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Economics & PolicyJobs

Staying close to the nest

by Youssef Zbib February 3, 2012
written by Youssef Zbib

Lebanese abroad are often heard to say that they would return home if only they could find a job that satisfied their professional aspirations. Matching to two can be hard, especially in the limited market that Lebanon represents, but for those able to seize the opportunity, it is possible.   

This option is exactly what became available for Malek Bekdache, managing director of L’Oréal in Lebanon. Having moved between France, Dubai and Egypt during his career, Bekdache had the chance to hang his hat in Lebanon last August to develop the subsidiary in the country as the regional hub for the Levant. 

Bekdache benefited from the fact that his company gives priority to “international mobility,” as he described it, which easily allows the transfer of executives from one country to another while remaining on the same career track at the company. In addition to participating in a challenging operation, Bekdache is now happy being surrounded by a familiar group of colleagues. 

The same choice was available to Lara Doumit, senior accountant at Deloitte Lebanon, who said living in Lebanon with her family as the main reason she returned two years ago. Having grown up between Nigeria, Australia and Lebanon, before working in Sydney for three years, Doumit says she still considers her career promising in her home country, despite having to work in a smaller market.    

“The exposure I had in Australia is not available in Lebanon,” said Doumit. “This has to do with the nature of the Lebanese market. Compared to Australia, companies [I deal with] here are small to medium-sized.” 

Doing a ‘Dick Whittington’

Like thousands before him, Bilal Alieh, 23, left Lebanon for the Gulf to start his first job. After graduating from University in 2010 with a degree in business administration, Alieh was relieved to have found a job as a sales representative in a medical supply and equipment company in Riyadh.   

“I kept waiting for a job in Lebanon, but I got to a point where I couldn’t wait anymore,” said Alieh. Six months after starting his first job, Alieh was given a position as a junior logistics manager, receiving a basic monthly salary of $2,500 in addition to free accommodation, travel and insurance benefits. Soon enough, however, he realized that his career prospects were not very promising and decided to head back to Lebanon. 

But it was not only professional concerns that pushed Alieh out of Riyadh — he found living in Saudi Arabia increasingly difficult and was eager to return to a social environment in which he felt more comfortable. The first contact with the job market reality has been harsh, but Alieh is not dissuaded. 

“I might have to take a job for half the salary I was receiving in Saudi Arabia, but I am willing to take the risk,” he said, “I have learned so much from my experience abroad, and it’s definitely not going to waste.”

The stay at home 

For young professionals who have been compelled to leave Lebanon for economic or professional reasons, Rayya Ghalayini’s career development could be the object of envy as she has never had to leave her country. Ghalayini says she choose the banking sector for its career prospects, and her path has taken her across two different positions in Byblos Bank, leading to a position as a card development officer. 

“My priority is to stay in my country and see what I can get,” she said. “As long as I’m getting paid well and doing what I like, I will not consider leaving.”

February 3, 2012 0 comments
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Economics & PolicyJobs

What makes a wage?

by Youssef Zbib February 3, 2012
written by Youssef Zbib

“Everything foreign ranks first,” is an old Lebanese proverb that seems befitting of the salary scales on offer in the country. In any conversation with a recruitment agent, human resources consultant, or even aspiring executive, the word ‘multinational’, or simply ‘ajnabiyeh’ — Arabic for “foreign” — will come up more often than not when attempting to identify the most lucrative job opportunities. 

While human resource consultancy group Mercer forecasts a 7 percent wage increase for Lebanon’s ‘white-collar’ employees, managers and executives in 2012, most corporations remain tight-lipped about their current or future salary packages.  

Yet, one need not tread water when the opportunity for a better salary exists out in the murky swamps of Lebanon’s job market. Recruitment agency representatives are able to give an idea of the pay structures according to, and within certain sectors, as well as the disparity between salaries on offer for executives and those at the bottom of the food chain.

The salary scale rundown

The structure of remuneration for Lebanon’s top-dog chief executive officers varies widely. While surveys conducted by Bayt, the online employment forum, show that CEOs in Lebanon receive, on average, $6,450 as a monthly salary, some CEOs get to take home upwards of $15,000 a month, according to Rami Labaki, the managing director of Bayt in Lebanon. 

Just one rung down the ladder, monthly rates offered to chief financial officers (CFOs) also diverge widely. It is common to find two CFOs with the same qualifications and experience yet one earns $7,000 and the other $20,000 per month, according to Tina Kfoury, managing director of the executive search firm Business Lobby. To a degree this variance in the range of pay can be attributed to the particular specialization of the individual, where the level of discrepancy increases as one moves up the salary ladder; however, for Kfoury, the most significant determining factor in the level of pay is whether the company is local or multinational, with global players more willing and able to fork out to keep the talent they want. 

Malek Zebib, general manager at management consultants KPMG Lebanon and head of learning and development at KPMG Saudi Arabia, also notes that multinational companies across different industries have better salary packages to offer for their staff. He explains that these packages have, to a certain extent, become more available in Lebanon as some multinational offices made the move from Dubai to Beirut last year. Kfoury, though, would say this gap between multinational and local firms is beginning to narrow in some sectors of the job market, and that local companies conducting regional operations, for instance, are also starting to offer salaries consummate with those of their regional branches as local staff begin to expect wage parity. Another differentiating factor for executive pay is international experience, a rare quality in Lebanon, she contends.

Something about sectors

Aside from what type of firm is hiring, which sector the company operates in makes the difference between making a living wage or a wager on living. Banking and finance is still ranked as the industry that offers both the best salary packages and non-monetary benefits, according to surveys conducted by Bayt last November. 

Renalda Hayek, assistant general manager and head of group human resources division at Byblos Bank, says in the past three years Lebanese banks in general have managed to narrow the gap relative to salaries by Gulf banks.   

“While the difference in pay [in 2008] was in some cases 70 percent, now it’s around 20 to 30 percent,” she says, without disclosing specific figures. In sectors other than banking,  Business Lobby’s Kfoury notes that salaries offered to engineers usually tend to be higher, especially at the entry level. 

“Engineers…start with a basic salary ranging from $900 to $1,000, but receive a salary increase quite early, after three or six months, when their salaries reach $1,200 to $1,500,” says Kfoury, noting that telecommunication engineers are the best paid. “A company trying to hire a telecommunication engineer with a background in 3G technology cannot… expect to pay him the same salary as any other engineer,” she adds, noting that telecommunication engineers with an expertise in 3G technology with five years of working experience are usually paid $2,500 to $3,000, while technical directors with the same specialty are paid between $12,000 and $15,000 a month. 

