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Table of Content

• Introduction
• When Dubai defines Happiness
• The Ruler of Dubai initiative for happiness
• Determine the motivation level in Dubai Police Force
• Happiness and Job performance
• Happiness affects motivation and vice versa
• Conclusion
• Reference

Introduction

Happiness, Anger, Surprise, sadness, Fear, Disgust etc. often termed as feelings or emotions are in fact abstract human inner states that are difficult to control. Of the given emotions, happiness forms the key to the productivity of an employee. Rather this is the emotion that motivates a person to perform and defines his or her productivity. Everybody wants higher productive but productivity defined with motivation is actually seem impossible. This chapter takes into account the coefficient of happiness that is defined by motivation factors. It provides information about theories concerning the cause of motivation and happiness in the people working in Dubai Police. The focus is on the processes and functions of the Dubai police, their role and responsibility and their working environment including their reward system that plays a key role in determining the motivation level among their employees.

When Dubai Defines Happiness

“Make Dubai the happiest city on earth”, is the one of the most ambitious project endorsed fully by the government headed by the Sheikh Mohammed Bin Rashid Al Maktoum, the Prime Minister of the UAE. The initiative is among the first of its kind in the world that include private sector and government entities in parallel to work for Happiness factor for Dubai people on one of given three parameters,

• satisfied
• neutral
• dissatisfied

Through its smart city agenda, Dubai is aiming to become one of the world’s happiest places to live and work – an aim it believes it can achieve within the next decade. This is according to Ahmed bin Byat, head of of Dubai Holding, who is confident that the government’s drive to provide smart services to those residing, working and holidaying in the emirate will make it a happier place to be. Mr Bin Byat described the emirate as a labour importing city and said that it is vital that Dubai remains innovative to keep productivity up. He said the government wants to keep attracting the right talent and is working hard to achieve this goal. Dubai has started to implement the projects and initiatives outlined in its Plan 2021.

The Ruler of Dubai Initiative for Happiness

The Government of UAE is committed to make Dubai a happiest place in the world by implementing its strong policies, plans, projects and services that aims at nurturing a healthy environment for the happiness of the people living in Dubai. They work to instill positivity as a core value in them to achieve their goals and ambitions. The National Program includes appointment of CEO for Happiness and Positivity in all entities, setup happiness and positivity councils in all entities as well. It also includes allocating hours for happiness programs and activities in federal government as well as setup happy and positive offices. The National Happiness and Positivity Program also include transferring customer service centres to customer happiness centres as well as culture-change programs for customer service to make customers happy. It will also set indicators, conduct surveys and prepare annual reports to measure happiness levels in all sectors. The Cabinet endorses number of corporate initiatives in conjunction with the World Happiness Day which coincides on 20th March. These come in line with the National Happiness and Positivity Program, launched earlier this which includes three pillars: include happiness and positivity in government policies and services, instill values of happiness and positivity as a lifestyle in the UAE, develop tools to measure happiness in the community. The recently-launched initiatives focus on the first pillar: The National Happiness and Positivity Charter, happy work environment and services.

The National Happiness and Positivity Charter instills concepts of happiness and positivity towards the community to realize these values. It also aims that all government entities work towards implementing the charter to reach these goals.

Happy Work Environment includes five initiatives:

• Corporate Happiness and Positivity Model in the UAE: a unified model for all government entities consisting three pillars: corporate happiness culture, happy and positive staff requirements, and corporate happiness and positivity indicators.
• Setting up Happiness and Positivity Council in Federal Government entities includes representatives from different sectors that cover services provided by the entity. The Council aims to align policies and services to realize community happiness, launch and follow up relevant initiatives as well as streamline happiness and positivity in internal work environment.
• Happiness and Positivity CEO: one of the current federal government staff member will be appointed as Happiness and Positivity CEO by the Minister or Chairman to ensure streamlining happiness and positivity culture in the entity as well as coordinate with the Office of the Minister of State for Happiness to implement initiatives by the National Happiness and Positivity Program and manage relevant initiatives to spread happiness among customers and staff. CEO will launch work environment classification programs in public and private sectors according to happiness levels.
• Allocate time in federal entities for happiness and positivity activities: they aim at instilling happiness and positivity culture in the Federal Government inside the entity or outside to ensure community happiness.
• “happy and positive offices” in the government: to create a happy and positive work environment continuously through activities conducted in an innovate, effective manner.
• Government Services include six corporate initiatives: renaming customer service centres to customer happiness centres; rename job titles of customer service staff to customer happiness staff. It also included endorsing Customer Happiness Charter.

The initiatives also included introducing Happiness and Positivity Happiness Heroes Medal, which is a periodic special recognition for front-line staff in customer service who enjoy positivity and happiness and recognizing their exceptional work to make customers happy. The initiatives will also include launch Customer Happiness Guideline, and Customer happiness Measurement.

Determine the Motivation Level in Dubai Police Force

Motivation refers to the controlled mental activities that lead to certain inner processes resulting into some behavioral changes. Motivations are commonly of two types:

• Drives: that is best describe by feelings like thirst or hunger
• Motives: driven by primarily social and psychological mechanisms.

Motivation is not directly observable but one must look for variables which are measurable and observable to know motivation. Following are the two major methodologies that manipulate drives and motives.

