The importance ofwastain the career success of Middle Eastern managers

Abstract

Purpose -Frequently used in fostering the career progression of individuals this paper aims to explore the concept of wasta and its significance in the career advancement of individuals in the Middle Eastern region. The paper also seeks to compare wasta with networking and mentoring. Design/methodology/approach -The argument is based on relevant literature, the authors' own knowledge through conducting research in the Arab world, informal interviews and survey data conducted across the Middle Eastern Region. Findings -The research clearly shows that on balance wasta remains traditional in its influence in the career advancement of individuals and business life and social life and is unlikely to diminish in the near future, despite the perception that it is an unfair practice. Wasta also displays similarities and differences with networking and mentoring. Research implications/limitations -Fundamental knowledge on wasta is limited precluding reliable conclusions on how wasta compares with networking and mentoring. Further research needs to be conducted with a larger sample, across a range of industries. Practical implications -The paper suggests the need for human resource departments of Middle Eastern organizations to create conditions that encourage managers to develop social relationships given the lack of interactive support mechanisms. Originality/value -Given the token status of systematic management studies in the Arab world, this research is important as it extends knowledge in wasta practices in the region, and also in comparing wasta with networking and mentoring. Overall, the paper argues that wasta is a lucrative area for future research.

The efficacy of high performance work practices in the Middle East: evidence from Algerian firms

“…First, one can infer that, in line with previous studies on countries characterised by high power distance and high collectivism (Michailova and Hutchings, 2006;Mellahi and Guermat, 2004;Giacobbe-Miller, Miller, Zhang and Victorov, 2003), Algerian employees are perhaps becoming low in power distance and more individualistic, and as a result have a strong reticence to particularistic practices. Second, although promotion based on personal connections is still dominant in Middle Eastern societies (Tlaiss and Kauser, 2011), employees often discount "the competency and morality" of individuals that use personal connections for career advancement and prefer merit-based performance management (Mohamed and Mohamad, 2011). Overall, the results give credence to previous research (c.f.…”

Perceived Career-Related Practices and Knowledge Sharing Behaviour: A Preliminary Study in Oman

“…One of the plausible explanations for this finding may be that the promotion system implemented in the organisations is not merit-based but rather seniority-based or based on "who you know" or wasta (Swailes & Al Fahdi, 2010), consistent with the collectivist nature of the society that places emphasis on relationships (Reichel, Mayrhofer, & Chudzikowski, 2009). In the Middle Eastern countries including Oman, though largely unaccepted, wasta is being practiced in many spheres of life including employment (Tlaiss & Kauser, 2011). If indeed the promotion system is either largely seniority-based or is infiltrated by wasta elements, then such system may provide a disincentive for the employees to engage in learning behaviour.…”

Informalidad y supervivencia en Chernóbil: etnografía de un espacio nuclear

“…Consideramos, sin embargo, que tal razonamiento económico se enmarca en un plano más amplio donde se priorizan unas relaciones e interacciones, así como una inclusión de la vida económica y social más a largo plazo. Nos basamos aquí en un corpus creciente de literatura antropológica sobre intercambios de favores en diferentes regiones de mundo (Ledeneva, 1998(Ledeneva, , 2006Tlaiss & Kauser, 2011;Yang, 1994), pero igualmente en el significado social y cultural de los intercambios sociales y económicos que Parry (1989) ha destacado, tanto en lo que respecta a los regalos no recíprocos, como incluso a la función social del dinero que puede tener un carácter bien social, bien económico, dependiendo de la cultura (Parry & Block, 1989;Polese, 2015). Nos basamos igualmente en aquellos trabajos que consideran las transacciones informales como generadoras de respetabilidad, jerarquía y estatus (Pardo, 1996), y que confirman o subvierten el orden simbólico de una comunidad, o incluso una sociedad.…”