al and social environment, which can attract better quality expatriate workers who can contribute better in the economic development of the region. Introduction of any policy, programme or law to protect the interests of expatriate workers will produce results only when the implementation and monitoring of such policy, programme or law is effective and proper care is taken that such policy, programme or law is adhered to by the employers. Implementation of labour laws and adherence by local employers is one of the major weaknesses in the work environment of GCC countries. Out of the three stages of policymaking, policy implementation and adherence to the policy, it is the third stage of adherence to the policy that needs to be given the top priority by the GCC governments. References Al-Ali, J. (2008). Emiratisation: drawing UAE nationals into their surging economy. International Journal of Sociology and Social Policy, 28(9-10), 365-379. Bayt. (2007). GCC Human Resource Overview: Salaries, cost of living and loyalty. [Online] Available: http://www.bayt.com/job/research-report-1641 (4th September, 2009). BI-ME. (2009). Cost of living rises highest for GCC expats in Abu Dhabi and Dubai, Business Intelligence: Middle East, 7th July 2009. [Online] Available: http://bime.com/main.php?id=38729&t=1&c=34&cg=4&mset (7th August2009). Coffman, J. (2003). Higher Education in the Gulf: Privatization and Americanization. International Higher Education,The Boston College Center for International Higher Education, 33, 17-19. Dito, Mhd. E. (2008). GCC Labour Migration Governance. Paper presented in the UN Expert Group Meeting onInternational Migration and Development in Asia and the Pacific, Bangkok, Thailand, 20-21 September 2008. Dollman, S. (2007). A model of American higher education in the Middle East. Educause Quarterly, 3, 59-62. Forstenlechner, I. (2008). Workforce nationalization in the UAE: image versus integration. Education, Business and Society: Contemporary Middle Eastern Issues, 1(2), 82-91. Gulf Talent. (2008). Gu