Communications and Media

Purpose To shed light on the environmental (cultural issue) that must be considered for MNEs and their expatriates working in the Gulf Region therefore, the paper is addressing a gap and deficiency in the field of International Human Resources Management (IHRM)

Rationale
It is an exploratory research, which builds its theoretical perspective on the Ministry of Lab our Law prevailing in the UAE, and the researchers understanding and experience of the variables effectiveness in the literature concerning the field of International Business. Human Resources Management policies have to consider that managing cultural differences in businesses in the Gulf Region is very challenging, and it should be noted that none of the majority studies focus on the practical level of Human Resources Management.

Methodology
Exploratory Research, Literature Review. Literature review focuses on findings that outline the advantages and disadvantages of hiring expatriates to work in UAE businesses.

Analysis
As the economic climate of the world continues to change because of the global economy and technological advances there are more opportunities to enter into business agreements with individuals and organizations around the world. Some of the advantages that may come from such arrangements are reduced fees for services, expanding ones professional network, and potentially client base. However, one of the primary drawbacks that frequently arises is ineffective communication, which can lead to further conflict, if not managed in an efficient manner. In many cases, the ineffective communication is not intentional  its often a result of cultural differences. If either party is not aware of the communication styles of the other, a gesture that was meant with good or neutral intention may be perceived with offense. Outdated psychological frameworks that play up cultural differences as opposed to similarities are another.  In the article International Dimensions of Human Resource Management Gaining a Competitive Advantage, author Khalid Alrawi from the Al-Ain University of Science and Technology conducted a literature review of the strategies that worked best in UAE businesses that hire expatriate managers. He states that one of the concerns that business in the UAE have with expatriate managers is that many have an ethnocentric approach to work (Alrawi, 2008),
or they believe that the practices that they employ in their home country for task accomplishment is the bestor only way to meet their objectives. He offers a solution to this approach by encouraging training of expat mangers in a geocentric approach for task management where they learn to evaluate a task based on the best approach, as demonstrated by people around the world (Alrawi, 2008). This psychological process is called reframing.

Findings
Further reasons for expatriate failure include spousefamily dissatisfaction, inability to adaptadjust to the culture or management styles, and difficulty learning the language (Alrawi, 2008).

Conclusion 
Globalization has been driven largely by issues of marketing, cost and competition. International HRM is a subject that has developed in the wake of these driving forces. Consequently, people management on the international scale has often lagged behind other management functions such as production and finance at both practical and theoretical levels language (Alrawi, 2008).  The need for more effective integration can best be advanced through the use of the geocentric approach, which uses the best available managers without regard for their countries of origin, and allows for the development of international managers and reduces national biases (Alrawi, 2008).