MASTERS IN BUSINESS ADMINISTRATION: FALL

SEMESTER 2015
MGMT 620: INTERNATIONAL DIMENSION OF
ORGANISATIONAL BEHAVIOR
DR. PRABHARKAR GANTASALA
B1: Motivation, Teamwork and Organisation structure in
the United Arab Emirates

Fawad Ali (1881),

25 October 2015

Introduction
The success of a company can be guaranteed with the successful implementation of
management policies encompassing successful motivation of employees and coworkers, team working capabilities and general organizational structure. In the following
report the three important aspects of management including motivation, organization
and team-work have been discussed in detail. The report includes background and
literature review on the above aspects followed by discussion on these factors with
respect to a chosen company in United Arab Emirates. The last section discusses policy
recommendation for the chosen company followed by concluding remarks.
The phenomena discussed in the following report are prevalent in different disciplines;
however, psychology provides us intuitive definitions of these phenomena. These
characteristics of organizations are prevalent in every industry and are adhered by for
the successful achievement of the entitys mission statement and policy. In the following
report we have discusses these phenomena with respect to Dubai Islamic Bank (DIB).
The bank was established in 1975 and the first bank which amalgamated the principals
of Islam in all the banking services it offers. DIB has expanded its branches to Pakistan
and Turkey but in this report we will focus only on the organizational structure of UAE
network.

Concept of Motivation
Motivation is a broad terminology and has been used in several different disciplines.
Motivation refers to the underlying reasons behind behaviour as has been pointed out
by Guay et al. (2010). Gredler, Broussard and Garrison (2004) have defined motivation
as quality that makes one do or in some cases dont do something. Every discipline has
noted motivation differently according to the context. According to Stipek (1996) the
motivation can be called as reinforcers: these reinforcers can have either positive or
negative effect. Positive reinforcers or rewards are the ones that improve the probability
of a given behaviour by reducing or in some completely removing the negative function
of this action. Similarly, negative reinforcers decrease the probability of a given

behaviour by adding negative utility to the action. Motivation has been studied intensely
in the field of Psychology. The Psychological studies have differentiated motivation into
extrinsic and intrinsic motivation. Intrinsic motivation is induced by personal interest and
pleasure. Deci et al. (1999) have defined it as a motivation that energizes and maintains
activities through the impulsive satisfactions essential in effective vocational action.

Concept of Teamwork
Project management (Pinto et al. 1993, Gemuenden and Lechler 1997), as well as total
quality management and continuous improvement (Griffin and Hauser 1992, Lawler et
al. 1995, Mohrman et al. 1995) consider teamwork as a crucial success factor.
Teamwork is defined by Scarnati (2001, p. 5) as a cooperative process that allows
ordinary people to achieve extraordinary results. The importance of teamwork has
been emphasised time and again in literature; literature for different subjects have
described the usefulness of teamwork in their subject area and it carries the same
importance in all disciplines and organisations. Teamwork can be defined as the
combined action of group to achieve a single goal effectively and with efficiency. It is
widely believed that team accomplishes more than individuals and projects which are
bigger in size require some degree of team collaboration for its successful execution.
The team works and contributes to the whole organisations success. Teamwork sets up
the whole organisation to win. The key attributes of a team as has been described in
literature (Luca & Tarricone, 2001) include obligation to team accomplishment and
personal skills, common targets, open communication, gratefulness, effective and
robust team structure and last but not the least commitment to the progress of the team.
These skills are deemed to be ideal for the successful execution for a team project. First
and foremost is understanding of the goal by all team members and joint commitment to
fulfil this goal. This is complemented by interdependence, interpersonal skills and open
communication among each other.

Concept of Organisation
Various bodies, organisation, groups etc. are the typically structured in such a way to
ensure meaningful contact of individuals. In other words, organisations represent

determined co-operation of people based on common structures, values, interest and

rules. To begin with the most important objective of any organisation is its determination
to stay viable and competitive by satisfying its core purpose (Selznick, 1948). This is
complemented by teamwork and motivation. Weber (1948) has used a somewhat
different explanation of organisation; he used the idea of organisation to refer to a
authority distribution network. He asserted that such a network exists if and only if the
degree of correspondence is high between the authority and circumstances favouring
acquiescence of this authority.
The theory of organisation is also defined as having some level of influential power over
action that are executed under the range of its authority. This authority to produce a
desired result is ambiguous and heavily relies on effectiveness on complex structural
conditions. The results do not depend just on the organisational structure but other
factors pertaining to the organisations complemented by management factors. More
common definition and pertaining to business is that of organisation being a social unit
of people that is designed and managed in such a way that the common goal is
achieved. Note here, this definition is very similar to that of teamwork.

Dubai Islamic Bank

Motivation in Dubai Islamic Bank, UAE
Motivation as has been defined above is the underlying reason behind certain
behaviour. The reason to work might be induced by the desire of acquiring money,
learning new skills, altruism, passion and other both psychological and money incentive
can be deemed as a strong motivator. The motivation of the employees at Dubai Islamic
Bank (DIB) has been evaluated through different Internet resources which provide
insights and reviews of sentiments of the employees working at DIB. One of the most
important motivating factors for employees of DIB has been its existence as the first
bank complying with sharia and providing Islamic financial instruments. The bank being
the first of its type, induced people looking for and motivated by working in Islamic bank
were induced to work here. Some other employees have different underlying reason
behind their working at DIB. The review of some employees (Glassdoor, 2015) provides
us insight into sentiments and reasons behind working at DIB. Some employees had
been motivated by strong goodwill of the bank and world renowned popularity of the
institute. Some employees were motivated to learn the sharia compliant Islamic financial
tools. And lastly, some employees had been motivated by the good work environment
and friendly corporate culture of the institute. In the end, all employees are motivated by
the basic monetary incentive complemented by personal intrinsic motivators. There has
been some disparity among the motivation of the employees working in different
countries of this bank. Employees from Pakistan Dubai Islamic Bank have shown that
resentment towards the salary disparity between people working in UAE and in
Pakistan.

