This book combines classic and recent studies investigating challenges to Emiratization – full employment of Emirati nationals who make up only about 10% of the total workforce – in the United Arab Emirates (UAE). The book offers a comprehensive overview of the events leading to the country’s rapid growth and development, as well as important social and cultural issues arising as the country transitioned from an isolated traditional economy to an open globalized one, and explores the specific challenges of incorporating Emiratis in their own vibrant economy. This topic is of interest to scholars, policymakers, and those considering investing or seeking employment in the UAE since it emerged as a Western-friendly, politically stable, and prospering oil-producing country in a region plagued by political, social, and economic turmoil.

This book addresses critical aspects of the nationalization of labour markets in the Gulf countries. It examines the role of higher education institutions in providing the market with the right skills that are most needed in the era of the fourth industrial revolution (industry 4.0). The book also explores the new dynamics of technology and information systems in upgrading the skills, changing the work environment, and generating employment for the youth in the Gulf countries. The holistic approach of the subject area makes this volume indispensable to academics, researchers, students, and policy makers in the Gulf region and beyond. The book covers a broad range of topics including the nationalization of labour market programmes such as Emiratization and Saudization, attitudes toward women in workplace, the role of high-tech firms in upskilling and enhancing the productivity of workforce, while also providing sector-specific investigations in healthcare, banking, finance, tourism, and hospitality. The analysis is based on original research and primary data collected by a group of scholars from 15 countries and presented in an illustrative, accessible, and concise manner.

This comprehensive book offers a fascinating set of over 40 evidence-based case studies derived from international research on work, employment and human resource management (HRM).

This Handbook provides thorough insights into crucial topics that have attracted scholarly and practitioner interest in business and management in the Middle Eastern region. The chapters of this Handbook open the window on the key areas of discussion in the field over the past few decades, including organizational behavior, leadership, business culture, business ethics, human resources, business strategy, entrepreneurship, finance, and accounting. It starts with identifying five key themes emerging from the variety of topics, locations, and questions addressed by the various authors who contributed to this volume. The remaining 30 chapters tackle various topics of interest to the research and the practitioner: institutional contexts for doing business in the region; issues of leadership, ethics, and organizational behavior; the role of women in leadership and some of the obstacles facing aspirant women leaders; people management and human resources issues in the Middle East; marketing in the Middle East; and strategy and entrepreneurship in the Middle East. The book closes with a reflection on management research in non-Western societies and describes some methodological challenges and propositions. The Handbook is designed for academics, students, and practitioners covering areas of relevance across business activities, functions, and locations in the Middle East. It is to be used as a reference for scholars doing business research or teaching and for practitioners involved in business activities in the region.

Although an entirely unknown part of higher education worldwide, there are literally hundreds of universities that are owned/managed by families around the world. These institutions are an important subset of private universities—the fastest growing segment of higher education worldwide. Family-owned or managed higher education institutions (FOMHEI) are concentrated in developing and emerging economies, but also exist in Europe and North America. This book is the first to shed light on these institutions—there is currently no other source on this topic. Who owns a university? Who is in charge of its management and leadership? How are decisions made? The answers to these key questions would normally be governments or non-profit boards of trustees, or recently, for-profit corporations. There is another category of post-secondary institutions that has emerged in the past half-century challenging the time-honored paradigm of university ownership. Largely unknown, as well as undocumented, is the phenomenon of family-owned or managed higher education institutions. In Asia and Latin America, for example, FOMHEIs have come to comprise a significant segment of a number of higher education systems, as seen in the cases of Thailand, South Korea, India, Brazil and Colombia. We have identified FOMHEIs on all continents—ranging from well-regarded comprehensive universities and top-level specialized institutions to marginal schools. They exist both in the non-profit and for-profit sectors.

This edited collection offers an insight into the dynamic of HRM in thirteen developing countries across Africa, Asia, and the Middle East. Taking readers through the realities of HRM in the global South, the book identifies the significance of contexts, diversity of cultures, and dissimilarity of processes in managing people. In other words, the book addresses general issues of HRM in cross-national settings to give readers an understanding of HR that is comparative and country-specific. Covering issues in Nigeria, South Africa, Egypt, China, India, Pakistan, Malaysia, Bahrain, Jordan, United Arab Emirates, and Argentina, each chapter draws out the unique and diverse configurations of HRM in each country. Also examining digital HRM, technology-based entrepreneurship, gig work, artificial intelligence and digitalization in business practice, this book is an invaluable resource for all HRM practitioners, policymakers, students, HRM scholars, international HRM, international business, and business managers across the globe.

Seventeen in a series of annual reports comparing business regulation in 190 economies, Doing Business 2020 measures aspects of regulation affecting 10 areas of everyday business activity.

The Middle East is a center of ceaseless global attention. Since 2011, the long awaited and much celebrated Arab Spring uprisings portended a major shift in the politics of the Arab World. Notably, a number of Arab states witnessed institutional and constitutional shifts that put them on the path of transition to liberalization and democracy. Nevertheless, the Arab Spring followed a violent and unpredictable course. Although its events marked a break in the continuity of authoritarian dominance, most of its changes have not ultimately proved to be turning points in democratic development. The Arab Spring phenomenon witnessed a set of uprisings and even would-be-revolutions, but no great revolutionary change. Edited by Professor Philipp Amour of prestigious Sakarya University, this volume presents the work of numerous distinguished scholars, including many native to the region, who explore the fascinating variety of factors behind the rise and fall of the Arab Spring. As they establish, regional polarization and rivalries are the principal accompanying phenomena and side effects of the Arab Spring, and they will demand the world's attention for decades to come. Power dynamics between and among regional great powers have invited proactive, protracted, and very topical military and diplomatic involvement in domestic and regional politics. Some of these interventions will uphold the status quo, while others seem more likely to modify it for the powers' strategic advantage. Authored by leading world experts in Middle Eastern politics, this collection explores foreign and security policy of regional great powers such as Iran, Egypt, Saudi Arabia, Turkey, the United Arab Emirates, and their roles in the construction of the new Middle East.

Asian Migrant Workers in the Arab Gulf States (edited by Masako Ishii, Naomi Hosoda, Masaki Matsuo and Koji Horinuki) examines how nationals and migrants construct new relationships in the segregated socioeconomic spaces of the region (namely, Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates). Instead of assuming that segregation is disadvantageous for migrant workers, it emphasizes multiple aspects and presents various voices. In this way, the book tries to unfold the region’s segregated socioeconomic space, as well as its new forms of networking and connectedness, in order to understand how the various peoples coexist: a situation that often entails conflict and discrepancies between expectations and reality.

This is the first book-length empirical study of free zones (FZs) in Gulf Cooperation Council (GCC) countries. The volume systematically illustrates the development processes behind FZs in Gulf Arab states and assesses the impact of these commercial entities on regional integration, global trade and investment trends, and the Gulf’s foreign relations. In the process, the work maps how economic strategies involving FZs evolve alongside varying levels of resource availability and state capacity on a local level while also revealing how development paths in Gulf Arab states are linked to regional and global accumulation circuits. FZ development is an under-examined topic in the wider literature on the Gulf. The empirical findings and theoretical implications of the work therefore offer an original contribution to prevailing political economy discussions concerning the Gulf region.