QI work in a busy hospitality environment. I have noticed that an individual who reports to me seems to have a low level of motivation. I am concerned this is affecting their performance and, if left unmanaged, will begin to affect the rest of the team and the perceptions of our customers. What is your advice? KL, Sir Baniyas Island
AEmployees with low levels of motivation are not rare – Gallup's State of the Global Workplace report showed that only 16 per cent of employees across the UAE are engaged with their work.
Engagement refers to the emotional attachment we have to our work, which in turn supports high levels of motivation and productivity. So we are faced with a majority of the workforce that are not particularly engaged with their work and less likely to be motivated.
As the workplace demographics are increasingly made up of millennials – and younger workers are less engaged than older workers in the UAE – managers need to adjust their leadership style to engage with this group. They respond best to coaching orientated towards leadership and knowing that there is purpose in what they do. A previous report from Gallup further suggested that more than two-thirds of an employee's motivation is a direct result of their manager's influence. People perform best when they have clear expectations of what is needed of them, they receive appropriate structure and they get progressive, constructive feedback. As a manager, the important skill of being able to keep employees positive and engaged cannot be underestimated.
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Read more:
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So how do you keep this individual motivated? There are two approaches to consider. According to Edgar Schein, people are primarily motivated by one of eight career anchors – priorities that define how they see themselves and how they see their work. By being able to determine employees' specific anchors, you are able to adjust your communication style to fit the employees' needs and to drive improved performance by recognising and rewarding accomplishments. In essence, the different anchors are: technical competence; general management; autonomy; security; entrepreneurial creativity; dedication to a cause; pure challenge; and lifestyle. Knowing which anchor motivates this individual will enable you to make him/her feel both valued and motivated.
Another approach would be that of the work, management and behavioural science writer Daniel Pink, who sees motivation stemming from better performance and personal satisfaction. To achieve this you need three elements: autonomy. mastery and purpose. Being in control of our work inspires motivation, so having some impact on decisions and being given clear goals is important.
For mastery, we want to be aware of our growth and development opportunities and map a career path for the future. Finally, to have purpose we want to know that we are making a difference. Employees who are aware of and in line with the company's mission are mindful that they can make a direct impact and the company's strategic goals will hold some personal meaning.
It is imperative to consider the effect this may have on other employees and on your customers. It is easy to see how one demotivated employee can lower morale and have a negative impact on the rest of the team. Furthermore, employee motivation and engagement are directly linked to a company's customer service levels and satisfaction. Employees with low motivation and morale tend to shift their focus to themselves rather than showing a real interest in customers. It is likely that these individuals will not be concerned with doing anything beyond the minimum expectations. This may result in the employee receiving negative feedback, which in turn may further influence their motivation and future behaviour.
Doctor’s prescription:
Personal time and positive attention from their manager is one of the most rewarding and motivational interactions for employees at work – so to foster this it is important to know the needs and wants of each employee. Provide direction and give praise and recognition where it is due. Set organisational goals and sufficient context that will help to create meaning and purpose as to why this person is coming into work every day.
Yolande Basson is an executive coach and consultant at Ashridge Executive Education – Middle East
Mercer, the investment consulting arm of US services company Marsh & McLennan, expects its wealth division to at least double its assets under management (AUM) in the Middle East as wealth in the region continues to grow despite economic headwinds, a company official said.
Mercer Wealth, which globally has $160 billion in AUM, plans to boost its AUM in the region to $2-$3bn in the next 2-3 years from the present $1bn, said Yasir AbuShaban, a Dubai-based principal with Mercer Wealth.
“Within the next two to three years, we are looking at reaching $2 to $3 billion as a conservative estimate and we do see an opportunity to do so,” said Mr AbuShaban.
Mercer does not directly make investments, but allocates clients’ money they have discretion to, to professional asset managers. They also provide advice to clients.
“We have buying power. We can negotiate on their (client’s) behalf with asset managers to provide them lower fees than they otherwise would have to get on their own,” he added.
Mercer Wealth’s clients include sovereign wealth funds, family offices, and insurance companies among others.
From its office in Dubai, Mercer also looks after Africa, India and Turkey, where they also see opportunity for growth.
Wealth creation in Middle East and Africa (MEA) grew 8.5 per cent to $8.1 trillion last year from $7.5tn in 2015, higher than last year’s global average of 6 per cent and the second-highest growth in a region after Asia-Pacific which grew 9.9 per cent, according to consultancy Boston Consulting Group (BCG). In the region, where wealth grew just 1.9 per cent in 2015 compared with 2014, a pickup in oil prices has helped in wealth generation.
BCG is forecasting MEA wealth will rise to $12tn by 2021, growing at an annual average of 8 per cent.
Drivers of wealth generation in the region will be split evenly between new wealth creation and growth of performance of existing assets, according to BCG.
Another general trend in the region is clients’ looking for a comprehensive approach to investing, according to Mr AbuShaban.
