Home > Subjects > Reasons Why Emirati Families Discourage their Sons from Working in the Hotel Industry

Reasons Why Emirati Families Discourage their Sons from Working in the Hotel Industry

Problem Statement

Emirati families discourage their sons from working in the hotel industry. Moreover, the number of job vacancies in the region is lower as competition in the job market continues to intensify.

Research Questions

  1. What are the main reasons that make Emirati families discourage their sons from working in the hotel industry?
  2. How does the community view individuals working in the hotel industry?
  3. Do the local communities consider the hotel industry as inferior for their sons to be employed there
  4. How is the Emirati community’s perception affected when male workers decide to seek employment in the hotel industry?
  5. Are there any forms of repercussions that a male employee is exposed to when he is employed in the hotel industry?


  • To evaluate the reasons that influence Emirati families to discourage their sons from working in the hotel industry.
  • To determine how the communities view individuals working in the hotel industry.
  • To identify if the communities consider working in the hotel industry as inferior for their sons.
  • To analyze the impact on the perception of Emirati communities when male workers decide to seek jobs in the hotel industry.
  • To examine if there are any forms of repercussion for male employees working in the hotel industry.

Reasons Why Emirati Families Discourage their Sons from Working in the Hotel Industry

Literature Review

According to Locke, job dissatisfaction is best defined as the behavior or attitude an individual develops towards their job. When you are happy at work, you create a state of satisfaction that appears to affect your cognitive abilities regardless of your job appraisal (Brief, 2002). When it comes to an organization and obtaining profits, employee satisfaction will ensure that the maximization of work profits is a vital issue. When an employee’s turnover is satisfied, the profit maximization is reduced and increased. Research has shown that the performance of employees in an organization exists with the fulfillment they have at work (MBA, 2010). Employee turnover can have negative or positive results. This may result from either the employer or, in other cases, the employee. Human resources management in an company plays an integral role as managers use this technique to minimize voluntary attrition or workplace termination (Vangel, 2011). This approach is also important. Human resource management’s work is to train the employees, manage their overall performance, compensation strategies, and the methods best suitable for employee selection. This means that the team of people typically works very hard to ensure that the job rate of the business rises while the turnover decreases (Kazi, 2011). While studies have been performed in the past, none have attempted to understand why employee turnover is relative to the level of satisfaction in the workplace. This paper describes why employee income is affected by job turnover in maximizing profits to the company and therefore resulting in high turnover levels of job dissatisfaction.

One of the reasons why job satisfaction results in a higher level of turnover are the employee’s work-life conflict (Kazi, 2011). Work and life conflict in itself depends wholly on an individual’s satisfaction. Individuals in a company strive to gain greater living than their workers so that they better their life and satisfy their needs (Luthans, 1992). In quite a several organizations, it is possible to find the work colleagues talking together about how much they earn in terms of salaries. When a worker finds out their fellow workmates make more, they tend to feel dissatisfied, and in the long run, the company is the one to go down. According to research carried out, the level of income an individual earns is directly proportional to the level of satisfaction required for a company to succeed even when the company’s managerial levels are held constant over time (Aydogdu, 2011). In the end, low-level personal satisfaction in the workplace may harm the organization’s effectiveness in carrying out its activities and deteriorate the lives of the employees.

Job turnover is another threat that affects an organization’s performance. This occurs due to the downsizing strategies organizations in the recent past are trying to do. A single organization has more than one employee with whom they rely on to become successful. Economizing in an organization may tend to bring about voluntary turnover by a high number of employees. These employees were devoted, motivated, and faithful, and contributed significantly to the company’s growth (Mishra & Spreitzer, 1998). Competition and globalization in the industrial scene have created a situation whereby an organization has to reduce the expenses to achieve maximum profits. One way of making this is by reducing the number of employees and utilizing human resources to its maximum potential. This being the case, quite some employees have a low dissatisfaction level regarding the company and their employment uncertainty. A number of the employees feel like quitting the job and declining specific organizational commitments (Brockner, Grover, Reed, DeWitt & O’Malley 1987).

