Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.745933
Title: Introducing conventional human resources practices as part of civil service reform in Qatar, 2006-2016
Author: Al Khalifa, Nasser Mohammed
ISNI:       0000 0004 7228 8437
Awarding Body: London Metropolitan University
Current Institution: London Metropolitan University
Date of Award: 2018
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Abstract:
Qatar in the Arabian Gulf is one of many states worldwide trying to improve governance. In 2008, Qatar introduced various ‘human resources management (HRM) practices to improve management of employees. However, there is a growing belief that importing undiluted systems based on other cultures may potentially erode local Arab culture significantly and harmfully. The research project aimed to evaluate if Government Ministries in Qatar can use principally Western HRM theory and practice to manage employees successfully while still allowing them to preserve and strengthen Arab and Islamic values and identity. Some months into the project which commenced in 2006, the State initiated further major reforms and introduced new Ministers and top executive teams in each of 13 newly created Ministries. This created much additional noise in the data making it difficult to separate the effects of wider reforms from those caused by new HRM practices. Given the difficulties of using more conventional statistical analysis techniques, research then adopted a Mixed-Methods Exploratory Sequential Research Design the research completed extensive and detailed research into HRM systems in place in each Ministry. It also collected data and information about perceptions of executives about HR reforms, leadership and management style and other salient factors. The research reached eleven important findings. Among these, the findings showed the people management systems bore much closer resemblance to classic personnel management system. This negated any likely benefits of introducing HRM. The findings also found considerable differences between the national culture of Qatar and that of the West, from where the State drew many of its new ideas for reform. Adoption of such culturally dissimilar systems had the potential to offset efforts to preserve the Gulf’s highly distinctive culture. The work also make practical recommendations with which reform efforts could be improved, though not at the expense of local culture. The thesis completes with recommendations for further research.
Supervisor: Not available Sponsor: London Metropolitan University
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.745933  DOI: Not available
Keywords: 650 Management & auxiliary services
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