Emirati adults be able to find jobs that support the cost of living as it has evolved.

Keywords

Emiratization UAE labor market UAE work force 

References

  1. Al-Ali, J. (2013). Localizing the GCC workforce: A study and a manual for employers, employees, and job seekers. Dubai: Masar Printing and Publishing.Google Scholar
  2. Alshaiba, A. (2014). Key perspectives on preparing UAE nationals for employment. In The future of education in the UAE: Innovation and Knowledge production (pp. 67–95). Abu Dhabi: The Emirates Center for Strategic Studies and Research (ECSSR).Google Scholar
  3. Behery, M. H. (2009). Person/organization job-fitting and affective commitment to the organization: Perspectives from the UAE. Cross Cultural Management: An International Journal, 16(2), 179–196.CrossRefGoogle Scholar
  4. Forestenlechner, I., & Mellah, K. (2011). Gaining legitimacy through hiring local workforce at a premium: The case of MNEs in the United Arab Emirates. Journal of World Business,. doi: 10.1016/j.jwb.2010.10.006.Google Scholar
  5. Government of the United Arab Emirates. (2009). Employment, Wages, and Hours Worked Survey 2008. Available at www.fcsa.gov.ae
  6. Government of the UAE. (2010). Vision 2021. Abu Dhabi: Government of the UAE. Available at https://www.vision2021.ae/en
  7. Gulf Talent. (2016, March). Employment & Salary Trends in the Gulf. Available at www.gulftalent.com
  8. Naidu, S, Nyarko, Y., & Wang, S. Y. (2014, August). Worker Mobility in a global labor market: Evidence from the United Arab Emirates. National Bureau of Economic Research (NBER) Working Paper No. 20388. Cambridge, MA: National Bureau of Economic Research (NBER).Google Scholar
  9. Sharma, S., & Ruud, A. (2003, August). On the path to sustainability: integrating social dimensions into research and practice of environmental management. Business Strategy and Environment, Special Issue: Corporate Social Responsibility & Governance or Sustainability, 12(4), 205–214.Google Scholar
  10. Sherif, S. (2013). Macroeconomic policy, localization, and reducing unemployment: The crucial human resource issues for the UAE. Competitiveness Review: An International Business Journal, 23(2), 158–174.CrossRefGoogle Scholar
  11. Sidani, Y., & Thornberry, J. (2010). The current Arab world ethic: Antecedents, implications, and potential remedies. Journal of Business Ethics, 91(1), 35–49.CrossRefGoogle Scholar
  12. Toledo, H. (2006, January). The problems and prospects of Emiratization: Immigration in an imperfect labor market. Sharjah: American University Sharjah.Google Scholar
  13. United Arab Emirates (UAE) Government. (2010). United Arab Emirates Vision 2021. Retrieved from http://www.vision2021.ae/downloads/UAE-Vision2021-Brochure-English.pdf
  14. Warburton, K. (2003). Deep learning and education for sustainability. International Journal of Sustainability in Higher Education, 4(1), 44–56.CrossRefGoogle Scholar
  15. Willoughby, J. (2005, March). Ambivalent anxieties of the South Asian-Gulf Arab labor exchange. Department of Economics Working Paper Series, No. 2005–02. Washington, D.C.: American University. http://www.american.edu/cas/econ/workpap.htm
  16. Yousef, T. (2005). The changing role of labor migration in Arab economic integration. Policy seminar on Arab Economic Integration: Challenges and Prospects, February, 23–24, 2005. Washington, D.C: Center for Contemporary Arab Studies.Google Scholar
  17. Zimmerman, K. F. (2015). Circular migration. In K. F. Zimmerman & A. S. Kritikos (Eds.), Evidence-based policy making in labor economics The IZA world of labor guide 2015, (pp. 86–87). London: Bloomsbury.Google Scholar

Copyright information

© Springer Nature Singapore Pte Ltd. 2017

Authors and Affiliations

  1. 1.Higher Colleges of TechnologySharjahUnited Arab Emirates

Personalised recommendations