RUNNING HEAD: ASSESSMENT 2

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 Assessment 2 1

INTRODUCTION

An organization may be examined from a variety of viewpoints, including administrative,

economic, cultural, and geopolitical. Depending on the structure and culture of the business,

bureaucracy may be found in both private and public enterprises. Because ETISALAT is a large

company with many operations carried out daily, bureaucracy is obvious and is part of the

management structure and culture. Because each company has its own set of norms that govern

its behavior, organizational culture may be considered the foundation for administration.

Every organization has its own distinct culture that is implemented in everyday

operations to meet its goals and objectives. A suitable organizational structure guarantees that

operations inside the organization are coordinated and supervised in a way that accelerates the

company's performance. The structure also serves as the framework for managing regular

operating processes and routines, as well as determining who participates in decision-making

[ CITATION Eti \l 1033 ].

Etisalat is recognised for being the United African States' national communication

business and the 12th largest communications business in the world. It was formed in Abu Dhabi

in 1976 and is headquartered in Abu Dhabi, Dubai, and the northern Emirates in three regions

within the UAE, and operates worldwide in numerous countries. In 1983 the business was

opened with the government holding 60 percent of the UAE government's shares, and 40 percent

publicly held and traded in the Abu Dhabi Bourse. The firm was a government business

[ CITATION AlA09 \l 1033 ].

ETISALAT aims to engage people and companies to enhance life and businesses.

“Excellence” is the firm's mission statement. ETISALAT has become an indicator of fair
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business procedures, considering that there is an important link between commerce and

worldwide development on the worldwide market. ETISALAT's principal purpose is to provide

the rising number of clients globally with exceptional services. The firm offers mining solutions,

for example, by assuring the exact movement of all resources and commodities on schedule, and

within the budget, through the whole mining cycle.

In the UAE, ETISALAT is a global subsidiary of ETISALAT, a rapidly developing

enterprise that is projected to continue to develop rapidly (ETISALAT, 2013c). The HR

department is responsible for hiring all staff members from different backgrounds to offer the

labor division that the firm needs. In conjunction with other departments. Management benefits

and compensation advantages are the fastest expanding sectors of the UAE HR department. To

save expenditure, salaries are simplified to comply with corporate regional requirements

[ CITATION Org \l 1033 ].

CULTURE OF THE COMPANY

As each business has its collection of norms and values and behaviors that employees

have to uphold, organizational culture may be regarded as the cornerstone of administration. The

cultures offer the kind and the role and image of the organization entering the market. Their

research helps to identify variables influencing choices and policies within and outside the

business, through building relationships with their clients based on managers' language. About

the quality of the programs. Lean Six Sigma is seen as a philosophy by the researcher to maintain

improving waste disposal. Six Sigma, therefore, aims to reduce the variance in processes utilized

more than by managers by technicians and statistics [ CITATION Aki18 \l 1033 ]. The

integration of these two programs hinders the first comprehension of these implications by each
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one so that program accomplishments at this level are properly implemented and acceptable to

the whole company, thus change management should be carried out extremely effectively.

The development of a diverse labor force remains to be an essential requirement for every

business firm given the unmatched changes occurring in the workplace. Various challenges

accrue to a global organization in the process of undertaking marketing and other business

activities. The interaction of individuals from different cultures poses unusual communication

styles as well as different patterns of contact portraying great complexities in terms of

interpretation. Various studies assert that the idea of communication across distinct cultures

becomes of great significance due to its impacts on global business processes. According to

Hofstede (1995), culture defines the activities of global business (Hofstede, 2003). This paper

examines the challenges faced by organizations as a result of increasing cultural diversity

concerning communication, the relevant communication skills that may be employed to counter

these problems, and the effects of national culture on employee performance [ CITATION

AlA09 \l 1033 ]. In this view, the study focuses on ETISALAT Express UAE as a case study to

provide an elaborate explanation of the above issues.

The increase in cultural diversity poses several communication challenges for

ETISALAT Express UAE. The issue of understanding stands to be a dominant problem in every

type of communication. The lack of a mutual pre-understanding within the workforce greatly

impacts communication as well as group processes in the organization. These include a lack of

understanding, misinterpretation, emotional responses, and a breakdown of individual and shared

levels within the organization [ CITATION Hof10 \l 1033 ].

