‘Holistic Sustainability’ Policies: Preserving Local Cultural Identity in the UAE in the Face of Globalisation

Daleure, Georgia

doi:10.1177/0019556119844580

Cited by 3 publications

(1 citation statement)

References 17 publications

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“…The cultural disposition of the UAE and many Gulf countries consider certain jobs unsuitable for citizens as it is associated with social standing and status (Al-Waqfi & Forstenlechner, 2020;Sarker & Rahman, 2020). Cultural norms are the main attributed reasons why most Emiratis do not participate in certain kinds of employment (Al-Waqfi & Forstenlechner, 2014;Daleure, 2019;Waxin et al, 2018, as cited in Sarker & Rahman, 2020). An effort on a national level should be induced to incorporate private sector-ready workers by reforming and integrating the educational system disciplines with science, technology, engineering, and mathematics (Younis et al, 2023).…”

Section: Cultural Authenticity Skills and Trainingmentioning

confidence: 99%

Workforce localisation in the resort sector of the Maldives

ISMAIL SHIYAR,

HASHMA ADNAN,

AMINATH AFRAH MUKHTHAR

et al. 2023

MNJR

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The resort sector of the Maldives has played a vital role in the development of the Maldives, influencing the economy, culture, environment, society, and governance. The resort sector is predominantly staffed by expatriates, with many workers employed. Therefore, achieving the proper equilibrium between local and expatriate forces with a priority on developing local employment opportunities is vital. Creating relevant and proactive policies and action plans to build human capital is essential. This study aims to evaluate the current challenges concerned with workforce localisation in the resort sector of the Maldives. This research adopts an exploratory case study approach with the target population being the managers and human resource managers of resorts in the Maldives. The sample population was selected using non-probability purposive sampling. Data was collected using semi-structured, open-ended interviews with twelve participants. The interviews were transcribed and coded, and themes were generated using content analysis. The overarching themes indicate the need for national-level strategies and collective effort from the industry, the regulatory authorities, and educational institutions. The key findings suggest conflicting opinions on striking a balance between expatriate and local workers. The challenge lies in attracting the required workforce from the local population, leading to a reliance on expatriates. The lack of local skills, experience and qualifications adds to the burden of local recruitment. However, findings indicate that areas and roles in the resort sector can be easily localised, thus benefiting the local population. Currently, the government and the resort sector facilitate local development by aiming to close the linguistic proficiency gap, internships, and graduate management programs. The research findings highlight the importance of creating job value, combatting misconceptions and stereotyping, cultivating a work-oriented mindset, and having an inclusive policy paving part-time employment for students. Furthermore, career counselling, real-world learning experiences and training facilities are integral to the success of workforce localisation in the Maldives.

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Section: Cultural Authenticity Skills and Trainingmentioning

confidence: 99%