The difference in salary according to expertise is of particular importance in the programming and web development field. Figures posted on the online salary forum Salary Explorer, which compiles anonymous entries from users 

in an effort to increase salary transparency, show that those specializing in programming environments such as Visual Basic NET make as little as LL1,000,000 [$663] per month on average, while others specializing in Java, for instance, make an average of  LL1, 608,643 [$1,067].

“Now there’s usually more demand for Java and C# (C sharp) programmers or developers specializing in web-based environments such as PHP,” says Nabih Barakat, senior software engineer at Byblos Microsystems.   

Starting off

But while the correlation between salaries, expertise, or whether a firm is local or multinational seems easy to establish for salary watchers, consensus is lacking when it comes to determining what is ‘acceptable’ as a starting salary for a fresh university graduate. 

Kfoury claims that fresh graduates in domains other than engineering will not accept anything below $700 as a starting salary. 

“We pay LL800,000 [$533] as a starting salary for a fresh graduate, because we think this is the minimum wage to live decently,” says Byblos’ Hayek. “We do our own research and do not need to be told this,” she added, in reference to the new salary scale set by the cabinet.  

While making enough money to live is a fairly fundamental requirement, many eager new entrants to the job market are hungry for experience and will accept lower wages as part of ‘paying their dues’, knowing that the on-the-job seasoning they receive will make them a more valuable commodity down the road. 

Similarly, at the other end of the job market, keeping experienced and talented staff often has to do with more than just how much money an individual is paid.  

“The most important element in retention is career growth, then comes working environment, followed by salary,” says Hayek. “Institutions that cannot offer good career development or a good working environment will have to pay very high [salaries] in order to retain executives.”

February 3, 2012 0 comments
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Economics & PolicyJobs

Hoping to get hooked

by Youssef Zbib February 3, 2012
written by Youssef Zbib

After each global economic downturn or financial crisis, the Lebanese engage in a time-honored head count to see who has lost his or her place in their host country and who has not. 

However, ‘head counts’ by Lebanese embassies in Gulf capitals showed that the expected reverse exodus of Lebanese expatriates during the financial crash of 2008 was more a trickle than a flood. 

“Lebanese in the United Arab Emirates have been the least affected among the Arab and foreign communities because they are not primarily employees, but rather business owners,” stated a 2009 study from the University of Poitiers in France, citing reports from the Lebanese foreign ministry. Another foreign ministry report stated that “the crisis has not increased the percentage of Lebanese permanently leaving Kuwait,” and concluded more generally that “the scare of massive lay-offs and returns that swept Lebanon and its expatriates in the Gulf did not materialize.”

But not all the news was good. The foreign ministry’s reports also state Lebanese in Kuwait were voicing fears that labor market nationalization policies would push more expatriates out, while Lebanese residing in Qatar adjusted their spending habits in a sign of increased job insecurity. In Oman, “no Lebanese had filed for bankruptcy or was forced to leave. However, the report [indicated] that future work opportunities will be reduced due to the crisis.”    

Even so, accounts given to Executive by human resource consultants and recruitment firms downplayed the effects of the crisis on the employment of Lebanese executives abroad.  “In the last three years we only recruited one executive who had come back from the Gulf,” says Renalda Hayek, assistant general manager and head of the group human resources division at Byblos Bank.  What has ostensibly occurred, however, is that the lines demarcating the Lebanese and the Gulf labor markets at the executive level have blurred, especially for those coming from Lebanon.  

Regional posts 

The demand for new Lebanese executive talent is by no means limited to Lebanese employers, as several multinational firms continue to turn to Lebanon in order to fill their regional executive positions.  Global auditing firm KPMG’s endeavor to double the number of its staff globally in the next five years is one example, according to Malek Zebib, who holds the double role of general manager at KPMG Lebanon and head of training and development at KPMG Saudi Arabia. 

“Our branches and partners in the Gulf always turn to Lebanon to find senior managers and executives,” says Zebib, adding that the well heeled Lebanese usually have the same skills as their Western counterparts, with the added benefit of being multilingual. Rana Ghandour Salhab, partner and head of talent and communication at Deloitte Middle East, says that while the tendency of hiring Western expatriates in the Gulf has continued, it has been complemented by an emerging trend of hiring native Arabic speakers, which includes Gulf nationals and also Lebanese. 

“Our clients want people to understand not only the technical aspect of what they need, but also the environment they are in,” says Salhab. 

Another noticeable trend in Lebanon is to hire executives who reside in Lebanon and service the entire region, as is the case of Zebib and Salhab themselves, who recruit new talent that is often tasked out to the region. This practice is not restricted to consultancies, according to Tina Kfoury, managing director of the executive search firm Business Lobby. “Lebanon is now an economic [operations] hub,” she says. “Certain multinational firms that do not have offices in Lebanon are outsourcing their regional distribution operations to people who work from home, while providing them with services such as a generator [for power cuts] or paying their telephone bills,” she added, referring to a multinational information technology firm that she did not wish to mention by name.

Sector stipends

The Lebanese economy and job market is overwhelmingly slanted toward the trade and services sector, and away from productive sectors such as manufacturing. At present the service sector holds about 85 percent of wage-earning employees of all levels, as well 85.3 percent of the self-employed (see table on next page), according to an unpublished World Bank study obtained by Executive.  

These figures — and the fact that the number of Lebanese factories employing more than eight workers has dropped from 3,673 to 3,125 between 2005 and 2011, according to a survey released by the Association of Lebanese Industrialists (ALI) last September — help explain the short supply of manufacturing jobs, according to Ziad Bikdash, vice president of the ALI.

He added that positions for senior executives are not widely available in manufacturing. Instead, what Lebanese manufacturers have on offer are positions for fresh university graduates to work in their sales and marketing departments or as technicians, especially in the food processing industry.  Kfoury confirms this trend, saying that manufacturing establishments are mostly family-owned businesses where a post in senior management is usually a position for life.  

Construction will also be a limited destination for executives in 2012, according to Kfoury, despite being voted the second best sector to offer career growth in a survey conducted by the online employment forum Bayt. She says the number of senior positions on offer in construction is quite small, but do exist for mechanical, electrical and civil engineers. Where executives should be heading instead, it seems, is consultancy and auditing, especially if they have specialized skills. 

“When you want a financial fraud expert, they’re not readily available,” says Deloitte’s Salhab. “When you want… executives that combine basic skills such as auditing, consulting or taxes with industry expertise, experts in consulting in the oil and gas or telecom industries; these talents are very hard to find.” 

While a rare skill may afford an executive a prominent position in a consultancy firm, the expansion of the banking sector over the past several years has created an increasing demand for those whom one may not think fit behind the teller’s desk. 