• Stimulation: shocks, loud noise, heat or coldness initiating motives by aversive attractions. Attractions that result to positive affective states like sexual drives.
• Deprivation: means lack of access to elementary aspects like health, nutrition or social contacts leading to drives which are not common under normal conditions.

Happiness and Job Performance

Employees are motivated when they think that they are cared and their working conditions are conducive. Motivation ensures that they work harder and it actually encourages them to give positive feedback and suggestions about their workspace and development.

Hierarchy of needs, Maslow (1970)

Since the early work-for-goods bartering systems, the purpose of salary has been (dependent on the mutual power relationship) a more or less fair currency for the physical and intellectual input provided by the worker. While some pay-for-performance elements were already part of early forms of feudal systems, in our modern economy we have inverted the causal logic of this equation between outcome and reward. It has gradually become the widespread conviction that extrinsic reward determines outcome. Consequently, business has idealized bonus systems to employee motivation and increased performance. But this reversed causality cannot be upheld when considering the past decades of motivational research. As long as half a century ago, salary was clearly identified by Herzberg as a “hygienic factor” in the work context – a necessary prerequisite, but without relevant motivational impact. In the meantime it has been widely proven through motivation theories that compensation is not a significant factor affecting employee behaviors, especially for creative and complex tasks. Gradually recognizing this widening gap, an increasing number of alternative criteria-sets have been composed during the past years that claim to be the key to employee motivation in the knowledge economy. Looking alternatively at the scientific research, out of the wild proliferation of attempts to explain mechanisms of human motivation in a work environment, two – actually partially competing – theories have emerged, which seem to offer at least a robust theoretical foundation to explain intrinsic motivation at work:

• The Self Determination Theory^] distills the needs for autonomy, relatedness and competence as core to fostering an environment of intrinsic motivation.
• The Hierarchy Model of motivation claims the relevance and mutual influence of the global, the social and the individual context on individual motivation.

Happiness Affects Motivation and Vice Versa

 Expectancy Theory No matter where people work, they tend to behave based on their expectations. It`s human nature that we decide how we behave on the basis of what we expect the outcome to be. This theory is what is termed as Expectancy Theory. The theory is based on three elements:

1. Expectancy– the belief built on past experience, self confidence and level of difficulty of the goal to achieve, effort is the expectation of the desired result.
2. Instrumentality– the desire that performance will be rewarded once expectations are met.
3. Valence – the value that one attaches to the reward.

The Expectancy Theory confirms that people are most motivated when they receive a desired reward on meeting the achievable target and are least motivated when they feel or believe that their efforts will not be rewarded.

Application at Dubai Police

Dubai Police works on setting achievable goals for their employees. They actually reward their employees on meeting the expected result. Rewards are not necessarily in the form of pay rises, bonuses etc but can be in the form of praise, opportunities for growth and that go a long way in motivating their employees.

Hertzberg’s Two-Factor Theory the theory proposes 2 listed factors that influence employee motivation and satisfaction.

1. Motivator factors–lead to satisfaction of the employee at their work place that actually motivates them to work harder. For examples recognisition, enjoyment etc
2. Hygiene factors– a major factor that resonate dissatisfaction and a lack of motivation of doing work. Salary, company policies, benefits, relationship etc. are some of its examples.

Both, motivator and hygiene factors directly influence motivation but they work completely independently, Motivator factors on one hand increases employee satisfaction and motivation but if not present do not lead to dissatisfaction. While the presence of hygiene factors didn’t increase satisfaction and motivation to some extent but their absence result in increasing dissatisfaction.

Application of Theory at Dubai Police

Dubai Police caters to create the happiest and most productive workforce by improving both motivator and hygiene factors. They encourage feedback mechanism to ensure that their employees understand their growth progression. They work to create an environment where everyone is treated right to prevent job dissatisfaction. They also offer the best possible working conditions and fair pay.

 Maslow’s Hierarchy of Needs the theory supports that individuals’ most basic needs must be met at all cost to make him always going to achieve motivation for the achieve higher level of needs. The hierarchy needs has 5 levels:

1. Physiological– needs that require a person to survive like food, water and shelter
2. Safety–personal, financial security that include health and wellbeing.
3. Love/belonging– Caters to relationship based on friendships, relationships and family
4. Self Esteem– Makes one confident and be respected by others
5. Self-actualisation– the desire to achieve higher and higher goals and become the most that one can be.

Application of Theory at Dubai Police

For seniors at Dubai Police focus is primarily on self actualization and people at lower levels of the pyramid the needs are as per the hierarchy. The theory in a way is helping higher levels to help their employees understand the meaning of their roles and make them realise the importance of their job. This leads to develop a sense of belongings’ in them towards the company and to the people they are working.

Conclusion

Happiness is a positive condition and great motivators. Happiness is an emotion and contingent upon one’s own abilities (internal condition). Happiness, being primarily biological in nature, seems to be the most basic, fundamental condition while motivation on the other hand relates to achievement and being creative. One needs to take his or her focus away from extrinsic rewards In order to enhance creativity. Motivation is to keep away from being the puppet of circumstances and live the best life full. Motivation leads to happiness away from bogged down by money, prestige, and so on–and, instead, place your focus on intrinsic rewards. Motivation leads to inner happiness of performing your work with enjoyment and feeling of satisfaction you leading to the sense of meaning you derive from carrying out your work.

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