Littérature scientifique sur le sujet « Omani Foreign workers »

This study investigates the radio usage patterns, habits, and motivations of working Omani women, focusing on the gratifications they seek. The research employed a questionnaire to gather data from 362 female workers in Muscat Governorate. The findings revealed that Omani women in Muscat Governorate selectively listen to the radio, with a preference for music programs and songs, including those from foreign radio stations. The primary motives for radio listening were "getting acquainted with the road," "amusement and entertainment," and "learning about local and international events." Additionally, the study highlighted that the most significant gratifications were related to gaining information and staying informed. The results also indicated that Omani working women tend to interact minimally with radio content, with a preference for using social media platforms when they do engage. These findings contribute to a deeper understanding of the radio usage behavior of working Omani women and the gratifications they derive from it. Keywords: Motivations, patterns, habits, uses, gratifications, Omani working women, Oman, radio stations.

Abstract This survey is a review listing some key legislative and executive measures of the government of Oman in the year 2021–2022, which have relevance to mainly the rights of the migrant workers. Further, and in less detail, this survey also refers to some of the developments pertinent to the rights of women living in Oman. However, more generally these rights are less relevant to women who are not Omani nationals. Oman is a member country of the Gulf Cooperation Council (GCC). The GCC comprises six states in the Arab-Gulf region: Oman, Bahrain, the United Arab Emirates (UAE), Kuwait, Qatar and Saudi Arabia. These oil-producing states have a significant proportion of foreign workforce in the population. Foreign workers work mostly in the private sector and are also residents in the host countries. At 46.5 per cent, Oman has a relatively lower proportion of migrants in its population among the GCC members (UN DESA, 2020). Therefore, a broader spectrum of governments’ measures relating to the issues like labour, entry and residence, and ownership of property or business touch the lives of the foreign/migrant workers or expatriates in the Gulf country. Governments’ initiatives targeting domestic workers are relevant also for women because they comprise the majority in this group. The survey notes that most of the governmental activity in Oman in the past year largely concern new laws or amendments of the existing legislation and regulations linked to labour and residency matters. Some of the more relevant ones that the survey has selected here confirms this. It also marks the period post the pandemic, which had posed considerable economic challenge for the government. Hence, as also some neighbouring Gulf countries, Oman has shown a balance of measures. On the one hand, to revive its economic dynamism and competitiveness by facilitating more ease and benefits to attract and retain foreign labour and investment in the country. On the other hand, with measures such as increased nationalization effort and support expressly favouring the national workforce to boost their more active participation in the labour market. The new labour law declared by the Omani government and its signing of the Maritime Labour Convention are a few notable highlights. The survey has essentially drawn on the government’s documents and announcements as available in English or translated text, in addition to information in the press and other relevant sources.

Entrepreneurship has become a defining business trend in many countries throughout the world. The ranks of entrepreneurs contain a sizable contingent of women. As a result, research into the pathways of entrepreneurship as a general phenomenon as well as a career option for women has flourished in recent years. However, very little of this research has focused on women entrepreneurs in Arab countries, particularly those around the Gulf of Arabia, where private enterprise is viewed as a way for these nations to reduce their reliance on oil and their dependence on expatriate (foreign) workers. This study of the business start-up experiences of ten Arab women from Bahrain and Oman can serve as a starting point for such research. Although based on a non-representative sample, it suggests that the experiences of the Arab women entrepreneurs studied generally parallel those of their counterparts from other parts of the world with a few distinct differences. These differences relate to securing start-up capital and other resources, networking, and work/family balance. Infused with Arab and Islamic values, the unique cultural milieu played a major role in shaping the entrepreneurial experiences of the Bahraini and Omani business owners studied.

