Smart Dubai, Dubai Internet City are major government initiatives in Dubai that support development and adoption of technology-based solutions across differ-ent industries and food and beverage (F&B) sector is no exception. These initia-tives supported startups like Drivu by providing access to cutting-edge infra-structure, regulatory provision and investment openings creating a strong digital transformation ecosystem. This study aims to examine alignment of the UAE’s national innovation strategies with Drivu that contributes to sustainable entre-preneurship. This case study explains the idea of Drivu as an innovative solution focusing on the development, the marketing strategy and the alignment with UAE directions. In an industry where rapidity and suitability are increasingly important, the cofounder of Drivu has successfully bridged a critical service gap by innovating a contactless, technology-based drive-thru ordering system that develops operational productivity for businesses and improves convenience for customers. Using a qualitative research methodology, the report draws on an interview with Drivu’s cofounder as well as secondary data from YouTube vide-os, the company website and other research articles to explore a deeper under-standing of this innovation. The findings demonstrate that Drivu supported in-novation through consumer-centric services, up-to-date orders as well and home businesses in the UAE. Drivu continue to exhibit innovation with existing cafes and beyond the existing support through expansion of professional net-work, Gulf region growth and AI features.

This study examines the impact of digital transformation on organizational change and employee adaptability in the context of firms in the United Arab Emirates (UAE). Based on a primary quantitative survey of 201 mid-level employees, the research explores how digital innovation reshapes business processes, organizational culture, and workforce dynamics. It emphasizes the importance of effective change management strategies, leadership support, and structured training programs in ensuring smooth digital transitions. The findings confirm that digital transformation significantly influences organizational culture by driving structural changes, improving workflows, and enhancing decision-making processes. Regression analysis revealed that digital transformation accounts for 86.6% of the variance in organizational change and 86.2% in employee adaptability. Furthermore, communication effectiveness and workflow integration emerged as the strongest indirect predictors of adaptability. Employee adaptability emerges as a critical factor for successful digital transformation, with training opportunities and leadership guidance serving as key enablers. The study contributes to academic literature by linking digital transformation with established theories of organizational change and employee adaptability. It also provides practical recommendations for managers and policymakers to foster a culture of continuous learning, strengthen employee readiness, and align organizational practices with digital strategies to achieve long-term success.

This study investigates the influence of training and development programs on career progression and job satisfaction within the public sector of the United Arab Emirates. Using a mixed-methods approach, data were collected from 200 public sector employees through structured surveys and from 17 participants via semi-structured interviews. Quantitative analysis using Kendall’s tau and regression models revealed significant positive associations between the perceived effectiveness of training and both job satisfaction and career progression, although tangible promotion and compensation outcomes were less evident. Qualitative thematic analysis highlighted key enablers, including managerial support and training relevance, as well as barriers such as limited application opportunities and the absence of structured follow-up. The findings suggest that while training initiatives improve skills and satisfaction, aligning them more closely with organizational promotion pathways and providing post-training support are essential for maximizing their impact.

This dissertation investigated how various components of the work environ-ment—namely physical environment, social interaction, and organizational cul-ture—affect employee productivity and job satisfaction in diverse organizational settings across the United Arab Emirates (UAE). The research based its analy-sis on Herzberg’s Two-Factor Theory, Social Exchange Theory, Environmental Psychology, and the Job Demands-Resources (JD-R) model through a quantita-tive assessment of structured surveys administered to employees in various in-dustries. A total of 101 responses underwent factor analysis, reliability testing, correla-tion analysis, and multiple linear regression using SPSS. The research showed that organizational culture together with social interaction proved to be strong predictors for both employee productivity and job satisfaction. According to the survey data, the physical environment demonstrated a stronger relation to productivity than satisfaction, but its influence was moderate across both measures. These findings suggest that while ergonomic design and workplace aesthetics support performance, psychosocial factors such as inclusive leader-ship, recognition, and interpersonal support play a more dominant role in shap-ing employee well-being. By interweaving various behavioral theories into one model, the study offered practical solutions for leaders and employers working in UAE multicultural set-tings aiming to implement sustainable human resource management solutions that effectively understand physical, social and cultural influences.

Extant literature on project resource management emphasizes the value of technology in improving planning and execution, but it also highlights the limi-tations of traditional workforce management systems. However, many existing systems lack the intelligence and automation capabilities necessary to adapt in real-time to the fluid conditions of fieldwork in utility services. As a result, this study aimed at: evaluating the effectiveness of AI-powered monitoring systems in improving resource planning and allocation; and investigating the impact of real-time AI tracking tools on operational efficiency in utility service manage-ment. The paper employed descriptive approach by conducting digital survey targeting project managers and utility service managers in United Arabs Emir-ates (UAE). The study collected 217 responses. The findings revealed that AI-powered monitoring systems markedly improve the accuracy of resource planning and allocation, driven by their advanced predictive analytics, real-time responsiveness, and adaptability across operational contexts. Similarly, AI-enabled real-time tracking systems have shown significant impact on opera-tional efficiency, particularly in facility management services. Consequently, the study concluded AI-based manpower verification tools hold significant trans-formative potential that can enhancing project resource management within utility services.

