ASIAN LABOUR MARKET AND DEMOGRAPHICAL IMBALANCE AT THE GCC
Course: Management
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Introduction
Rapid economic development has been witnessed in recent years in different nations, which collectively constitutes the famous Gulf Cooperation Council (GCC). The GCC brings together countries from the Middle East, which shares common challenges concerning migration. Notably, the development and challenges facing the GCC are caused by the discovery of oil in the 20th century. It is important to note that these developments also resulted in tremendous changes in the socio-culture aspects of society. Importantly, the transition has been witnessed in these countries since they have different beliefs, values, and culture deversity. Notably, some of these nations include Iran, the Republic of India, Nepal, Sri Lanka, Pakistan, and the Philippines and recently increase of Nipaliese labours.
The GCC has been in existence for decades. Specifically, it was established five decades ago, and its member states are the states of Qatar and Kuwait, Saudi Arabia and the Bahrain Kingdom as well as the Sultanate of Oman. The council encourages members to collaborate in different activities such as trade, governance, education, social protection, and land management (World Bank, 2018). Importantly, the migration of workers between member states is the most instrumental part of the collaboration. Notably, the rapid economic development attributed to oil exploration activities calls for more workers. As a result, many immigrants prefer these countries as ideal grounds for the acquisition of greener pastures for improved living standards. These nations are bonded by the need of securing labor from the immigrants to explore the “Black gold”.
A very high number of Immigrants are hosted in the region of Arabian Gulf. Statistically, more than 17 million immigrants are working in different sectors in the GCC (Sabah, 2019). Indeed, the high number of immigrant workers in the bloc may affect the economic activities, social and cultural behaviors, beliefs, and values of the locals adversely wither positively or negatively. As expected, high level of immigration workers at GCC indeed explain high demographic change.
Research Questions
• Have you ever experienced any strange socio-culture, values, or beliefs in personal or family life while dealing with East Asian labor force?
• Do you believe South Asian Immigrants are playing a crucial role in shaping demographical change at GCC?
• Which are the potential vital impacts of South Asian labor demographical changes at GCC?
• What steps must GCC follow to harmonize the cultural values and beliefs of member states?
• What is the future of South East Asian laborers on the GCC economy? Is it expected to improve or drop?
Literature Review
Culture can be viewed from different perspectives. However, nearly all definitions agree that the unique characteristics of culture can be transferred from one generation to another. For instance, one study indicates that Japanese workers are usually more committed towards the realization of organizational goals as compared to workers from any other country (Fischer and Mansell, 2009, p.1339). When the Japanese works with people from a different cultural background, they may learn and also teach their co-workers. According to McDermott and O’Dell (2001, p.76). Culture is a critical factor which inhibits the transmission or sharing of knowledge. On the other hand, normative beliefs with regards to culture can never be divorced (Lucas, 2006, p.258). These arguments postulate that cultural practices are part and parcel of human society in any setup. Clearly, culture can, therefore, be defined as a collection of beliefs held by individuals and can be affected by several conditions like the level of education, economy, social factors, and politics.
Remarkably, many theories about the impacts of culture have been designed, such as Hofstede’s cultural dimension of collectivism and power distance. According to the social comparison theory, the value of systems in any society can shape the behaviors of people (Lucas, 2006, p.58). Notably, some cultures such as individualism have fragile ties since they are based on egocentric interests and not the interests of a group (Lucas, 2006, p.262). Since these cultural practices are relatively weaker, they can be easily eroded.
Culture can be used as a method of classifying members of society. Unfortunately, it can be a relatively enormous challenge to accurately define different dimensions used to characterize peoples’ behavior in a multi-cultural community like in the GCC. The difficulties are caused by the existence of firm cultural, religious beliefs and values of the societies. In many societies, ideologies, norms, beliefs, and personal traits have been distinguished from each other (De Mooji, 2015, p.647). However, in today’s globalised world where social media is intensively used, people are likely to influence others significantly without physical contacts. As people from different cultural backgrounds interact, they end up gaining newer cultural experiences. Other aspects of life affected by globalisation include mindset, lifestyle, and culture. The trend points out to the fact that in the future, national or cultural values will fade away completely. Many similar studies are based on the Hofstede study cultural model dimension. The model successfully identifies four relevant dimensions at the level of a state (Fischer et al., 2010, p.135). The study is still relevant in today’s world in educational research field studies. The demographic composition of GCC countries displays different characters as it has been discussed herein.