“The banking sector has changed a lot in the past five years… you see that more soft skills are needed; by soft I mean [skills] that are not necessarily related to mathematics and figures,” says Hayek of Byblos Bank. “We need a lot of people with [skills in] management, innovation, communication or sales. Our competitors [for staff] are not only banks; they could be magazines or television stations because we have journalists working with us.” 

More than being at home 

At some point in their careers though, many Lebanese do just want to come home. But despite the positive feedback concerning the availability of diverse positions, executives expecting to match the job they had abroad may still be in for a surprise. Those returning to Lebanon — desirable as it may be due to the familiarity with one’s native country — will still have to face up to the country’s inherent market dynamics. “There are so many of us [executives] out there and we all dream of coming back to Lebanon, but the market is somehow small… there will always be more supply than demand,” says Zebib from KPMG.  

But instead of facing the disappointment of being offered a job that sometimes pays them less than half of what they earned outside the country, Kfoury suggests that entrepreneurship might be a safer route for returning executives, especially if they are approaching their 50s and losing employment flexibility. “These people should make use of the expertise they have gained abroad and establish a small business which might grow quickly,” says Kfoury, adding that this avenue has not been exploited to its full potential. 

But opening a new business does not come without challenges in Lebanon. The 2012 Doing Business indicator, the World Bank’s global comparative index on the ease to start a new enterprise, shows that Lebanon’s rank fell from 104 to 109 out of 183 countries year-on-year. The main difficulties identified were concentrated in the areas of credit and resolving insolvency. 

But Kfoury insisted that it is time to start looking at the glass as if it were half full. “I had to face the same choice when I started my own business, leaving a secure job while relying on a management team who had come from Australia and could have left me at any point,” she said. “Sometimes you just have to take the risk; you can’t only consider the inconveniences.”

February 3, 2012 0 comments
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Economics & PolicyUAE Brokerage

Time to pack and leave?

by Maya Sioufi February 3, 2012
written by Maya Sioufi

Even as the fabric that once held together the brokerage industry in the United Arab Emirates comes apart, the steps taken by the country’s stock exchanges and its regulator to stich together the rips are hardly moving the needle. Of the 110 brokers that existed on the market at the start of 2011, almost half have now closed – of those remaining, only 10 percent turned a profit last year. 

To add to the misery of UAE brokers, their markets failed twice this year to be upgraded to ‘emerging markets’ status by the MSCI, an equity benchmark with $3 trillion worth of assets tracked by global investors. The effect the upgrade would have had on liquidity is widely debated, but the rejection has without doubt left local investors and brokers with a bitter taste in the mouths. 

Missing the MSCI mark

One of the key requirements for the upgrade by the MSCI was the introduction of ‘Delivery vs Payment’ (DvP), a mechanism in which the buyer’s payment and the receipt of the security is done at the same time. The old system required the investor to pay for a financial instrument at the bank that, only then, would go ahead and purchase it. The DvP settlement was introduced in the UAE in May last year but MSCI did not upgrade the UAE’s status from its current classification as a ‘frontier market’ at their June 2011 review, ostensibly because it did not have enough time to review the settlement process. 

Six months later, at the December review, MSCI declined to provide the UAE with the upgrade again due to investors having “significant concerns over the effectiveness of this new framework.” Investors and brokers now have to await the next review in June 2012, but they should not bet on the upgrade to save the thin liquidity in their markets. “MSCI is not a magic stick, it is one stick among many,” says Rached al-Balouchi, deputy chief executive officer at the Abu Dhabi Securities Exchange (ADX).  

“The key thing for change in the markets was beyond whether it would be included in MSCI. It has to do with the market itself. It is structural change that needs to take place in the markets,” says Malek Kanawati, CEO of Mubasher, one of the leading brokerage houses in the region. 

Numerous structural changes will likely be needed by these young exchanges, which have been operational for roughly only a decade. Several reforms such as short selling (betting on a stock to fall), security lending and borrowing (the process by which stocks are loaned to investors), as well as market making (allowing the broker to take on the risk of holding a security in order to facilitate its trading), have been suggested as ways to raise liquidity in the markets. A draft law, intended to bring life to these financial mechanisms, is currently in the making and widely anticipated by investors. The MSCI has stated that the introduction of these regulations could possibly resolve some of the issues that the UAE markets are currently facing.  

While practices such as shorting stocks have taken a lot of flack over the course of the global downturn, the UAE’s markets could stand to benefit from the much-needed injection of capital from institutional investors, even if that would open the door to a more speculative market. “When the whole world is going through a bearish period, you stop a whole group of investors from entering the market [when you do not allow short selling] and that group might be bigger than you think,” says Jeff Singer, CEO of the international stock exchange Nasdaq Dubai. He says that large financial institutions such as “Calpers, Fidelity, Vanguard could be bullish one day and bearish the other. With competing convictions, you enable people to keep the market liquid.” 

Another draft law was presented in December 2011 to also help raise liquidity in the parched equity markets. If implemented, this would be the biggest overhaul to the company law in the UAE in the last three decades. While no date has been set for the law, analysts in the UAE expect it to be enacted in early 2012. 

This law aims to implement unified accounting standards, change guidelines for share offerings and raise the foreign ownership limit, which currently stands at 49 percent outside of free zones. Following its implementation, foreigners could be majority stakeholders in a UAE company, a feature that should attract more international interest. The law also aims to make mandatory corporate governance principles for joint stock and limited liability companies. The pivotal feature, which would help the brokerage industry, is the allowance for private companies to list a minimum 30 percent stake as opposed to the current requirement of a minimum 55 percent stake, which entails a loss of control of the company when listing. This is a major stumbling block for private companies looking to tap the equity markets for financing. 

“The sooner the company law gets implemented, the better the chance of speeding up the recovery of the equity markets,” says Mohammad Ali Yasin, chief investment officer of Abu Dhabi based investment bank CAPM Investment. The new company law “will eventually lead to more listings and hence improved liquidity,” says Mohammad Al Dandashi, managing director at Abu Dhabi based Al Ramz Securities, one of the UAE’s leading brokerage houses.

Markets disconnected from economy

While these draft laws attempt to tackle some of the structural issues of the UAE markets, they fail to address several major hurdles, which are keeping the markets immensely illiquid. First and foremost, the UAE’s sound economy is not captured by its exchanges, as there is a limited diversification of sectors with banking, real estate and construction making up the vast majority of companies listed on the UAE’s exchanges. As these sectors are still struggling to grow, the UAE exchanges continue bleeding with the Dubai Financial Market (DFM) general index dropping 15 percent and the ADX general index dropping 11 percent in 2011.  

“Dubai’s economy is not fully represented in our markets,” says Essa Kazim, CEO of DFM. “For instance, the trading, logistics and tourism sector are not on the exchanges. Once we improve these things and sentiment improves, definitely liquidity will come back.” 