Inventions do not come in one format, so the right holder varies according to the occasion it reaches them. Only the financial rights are transferred to employers while the moral rights remain in the interest of inventors, as they are among rights closely related to personality and may not be waived with or without compensation. The worker’s information, which is mainly associated with the establishment activity, becomes a weapon against employers if it falls into the hands of their competitors. Therefore, this research paper aimed to clarify what is meant by the worker and the employer, then define the invention types that the worker reaches during the implementation of the work contract. The study aims to distinguish labor law from other laws and then clarify the laws regulating the protection of workers’ inventions, their consequences, and what rules apply to it. The study also describes the legal effects that result before and after reaching the invention, as well as the rights and obligations of each party. This study followed the analytical approach of texts to get study results. Results showed that there are differences in the trademarks granted to foreign students, which necessitate attention in the applications granted to resident Jordanians and showed that there are differences for patents granted to foreign applications. Results also showed that Jordanian legislator came with a ruling that differs from what was stated in the Saudi law and the Omani patent law because the provisions of the Jordanian law talked about the case of accidental inventions and free inventions only. The study recommended adding some items to laws and legislations to be enforced in Jordan and deleting some texts and phrases that harm inventors. The study also recommends necessity to amend the text of article (22/b) of Jordanian labor law by deleting the phrase (unless otherwise agreed in writing) and replacing it with the phrase (and any agreement to the contrary is considered void).

<p>The paper rethinks the role of sustainable human resource management practices in achieving corporate excellence, using the case of Oman, an emerging Arab Gulf economy currently pursuing an economic diversification strategy tagged Oman Vision 2040. The paper is based on the survey data collected from 212 workers and managers working in the nation’s capital city, Muscat, between December 2020 and February 2021. The respondents were randomly surveyed across Oman Vision 2040’s priority economic diversification agenda sectors: investment management, infrastructure, energy, banking, and telecommunication. The analysis includes 22 data points covering essential HRM practices, including recruitment, compensation, motivation, organisational training, and learning and development. The IBM Statistical Package for Social Sciences (SPSS) was used for the data analysis. Descriptive statistics and hypothesis testing of Karl Pearson’s <em>r</em> correlation, emphasising the p-value &lt; 0.01 interpreted to be highly significant at a 1% significance level, are presented. Adopting HRM as a strategic partner in a business model significantly impact organisational excellence, especially concerning staff training and appraisal system. However, while country-specific factors might influence the HRM practice in the domestic context, the expected association between Omani strategic HRM factors, such as labour laws, expatriate workforce, and foreign education and organisational excellence, may not be supported by the current empirical evidence. The research also found a weak correlation between job performance and employee appraisal systems. This paper used survey data from human beings, workers and HRM managers, whose responses might be open to distortions; further research is required to confirm these results using multiple data sources. The need to encourage creativity and innovation in job performance through continuous on-the-job training and development leveraging technology and data analytics applications is acknowledged. The implications for rethinking SHRM practices and policies towards developing a new intrapreneurial, well-motivated, adaptive, and trained workforce are documented. Human capital’s adequacy and quality have been widely recognised as critical to any organisation's value-creation goal. Still, research to date is somewhat inconclusive on what the priority HRM practices should be in the contemporary fast-paced, technology-driven business environment. This research makes a theoretical and empirical contribution to scholarly discussions on the role of SHRM practices in modern organisations. It also adds value to SHRM research and practice. The present research may be the first Oman-specific SHRM study with empirical perspectives from the Covid-19 pandemic.</p>

The six Gulf Cooperation Council (GCC) countries, Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates (UAE), are among the most dependent on foreign workers to fill private-sector jobs. A combination of lower oil prices and rapid native labour force growth has given new impetus to efforts to diversify GCC economies away from oil and encourage natives to fill private sector jobs. This article summarizes the current status of foreigners and foreign workers in GCC countries and considers several scenarios, including maintaining the status quo, improving protections for foreign workers in countries of destination (CODs) and countries of origin (COOs), and changing the current migration system to employ fewer and more skilled workers.

The human rights protection system in the Middle East, especially in the Persian Gulf states, is often discussed in the literature in the context of women’s rights or the use of torture and the death penalty. An important topic related to human rights in the modern world is the kafala system, which has been operating in the Gulf Cooperation Council (GCC) countries, i.e., Saudi Arabia, Bahrain, Qatar, Kuwait, Oman, the United Arab Emirates, Lebanon, and Jordan for years. The states have perceived it as a system of foreign worker protection. According to the latest data, it is estimated that 25 million migrants live and work in the GCC countries, 70% of the Gulf Cooperation Council workforce consists of migrant workers, and 49% of the total GCC population are migrants. The kafala system determines the dependence between a foreign employee and an Arab employer, which is often associated with the emergence of various types of violations of employee rights and threats to their lives and health.