Dimensions at the individual level. Schwartz discriminated different sets of value constructs at Individual and country-levels, based on separate analyses per l. As stated, the GCC collaborated with six arabic nations, the are;
Kingdom of Bahrain
Bahrain is a member of GCC. In 2013, Bahrain had a population of 1253191 persons, and 51% is made up of foreigners (De Bel-Air1, 2015, p.3). 85% of the foreigners was composed of Asians, especially the Indians (De Bel-Air1, 2015, p.3). It is also important to note that while 77% of the labor force is made of foreigners, the private sector accounts for 81% of these positions (De Bel-Air1, 2015, p.3). The population of immigrants in Bahrain increased significantly from 2000 due to high fuel prices and the rapid development of service and private sectors. The condition implies that the Bahrainisation of the workforce may not be achieved with ease.
The State of Kuwait
The number of immigrants in Kuwait is also very high. Statistics for 2012 December indicates that 68% of the total population was composed of foreigners. 30% of these foreigners came from Asia, especially India (De Bel-Air2, 2013, p.3). It is important to note that 66.67% of the immigrants were contributing actively towards the economic development of the state (De Bel-Air2, 2013, p.3). Private and public sectors accounted for 93% and 83% of the entire active population (De Bel-Air2, 2013, p.3). The state’s Labor Ministry indicated that only 30% of the immigrants had completed secondary education (De Bel-Air2, 2013, p.5). 65.3% of the non-local workers were males at a figure of 65.3% (De Bel-Air2, 2013, p.5). While the average age for migrant workers was 32.8 years old, 29%, 14.8%, 9.9%, and 6.1% worked in private households, retail and wholesale, construction work and manufacturing respectively (De Bel-Air2, 2013, p.5). Similarly, migrant workers are prevalent in Kuwait.
Sultanate of Oman
The number of foreigners in Oman is also very high. According to the 2017 statistics, 1849412 of the entire 4187516 people in Omani were foreigners (De Bel-Air3, 2015, p.3). The figures represent 44.2% of the entire population (De Bel-Air3, 2015, p.3). According to the 2003 Omani’s census report, foreigners were estimated to be 24% of the whole population (De Bel-Air3, 2015, p.3). Projections for 2018 indicates that Pakistani, Bangladesh, and India accounted for 87% of the migrant workers’ population (De Bel-Air3, 2015, p.3). Notably, 82% of the migrant workers were employed in private organizations (De Bel-Air3, 2015, p.3). Indeed, this indicates that the number of non-Omanis has been on an upward trend.
The State of Qatar
This state has been experiencing excellent economic continually since the discover of Oil, and this has increased its GDP tremendously. The condition has made Qatar to be considered as one of the top destinations for migrant workers. 94.1% of the total workforce is made up of foreigners (De Bel-Air5, 2014, p.3). It is also important to note that male migrant’s workers were estimated to be 80% of the total working migrant populace (De Bel-Air5, 2014, p.3). 58.6% of non-local females works in domestic firms according the same soruce. The selection of Qatar to host the upcoming 2022 FIFA world cup expected mega infrastructural projects, for example, Metro, Football Stadiums, Highy ways, Lusial Islands etc opening shot-term recrutiment opportunities not only to the locals but also to migrant workers particullary form south asian countries.
Kingdom of Saudi Arabia
In the last few decades, the movement of people, especially the Asians into nations like Saudi Arabia has increased drastically. Population of foreign workers in Saudi Arabia is higher due to the need for exploring oil and the ever-developing construction industry. Migrant workers, who are 32% of the population accounts for 56.5% of the total workers (De Bel-Air4, 2014, p.3). In the private sectors, 89% of employment opportunities are taken by the non-natives. Construction, wholesale and retail and domestic work are commonly taken by the foreigners at 26.5%, 22.3% and 15% respectively (De Bel-Air4, 2014, p.3). The condition in Saudi Arabia is not different from other members.
United Arab Emirates (UAE)
The situation of employment opportunities in the UAE is quite different when compared to other members of the GCC. UAE’s population accommodates 88.5% non-locals, and a majority of them are from Asia, specifically India (De Bel-Air6, 2015, p.3). In 2011, 96% of the employed population was foreigners (De Bel-Air6, 2015, p.3). In 2013, non-Emiratis workers constituted 99.5% and 40% of the private sector and public sector, respectively (De Bel-Air6, 2015, p.3). As opposed to other GCC member states, 25% of working foreigners were occupying managerial posts and other influential positions (De Bel-Air6, 2015, p.3). In the 2000s, the number of people moving into UAE increased tremendously due to an increase in the price of oil.