Exchanges in the UAE are not enjoying the same karma as the UAE’s economy, which is expected to profit from the regional unrest as investments and tourism fly their way from other countries in the Middle East and North Africa experiencing upheaval. The Emirates’ gross domestic product is expected to record 3.3 percent growth in 2011 and 3.8 percent in 2012, according to the International Monetary Fund (IMF), comparably solid output given the global and regional conditions. 

“It would help to see a wider variety of sectors represented on the exchange today if you want to capture the phenomenal growth seen in, for example, the UAE retail space, tourism, hotels or airlines,” says Tarek Lotfy, managing director at Dubai based Arqaam Capital, an investment bank specialized in emerging markets. 

Take for instance the UAE’s trade sector, one of the best performing sectors in 2011. It contributes 15 percent of the UAE’s GDP and it is not reflected on the exchanges. “We have witnessed a disconnect in the past six to 12 months in how the UAE is doing in terms of core businesses and how the markets are doing because there isn’t a way to effectively play the UAE growth story via the markets,” adds Lotfy. 

“Introducing new listings is still a key element for the liquidity issue. We need to diversify away from the traditional sectors like real estate and banking and see listings for industries and retail services,” says Reham Tawfik, head of brokerage at EFG Hermes UAE, ranked first on the DFM’s list of brokers on value traded in December 2011.

For a more diversified stock exchange, more companies need to be encouraged to tap the equity markets. While the draft company law might encourage some companies to list, more reforms will likely need to occur before the bourses reach their full potential. Listing a stake for some of the largest and most successful state-owned companies in the UAE, such as Emirates Airlines, Etihad Airways and Dubai Aluminum  would provide a strong sign of confidence to the investor community of the UAE’s commitment to its own equity markets.

 “We need some of the big successful government companies to go for initial public offerings (IPOs) despite the fact that they don’t need the cash. If they list part of their companies, this will give a very positive indication to the markets,” says Galal Khadr, head of private banking and wealth management at Abu Dhabi based Union National Bank, the only bank jointly owned by the governments of Abu Dhabi and Dubai. 

“There has been no official message saying markets in the UAE are undervalued, and there is great potential and we will put money in it,” says Yasin.  Kanawati disagrees: “This is the last thing governments want to do. You invest based on the merits of an investment and not for supporting an ailing market. If the market has structural issues, the best thing a regulator should do is let the free market forces take hold of the market and the quicker that happens, the better off that will be in the long run.”

Luring institutional investors

To create the conditions for more liquid stock exchanges, governments could also encourage certain institutional investors be more active in local markets. 

“We should have strategic funds involved in our markets such as pension funds. We need these types of funds involved to provide strategic value investment in our markets,” says Aymen Samawi, CEO of Abu Dhabi Financial Services (ADFS), the financial brokerage arm of the National Bank of Abu Dhabi (NBAD). Yasin believes that UAE federal funds should have a mandate to invest in local markets and not “treat this market as if it is any other market so if they don’t find depth they go and invest internationally.”

Institutional investors, which include federal funds, pension funds and sovereign wealth funds, are lacking on the UAE bourses. The vast majority of investors are retail investors who “rely on news from their peers and friends, unlike institutional investors who base their decisions on analysis, research and future expectations,” says ADX’s Balouchi. 

As institutional investors are more committed to the markets they invest in, raising their participation in the UAE could help equity flows.  Kanawati says he believes that companies should be more visible and go on more roadshows to explain their business model and discuss their expectations and future aspirations. Khadr agrees, noting that “marketing in MENA has to be much stronger than what it is today. You have to go and meet people, fund managers, etc. This is what will move the markets.” Dandashi also suggests increasing transparency and proper implementation of corporate governance from the listed companies’ side. 

If implemented, these suggestions could boost interest, but without addressing the structural issues, raising institutional participation on the UAE bourses will likely remain an arduous task.

Brokerage burdens

There are many other issues that brokerages are calling attention to but that have remained unaddressed, mainly the cost of running a brokerage in the UAE. To start with, the minimum paid up capital to set up a brokerage is 30 million dirhams ($8 million). Yasin suggests lowering this requirement: “Why doesn’t the regulator drop it to 5 million dirhams? It reflects market volumes.” 

 Brokerages in the UAE are also required to provide the regulator with a bank guarantee of 20 million dirhams ($5.5 million) in order to have access to the exchanges. Abdulla Hosaini, general manager of Emirates NBD Securities, the brokerage arm of Emirates NBD, the largest bank in the region by assets, suggests a floating guarantee linked to the revenues a broker makes. 

“So you are asking your broker who may not have that much capital to put up a huge amount of money that sits there unused,” says Nasdaq Dubai’s Singer. “A lot of brokers that are suspending their licenses still have a lot of cash, which is not being used for their business.” He suggests putting in place a clearing house model widely used in the West, which consists of a financial institution settling transactions on behalf of the exchange. “If I were to wave my magic wand, that would be the first thing I would do,” says Singer. 

Yasin says the clearing house model is a good idea in theory, but that moves financial liability from the broker to the regulator in cases of late settlement of a stock, which regulators are not willing to take. “I don’t blame them,” says Yasin.

Another cost incurred by the broker is the fees paid to the regulator on their trades. ESCA sets a maximum commission of 27.5 basis points on the volume traded, of which it takes 12.5 basis points, meaning 45 percent of the total commission goes to the regulator – an expensive price to pay. Brokers in Oman, for instance, pay 30 percent of the total commission to the regulator; in Qatar, they pay 20 percent.

“The fees need to be revisited,” says Khadr. “When the tough gets going, you have to take measures and when things get better, you can relax these measures.”

While lower fees will help brokers save money in these struggling times, they won’t help increase the drying volumes, with many brokers on their deathbed struggling for oxygen. While regulatory reforms seem to be en route, structural issues prevail, and without intensive measures to revive the ailing industry more brokers’ vital signs will soon be flat-lining. 

As Nasdaq Dubai’s Jeff Singer says: “We need to keep riding it out till the next cycle and then we can raise our abilities.” 

February 3, 2012 0 comments
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Economics & PolicyUAE Brokerage

Q & A – Eric Bertrand

by Maya Sioufi February 3, 2012
written by Maya Sioufi

Stock exchanges in the Gulf Cooperation Council are still relatively young and have not reached the degree of sophistication of their Western peers. To discuss what GCC exchanges can do to evolve and what mistakes should be avoided, Executive sat down for a chat with Eric Bertrand, Principal Exchange Business Strategy Consultant for NYSE Euronext. 

What do you think are key barriers for an integration of the GCC exchanges? Are you pessimistic regarding the possibility of such integration?