The United Arab Emirates is situated simultaneously in southern region of the Persian Gulf and on the Coast of the Gulf of Oman next to Saudi Arabia and Oman and remain the closest maritime neighbour of powerful Iran. This fact defines geopolitical importance of the country. But environment here is not conductive for economic development. It is distinguished by some of the highest temperatures in the world during warm season and by extreme humidity because of two surrounding bodies of water. It lacks permanent lakes and rivers and the whole area is prone to severe sandstorms. The native population of the UAE is rather small, what forces Emirati rulers to invite foreign workers in growing numbers. Despite domination of crude oil in foreign trade, the ruling elite took a strategic step towards service economy, what represents an interesting example to follow because of the apparent success of such policy. In this article the author makes an attempt to find out what measures at state level made the UAE the most prosperous country in the Gulf. Key words: UAE, Abu Dhabi, Dubai, airlines, free economic zones, ports, tourism, property.

Abstract This survey reviews some of the key legislative and executive measures of the government of Bahrain in the year 2021–2022, which have relevance to mainly the rights of the migrant workers. Further, and in less detail, this survey also refers to some of the developments pertinent to the rights of women living in Bahrain. However, more generally these rights are less relevant to women who are not Bahraini nationals. Bahrain is a member country of the Gulf Cooperation Council (GCC). The GCC comprises six states in the Arab-Gulf region: Oman, Bahrain, the United Arab Emirates (UAE), Kuwait, Qatar and Saudi Arabia. These oil-producing states have significant proportion of foreign workforce in the population. Foreign workers work mostly in the private sector and are also residents in the host countries. At 55 per cent, Bahrain has a relatively lower proportion of migrants in its population among the GCC members (UN DESA, 2020). Therefore, a broader spectrum of governments’ measures relating to the issues like labour, entry and residence, and ownership of property or business touch the lives of the foreign/migrant workers or expatriates in the Gulf country. Governments’ initiatives targeting domestic workers are relevant also for women because they comprise the majority in this group. The survey notes that most of the governmental activity in Bahrain in the past year largely concern new laws or amendments of the existing legislation and regulations linked to labour and residency matters. Some of the more relevant ones that the survey has selected here confirms this. It also marks the period post the pandemic, which had posed considerable economic challenge for the government. Hence, as also some neighbouring Gulf countries, Bahrain has shown a balance of measures. On the one hand, to revive its economic dynamism and competitiveness, measures have been taken aimed at facilitating more ease and benefits to attract and retain foreign labour and investment in the country. On the other hand, measures have been taken that expressly favour the national workforce in order to boost their more active participation in the labour market and to support increased nationalisation efforts. The Bahraini government’s introduction of new labour reforms replacing its Flexi-work permit programme, initiatives to enforce the Wage Protection System, and easing of residence permits are a few notable highlights. The survey has essentially drawn on the government’s documents and announcements as available in English or translated text, in addition to information in the press and other relevant sources.

AbstractIn this chapter, I present the case studies of the State of Qatar and the UAE, two countries in the Arabian Gulf where although Arabic is the de jure official language, many foreign languages are widely used for communication because of a large non-Arab, non-national population. In addition to English, which is used as a lingua franca among the educated people, a host of Asian languages are used by blue-collar workers from South and Southeast Asia. While the presence of foreign languages does facilitate communication, it has also heightened a fear of loss of Arabic and Arab identity among the local populations leading to a series of measures by the governments strengthening the position of Arabic officially. I show how the two governments struggle to balance the needs of communication and identity. I argue that since the Gulf Cooperation Council (GCC) countries are no longer monolingual, there is a need for the development of a language policy that balances the needs of communication and identity not only in Qatar and the UAE but also in Oman, Kuwait, Bahrain, and KSA with less, but still significant non-national population.