Welcome Them In! Jobs For Omanis – First and Foremost! Why? Reply

At My Workplace!

 Welcome Them In!

This article is mainly addressed to the expatriate workforce in the Offices – and it could also apply to a few ‘die-hards old guards’ from the Omani side too – so here goes!

Images  – Omani Technicians   – Omani Youth Demonstrators Sohar

We all need more tolerance, patience, forbearance – pragmatism and understanding between all sides and all parts and sides for this worthy cause in young Omani recruitment and in Omanisation to succeed – especially now with many more young Omanis entering the market – possibly many of them seen as with lesser or no experiences – and possibly also some may even feel ‘as lesser qualified’ for the jobs at hand!

Jobs For Omanis First and Foremost! Why?

Another Youth Demonstration – including Women too!

Let us go on this hypothetical and imaginary ride and route for a change. There is life and a lot of oil, gold and other resources available in Mars. It is now 2020 – and Branson has made it all easy for all to travel in space. You are asked to form a Company that will take you there and establish your own operations there. Let us say the Mars Government has given you the Big Contract to tap in these resources – but one of the conditions and stipulations are that you have to give jobs and jobs opportunities to the Martians – many that are poor and unemployed – and give them also an opportunity also to be responsible for their own future, fate, destiny and prospects. You know that you will mint a lot of money there – do you go – or refuse and put your foot down to say that you will not employ any Martians – because this is your Company – and you call the shots?

It is only for their future, destiny and legacy!

The same logic and principle would apply if I as an Omani were to open a Company in India, Pakistan, Philippines, UK, Europe, USA etc – so why should it be different for you as an Expatriate to understand and appreciate that this also applies here?. If you are an Omani, I would consider that the stakes and responsibilities are even higher as part of your citizenry and social responsibilities – not the same or lesser! Anyway, as part of many Companies nowadays (including NGOs – Non-Governmental Organisations) worldwide adhere to the same focus, outlook and principle – and forms as part of the CSR – Corporate Social Responsibility – Mission and Vision Statements of many of such companies and corporations worldwide..

In all my career life as a Human Resources Professional, there is nothing that has hurt and pained me more than the negative perception and stereotyping that goes all the time about Omani employees. One such perception among especially Expatriate Managers is that the Omanis are lazy and not capable. Admittedly there are bad eggs (fish) in each basket – but this too applies back home. I must stress here that not all of the expatriate managers are to blame. Some Omani managers also want to act ‘foreign’ to their own. Most of them expatriates are impartial and indifferent. But there is this tiny section that still today has a low opinion about local recruits. Though they are few in numbers, the damage they cause is tremendous!

This also applies to the Omani employee as well.

As part of the workforce – there is a great need to reciprocate to be  more tolerant, understanding, patient and prove their capabilities, competencies, talents – and also to understand the other point of view, outlook and priorities – that are usually different from their own. Many of them just switch off instead of addressing a problem or a strained relationship and interface with the expatriate manager mainly – and this only makes matters worse.

When one such expat manager leaves, he passes on the negative steretype message to his successor and others ‘prepared to listen’ that those locals are difficult to handle and deal with. Those who actually work hard (and are dedicated, loyal and committed) suffer most because of this perception. Many Omanis given the respect, esteem, chance and opportunity have excelled themselves – and proved themselves.

In my job aspects, I have seen live examples of Omani Staff ‘written off’ (or not that good or high potential or future prospects) as not being capable and competent – and lack the right attitudes and approaches – and ethics and professionalism – and the same people are today General Managers, Senior Managers and Directors in other Companies – or even the same Company when the ‘Good Managers’ willing to listen and give a break in chance and opportunity have come in. So what had gone wrong before and now has gone different? Could also be with the new boss – who threw them at the deep end and they had to learn to swim fast! Some of the others who went Public would now be called first by their titles – faced by the same crowd that had looked down on them before. That is the twists and ironies of life!