I am not overly optimistic about the possibility of integration of GCC exchanges. The main barrier is probably political willingness. Technology is not a barrier and from a business point of view, there is no reason why it should not happen. The only reason why it is not happening is because there is a lack of focus on it; the need for it is not felt, which is strange as it seems to happen everywhere else in the world and it should happen in this region. 

The region has six different,  small countries and seven different bourses. This situation would be considered unsustainable anywhere else in the world. Investors around the world really consider the GCC and are interested in the region but I don’t think they are interested in any individual country; they are interested in the region as a whole. So if there were an institutional construction such as a regional cooperation that would bring to life one GCC exchange, it would certainly be extremely successful and probably more successful than the seven little exchanges working independently. 

What is certain is that when international investors look at the world, they look more at regions than at independent countries, especially when it comes to really small countries. A lot of international investors understand that people do business in different ways and they know that the GCC exchanges are not too risky in terms of systematic risk due to Sharia law banning derivatives trading and short selling. They are concerned about the lack of diversification of the GCC economies, the lack of liquidity among the exchanges and the limited number of listed companies. 

What should the top three priorities be for exchanges and regulators? 

The first priority should be an integration of exchanges and the development of a regional exchange. The second priority should be for the exchange to be more diversified in terms of sector representation and better reflect the economy. GCC exchanges are overpowered by the banking sector and then by the telecommunications sector. The tourism sector is not reflected on the exchanges whereas tourism is starting to strive in the region. Most airlines are state-owned although they are very successful and known worldwide; petrochemicals are generally not listed and state-owned; there are no big manufacturers listed on the exchanges. The third priority would be to align practices with international standards. Some of the mistakes the developed world made should not be replicated. Do not ‘copy and paste’ [the Western model] as that would be a nightmare. 

What mistakes should the GCC exchanges avoid?

Our CEO Dominique Cerruti, [has] mentioned… fragmentation of exchanges and the increasing opacity of markets — two consequences that result from a general belief in the benefit of overall competition. It is very unlikely for this to be replicated here, as the GCC does not have the size; the economies are small so they are naturally protected against these trends. 

The economies are… protected by the Arab culture and religion, which does not see speculation [in a good light] and generally forbids the use of derivatives. Financial innovation is much more limited, and “toxic” products such as CDOs [collateralized debt obligations] are unlikely to happen here. 

All emerging countries, including Arab countries, are looking to the Western world as a model because its development is older. The risk is that countries from the GCC see everything the West did as good, which it obviously [was] not. The evolution [of Western exchanges] was the product of our own evolution, culture and business practices and it is very hard to take something born under one framework and copy it onto another framework. There is one thing which I think is a basic reason why exchanges here are less developed than they are in the West, and that is because the business culture here is based on doing business with people you know, you lend money to someone you know, [and] if you need financing, you ask family or friends or your banker whom you’ve known for 20 years. 

The exchange itself is a venue for anonymity so it is very different from the way Arabs do business. They like doing business with people they know and the exchange is a way of doing business with people that you will never know. So if you go back to these basic elements, it is not that easy to copy and paste something designed with a Western mindset into the mindset here. 

In all Arab countries, most of the financing of projects is done by banks because it is done in a much more personal manner. In the West, we used to work this way, then in the 1970s and 1980s, we developed much more [complex] financial markets, where you can get financing from anonymous sources by using bonds, raise capital by issuing stocks and so on. It became a totally different way of thinking about doing business. 

What are your thoughts on the benefits of a merger between the Dubai Financial Market and the Abu Dhabi Securities Exchange?

A merger could only probably improve things in terms of volumes. It doesn’t make sense to have two exchanges in one small country. Look at Europe for instance. It is still made up of small countries such as France with a population of 60 million and Germany 80 million, which are much bigger than the GCC countries, and they still feel the need to merge their exchanges to bring out bigger liquidity pools and a bigger list of stocks in order to have a global exposure to international investors. The economies in these European countries are among the largest in the world and they still feel the need to merge. Here we have very small counties with very small exchanges and they multiply. This doesn’t fit the big picture.

February 3, 2012 0 comments
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Economics & PolicyUAE Brokerage

Beleaguered brokers

by Maya Sioufi February 3, 2012
written by Maya Sioufi

The brokerage business in the United Arab Emirates is collapsing. Those brokers that survived 2011 know the cull will continue in the year ahead, and that their numbers will be even fewer come 2013. Both investors and brokers are crying out for crucial and well overdue reforms to address the parched equity markets. Regulators are now beginning to respond, implementing a new settlement process for financial instruments, required by the MSCI for the UAE to join the ranks of its Emerging Markets Index, and introducing draft laws to help raise liquidity. And while these reforms are steps in the right direction, much more will be needed to avert a total disintegration of the brokerage market. This month Executive examines the crisis battering brokers in the UAE, as well as the solutions that could save the industry.

The desperate needs 

Structural reforms are critical and long overdue. First and foremost, the UAE exchange misrepresents the UAE economy. The ailing real estate and banking sectors will not buoy the exchanges, and without listings from thriving retail, tourism and airline sectors, the bourse will starve. For a more diversified exchange, the government needs to show its support for the equity markets by listing its own companies on a UAE exchange. The listing of large state-owned and successful corporates by the government would raise liquidity and it could encourage private companies to follow suit, leading to a more developed capital market — which should be a high priority government target.

Increasing the participation of institutional investors in the UAE exchanges would also improve liquidity. While the draft laws introduced in 2011 could help raise this interest, brokers suggest other means to attract institutional investors, such as mandating local pension funds to invest in UAE markets as opposed to allowing them to invest all their funds in their market of choice. Companies in the UAE also need to go on more road shows to promote their businesses, their projects and the UAE to the international community. 

As brokers choke financially, it is also critical that regulators revisit the lofty costs of running a brokerage. Regulators demand huge bank guarantees from brokers to provide them with access to the exchanges, further straining brokers’ ability to survive; lowering these bank guarantees would give brokers more fiscal leeway. Regulators also limit brokers to only charging commissions on volumes traded, putting them at a disadvantage relative to international brokers who can charge for different services. Regulators set a maximum limit on the commission charged, of which the exchange takes a hefty portion. This limit and the percentage paid to the exchange should be revisited. 

Merging the UAE’s two exchanges, the Dubai Financial Market and the Abu Dhabi Securities Exchange, would reduce costs for the brokers, provide scale for the exchanges and potentially increase profits. While unsuccessful merger talks have been held in the past, this issue remains mainly political and on the bottom of the ‘to-do’ list for now. It should move up the UAE’s priorities, as it would provide a more efficient UAE exchange with a more cost effective brokerage industry. 

