Organizational Performance of the Masraf Al Rayyan Bank in Qatar - Term Paper Example

The findings of this study demonstrated profound support for the model that signifies that the HR policies are positively and directly related to the overall performance of the bank along with having a statistically strong impact on it since R square has been found to be equal to 70.2 percent. The evaluation of various cross-sectional studies further revealed that the participation of the employees in the process of decision-making has the most significant impact on the HR policies over the performance of the organization.

However, this is not being implemented extensively. This may be due to the nature of the jobs in the banks that are generally risky, critical, and systematic or because of the cultural behavior discouraging the participation of the employees in the process of decision making. This study, toward its end, recommended that the Masraf Al-Rayyan Bank, in particular, as well as the other banks operating in Qatar, should emphasize more over the training and development strategy for developing the skills, knowledge, and capabilities of the employees.

Particularly, they should pay more attention to the structure and content of the appropriate training and development programs. Atlas, it was suggested that any research in the future will aim to investigate the issues encountered during the implementation of the desired HR policies in Banks and other organizations in Qatar as well as in other Arab countries.
The world of business has been extensively affected by globalization as it has now turned into an intricate set of networks and inter-links having the objective to enhance the performance of an organization operating under a specific system.

In many bureaucratic organizations, the employee position is indicated and arranged in a hierarchical manner. Due to this, the bureaucratic theory was brought into existence in the nineteenth century by Max Weber. The concept behind the bureaucratic theory was to help the organizations in becoming more efficient and to be based upon legitimate authority and logic. In the period of 1920s, the concentration shifted on the human element of the workplace that was considered as significantly affecting the management perspectives.

The Hawthorne study is one of these human approaches that was carried out in 1924 at the Western Electric Company. The Hawthorne study proposed that the productivity of the employees can be easily increased by treating them in a positive manner. Also, that study emphasized the aspect of human interactions in the workplace. The theory of human needs by Maslow also included the human-based approaches. Maslow organized these requirements in a hierarchical manner in accordance with significance and priority.

Maslow put the physiological requirement of the people that included food, water, etc. at the bottom level of the hierarchical pyramid. Then comes the safety requirements, which is then followed by the social requirements (for example the sense of belonging, love, etc.), esteem requirements (for example the much-required respect and prestige), and, atlas, self-actualization requirements (for example the sense of self-fulfillment), in the order of their appearance here. This idea emphasized over the human requirements being the engine that determines the attitude, the work, and the behaviors of the people working in a certain work environment (Noe et al, 1994; Schermerhorn, 2002).