Human Resource Management in Brunei Essay

Rousseau (1990) defines acculturation as a get up of common values and understandings obtained by dint of fondization (Noe, Hollenbeck, Gerhart, & W rightfulness, 2008). As often(prenominal)(prenominal), the Muslim laws define the original customs and lifestyle of Bruneians. Neverthe slight, agriculture is an elusive behavior, which sens be refined and redefined as the macro- environment changes. We explore how attitudes and eyeshot spate be changed, in order to wear out change to technologies through and through laws and policies, without contradicting the essentials of Islamic culture so improving their economy.The General Order in Brunei provides employees with steep social security and benefits they argon entitled to lifetime employment (Dore, 1973). Thus leading to insufficient write out of employments for the younger generation who makes up the largest percentage of the unemployment rate. Addition entirelyy, paternalism is obvious in Brunei superiors act as a stupefy figure in the organization and employees show finale respect for their managers. Thus illustrating the family relationship betwixt pagan influences and organizational behavior.Foreign investments and tourism in Brunei beat been gravely impeded due to their inflexible Islamic culture, hence affecting Bruneis integration with the world. fit in to the Ministry of Foreign Affairs in Pakistan, the magnificence of waiver of visa regulations allow for boost tourism and tack opportunities (Ying Chua, 2010). However in Brunei, regulations on foreign investments mustiness comply with the standard of their Islamic laws, which parry growth. Thus, personify that culture affects its economy as it set the enclosure of Bruneis business environment.It is difficult for Brunei to fully unify their economy with western countries due to very differing culture. Nonetheless, she back aim to be the capital for the Islamic world. For example, it spate be the financial capital fo r the Middle eastern countries, or however the world main provider for Halal food in the world. This acts as a double-edge sword for Brunei beca map Brunei will non compromise their fertile culture for economical gains. However before attaining such standards, Brunei has to examine their technological infrastructure and whether Bruneians argon misrepresent to lodge themselves for changes.Bruneians pride themselves on their rich Islamic culture hence they are less unfastened to changes that appear to be in conflict. The sultanate laws never inculcated the use of applied science until the mid 21st century, the presidency through its education organization (Ganske & Hamidon, 2006). However the older generation, which the domesticateforce mainly consists, is less responsive to such forceful changes. Firstly, it is against their culture to voice differing viewpoints to their superiors as it is considered disrespectful therefore, severely re harding their initiative thus bre eding complacency and conformity. Secondly, the privation of formalization (Chan, Foo, Nelson, Timbrell, & Othman, 2010) contradicted the implementation of youthful technologies the announcement to figure on e-government (a B$1 billion project) was do in 2000 but it was non until 2003 that the actual readying started (Kifle & Cheng, 2009), this 3 years gap provoke left-hand(a) m any(prenominal) Bruneians confused about(predicate) the knead and progress. talking to is part of a soils culture. (Bakar, 2008). wherefore any actors line differences, will signifi apprizetly hinder Bruneians varyation to technology. Bruneis issue language is Malayan while impertinent technologies mounted are instructed in English. This sudden change in the use language has adversely impeded on their adaptation. Nevertheless, this is only applicable to the older generation as Brunei government has apply bilingualism in their current education system. A transmit in their language culture from solely Malay to bilingualism will enhance their adaptation to new technology hence fulfilling Bruneis vision of becoming an e-government whereby all traditionalistic manual paper call on are electronically done.It is trusted that Brunei will always be ruled by a strict set of Islamic laws, which forms the outcome principle of the sphere. Nonetheless, the problems faced by Brunei advise be corrected through prudent laws and policies that can be inculcated as part of their culture. burnish shapes the fundamental of the sanctioned and policy- do system in Brunei. The Sultanate laws favour the Brunei Malays because of their overlap values and customs while indigenous minorities are viewed inferior (Braighlinn, 1992). This partial treatment could potentially jeopardies Bruneis economy by distancing relationships with resurrected countries because of very differing culture and customs and these developed countries pitch valuable resources, which Bruneians can acquire from. For example, skilled professionals from another(prenominal) countries will be hesitant to enter Bruneis trifleforce because they have slower social advancement and benefits. This can be improved on without changing the shopping center principles of Islamism.Further more(prenominal), it is because of their traditional principle of strict essence of conformity and consensus (Kramar & Syed, 2012) that has hugely thwarted their countrys global integration. Bruneis doctrine, does not allow organization or single to challenge the government and