UAE exchanges are still nascent, as they have existed for only 10 years. They have a lot to learn before they reach the level of sophistication attained in markets of the developed world. The bourses should also take advantage of their infancy to avoid the mistakes that brought the markets in the Western world to their knees, which they are still struggling to get off of. 

The UAE markets are in the same downward spin as much of the rest of the global industry, and are in need of guidance to steer the wheel in the right direction. Battening down the hatches and riding out the storm will leave the brokerage 

industry out in the rain. However, if reforms are implemented and leadership shown, developed capital markets may rise from the turmoil and offer a path to a more prosperous future.

February 3, 2012 0 comments
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Economics & PolicyUAE Brokerage

Anatomy of an ailing industry

by Maya Sioufi February 3, 2012
written by Maya Sioufi

Brokers in the United Arab Emirates are in serious trouble. Half of the industry went out of business in 2011 and more closures are expected in 2012 as volumes in UAE markets continue to shrink at an alarming rate. 

The financial crisis, which shook the world in 2008 and brought to an end the golden days of easy access to leverage, took a heavy toll on global markets and heavily indebted Dubai was not spared. It cried for help in November 2009, requesting to delay payment on $59 billion of debt on Dubai World, an investment company that manages projects and businesses for the Dubai government such as DP World and Nakheel.

Three years on, the global picture does not look rosier as the ailing United States economy, the unresolved European sovereign debt crisis and the Arab revolutions continue on hitting the markets hard. While the UAE has ridden the wave of the Arab revolution relatively unscathed with no blood on its streets, its markets on the other hand have been bleeding heavily. Volumes on the Dubai Financial Market (DFM) and Abu Dhabi Securities Exchange (ADX) dropped to a seven-year low. The total value traded on both exchanges in 2011 reached $16 billion; down from $28 billion in 2010. The drop is significant relative to 2007, when investors were rushing into UAE markets leading to a total traded value of $147 billion. 

With trading volumes now at 10 percent of the levels they were at in 2007, the brokerage industry is losing money at a rate that will eventually bleed it dry. The number of brokers still covering UAE markets remains unsustainable despite significant closures in 2011 with 45 brokers exiting the business. 

It is not just the small brokers that are falling; everyone is feeling the pinch. HSBC closed its retail brokerage in the UAE in May 2011, while Shuaa Capital announced that it was shifting away from retail brokerage and focusing on institutional and high-net-worth clients. More recently, Al Futtaim HC Securities, a joint venture between the UAE’s Al Futtaim Group and Egypt’s HC Securities, announced it was closing its retail brokerage. More are expected to follow suit in 2012. 

The right size

As Executive goes to print, the UAE has a market capitalization of $94 billion and houses 56 active and functioning brokers, according to the Emirates Securities and Commodities Authority, regulator of the UAE exchanges. Of these 56 brokers, only five — Al Sahel, Mashreq Securities, EFG Hermes, Abu Dhabi Islamic Securities and Brokerage House Securities — made a profit during the first nine months of 2011. To put this into perspective, Saudi Arabia’s stock exchange, the Middle East’s largest bourse, with a market capitalization of $339 billion, has only 34 brokers. Qatar’s stock exchange, with a market capitalization of $127 billion, houses just 10 brokers. The UAE’s brokerage industry has more fat to lose. 

Heads of brokerages in the UAE that Executive spoke to agree. Malek Kanawati, Chief Executive Officer (CEO) of Mubasher, one of the leading brokerage houses in the region, believes the ideal number of brokers should be between 10 and 15. Aymen Samawi, managing director of Abu Dhabi Financial Services, the financial brokerage arm of the National Bank of Abu Dhabi, expects the market to be dominated by 10 players with a second tier made up of another 10 to 15 brokers.  Mohammad Ali Yasin, chief investment officer of Abu Dhabi-based investment bank CAPM Investment, also expects the amount of surviving brokers to drop to 25 to 30 brokers. Abdulla al-Hosani, general manager of Emirates NBD Securities, the brokerage arm of Emirates NBD, the largest bank in the region by assets, expects the number of brokers to drop to 35 within the first half of 2012. 

At the current level of volumes, brokers are sharing a revenue pool of $24 million. In fact, brokers in the UAE are only allowed by the regulator to charge for commission on the volume traded and cannot charge for additional services such as providing research. With an average commission of 15 basis points and a total traded value in 2011 of $16 billion, the revenues for the entire brokerage industry in the UAE stand at a meager $24 million in 2011. “Today, based on costs and requirement of the balance sheet and financing, a company needs 12 million dirhams ($3.3 million) to 18 million dirhams ($5 million) per year to break even,” says Yasin of CAPM Investment. Based on these figures, a broker would need over 10 percent market share to just break even. 

It is the survival of the fittest as the battle to remain afloat takes hold. The shape and form that the industry will take once the dust has settled is still unclear. Rashed Balouchi, deputy CEO of ADX prefers “to see a few highly qualified brokers that would provide high quality service with high quality research than high quantity with low quality service.”

“The economics are such that there are so many fixed costs to pay that it’s the people who can pay those fixed costs that will stay in business and those are the brokerage arms of banks because of their deep pockets and the independents. For the independents, it is the ones that have a diversified base of customers and diversified product offering,” says Kanawati of Mubasher. 

Emerging leaders

“I think there will be a shift in the landscape. We will see a handful of firms emerge as leaders and they will be different firms than they were three years ago,” says Tarek Lotfy, managing director of capital markets at the Dubai-based Arqaam Capital, an investment bank specializing in emerging markets. 

With the number of brokers in the UAE nose-diving, it is critical that the regulators, the exchanges and the brokers take action to help stave off the continuous fall of the industry. Their imperative actions in these challenging times will determine whether the brokerage industry eventually recovers and prospers or whether its downward spiral perseveres. 

In Yasin’s words, “the industry now is not cleaning itself, it is collapsing.”

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Economics & PolicyUAE's Best Places to Work

Total Home Experience One – Home-grown outfitting

by Thomas Schellen February 3, 2012
written by Thomas Schellen

Total Home Experience One, or THE One, operates 14 (going on 15) retail ‘theaters’ in the Gulf and Levant regions. Here, customers purchase feelings that reach them in the form of home furnishings. 

In 1996, the company started from scratch as a United Arab Emirates-based furniture retailer, founded by entrepreneur Thomas Lundgren in partnership with two individual investors, one from Kuwait and one from Abu Dhabi. Now it employs some 370 staff in the UAE and more than 200 in its stores in Kuwait, Bahrain, Qatar and Jordan. At the time of Executive’s interview with Lundgren in January, the company was finalizing preparations for two 2012 store openings in Lebanon (financial details were not offered). 