Methodology
As it has already been mentioned herein, this study aims at investigating how the East Asian Expatriate values, cultural beliefs, and practices affect the values, beliefs, and culture of natives of GCC member states. The objective of the research is to draw a bold line between dependent and independent variables with regards to organisational performance is concerned. Objectively, the research will come up with a clear relationship or links between culture, beliefs, and values on the demographic sustainability of local citizens and society. A thorough investigation of the relationship is expected to come up with recommendations and findings which can be used by the GCC officials in addressing the need for obtaining or conserving local beliefs and values.
Different methods will be employed in the collection of data. Indeed, a proper understanding of the perception of both the locals and non-locals will facilitate the establishment of the relationship between the dependent and independent variables. Secondary sources of data will be used in the collection of information. Individually, reliable literature sources will play a critical role. Primary data will be collected through the research questionnaire and semi-survey with locals, government officials, and expatriate workers from East Asian Countries. On the other hand, the secondary data will be gathered via government reports/library, organization records, trusted websites, academic journals, and books. Logically, this calls for strong negotiation skills to convince participants to collaborate.
For this research dissertation, face to face questionnaire at the “pilot” stage and a semi-structured interview at each GCC country will be conducted. The interview should involve both the locals and non-locals. Qualitative case studies will also be used. If these methods are effectively used, they can be useful in the evaluation of programs and the development of interventions (Baxter and Jack, 2008, 544). The methods will be used to evaluate the impacts of one culture, beliefs, and values over another one.
Findings/Analysis
The GCC countries are faced with a massive challenge of relying on immigrants for labor. Many people migrate into these countries in search of employment opportunities in sectors such as construction, health, education, engineering, and infrastructural development sectors.
Even if the nations rely on “black gold”, it is crystal clear that at some point in the future, the resource may become extinct. As a way of preparing for future uncertainties, many regimes are diversifying to other sectors like international trade, tourism, and international funding. These sectors may require a rich source of highly skillful workers, especially from foreign nations. Even though the expatriates have a exceptional role to play in enhancing the development, they pose a relatively higher long-term risk to the beliefs, culture, and values of the local citizens.
There is growing strong interlink in the complicated relationship between culture, individuals, team productivity, and performance. Interaction between people in a culturally diverse environment can affect their values, orientation, beliefs, and productivity according to Docker (2007). With regards to GCC countries, failure to handle cultural variations appropriately may result in poor outcome in sectors such as oil exploration, tourism, and construction. The condition is attributed to the fact that peoples’ background has a direct impact on their daily professional and personal activities. Consequently, GCC members need to have an immediate and effective mitigation plan in the coming years to curb undesired impacts of cultural conflicts, values, beliefs, or behaviors on their nations. All the official decision-makers need to understand the cultural driving factors clearly in order to understand how, why, and when cultural practices of foreigners and natives can be aligned. Nevertheless, if the wave of Asian labours continues as per the current, the GCC citizens became a minority which will have serious socio-deversity implications on those countries resulting to a severe imbalance and profound impacts on the demographical aspect of GGC. For example, Qatar citizen represents only 9% of the country’s total population according to 2019 government statistics. This is even less than two Asian population at this State. Another example is the UAE. According to the World Bank 2019 annual report, UAE citizens represent 20% of the country’s population 90% of the workforce are migrants workers. Despite, some GCC countries have set nationalisation as part of their long term strategic vision; however; this will not mitigate and potential consequences and risks associated with the flow of migrant labours. The growth of Asian migrant labours in GCC countries is the highest in the world as per the World National Bank.
Therefore, the GCC officials must take additional steps to reduce their dependence on disqualified migrant labours to protect their social reputation and cultural identity. This can be achieved by enhancement of political management in some conflicts zones, reforming migrant policies on private sectors and equal distribution of oil wealth. Such steps call for a global mindset management plan to interact with expatriate workers without jeopardising any human rights, their core values, and principles. Moreover, in order to understand different cultures to mitigate conflicts, appropriate planning should be done to save on cost and time.
