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Al Khalifa, Nasser Mohammed (2018) Introducing conventional human resources practices as part of civil service reform in Qatar 2006-2016. Doctoral thesis, London Metropolitan University.
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Al-Khalifa,Nasser - Thesis-without-appendices.pdf - Published Version Download (4MB) | Preview |
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Text (List of appendices)
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Text (Appendix 1. Law No (8) of 2009)
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Text (Appendix 2. Questionnaire A)
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Text (Appendix 3. Questionnaire B)
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Text (Appendix 4. List of abbreviations)
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Text (Appendix 5. Descriptive statistics Hofstede dimensions)
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Text (Appendix 6. Descriptive statistics of GLOBE practices)
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Text (Appendix 7. Descriptive statistics of GLOBE values)
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Text (Appendix 8. Descriptive statistics of GLOBE CLT data)
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Text (Appendix 9. The constitution of the State of Qatar)
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Text (Appendix 10. Sample list of legislative reform 1996-2007)
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Text (Appendix 11. Al-Heeti presentation: Reform and capacity building strategy)
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Other (Appendix CD1-97: Questionnaire A results on CD1 (xls format))
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Other (Appendix CD1: Questionnaire A results on CD1 (xls format))
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Other (Appendix CD2-97: Questionnaire B results on CD2 (xls format))
15-Appendix_CD2-97_Questionnaire_B__Results.xls - Published Version Download (147kB) |
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Other (Appendix CD2: Questionnaire B results on CD2 (xls format))
16-Appendix_CD2_Questionnaire_B__Results.xlsx - Published Version Download (84kB) |
Abstract / Description
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.
| Item Type: | Thesis (Doctoral) |
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| Uncontrolled Keywords: | human resources management (HRM), Qatar |
| Subjects: | 600 Technology > 650 Management & auxiliary services |
| Department: | Guildhall School of Business and Law |
| Depositing User: | Mary Burslem |
| Date Deposited: | 12 Jul 2018 09:31 |
| Last Modified: | 12 Jul 2018 11:47 |
| URI: | https://repository.londonmet.ac.uk/id/eprint/2602 |
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