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Although, the firm should focus on the client; establish lengthy confidence with its closed

client. The clients of ETISALAT are all around. ETISALAT acts worldwide with respect for and

comprehension of diverse cultures as a global player. The voice of its customers is constantly

heard by ETISALAT. The greatest customer service award in Sweden was won by ETISALAT

Express in 2011. ETISALAT Express, In addition, ETISALAT offers quick delivery of high-tech

equipment, security insurance. It provides satisfaction and great efficiency for customers. On the

other side, GOGREEN's strategy, via external climate protection initiatives, would compensate

for all transport-related carbon dioxide emissions. Thus, ETISALAT can establish a balance

between sustainability and consumer expectations [ CITATION Hof10 \l 1033 ][ CITATION

AlA09 \l 1033 ]. ETISALAT may offer fair pay to most employees, encouraging them to work

hard.
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POWER STRUCTURE IN THE COMPANY

COMPANY POLITICS

Etisalat, which is mostly controlled by the UAE federal government and has a share of

over 60%, is strongly supported politically. The government appoints the majority of the Bord of

Diroctors and the President. As underlined by the recent acquisition of Maroc Telecom in 2014,

it has full backing from the UAE Government. Government support for enterprises is further

emphasised by its cooperation with accelerator funded by the Government, DFA, in 2018. The

cooperation also forms part of Etisalat's digital strategy for building an intelligent ecosystem and

focusing on technologies such as AI I'm a smart city development blockchain.

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With Etisalat and dU as the two actors, the UAE telecoms have a duopoly structure. Both

players have mostly governments that have limited the admission of new players in accordance

with the laws. The UAE federal government was a key source of revenues for the royalty fees

collected from Etisalat and du, whereas 15 percent of the firms paid offers revenues and 30

percent of their net income as royalties. Although the duopoly has produced overall

inefficiencies in the télécommunications sector, the government and telecommunications firms

benefit each other in the near run. However it would have a major impact on Etisalat if the laws

relax a restriction on services such as VoIP are repealed in the future.

SOURCES OF CONFLICTS IN ORGANIZATION

The sources of conflicts in the ETISALAT are usually because of the challenges faced by

the supply chain department. The challenges are listed as follows [ CITATION Hof10 \l 1033 ]

 Fuel expenses: fuel prices are one of the greatest charges that contribute to reducing the cost of

travel. This year, higher fuel prices are expected by increasing fuel surcharges for U.S. carriers.

Increasing the US price of diesel fuel is adding surcharges to cargo rates, turning around a two-

year trend that is cutting trucks' sales and income as fuel prices collapse.

 Customer Service Concerns: Customers demand total visibility wherever they may be delivered.

The location of a delivery nowadays is as linked as your social network. In reality, as the

expectations of customers have grown, their readiness to pay for rapid shipment has declined and

only approximately 64 percent of consumers do not want to pay anything more for less than two

days.

 The technology strategy and implementation: Although many of the benefits of these innovations

are understood and supported by industry, several issues remain on how they are to pay for them

and who is responsible for implementing the changes [ CITATION Lan19 \l 1033 ].
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BARRIERS IN THE MANAGEMENT CHANGE

Supply chain management may be described at the correct place for the right price and

the appropriate target client as having the right thing in the right amount at the right time. Supply

chain management includes the planning and management of all procurement, conversion, and

logistics management activities and also the coordination and cooperation between providers,

intermediaries, third-party service providers, and customers with channel partners. The channel

management system includes the implementation of the project. Management of the supply chain

includes supply and need management in and between organizations. Businesses depend on their

supply chain to provide them with what they need to survive and thrive. Corporations depend on

their supply chain to improve the survival and prosperity they need. Every company has a part to

play within one or more supply chains. The rate of change and the uncertainty over how the

market developed has led firms to become increasingly aware of the supply chain in which they

are participating and to comprehend the roles [ CITATION Wel \l 1033 ].

Obstacles mentioned in the research include changes in consumer expectations and

constraints in the current infrastructure. The combination of these hurdles and the need for

further e-commerce goods will affect corporate distribution methods significantly. In the next 3-

5 years, the research states that 50% of the company is expected to undertake such adjustments.

To optimize potential in e-commerce initiatives, companies are expected to increasingly use 3PL

relationships [ CITATION Akp17 \l 1033 ].

EMOTIONAL INTELLIGENCE

The "Something" in every one of us that is somewhat intangible is emotional intelligence.

This influences our way of managing behavior, navigating social complexity, and taking

personal decisions which yield beneficial results. Emotional intelligence comprises four main
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abilities that combine into two basic abilities: personal skills and social skills. Personal skills

include self-awareness and self-management, which are more about you than your relationships

with others. Your capacity to be conscious of your emotions and regulate your behavior

[ CITATION Org \l 1033 ].

Artificial intelligence (AI) has arrived, and it’s changing the working environment at a

dizzying speed. An international analysis of the potential long-term impact of automation

published in 2018 by business consultants PwC, titled “Will robots steal our jobs?”, found that

30% of jobs in finance and insurance in developed economies were at risk of automation by

2029. And in the same time frame, the report forecast that 50% of all clerical roles in those

countries were at risk.