As the highest ranking locally established company in the Top Companies to Work for in the UAE for the second year running, and one of the three Top Companies for Women, THE One would be perfectly described as a case-study in healthy corporate culture, were it not for the hearty dislike of the word “corporate” by Lundgren — a Swede who testifies that his professional life of 27 years in retail was preceded by an almost-career as goalie of his motherland’s national ice hockey team. 

His scintillating approach to business entails a deep distrust of banking, a playful approach to words, strong convictions on practically everything and an even stronger practice of capitalist social action. An all-encompassing commitment to love, life, belief and dare are the core values of the company. Lundgren defines his retail spaces as theaters and his business cards come in the form of four theater admission stubs, one for each core value of the company, with four different interpretations of his CEO title. 

The Great Places to Work (GPTW) comments on the company’s culture audit for the 2012 list underscore the community programs of THE One, whose signature THE Onederworld is a sustainable village program in Kenya. In its 2011 benchmark report, GPTW additionally highlighted the company’s assistance for over-indebted employees during the UAE financial crisis and its holistic interviewing approach in selecting job applicants.  

The achievement of making the Top Ten companies was doubly sweet for THE One because the whole blue collar workforce participated in the employee trust index survey. “What I am proud of with our company is not only that we have done this and are ahead of many other companies but all my warehouse people, my delivery team and my cleaners, were part of the number that answered,” Lundgren tells Executive.

Being a top company to work for in the UAE was a key component in the vision that drove its founding. “Before I started the company I dreamt about it being the number one company to work for. I wasn’t surprised to be in the top ten [last year] because I do believe that in the land of the blind, the one-eyed is the king,” Lundgren says. 

“Many companies, in the best case, talk about caring for their people but they don’t [implement this],” he elaborates, adding that he would not be able to name any fully locally owned company that has a system for implementing a process such as GPTW.  

Although his favorite interpretation of CEO is Chief Emotional Officer, Lundgren qualifies a top workplace as a “no kissy-kissy” company. Instead, he compares it to a Formula One team where every team member has to be high performer and best at whatever it is they do. 

Employee development is critical for this reason and people must fit with THE One culture. “You can’t impose core values on people. We must hire people that have the same values that we have. ‘Everybody else’ may be good people but they should not work with us,” he says. 

In 2011, THE One reintroduced several activities that the company had put on ice during the UAE economic crisis. “We had forgotten what we were very good at before, which was celebrating. Celebrating was one of the biggest things that we brought back,” Lundgren freely admits, crediting the GPTW process for learning from employees that they wanted to celebrate again. 

Another strengthening aspect of THE One’s culture is training, which last year increased to 40 hours per employee, up from 34 hours in 2010. But the focus is shifting from quantity to quality, according to Lundgren.    

In future UAE Top Company rankings, THE One wants to beat the multinational companies.

February 3, 2012 0 comments
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Economics & PolicyUAE's Best Places to Work

Perils and profitability

by Thomas Schellen February 3, 2012
written by Thomas Schellen

Work has a profound influence upon us. Much more than a means of survival, it is a main source of self-esteem and lifetime relationships, not to mention the cumulative wealth of nations. In terms of time spent on the planet, work comprises the bulk of our lives. In work, we interact purposely with materials, tools, technologies and people. In work, we prove our worth to ourselves and derive our value as individuals. 

Through work we produce, as societies and a global community, that magic number called gross domestic product. Despite all other newfangled ways in which we measure quality of life in any nation — the widely used UN’s Human Development Index or the exotic Gross National Happiness Index introduced by the nation of Bhutan — per capita GDP is still the key determinant in measuring the success and comparative perception of countries. After the avoidance of total self-destruction, the world’s leading concerns remain GDP growth and job creation.  

So much for the good side 

“Labor is not a commodity”, emphasizes the International Labor Organization. This is a reminder that throughout the history of work, not only have people exploited others but also we as individuals have pressured ourselves, and our peers, make one of our most basic human endeavors a pain rather than a pleasure. 

Much of the agony surfaces at the workplace. Mobbing, labor fights, slavish fixation on status, titles and career symbols, and many other destructive patterns of behavior are linked to what we do and put ourselves through. 

Work-related diseases, explosive societal inequities and destructive impacts on families from widespread work-life disparities are all realities of developed economies. Beyond the cases of highly reported imbalances, however, quietly hovers a widespread phenomenon. It is an internal dissatisfaction and disengagement from work where individuals spend their days with the self-perception of being pigeonholed in this or that dead-end routine job.     

Human capital is the oldest, newest, and above all, most important and underdeveloped asset in any economy. The persistent ambiguity in the way we experience work and the humorous discrepancies between upside potentials and downside threats to meaningful labor make it even more important to improve the quality of our workplaces across cultures and better the work environments in the countries we call home. 

 

Uppers and downers

At first impression, the performance of UAE-based organizations in the Great Place to Work Institute’s (GPTWI) valuation process is a combination of consistence and improvement as only two new companies entered the top ten ranks. Both companies told Executive that they wanted to participate in the process in 2011 but felt that they were not ready at the time. 

As a rule does GPTWI does not divulge information if any dropped-out companies have withdrawn from the process. Yet, Executive has learned that one of the two, the Zayed University opted out of participation in the 2012 process, citing preoccupation with other strategic priorities and lack of time as the main reasons. The other, SHUUA Capital, has experienced a range of unfortunate events from layoffs to leadership changes.  

The lack of sizeable movement among the rankings in both years, however, seems to confirm that the quality of work in all companies that were ranked has remained relatively stable. By comparison, in the top 100 ranking in the United States, as a percent of the total, more than double move in or out of the rankings. 

The rate of turnover on the GPTWI lists is an important reminder to both companies enrolled in the process and seekers of employment opportunities that a place on the list in one year is not a reason for complacency with what has been gained or lost. 

 

A rewarding experience

But given that they were recognized as top companies, the organizations’ leaders interviewed by Executive for this report confirmed, with no exception, that they found the experience rewarding. 

 “We have learned a lot in participating [in the first list] last year. I was surprised that my team, the whole top [leadership] team, learned much more from GPTWI than I ever expected,” THE One’s CEO Thomas Lundgren said. 

The UAE subsidiaries of multinational companies with an employee feedback processes also said that the GPTWI trust index reaffirmed and expanded what they are learning from their in-house employee appreciation questionnaires. 

Microsoft Gulf’s General Manager Samer Abu-Ltaif phrased it by saying that while internal surveys were the main tool used to assess the company’s journey, “I consider the GPTWI a learning opportunity for us because the feedback helps us improve.”