Teamwork in Dubai Islamic Bank, UAE

The importance of teamwork in the working of a business has been emphasised in the
above section. The literature on team working highlights that the most important
element of a team is its determination toward a common goal (Fisher, Hunter, &
Macrosson, 1997). Management of any institute tries to ensure that the employees

when designated a task to be done as a team. The sharing of information, asking for
help and cooperation is expected within the employees. Strategies such as teambuilding weekends and events are organised to increase cooperation and friendliness
among the peers and have not been reported by employees of the bank.
Screening and recruitment process has changed drastically for most of the international
companies. Experienced HR managers and screening tests enable the company to
recruit candidates who are able to show competency not just in intelligence and skills
but team-working as well. This has led to companies selecting candidates who are
optimal in interpersonal skills and teamwork. Dubai Islamic Bank being a huge
multinational bank has adopted these screening techniques and has been able to hire
good candidates and providing on-job training to further increase these interpersonal
skills.

Organisation in Dubai Islamic Bank, UAE

The organisational structure of Dubai Islamic Bank is strong. The bank takes pride in
being the champions of morality, equality and transparency in everything they do. Even
though the bank has expanded exponentially addressing the growing demand of Islamic
finance, the bank has been able to keep its true roots of being a customer-oriented
organisation (Dubai Islamic Bank, 2015). For a business like Dubai Islamic Bank which
depends solely on consumers, it is necessary to keep the organisation in line with the
key stakeholders. To enable the organisation of Dubai Islamic Bank to successfully
execute its mission is to set short-term easily accessible plans. The hierarchy of
authority has been clearly demarcated and the employees are aware of the career
progress layers. The different departments have been well separated with intercommunication among departments with a central HR and Communication department.
Dubai Islamic Bank is organised and sub-categorised in to six main departments
including personal banking, investment banking, women banks, wealth management,
business banking and treasury. Apart from these six main departments, there are other
departments including HR and Communications. The bank has been structured to cater
needs of diverse populations including people looking for conventional banking services

and customers looking for Islamic banking. Team of professional has been dedicated to
investor relations wealth management, investment banking and other sub-sectors of
banking. DIB who take pride in being a customer oriented bank have to bear the costs
associated with managing all these diverse departments. This has led to some
communication problems among each department as reported by former employees in
Glassdoor (2015).

Implications & Suggestions

Dubai Islamic Bank has been performing well for a long time. The interest in financial
instruments based on sharia has grown in recent time. The increase in Muslim
population is evident and has been highlighted in the literature. The growth of this
population has led to increase in Islamic banking and DIB has grown exponentially
alongside. The total Muslim population of the world was approx.1.6 billion in 2010 (Pew
Research, 2011). Consequently, the demand for the Muslim friendly financial
instruments has increased and thus expansion in Islamic Banking is seen. In response,
DIB has established its network in Pakistan and Turkey as well. However, it is hard to
implement and export the same level or organisation and efficiency to different countries
but DIB has been able to do export their key traits. The motivation for working in DIB is
higher among employees from UAE. The pay differential between the UAE branches
and other countries branch can create a sense of demotivation because of wage parity.
Furthermore, the teamwork in the company as noticed through reviews and the website
does not direct toward any recreational activities offered at workplace. There is literature
on the importance of recreation in increasing employees productivity. Evidence has
been found by WHO (2003) which positively relates workplace recreation and employee
performance. Organizations therefore need to put in place actions which are aimed at
ensuring employees maximize their potential at the work place. Boxall et al (2003),
states that individual performance is a function of ability, motivation and opportunity.
Following suit, Dubai Islamic Bank should increase recreational and leisure activities
with-in job. Availability of snacks could be the first move. Regular organisation of teambuilding activities is highly suggested.

Motivation can always be induced using monetary and commission based incentives.
One of the key motivator factors as has been reported by former employees is the
venue to learn Islamic financial tools. Provision of on-job training in this financial area
would lead to increase motivation among employees seeking to learn this niche.

Conclusion
The above report has discussed in detail the three main components essential in the
success of business. The chosen business institute, Dubai Islamic Bank has been
reviewed with respect to literature on these components. Secondary data sources in the
form of online reviews of employees working in the bank has been accessed and
discussed. The overall reviews of the company have been positive with good corporate
culture, sense of teamwork and organisation in the company which has motivated
employees and potential labour market to work for this corporation. Some suggestions
including the introduction of team-building activities in the banking staff and equal
monetary incentives among offices in different locations have been suggested.
Teamwork, motivation and organisation have been discussed conceptually with respect
to management and management psychology. These concepts tend to differ in different
disciplines including child psychology, students, healthcare and etc. In this report, these
managerial components have been discussed just in the light of business and the
chosen company. A primary data in the form of evaluation of the three components can
be obtained from the companys employees and be analysed with respect to other
independent variables including social life, job security and other possible explanatory
factors.

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