The main aim of this project was to critically analyse and evaluate how to overcome barriers to workplace multiculturalism. Achieving this aim was important for the purposes of providing a roadmap for contemporary organisations to use towards fostering higher levels of inclusion and diversity amongst their core teams of employees. The findings generated by the research study broadly signify that the main issues undermining workplace multiculturalism at the Jeddah City Hospital are communication siloes, agile decision making structures, culture shocks and age discrimination. Significantly, all of these issues were found to stem from a lack of effective communication and two-way dialogue between frontline nurses and care professionals and senior members of the HR and operations teams. The data results produced by this research project also further intimate that multiculturalism could be greatly improved within the organisation via: encouraging open door policies for diversity and inclusion issues, extending learning and orientation periods for new onboards to provide opportunities for enhanced levels of intra-team integration and togetherness, establishing an inclusion council to help new onboards with out-of-work life adjustment and offering coaching and mentoring programmes to new onboards to instil them with the unique skills and aptitudes needed to excel in their new work environment. The output of the research study highlights that the Jeddah City Hospital is also struggling with a negative organisational climate. This climate is at its most problematic in respect of making employees feel ashamed for making mistakes and/or needing to ask peers and colleagues for help to complete a particular task. It was noted by the study that this climate needs to change if the Jeddah City Hospital is to oversee increased levels of inclusion and diversity across the organisation. The methodology was ostensibly twofold: case study research and semi-structured interviews. The case study element involved analysing the experiences of Filipino nurses in a Jeddah City Hospital. Ten semi-structured interviews were carried out with frontline Filipino nurses and healthcare professionals currently working in the hospital to signpost the main cultural barriers being faced by this cohort in seamlessly integrating within the wider team and organisational setup. The main strength of the methodology used is that it helped to provide practical insights that could be of use in real-life situations faced by contemporary HR managers. By contrast, a possible limitation of the methodology is that there is no guarantee that the comments advanced by the interviewees constitute a fair and representative account of the current state of play within the hospital as regards

Motivation is the driving force behind human actions. It comprises the factors that contribute to behavioral patterns, such as emotional, social, and cognitive variables. Employee motivation may have significantly changed due to the unfortunate events at the conclusion of the 2019 calendar year. However, due to the current wave of changes, numerous employees now prefer a hybrid work environment that, thanks to its flexibility, has acted as a source of motivation for some employees in private educational institutions. The objectives in this research were to discover the many facets of workplace flexibility. Second, to identify the many components of workplace motivation, and to finally investigate the relationship between the two. This research used an online survey method to collect data to evaluate the extent to which flexibility is perceived essential for motivation of employees working in private universities in Jeddah, and if there is a significant difference prior to and during COVID-19. After receiving 40 respondents and inputting the survey results into SPSS to analyse and interpret the data, the main finding was that employees are more likely to be motivated when they have flexibility in their workplace with particular inputs, such as the confidence of their manager or a supportive colleague. The outcomes indicated that individuals do not need to simply pursue higher positions in their employment since they value flexibility in their lives, as well as various aspects such as gaining their manager's confidence and obtaining incentives.

The emergence of startup companies has increased significantly in Saudi Arabia owing to the increased involvement of the government to support young entrepreneurs and the objectives of Vision 2030. Startups are booming in the Kingdom in diverse industries with innovative and creative approaches. In such an environment, human resource management serves as one of the most essential pillar of companies irrespective of the industry that they operate in. Human resource department not only manages employees, but also serves as a source of connection between businesses and employees. With the growth of startup companies in Saudi Arabia as well as the increasing challenges for the success of such companies, it is essential to manage the human resources with high efficiency to ensure best utilization of talent. The contributions of human resource department and human resource management practices towards the success of companies is irreplaceable by any other department. This study focuses on understanding the importance of having dedicated human resource management practices with focus on startup companies in Jeddah, Saudi Arabia. The different challenges commonly faced by startup companies are also discussed in the study. A questionnaire survey designed specifically targeting the startup employees and owners was conducted with 60 responses. The results of the survey highlighted the importance of human resource department in startup companies of the Kingdom to ensure maximum utilization of talent and adequate return on investment from employees for the startup companies.

Wind energy has been recognized as one of the fastest-growing energy sources globally. With the growing development and installation of wind farms, more research is needed to study and optimize wind turbines to reduce deficiencies created by the upfront wind turbines. The power loss due to wake effects can reach up to 40% of the upstream wind turbines. Wind farm design and optimization is a complex multidisciplinary topic that requires a lot of expertise. Several computational fluid dynamics (CFD) methods have been used for Wind Farm Layout Optimization (WFLO), using complete or total modeling of the rotor and the wake. However, selecting good wind farm locations is difficult and time-consuming. It is influenced by various factors such as wind energy potential, wind turbine site, distance to the electrical grid, distance from populated areas, and land usage. In this study the Genetic Algorithm (GA) is parametrized and employed to increase the expected power generation in a wind form. The algorithm is an optimization technique based on evolution and natural selection theories. The GA-developed method was capable to predict the optimal locations of wind turbines in a wind farm and identify the most suitable layout to maximize the power production and minimize the cost. The mathematical model has been built based on the wind wake model of wake losses based on the conservation laws of momentum and mass with assuming a linear expansion downstream. The GA optimization model considers five phases: initial population, fitness function, selection, crossover, and mutation. It is worth mentioning that, our own MATLAB code has been developed from scratch. The developed model has been validated against trusted results from the literature. After that, numerical experiments are conducted and four case studies are presented using our model. These case studies are created to study the impacts of four parameters; population size, cost model, hub height, and surface roughness and target four aspects: the objective function, fitness, average power, and wind turbine distribution. The population sizes of 500, 1000, 1500, and 2000 are considered and it is found that 1500 is the optimal population size for the present model. However, when the number of generations increases beyond 55 generations, the population sizes 1500 and 2000 have very close fitness values, which means increasing the population by more than 1500 has no effect on the output. Additionally, the findings of this study show that Mosettie's cost model leads to having a minimum objective function and optimal wind farm layout in comparison to Chen's cost model. Furthermore, the taller the turbine, the more wind it receives, thus more average power produced. Also, it was found that the objective function value decreases with increasing the smoothness of the wind farm terrain.