We must also not ignore the new worldwide and global trend, arena and ‘developments’ in that the current generation is very impatient, intolerant, want results fast, and can be easily rebellious.  As also proved correct by our ‘own recent events’ too!

When both these generations – expatriate and local – meet and collide vis-à-vis – the end resultant is just more combustible explosive outcome results.  The same can be said vis-à-vis younger and older generations – let them be between even locals for that matter.

The jobs of Human Resources Professionals have never been easier as the days go by – in addition he or she is expected to be ‘The Corporate Conscience Keeper’ and the vanguard of CSR – in addition to not just do his own job aspects within the company and staff handling – but also outside – including customers, clients, The Governmental parties and Society as a whole – and to ensure ‘The corporate fabric’ is not torn up – or the Company is allowed to suffocate from inside.

By profession, I have authored five books and two of them are in Management – Psychology of Arab Management Thinking and A Cry For Help! I invite you to read more of today’s topic in these books – more details you can find in my website www.majidbooks.com

We all need more tolerance, patience, forbearance – and understanding between all sides and all parts and sides for this worthy cause in Omanisation. We all need to be and do our very best in the real sense of the word.

Take Care!


Majid Al Suleimany

The Good Side of Early Retirement – WINDOWS – By Huda Al Jahwariya Reply

The Good Side of Early Retirement

Mon, 05 September 2011

WINDOWS – By Huda Al Jahwariya – Features – The Oman Daily Observer – September 5 2011

Many women, especially those who work in the energy-guzzling education field, dream of early retirement. They crave for a  come-back to their homes to arrange them from within and to put right what had gone wrong during their years of tenure.

I am a staunch supporter of women’s right to work which makes them financially independent from their male partners, and consequently more capable of deciding for themselves. However, an important thing which should be taken into consideration is the working woman’s choice to quit the job when she finds herself no longer capable of working, or when she feels that her dedication to the job comes at the expense of her family’s well-being and happiness.

Recently, the retirement benefits for government employees were increased, and the new regulations stipulate a minimum of 20 years of service as mandatory for pension entitlement in case the employee resigns before reaching the age of 50. The minimum period of service has been raised to 15 years from 10 in case the employee is 50 years old.

Why not reconsider the regulations pertaining to women’s retirement conditions, for instance by reducing the minimum period required by the law to 15 years for women bellow 50, and to 10 years for those who reached the age of 50.

Some men may argue that women are claiming equal footing with the men, but they give up their pursuit of equity whenever it contradicts with their interests. But let’s raise the following question — who is the woman, isn’t she the wife and the mother? The modern-day family is in a dire need of mother’s care in the light of changing situations.

Man and woman are partners in the  family institution despite the fact that the woman bears the brunt of household  responsibilities. The behaviour of the new generation is changing constantly, and the process of raising children is getting tougher than ever before.

Children now spend long hours glued to the television watching programmes that can spoil their manners, not to mention the damaging effect of Play Station games that teach our kids nothing but bullying and scuffling.

Parents come back home from office utterly exhausted and the wife has to sacrifice her rest time so as to make up for the hours she has been absent from her children.

Most women who got tertiary education and have spent 10 years or more at a job feel the need to give up the work to dedicate full time to their children. More so if children are in their teens when their character is moulded and hence need to be monitored closely.

It may not come as a surprise to say that the hardest time for a working woman is when her housemaid faces her with the decision that she is going back to her home country. At this point the woman tries her best to change her maid’s mind by the lure of a pay rise.

We should not label educated women sitting at home as a retrograde action since they do so for the sake of bringing up their children properly and giving due care to their family’s affairs. Some feminists criticise Arab women who obtained higher certificates only to hang them on the wall of their drawing room for guests to view.

They consider such a behaviour as a step backward from what the Arab women’s movement has so far achieved in their pursuit to put themselves on parity with men.

Furthermore, women’s early retirement can be quite helpful in easing the feverish race for jobs, by giving way for employment of younger people.