its policies, has adversely stunts employees initiative. The Majesty criticized their lay down indifference, adding just like a zombi with no direction, initiative or common find (Low, Zain, & Ang, 2012). Such inflexible and flaccid work-attitude, would only curtail individuals motivation at work and more drastically, leading to colossal losses to the organization.To a great extent culture sets the tone of how a country should be governed by defining the boundaries of their subroutines. However, we can no longer say that a countrys culture is a separate entity from its political system or from its economy or even their adaptation to technology. Culture orientates the parameters of ones laws and policies, which in turn affects the growth of its economy. Likewise, a technologically well-mannered country brought about through good policies, could supply about many benefits to its economy. All these factors are intertwined and together they work as a whole system as to how a country, whether private or popular companies, should be run.However there are received strategies which the government can undertake to help individual adapt to the technology.The authorities Employee Management System (GEMS) is a project, which aims in achieving an interactive and integrated prevalent service. (Brunei Government Prime Ministers dapple 2010) homophile alternative Management (HRM) consists of 2 main functions the process of managing people in the organization in a structured and thorough manner, e.g. hiring people and retention of people. Secondly, the steering of people within an organization e.g. managing relationship amidst management and employees.Critically, HRM requires the use of technology-based platforms to get word efficiency and high-productivity of an organization. Thus, the importance of implementing GEMS and ensuring success to facilitate HRM better.Introduction of the use of skilful system for HRMGovernment Employee Management System (GEMS) is a web-based system that modifys, efficient data input and greater transparency, which allows better management of HRM practices such as recruitment, requital and benefit. (Brunei Government Prime Ministers self-assurance 2010)To achieve greater effectiveness, GEMS will automate a significant number of tasks that were previously done manually. Employees breeding will now be kept in a database accessible to all departments, and it will be easily attainable. It would fasten decision-making because information would be right away available whenever required.Responses of Advancement of technology in HRMHowever, GEMS was not well received by employees. The Majority of the creation belongs to the Malay community, thus finding it difficult to adapt to the English web-based system.Strategies that involve benevolent Resource enable individual employees to adjust themselves to technological changesRe-training of EmployeesGEMS was found as a complex system, training is thus, crucial to see rung and officers to adapt and operate GEMS effectively.Training will greatly assist employees to better manage GEMS, as employees would be able to constructively operate the new system independently.Further mentoring is needed to ensure employees have fully comprehended the use of the system. At the kindred time creating a sense of achievement and a lot boost employees morale.However, there are several(prenominal) disadvantages and c ost to re-train employees. Firstly, the large amount of people in an organization makes it difficult to schedule trainings (N Nayab 2010). Secondly, training requires a lot of time and ample resources, which could be economically disadvantageous in the short run. Hence, organization should exhaustively consider the pro et contra before sending employees for re-trainings. motivate of employeesAnother give away approach to assist staff and officers to adapt effectively to such changes is through motivation. recognize EmployeesA reward system can be created to encourage the use of technology. A good strategy to ensure adaptation for employees would be the use of financial benefits. For example, HRM could implement an incentive plan by recognizing its employees for its efforts to adapt and use new technologies. It aims to acknowledge good implementation and address the gap between the organization goals set for employees and the final outcomes.Increase avocation satisfaction of e mployeeThe more contented an employee is with its job, the higher possibility an employee would be adaptative to changes. (Richard W. Scholl 2003) Employers can consider satisfying employees job satisfaction, such as pay, working hours and job security. With job satisfaction, employees would be more adaptive to changes and the willingness to ensure effective operation of GEMS, which in result beneficial to the company in the long run.However, motivation is subjective. While it can charge employees and employers, its effect may be short depot. therefore, effort must be made consistently, for it will not be able to fulfil its long term effect of adaptation towards new organization goals.Strategies by capital of capital of Singapore GovernmentA countrys adaptation towards technology is nurtured over time, and Singapore is a good example for Brunei to help individual adapt to technology.Singapore encourages technology development in its mastery to become the next Silicon vale (Gre gory Gromov 1986). Singapore Government has created schemes and funding, which include cash grants, tax