This study investigates the ways the corporate culture impacts worker engagement, productivity, and JS. Organizational culture exerts a more profound influence on employee behavior and overall productivity of the organization because it comprises common principles, customs, and val-ues that mold attitudes of workers. This scholarly inquiry delves into the intricate interrelation between cultural variables and employee outcomes by analyzing them in-depth particular while gazing at communication, leadership styles, teamwork, and shared values. Using a quantitative methodology, data were collected from 203 employees across various Dubai-based firms using purposive sampling. The study employed cor-relation and regression analyses to test the proposed relationships. These interviews offered insightful information on the ways in which corporate culture influences workers' drive and performance. The results show that worker engagement, output, and job satisfaction are all considerably in-creased by a business with a good and well-aligned culture. The aim and intent of this research report is to provide firms seeking to formulate a culture that supports worker well-being and fosters long-term success in a competitive business climate with practical advice. The study's conclu-sions will help academics and practitioners both gain insight into how culture affects the outcomes of organizations.

This quantitative study examines the influence of quality management practices on operational performance across multiple sectors in the United Arab Emirates (UAE). Data were collected from 30 organizational respondents using structured questionnaires. The analysis explored the relationships among quality management practices (QMP), organizational culture (OC), leadership support (LS), employee engagement (EE), and organizational productivity (OP). Regression results revealed that OC (β = 0.396, p = 0.048) and LS (β = 0.394, p = 0.034) significantly enhanced productivity, while EE (β = -0.142, p = 0.479) showed no significant effect. QMP had a positive but non-significant relationship (β = 0.138, p = 0.449). The findings support the importance of leadership and culture in driving quality outcomes and operational excellence. The study recommends continuous improvement strategies, proactive risk mitigation, and increased use of data analytics to support quality-driven performance.

The research examines how Information and Communication Technology (ICT) and Total Quality Management (TQM) practices affect operational efficiency in the UAE oil and gas industry. The UAE's oil and gas sector needs to enhance productivity while achieving sustainability goals because of rising global energy needs and strict environmental mandates and market risk factors. The examined effects of ICT and TQM on operational efficiency used quantitative data gathered from 100 professionals through a cross-sectional survey to conduct regression analysis. The analysis demonstrates that ICT directly and positively affects efficiency, enabled by AI, IoT, and cloud computing systems for real-time management decisions. TQM practices implementing continuous improvement, employee participation, and top management commitment yield the most powerful influence. Combined, ICT and TQM account for 75.6% of the variance in operational efficiency. Obstacles include organizational resistance to change, lack of qualified professionals, and integration challenges. The study provides essential insights for industrial leaders and policymakers to enhance the UAE’s position in the global energy market.

In today's world, artificial intelligence (AI) chatbots are a part of customer service in almost every industry. Unfortunately, user dissatisfaction and miscommunication issues are commonly reported even with their use. This research explores the primary drivers of user dissatisfaction in the interaction with AI chatbots, specifically looking into query misinterpretation, lack of emotional recognition, absence of personalized feedback, as well as privacy and data security issues. With a qualitative approach, the study conducted semi-structured interviews with twelve participants from the e-commerce, banking, education, and customer service sectors. Theme-based analysis led to the identification of four major themes: poor interpretation of user instructions, inappropriate or insufficient accuracy responsiveness, absence of empathy, and excessive concern for privacy. The participants pointed out that while chatbots are sufficient in performing mundane tasks, they do not perform very well when it comes to complex and emotional tasks. The study advocates for better chatbot design using sophisticated natural language processing (NLP), emotional AI, fortified security measures, and smoother handoff to a human agent. Enhancing these features is crucial toward achieving greater user satisfaction and effectiveness of AI systems in customer interactions. The results highlight the gaps in empathetic, contextual understanding and privacy-respectful security that chatbots incorporate in reference to the changing needs of users.

The dissertation provides a comprehensive investigation and detailed analysis of the intrinsic motivation and EM from a broader perspective of different industrial domains in the United Arab Emirates. Through quantitative survey questionnaires with professionals in different industries, the study examines how these variables affect Job satisfaction, motivation, and output. The literature investigates and examines renowned ideas such as SDT. Other theories include the Two-Factor Theory presented by Herzberg and the Hierarchy of Needs theory presented by Maslow. The provided conclusion of the study showcases that WLB, supportive leadership, and both internal and external motivators significantly boost motivation. Using a quantitative research approach. The results of the research were gathered from 200 respondents in order to examine the dataset using descriptive statistics. The examination also consists of correlation and regression analysis. The results indicate that intrinsic factors such as autonomy, career advancement, and meaningful work, along with extrinsic factors like financial incentives and recognition, significantly influence job satisfaction. After that, the extrinsic factors including financial incentives, leadership support, and recognition have a significant impact on the job. The results help organizations create strategies to cultivate a motivated staff, which boosts productivity and worker satisfaction. The dissertation also provides comprehensive and detailed implications for management. The results of the dissertation further provide suggestions for further research.