“Institutional investors or some of the families are seeing a slowdown in the available capital they have to invest and in that sense they are looking at optimizing the way they manage their portfolios and making sure they are not investing haphazardly and different parts of their investment are working together,” said Mr AbuShaban.
Some clients also have a higher appetite for risk, given the low interest-rate environment that does not provide enough yield for some institutional investors. These clients are keen to invest in illiquid assets, such as private equity and infrastructure.
“What we have seen is a desire for higher returns in what has been a low-return environment specifically in various fixed income or bonds,” he said.
“In this environment, we have seen a de facto increase in the risk that clients are taking in things like illiquid investments, private equity investments, infrastructure and private debt, those kind of investments were higher illiquidity results in incrementally higher returns.”
The Abu Dhabi Investment Authority, one of the largest sovereign wealth funds, said in its 2016 report that has gradually increased its exposure in direct private equity and private credit transactions, mainly in Asian markets and especially in China and India. The authority’s private equity department focused on structured equities owing to “their defensive characteristics.”
In numbers: PKK’s money network in Europe
Germany: PKK collectors typically bring in $18 million in cash a year – amount has trebled since 2010
Revolutionary tax: Investigators say about $2 million a year raised from ‘tax collection’ around Marseille
Extortion: Gunman convicted in 2023 of demanding $10,000 from Kurdish businessman in Stockholm
Drug trade: PKK income claimed by Turkish anti-drugs force in 2024 to be as high as $500 million a year
Denmark: PKK one of two terrorist groups along with Iranian separatists ASMLA to raise “two-digit million amounts”
Contributions: Hundreds of euros expected from typical Kurdish families and thousands from business owners
TV channel: Kurdish Roj TV accounts frozen and went bankrupt after Denmark fined it more than $1 million over PKK links in 2013
The biog
Favourite Quote: “Real victories are those that protect human life, not those that result from its destruction emerge from its ashes,” by The late king Hussain of Jordan.
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Picture of Joumblatt and Hariri breaking bread sets Twitter alight
Mr Joumblatt’s pessimism regarding the Lebanese political situation didn’t stop him from enjoying a cheerful dinner on Tuesday with several politicians including Mr Hariri.
Caretaker Culture Minister Ghattas Khoury tweeted a picture of the group sitting around a table at a discrete fish restaurant in Beirut’s upscale Sodeco area.
Mr Joumblatt told The National that the fish served at Kelly’s Fish lounge had been very good.
“They really enjoyed their time”, remembers the restaurant owner. “Mr Hariri was taking selfies with everybody”.
Mr Hariri and Mr Joumblatt often have dinner together to discuss recent political developments.
Mr Joumblatt was a close ally of Mr Hariri’s assassinated father, former prime minister Rafik Hariri. The pair were leading figures in the political grouping against the 15-year Syrian occupation of Lebanon that ended after mass protests in 2005 in the wake of Rafik Hariri’s murder. After the younger Hariri took over his father’s mantle in 2004, the relationship with Mr Joumblatt endured.
However, the pair have not always been so close. In the run-up to the election last year, Messrs Hariri and Joumblatt went months without speaking over an argument regarding the new proportional electoral law to be used for the first time. Mr Joumblatt worried that a proportional system, which Mr Hariri backed, would see the influence of his small sect diminished.
With so much of Lebanese politics agreed in late-night meetings behind closed doors, the media and pundits put significant weight on how regularly, where and with who senior politicians meet.
In the picture, alongside Messrs Khoury and Hariri were Mr Joumbatt and his wife Nora, PSP politician Wael Abou Faour and Egyptian ambassador to Lebanon Nazih el Nagari.
The picture of the dinner led to a flurry of excitement on Twitter that it signified an imminent government formation. “God willing, white smoke will rise soon and Walid Beik [a nickname for Walid Joumblatt] will accept to give up the minister of industry”, one user replied to the tweet. “Blessings to you…We would like you to form a cabinet”, wrote another.
The next few days will be crucial in determining whether these wishes come true.
WHAT IS A BLACK HOLE?
1. Black holes are objects whose gravity is so strong not even light can escape their pull
2. They can be created when massive stars collapse under their own weight
3. Large black holes can also be formed when smaller ones collide and merge
4. The biggest black holes lurk at the centre of many galaxies, including our own
5. Astronomers believe that when the universe was very young, black holes affected how galaxies formed
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Our family matters legal consultant
Name: Hassan Mohsen Elhais
Position: legal consultant with Al Rowaad Advocates and Legal Consultants.
The rules on fostering in the UAE
A foster couple or family must:
- be Muslim, Emirati and be residing in the UAE
- not be younger than 25 years old
- not have been convicted of offences or crimes involving moral turpitude
- be free of infectious diseases or psychological and mental disorders
- have the ability to support its members and the foster child financially
- undertake to treat and raise the child in a proper manner and take care of his or her health and well-being
- A single, divorced or widowed Muslim Emirati female, residing in the UAE may apply to foster a child if she is at least 30 years old and able to support the child financially