The working environment acts in improving or destroying employment turnover. Certain underlying conditions in the workplace tend to determine how the employee turnover will be, for example, a proper lighting system, right furniture in the office, good relationships with colleagues, and a clean workplace. The attributes and attitudes towards the working conditions of the employees are directly proportional to an organization’s success and the willingness of a person to work faithfully in the company without second doubts (Laser, 1980). Adapting to a new working environment tends to be a bit problematic for certain people, and therefore their levels of satisfaction may be affected (Kazi, 2011). In case an employee’s new working conditions are not as favorable as the previous, it will affect their intent to leave their modern workplace. According to research, many people will tend to jump from one company to another due to their working environment because their satisfaction has not been achieved at all (Kazi, 2011).

In an organization, job turnover rates are directly comparable to the number of opportunities available in the organization. Lack of opportunities by an employee in the industry tends to result in low growth rates and the amount (Aydogdu, 2011). Promotion is one significant possibility that employees tend to perceive while working. Development in the workplace involves the likelihood of progression from one level to the other. During the recruitment process, many employers tend to give their employees a particular impression to suggest their advancement while working in the company. They are therefore covering the underlying demands for employment (Kazi, 2011). When this does not happen, the employee tends to have dissatisfaction towards their work because of the negative perception about the management towards their economic advancements and other subsidiary benefits (Kazi, 2011). Research has it that human psychological nature tends to relate to the company in terms of appreciating and appraising the quality of work they do (Feldmann and Arnold, 1985).

Due to high levels of dissatisfaction with an organization and the quality of work rendered by the employee, inevitable consequences result in the process with regards to the organization and the employee. One such effect is the level of work performance (Aydogdu, 2011). This can be determined by how individuals perform their duties at work, their consistencies in terms of work attendance, and how they behave towards their organization’s management. According to research carried out, there is a great diversity emanating from the situation concerning an employer and employee in terms of performance. Several employers interviewed claim that the production of an organization depends on the level of satisfaction extended towards the employees (Aydogdu, 2011). The other result arising from an employee’s dissatisfaction is that the rate of turnover increases. The employees tend to look for better working conditions and other organizations that pay quite a handful of money for the quality of services they render (Aydogdu, 2011). This, in turn, leads to a high percentage of employee non-attendance. Studies show that there is a negative relation between commitment towards an organization and absenteeism (Aydogdu, 2011). The number of employees who become absent in an organization comes from their commitment to their organizational duties.

Research Methodology

The research methodology is an essential part of the research as it highlights how the data used in the study was collected and analyzed. There are myriad data sampling techniques, but the most optimal; method of collecting data is the open method that offers a comprehensive system of collecting data with minimal limitations and drawbacks. This method should be full to enable generalizability for the whole population. However, several factors are considered when collecting data, noteworthy among them are soundness and consistency of the results that would be realized after the research.

Reliability in the study depends on the technique used for sampling the data, while the validity of the study relies on the layout of the questionnaire. The researcher employed various deduction throughout the study. The research process is contemplated to ensure that an insightful idea is created to enable the researcher to reach a probable conclusion. Search Philosophy these are assumptions that underpin the research strategy and data collection strategy. This research is mainly concerned with subjective knowledge and interpretation of the phenomena, which is a common word basing on the general assumption that coherences in the social world are involved.

On the other hand, the research philosophy in use is positivism. It argues that the research results can be generalized to cover the entire human population, concerning the general characteristics of the people under considerations. Research Approach This research followed the deductive approaches of research. It tries to analyze the empirical data out of which the hypothesis was formed. Therefore, it is essential to note the research approach in consideration should verify the causal relationship in the existing theories. ”

A Quantitative and Qualitative Approach

In research, two major approaches can be flowed to realize the study; these are qualitative and quantitative approaches. However, the qualitative approach is the most effective method in scientific studies. However, this being social research, the researcher made use of qualitative research. The data sampled from the chosen population is categorized and analyzed based on the researcher’s subjective understanding. It is important to note that due to the quantitative research’s coherent weaknesses, the researcher had to use quantitative analysis by analyzing the statistical data related to the study to help him realize the research objectives. It is also noteworthy that quantitative analysis depends on the establishment of the relationships between variables.