Overall, the experience seemed to be an enhancer of positive competition on improving workplace quality and corporate cultures for participating companies in the UAE’s work environment. As two of the ten corporate leaders told Executive in identical words, “GPTWI raises the bar.”  

Mixed race, real results

Raising that bar may prove to be of substantial merit to the UAE and its ambitions to assume a greater role in the global business fabric. Aided by the country’s open employment policy, all companies in the top ten stated that the diversity of nationalities in their organizations greatly contributes to their work culture and is often an advantage that Dubai-based units of multinationals have over other units elsewhere. 

In the realm of gender equality, opportunities for women to shape corporate cultures in the UAE, not to mention in other countries in the Gulf, are still not easily found. An increase in the employment of women in decision-making roles might boost productivity and profitability of organizations as much as the diversity of different nationalities does, according to expert Fiona Dent of UK-based Ashridge Business School [see page 48]. 

Dent’s observation that the number of women in the UAE’s business schools has increased substantially from five years ago is confirmed by Talent Director Tamela Scotcher at OMG, one of GPTWI’s top ten companies to work for in the UAE and one of the three top companies for women to work in. “Traditionally, the CVs we received tended to have a male bias. This is no longer the case and it is now far more balanced between genders. It seems this applies not only to our industry [media] but also a range of other industries in the UAE. The emancipation of women and their empowerment is obvious in the workplace,” Scotcher told Executive. 

According to GPTWI UAE’s CEO Farrukh Kidwai, companies that realize excellent workplace cultures tend to outperform on profits because, when customers perceive a company as a great place to work, “your customer base is going up [and] your profits are going up.” 

On the side of employee motivation, pride in what one is doing works wonders, he added. “What does it do when you say you feel proud to be part of your organization? It means you give 110 percent and 110 percent translates into 220 percent for the organization.” [See page 46].

Gallup, the international research organization, corroborates the impact of workplace quality on the overall performance of companies in the Middle East. In research results published last month, the company said that employee empowerment in the UAE was at 25 percent, meaning one in four respondents said she/he feels completely empowered in their role when polled in the survey.

This ratio is “about right when benchmarked across the GCC [Gulf Cooperation Council] but it is quite low when compared with, for example, Western Europe,” commented behavioral economist Ehssan Abdallah, a senior practice consultant with Gallup Consulting Middle East and Africa. According to Abdallah, low empowerment results in decreased employee engagement; the psychological bond and psychological commitment of employees decreases which inevitably results in poor performance. “The compounding effect… is that poor performance will result in a poor customer experience. That decreased performance also has a direct link to employee health,” he said. “If my employer doesn’t look after me from an empowerment perspective, the likelihood of him not looking after my health is higher.” 

He believes the UAE is at the forefront of the GCC in addressing the issue of employee empowerment. “They are on the sharp edge of change when compared with other countries in the Middle East. Both UAE-owned companies and units of international organizations that are based here are realizing that by setting up a performance-based culture, they reap dividends.” 

February 3, 2012 0 comments
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The Buzz

The cult of hospitality

by Thomas Schellen February 3, 2012
written by Thomas Schellen

Emotive and captivating stories are the currency of any culture. As Marriott corporate lore has it, the company’s global rise was seeded by a humble stand vending root beer and tamales in pre-depression Washington, D.C. The stand was owned by the Marriott family, and this continuity is an important part of what sets the corporation apart in the world today. 

In the narrative of the Marriott Corporation, the company is a hospitality empire still seeking its equal after 85 years under the tutelage of a single family. Today the company welcomes guests to some 3,700 locations across 72 countries. Marriott employed 129,000 staff at the end of September 2011 and is the highest-ranked corporation with more than 100,000 employees in the United States in the Fortune Magazine’s and Great Places to Work Institute’s (GPTWI)’s ranking of the 100 best US companies to work for.

Despite pressures recent turbulent years in the global economy dampening results in the hospitality industry, Marriott has been able to retain its top-100 workplace status in the US for 15 years running. Last October it ranked seventh in the GPTWI’s first list of the best multinational workplaces globally.

Growth in emerging markets is important in Marriott’s global agenda for expanding its capacities by 105,000 managed rooms, 30,000 of which are to be added in 2012. The UAE is part of the agenda with high-profile openings in Abu Dhabi and Dubai.  

In the UAE, Marriott rose to third-best company to work for in 2012 from fourth position in the inaugural 2011 list. Of the multinational companies in the 2012 UAE Best Companies list, Marriott supplies the most jobs with a wide range of profiles and reported the largest year-on-year numerical growth in job offerings of the top ten companies to work for. 

One might think that service-focused ventures have an edge in developing strong workplace cultures but all hospitality corporations have this same theoretical advantage, says Gary Dodds, vice president, human resources, Middle East and Africa at Marriott International. 

“We are all hotel groups” he says, “and there really are a lot of great companies out there. I think the difference with us is our culture. Of the big hotel groups in the world, we are the only one whose name above the door is the chairman of the same family in situ.”  

Dodds credits the strength of this culture to more than just continuity in the company’s name and ownership. It is a “genuine living culture” nurtured very actively over five decades and it is built around persistent core family values of dignity and respect — specifically respect for the employee before anyone else, he tells Executive. “If you learn that you as an employee are first in the mind of your manager before the guest, this is quite powerful. Because if we don’t care for you, why would you bother caring for the guest?” 

The Great Place to Work Culture Audit highlights how this employee centricity at Marriott manifests as culture of appreciation.  Employees — or associates as Marriott calls them — who receive a note of special thanks from a guest are rewarded not just by their direct or regional managers. They receive a Certificate of Excellence signed by the Chairman at the corporate headquarters. 

In another expression of this culture, senior leaders in the corporation will first attend to employee needs when they visit a property and their chairman often interacts with core operational staff, such as housekeepers, cleaners, or engineers when visiting a Marriott-managed property anywhere in the world, adds Dodds. 

Besides appreciation, the culture fosters communication through institutions such as Associate Relations Committees, which represent employee interests and empower communications between management and staff. On a global level, the organization moreover operates a fair treatment hotline for employees. 

Most of the hotels under the group’s different brands are managed by the corporation. But since ownership is usually in the hands of local investors in various markets, the company has to satisfy their business interests. The paradigm for providing property owners with decent profits is fully in sync with the Marriott culture, Dodds says. “It’s the same three stakeholders: take care of your employees, take care of the guests, the guests drive the money that takes care of the owner.”

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Since its first edition emerged on the newsstands in 1999, Executive Magazine has been dedicated to providing its readers with the most up-to-date local and regional business news. Executive is a monthly business magazine that offers readers in-depth analyses on the Lebanese world of commerce, covering all the major sectors – from banking, finance, and insurance to technology, tourism, hospitality, media, and retail.

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