incentives and debt funding (AsianOne 2009). Brunei Government could also implement special schemes and grants devote to attract setup and ensure success, support first appearance of foreign technology investors. This will subsequently, benefit Brunei as it helps risk reduction, in terms of investment in the long run.To further encourage the development of new innovations, SPRING Singapore has a special engineering Innovation Programme (TIP) for those who are able to develop new inventions or improve existing ones (SPRING Singapore 2012). Such programs and campaigns could be implemented in Brunei, encouraging Brunei to be exposed to the latest technology available, resulting in the increase of tech savvy consumers over the years.The supra are just some strategies, which Brunei can put on to help individual adapt to technological changes. There are many other strategies and pr udent policies which Brunei can mirror, modeled by the western countries without compromising its core principle of Islamism.HRM is not culturally neutral. The nature of the kitchen stove is linked with local institutions, craunch laws, unified strategies and industrial relations vary greatly across national borders.Social RightsBruneian adheres to the MIB ideology, a set of maneuver values with the incorporation of the importance of Islam as a religion. This strict rule over the country bureau there are limitations to the freedom of speech, freedom of associations and incarnate bargaining (Kramar & Syed, 2012). However, despite the strict conformity, the government has pick out flexible and family-friendly policies (Kramar & Syed, 2012). For instance, General Order states that one should work no more than 8 hours and there are flexibilities when family responsibilities arise.the States offers a much higher level of freedom to its people. In the case of her stipulated law, e mployees shall have the right to organize and to bargain collectively through representatives of their hold choosing, and shall be free from the interference, restraint, or coercion of employers. in the designation of such representatives. (Stough, 1933). This leads to the formation of Labour Unions, which deliberate the workers rights to negotiate terms with the management.The political system of the both countries sets them apart. In Brunei, HRM has to adhere to the countrys strict conformity, affecting multiple HRM issues such as appointments, discipline, work etiquette and appointments. Its people have little or no say over what is decided for them, unlike America. This social rights has seen the formation of Labour unions an idea in which the government of Brunei will never tolerate.SocioculturalIndividualism vs. communismBrunei is more of a collectivist the working environment culture is such that the people who work together are closely knitted, like a king-sized family (Salleh & Clarke). Supervisors and officers are treated with respect like that of a parent (Kramar & Syed, 2012). Employees have no qualms sharing any problems and issues with their managers. Such informal relationship leads to total loyalty to their group it gives the workers the sense of belonging and security.America, on the other hand, is represented by individualism (Gorrill, 2007). The need to develop personal relationships is less significant in relation to Brunei. Individual performances are, instead, super valued in American culture managers are only approached for help in essential situations (Gorrill, 2007). The American corporations subscribe to formal corporate planning procedures and are generally viewed as untroubled with promoting long-term loyalty to the organisation (Beechler, Najjar, Stucker, & Bird, 1996). Thus, a highly competitive work ethic is cultivated, leading to less job securityLow vs. High position DistanceWith a hierarchical relationship in place, Brunei is thought to possess a high personnel distance. However, it is not the case. The nurturance and care provided to the quashs by their superiors imply that a paternalistic relationship is present (Aycan, et al., 2001). In return, the subordinate are loyal to their superior. The relationship positively restores on the employee participation rates in decision making and problem solving. Evidently, it lowers the personnel distance between managers and their subordinates.western sandwich cultures are, more than often, represented with a low power distance, thus a certain degree of simpleness is present. However, in America, an authoritative and organisational hierarchy is very much accepted and entrenched in its business culture (Dana, 2010). In other words, decisions are made from the top. The hierarchical chain of command often supersedes personal relationship and clear distinctions are made between work colleagues and friends (Gorrill, 2007). These leads to a significant power distance between managers and employees.EconomyThe economic context of a country is hardly predictable and stable, but it is most apparent to have long-term consequences for HRM (Kramar & Syed, 2012). The supply and demand of labour forces vary accordingly to the countrys unemployment level. return and demand of labour forceThe benefits offered by the Bruneis public sector, coupled with the family-style work culture, create a stable and secured work environment. As such, a job position will, almost, only be available when soul retires or resigns (Kramar & Syed, 2012). 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