Sample Essay on JOB SATISFACTION OF EMIRATI WOMEN IN PRIVATE SECTOR

Research report

Title

JOB SATISFACTION OF EMIRATI WOMEN IN PRIVATE SECTOR

Abstract

            This paper investigates the level of job satisfaction of Emirati women in the private sector. Most Emirati women employees in private sector are not satisfied with their jobs and this contributes to poor performance, high turnover rates in the private sector while a number of factors such as poor skills, undesirable working conditions and environment pointed to low job satisfaction.

            Thus, this survey vindicates other research findings that Emirati women employees in the private sector are not satisfied with their jobs with a survey of 25 women working in private sector.

 Introduction

             The dissatisfaction of female employees in the privates sector affects their productivity thus interfering with the attainment of set goals and mission.

To gather concrete data, the researchers carried out a survey using questionnaires on female employees in the private sector in the UAE to establish their level of satisfaction in the firms they are employed. The researchers also carried out a secondary research to back up information that was already known.

            The UAE government has made it mandatory that firms offer opportunities for career development for female employees in the private sector. It has also increased awareness of the essence of equality at the work place thus promoting job satisfaction among female employees (Lockwood, 2007).

Literature Review

            Most of the sources used in the research mainly discuss various challenges that female Emiratis are faced with in the private industry as they look for satisfying job. United Arab Emirates being an Arab nation she is characterized by patriarchal culture that affects the region (Jolanta & Katarzyna, 2007). As a result, most female Emiratis seeking jobs in private industries are at the risk of being discriminated. Some of them are lowly paid than their male colleagues at the same level. It is also clear that in spite of the challenges faced by the women, there are strong women who hold strong positions in the private companies like managers and chief executive officers (Bennet & Wright (2008).

            Jasim (2008) notes that, there have been an increased number of female employees in the workforce in the past few years, due to the increased number of females students joining higher learning and resulting to more graduates. Women have responsibility to take care of their families according to culture, though this should not be an obstacle to hinder them from pursuing their goals.

            In addition, advanced technology in UAE can help women working in the private industries make good use of the Internet and work from the comfort of their homes. As they can, send emails and manage to communicate to their clients. (Blum, Frieze, Hazzan, & Dias, 2006 : Smith, 2013) mention information on how some unions and the government are coming up with different methods to help the female Emiratis.

            There is a similarity in some of the sources for instance, (Jakobik & Sosnowska, 2007: Tlaiss, 2013: Omair, 2010) clearly outline the main challenge facing job satisfaction of female Emiratis is the fact that UAE being an Arab country the male-controlled culture is quite dominant. Another similarity is seen in (Mohamed & Aboelmagedand, 2011) (Jakobik & Sosnowska, 2007) where women in UAE take advantage of the modern technology and do their work at the comfort of their homes.             There is a contradiction between sources (Ariyani , 2014) and (Yaghi & Yaghi , 2013). Ariyani (2014) indicates that some private companies provide a poor environment for the female Emiratis while (Yaghi & Yaghi, 2013) points to that the success of the female Emiratis come from the protection by the federal law. (Jassem, Djebrani, & Mellahi, 2011: Wright & Bennet, 2008) clearly indicate that women have stepped up and are competing equitably with the men. The goal of UAE government is encouraging Emirati women in the private sector to reduce the UAE dependence on foreign workers and to ensure that UAE citizens benefit from the economic growth in the country (N.A, 2009).

            The study examined organization climate and factors that makewomen-friendly organization climate by conducting primary and secondary research. In sum, private organizations should find ways to balance the ratio of female employees to male and eliminate gender bias. This challenge at job faced by female Emiratis is also a problem to the rest of the women in the world. While private industries are profit oriented, they should be fair and act according to the federal laws that call for protection of female entrepreneurs.

Research question and objectives

What is the cause for low employment rates among women in the private sector?

What favorable conditions are required to satisfy emirate women in private sector?

One research objective

The main objective is to study the level of job satisfaction of the female Emiratis in the private sector.

Three Sub-objective

  1. To help understand factors that make female employees unsatisfied
  2. To suggest ways of improving satisfaction level of employees working in private sector in future.
  3. To identify the gap not looked into by other researcher

Methodology applied

Choice of research

            The research study used quantitative method to measure the data, collection method included questionnaires and the data was analyzed using descriptive statistic, this includes percentage, average and frequencies, while variables can be displayed graphically by tables, bar or pie charts. To find out the accurate percentage of unsatisfied Emirati women in private sector and the reason for dissatisfaction

Sampling strategy

The study population included, Emirati women in private sector in UAE

Sample design

Emirati women working at private company; Alhosn Gas, Atlas Telecommunication& Mashreq Bank

Data Analysis

The research sample was survey of 25 Emirates women working in three different private companies. 

Figure 6, shows analysis of the women respondents by status, where out of 25, 14 were married equal to 56%, while 8 were single  equal to 32%, 2 equal to 8% divorced while 1 equal to 4%  were widows.

Figure 4.1Bar chart showing percentage of women status

The bar chart shows that of the respondents who filled the questionnaire, 56% of the women were married, 32% single, 8% divorced while 4% widows.

Figure 4.2 shows Age range result as follows, those women below 30 years were 4 equal to 16%, 30-39 years were 10 equal 40%, 40-49 years were 5 equal to 20% while those above 50 years were 6 equal to 24%.

Figure 4.2 Age range of women analysis

The bar chart shows that age range of those below 30 years was 16%, 30-39 years were 40%, and 40-49 years was 20% while those above 50 years was 24%.

On question of how women were satisfied with their work in the private sector was as follows, as most said they were dissatisfied due to a number of factors such as salary and discrimination. Out of 25, 4 (16%) said they were very dissatisfied, 7 (28%) Dissatisfied, they were no neutral, 12 (48%) said they were satisfied while 2 (8%) reported to have been very satisfied.

Figure 4.3 Level of job satisfaction

Presentation of Findings

            There a number of factors that makes female employees dissatisfied. This includes; lack of necessary skills or academic qualifications, poor working conditions and uncomfortable environment as well as low salary. In addition, balancing between work and home responsibility and perceptions of female only environment, this is caused by Arabic culture where women face pressure to limit interactions with male coworkers thus, they prefer all-female work place provided in private sector.

            To improve job satisfaction the following measure ought to be considered;

 There is need toreduce work strain likely to increase dissatisfaction, reduce long working hours and increase flexible working times and conditions. Increase better salary, with part time working option, and empower women with poor skills through education.

            In addition, there is no definition or clear measurement for a job satisfaction and researchers need to look into this

Conclusion and Recommendations

            Following the survey, it is clear that Job satisfaction is equal to the degree, to which a person likes their job. Cultural and societal reasons continue to hinder women from being potential employees at the work place as marital status and number of children is considered. Most Emiratis women prefer working in the private sector due to higher salaries, favorable environment and working conditions, job security and perceptions of less qualifications, skills and experience needed. Female Emiratis in the private sector face barriers as they search for satisfying jobs. Arab culture affects most women, as they are likely to be discriminated and paid low compared to male.

            There is a need for the private organizations to find ways to balance female-male employee ratio to reduce the gender bias. Even as private sector targets profits increase, they ought to put the same effort in addressing challenges facing women including bias and providing equal opportunities.

            In sum, private sector and government need to come up with policies that promote work-life balance for women at work place. While barriers facing woman at work place such as laws, regulations and cultural biases should be reduced and allow women as well to contribute to the economy and support them and their families.