Research Strategy

The researched strategy of choice for this study was the deductive strategy, as it was easy to answer the research question to meet the research objectives. In this approach, the research’s formulated aims were responded to by useful tests of the collected data. The researcher observed general theories and collected data. In this dissertation, the deductive approach was chosen. General methods were found, out of which aims were formulated. A questionnaire to collect the data was set up, and this was essential to test those against existing literature, to be able to either confirm or reject the original theories in the end.


Data collection is an essential part of any research. However, it is challenging to collect data from the whole population due to the inherent problems associated with the collection of data from a broad community, and it is essential to select a small portion from the entire population that would be a representation of the whole society; this is called sampling. This research implemented the random sampling method to derive the response for the research questions

Data Collection

Data were collected using the Likert type structured questionnaire, and these questionnaires were self-administered by the researcher. However, a secondary study was conducted on the available literature, such as academic journals, social research reports, industry magazines, and course material from the university library. Additionally, the internet was used to derive the most recent information on the topic. These data were used to test the hypothesis.

It is important to note that one of the limitations of this research was time and access restriction. Therefore random sampling was done to get the population for study and restrict the confinement of the data collection to this particular group, under the assumption that it would be generalized to represent the entire population. Data collection methods Interviews were used as the research design for this study in a place where quantitative a combination of primary and secondary data will help realize the objectives of this research.

  • Aydogdu, S. (2011). An Empirical Study of the Relationship Among Job Satisfaction, Organizational Commitment, and Turnover Intention. Retrieved December 11, 2012, from www.econjournals.com/index.php/irmm/article/download/30/24
  • Brief, A. P. (2002). Organizational behavior: affect in the workplace. Retrieved December 11, 2012, from www.annualreviews.org/doi/pdf/…/annurev.psych.53.100901.13515…
  • Brockner, J., Grover, S. L., Reed, T. F., DeWitt, R. L., & O’Malley, M. N., 1987. Survivors’ reactions to layoffs: We get by with a little help for our friends. Administrative Science Quarterly, 32: 526-541.
  • Dessler, G. (2000). Human Resource Management. New Jersey: Prentice-Hall.
  • Feldman, D. C., and Arnold, H. J. (1985). Managing Individual and Group Behavior in Organizations. New York: Mc Graw Hill Publishers.
  • Kazi, G. M. (2011). The Contribution of Individual Variables: Job Satisfaction and Job Turnover. Retrieved December 11, 2012, from www.journal-zarchieves8.webs.com/984-991.pdf
  • Laser, S. A. (1980). Dealing With The Problem Of Employee Turnover. Retrieved December 11, 2012, from www.onlinelibrary.wiley.com/doi/10.1002/hrm.3930190404/pdf
  • Luthans, F. (1992). Organizational Behavior. New York: Mc Graw Hill Publishers.
  • MBA. (2010). What are the benefits of Job Satisfaction? Retrieved December 11, 2012, from https://www.mbaofficial.com/mba-courses/human-resource-management/what-are-benefits-of-job-satisfaction/
  • Milkovich, G. T., & Newman, J. M. (2005). Compensation. Boston: McGraw Hill Publishers
  • Mishra, A. K. & Spreitzer, G. M., 1998. Explaining how survivors respond to downsizing: The role of trust, empowerment, justice, and work redesign. Academy of Management Review, 23 (3): 568-588.
  • Vangel, K. (2011). Employee Responses to Job Dissatisfaction. Retrieved December 11, 2012, from https://www.google.co.ke/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&ved=0CDYQFjAB&url=http%3A%2F%2Fwww.uri.edu%2Fresearch%2Flrc%2Fresearch%2Fpapers%2FVangel-Commitment.pdf&ei=-tvHUKR_gsLRBdOEgEg&usg=AFQjCNFQ-FrN8rR-qXzuGipRjKggi-jFvg

Related Posts

Leave a Comment

15 + 16 =