In this research scenario, the GCC is an attractive destination for Southeast Asian labourers and immigrants. The immigrants introduce a variety of cultural, social, belief, and values into this region. As people interact in a multi-cultural environment, there is a higher likelihood that they will borrow one or two practice or more values from each other. It is, therefore, wiser than all decisions makers at GCC nations should consider developing efficient long-term socio-economic strategies in order to sustain locals’ cultural values and beliefs. However, in trying to conserve the natives’ way of life, all global human rights must be observed to the latter. Logically, any slight deviation from human rights may have adverse impacts on the states. The study should also establish how GCC countries can achieve their economic development goals without losing the natives’ self-dignity values, beliefs, and culture. Even though the entire process may be challenging, it can be achieved by acknowledging the social needs of both the locals and non-locals in GCC nations. Indeed, a thorough investigation is required to determine the influence of South Asian immigrants’ workers on the GCC demographical changes.
Reflections
Online Ph.D. course is a very demanding program which requires more working hours. Due to the personal commitment, one may be subjected to stress since much time is spent on monitoring performances as at individual level to ensure that the set goals are achieved. Personal experiences of people living and working in multi-cultural environment of UAE, Qatar, Oman, Arabia, Bahrin, and Kuwait will be used as sources of data. Some of the information to be collected during the study may be very personal, and thus, it should be handled appropriately. Personal data must be presented authentically, securely and respectfully and must also be protected against reaching unwanted individuals. The trustworthiness of research data is a vital factor in determining its successfulness. Therefore, the participants’ race, gender, ethnicity, mental condition, and social can influence on overall research outcomes, from the introduction to conclusion.
Challenges
Several challenges will be encountered in the research study. For instance, much time and financial resources must be invested to realize the set objectives. The need for traveling to many countries will be a costly and time-consuming exercise. It is worth to note that even with financial assistance, challenges in the acquisition of official approval before an activity is implemented in the GCC nations may be a difficult task. Other expected challenges include inaccessible government data and survey. Since the process will rely on survey data, incompetence, and gaps in the survey may be reflected in the research findings, and this may affect it adversely. Some workers may also be unavailable for physical interviews and surveys. Fortunately, details of volunteers in the targeted countries can be obtained from local phone directories for more communication. There is no doubt that language barriers, writing, and reading skills may also have an impact on the research.
For the research to be done excellently, several sacrifices must be made. The need of being closer to family members and professional commitment can be foregone for a while in order to spend more time in conducting the studies. In other words, excellent time management skills will be required. The subject of the research may also be a source of conflict. The cultural conflict may arise since my cultural background differs with that of the supervisor. The cultural differences may, therefore, affect our communication, views, anticipations, language as well as wordings. However, I am optimistic that the research will succeed.
Strengths and Limitations
Nearly all research methodologies have associated strengths and limitations. These conditions depend on many factors like research objectives, topic, methods, and questions. Limitations may arise in seeking official approvals, data collection, and traveling cost to GCC countries. Fortunately, we are optimistic that using the quantitative methodology, questionnaires and semi-structured interview under Positivism and sampling strategy approach would be ideal to complete this research study with enough data. Selection of appropriate participants that is, laborers from South East Asian and GGC nationals will be vital in collecting relevant data.
The extent to which the research questions will be mainly answered depends on the effectiveness of the selection of an appropriate research methodology. As a result, a ‘pilot’ test will be carried out to ensure that the right research methodology is selected. The test will go a long way in ensuring that the study comes up with realistic results. Interviews will be useful in data collection. Importantly, semi-structured interviews will be used, involving middle and senior-level individuals and common or standard foreigners working in GCC member states. Since the individuals to be interviewed spends a considerable amount of their time working in a multi-cultural environment, they are likely to give reliable information about their personal experience. As a result, first-hand information will be used, and this will ensure that the data used in the research is very accurate.
Conclusion
The study will be instrumental in introducing extra values to human knowledge with regards to values, culture, beliefs, and social and demographic transformations in countries that form the GCC. The GCC was formed by nations such as UAE, Qatar, Kuwait, and Saudi Arabia who have a common interest. A keen analysis of the population of these countries reveals that they have a very high number of foreigners. These foreigners are an integral part of the workforce of the GCC nations. Since the migrants practice different culture, values, and beliefs from those of the locals, a multi-cultural working environment is experienced. The study will enable people to understand the impacts of migrant workers in the local cultures, beliefs, values and practices. Moreover, the impact of one cultural practice, values, and beliefs on another one will also be understood. Broadly, organisational culture and performance will also be improved basin significantly on the findings and conclusions of this study. The findings of the research can be used in strengthening the relationship between workers in a multi-cultural environment.
References
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“https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers” HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers”HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers”2016HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers” HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers”HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers”/HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers” HYPERLINK “https://www.dailysabah.com/business/2016/01/28/gulf-countries-employ-highest-number-of-foreign-workers”HYPERLINK 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