Marr stresses the value of creativity and emotional intelligence. “In the future,” he says,

“we will have to work alongside machines and AI, which means we need to possess the skills

that those machines haven’t got. At the moment they haven’t got things like creativity, which is

intrinsically human. As humans, we can imagine new worlds and dream up new ideas, and a

better tomorrow. We also have emotional intelligence. Machines are making inroads fast with

this but, as humans, we are still much better at recognizing and controlling, and expressing our

emotions, and this is vitally important. And we have leadership skills – the ability to inspire and

help others to become the best they can be.”[ CITATION ADE \l 1033 ]

In the logistics business, openness is still behind. However, digitization in logistics firms

may contribute to improving this, which in turn may assist to enhance sustainability. Increased

transparency in loading capacity, for example, can prevent empty or wasteful transport

[ CITATION Emi \l 1033 ]. The 'Future Terminal' project was created, which tests and
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implements solutions and technology such as automated measurement of volume, intelligent yard

management, and partially autonomous vehicles of transmission.

CULTURAL DIVERSITY AND ETHICS

Etisalat's culture resembles that of the UAE in which a diversity of individuals may be

found here and there. The culture of the UAE is mirrored in the culture of Etisalat since the same

variety of staff provides the same diversity of citizens and displaced people with communication

services. Etisalat has created such a distinction when it addressed cultural variations in its

operations and made its services available in the predominantly people-speaking languages In

this regard, they care for customers and respect the cultural variety and disseminate the common

characteristics of these differences among their staff so that customer service is provided to this

end and each customer has access to services in line with his understanding of culture.

Other nations in Etisalat have great respect. It serves other nations within one country and

for that purpose the majority of customers come from different countries and it is therefore

essential to look at other cultures with regard to their operation and service, and to respect them

wherever any employee in any culture can offer services to all cultures. It must therefore be

respected.

Culture in Etisalat does not distinguish anybody on the commercial level, but it has been

necessary to differentiate the locals in certain features in relation to clothing regulations although

for others they are same. The dress code for the males at Etisalat is mostly an Etisalat Shirt,

while the on-site staff are to wear Etisalat T-shirts and it is necessary to wear safety clothing for

engineers and others working on site. In office positions, employees are expected to wear suits

for men or women, but they are excepted when it comes to local workers, as the UAE standards
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are observed rather than Etisalat norms. The UAE regulations require UAE males to wear the

formal US clothing, Kandoura (a tall white dress) and Ghatra and Hatta (a white sheey on a

head), while Shiela and Abaya should be worn by women ( A black Dress for Woman).

The Etisalat brand is obvious on certain outfits except for office clerical duties where

individuals are wearing suits without logos and locals wearing local clothes however the Etisalat

badge is obligatory and must be displayed on their clothing whatever it is [ CITATION Wel \l

1033 ]. Greeting traditions are preserved at Etisalat since it is a service firm and greetings are not

particular to any culture, the most essential thing being to combine greetings with a smile and

respect for the others.

STAKEHOLDERS OF THE COMPANY

The Go Green strategy of Etisalat is the base of its environment management approach

and includes four stakeholders – personnel, consumers, government agencies and NGOs

(NGOs). Etisalat has been investigating the usage of solar energy in its facilities since the 1990s.

CONCLUSION

As an internationally functioning company, ETISALAT sees our employees' diversity as

a major strength. ETISALAT Group brings individuals together, with different talents,

experiences, and opinions, from a range of societies and cultural backgrounds. Diversity takes

into consideration all the characteristics that make us distinct. They see diversity in the Deutsche

Post ETISALAT Group as something beyond gender, color, religion, age, handicap, sexual

orientation, country origin, or any other law-protected feature. They encourage inclusion in

everyday work. Communication and collaboration are defined by mutual respect, transparency,
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honestness and integrity, and a shared sense of what confidential cooperation entails, all aimed at

maximizing productivity, creativity, and efficiency.

From the above we had understood many things and the most important thing is that

when you are working in Service Company that serves a diversified community then it is

recommended to be the same and to follow the same cultural diversity because if such thing is

not maintained then it would become difficult to deal with that culture. Such thing reflects

harmony between business environment and cultural in the society and it is maintained in that

way in order to enable businesses to look like societies and when that is achieved then problems

related to cultural differences will be eliminated. Etisalat had become an example in this concern

and its success is made for the society and derived from the society itself.
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Telecommunications Industry: Problems and Prospects (A Case Study of Globacom and
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