The Beach Essay -- essays research papers

The Beach Siblings and sisters grow up belligerence, shouting, and battling from nightfall until first light. The contentions territory from chatting on the phone, sharing the restroom, to who gets dibs on the vehicle. These showdowns seem, by all accounts, to be the standard between kin. As a general rule, when one encounters losing a sister, all the contending, shouting, and battling appear of little significance. I understood this during a rankling sweltering July evening visit at the sea shore. The lengthy drive felt like an endless experience. Rather than cool air, the forced air system blew air from the doors of Hell. My sister and I sat in the secondary lounge of the ever-contracting Toyota Camry contending and hitting each other until father undermined us hollering, â€Å"Don’t make me drive this vehicle into a phone pole!† Mom sat on the opposite side with just two occupations, control the radio and explore us to the sea shore. Both were done inadequately, giving us static from the radio and forty-five minutes on a street with no name. Twilight of driving, which felt like an unending length of time, we at last showed up at the sea shore. Running toward the sea, I felt the cool sand crunch between my toes. The water was clear and welcoming, shells spread the base, and moving waves intersperse the surface. My sister and I went into the sea, plunging through the waves and swimming as fast as could be expected under the circumstances. We rode tremendous waves into the shore on our pontoon and afterward swam back to get more. We had a good time for a considerable length of time until I was completely depleted and hea...

Health And Safety In The Workplace

Wellbeing And Safety In The Workplace HR are one of the most significant highlights of numerous organizations. A business achievement depends intensely on the adequacy to which this asset is overseen. Approaches and practices utilized by the firm, set out the principles to which they try yearn for. They are intended to administer the activity of the business; particularly in todays economy where there is such an ascent in administration ventures (Biz/ed, 2010). This theme is of significance to us since it has demonstrated to be a disregarded field in todays corporate world; particularly in Grenada. In such manner, this paper look to feature the significance of Workplace Health and wellbeing to the business, to build up a comprehension of how its successful administration can influence the exhibition of a business, plot how this can be viably done in light of the enthusiasm of the organization. It is frequently said that, the strength of a country is the abundance of a country (Fraser, 2004), a similar idea applies to business. The wellbeing and security of a companys human asset is a colossal supporter of the accomplishment of that business. HR represent a huge extent of numerous companys costs; the individuals constantly drive a business (Biz/ed, 2010) As per the Bureau Veritas, Workplace Health and Safety alludes to, the assessment of dangers identifying with the wellbeing and security of an associations laborers and others (counting people in general) who might be influenced by its exercises (Bureau Veritas, 2007). Who build up working environment wellbeing and security? The wellbeing and security of a work environment is set up through various sources. Right off the bat, on a national level word related wellbeing and security is organized as per legitimate guidelines that were made by authoritative choices and is authorized and observed by offices, for example, the Occupational Safety and Health Administration (OSHA), for the U.S., and the Ministry of Labor in Grenada. OSHA, an organization of the U.S. Branch of Labor, has the duty of guaranteeing the security and soundness of Americas laborers by setting and authorizing norms; giving preparing, effort and training; building up associations; and empowering (OSHA, n.d.). On a national or potentially on an organization level there are additionally cases of customary examinations by a security agent. This can act naturally mentioned or legitimately ordered. This is done to guarantee that organizations follow the specified rules that are set to oversee the wellbeing and strength of the work environment. Additionally, from a corporate outlook, the wellbeing and security measures of the organization can be set up by the statement of it in the Companys general laborer manual and additionally in the different manual put in a safe spot for obviously spreading out, the norms by which the organization look to keep its workplace and the individuals that utilization it protected and sound. A progressively casual, yet at the same time a compelling technique is worker perception. This is just workers revealing risks that go unnoticed to the investigation agent as well as the board. These choices are set up to guarantee understanding of an organization to screen and control the wellbeing and security of the work environment, and to look after it. In-adherence of guidelines set by the above administrative bodies can bring about a business being fined or condemned to prison time (Cascio, 1998). Purposes behind Maintaining Workplace Health and Safety There are reasons why a business ought to keep up a sheltered and solid working environment. It cleanses the earth of potential dangers to everybody that utilizes the office. An associations efficiency is legitimately identified with the wellbeing and security of its workforce. Hence, appropriate wellbeing and security rehearses defend the efficiency of its workers. At the point when the workforce is undesirable it influences efficiency; amount and quality. Legitimate practices keep up the wellbeing of the laborers and it ensures human rights; the human right to a sheltered and sound condition and the human right to a protected and solid working environment (PDHRE, n.d.) A significant explanation behind keeping up wellbeing and security in the work environment is that inability to do so be excessively expensive. The results of not up keeping appropriate wellbeing and security practices can extend from having costly money related payouts, to death (clients of the work environment). Different repercussions are Lower profitability levels debilitated or harmed specialist don't deliver a similar quality and amount as do wellbeing laborers. Low quality items and administrations the immediate connection between nature of workforce and nature of items or administration they produce. Elevated levels of grievances from clients lower nature of items or administrations conveyed to clients would make them troubled. Loss of clients and hence lower incomes if the nature of the creation isnt tended to it can bring about a misfortune in the client base and later misfortune in incomes due to bring down deals. Greater expenses this expansion in cost can emerge out of various sources including: installment of protection claims for harms, cost of replacement for wiped out or harmed laborers (preparing and wages), and advantages for debilitated or harmed laborers. Higher staff turnover as people become ill or harmed hands on they will in general leave. In the event that the wellbeing and security practices of the working environment are awful representatives would not remain thusly higher turnover. Poor modern relations unexpected frailty and wellbeing practices would stand out from associations who battle for the privileges of representatives. Therefore, tending to security and medical problems in the work environment sets aside the business cash and increases the value of the business (OSHA, n.d.). At the point when laborers stay protected and sound, the immediate cost-investment funds to organizations include: lower laborers remuneration protection costs diminished clinical consumptions littler uses for come back to-work programs less defective items lower costs for work facilities for harmed laborers less cash spent for additional time benefits Security and wellbeing likewise bring about significant reductions in roundabout cost (OSHA, n.d.). This is because of: expanded efficiency more excellent items expanded resolve better work/the board relations decreased turnover better utilization of HR Workers and their families profit by wellbeing and wellbeing since (OSHA, n.d.): their wages are ensured; no money related stun as a result of disease or injury their family lives are not hampered by injury; no loss of pay destabilization as a result of ailment and injury they have less pressure; on account of a com Work environment wellbeing and security expand path past the limits of the worksite. The groups of laborers and different clients of the worksite can likewise be affected by wellbeing and security in the work environment (OSHA, n.d.). It is of a confusion that wellbeing and security in the work environment just involves guaranteeing that there arent any perils on the worksite anyway it ought to be noticed that the danger can be simply the representatives. Representatives who are wiped out (transferable/non transmittable), who have a medication or liquor issue, who have mental issues can likewise present extraordinary danger to the wellbeing and security of others in the work environment. Fierce workers can likewise be named a peril (Cascio, 1998). In such manner testing of the individual along with the worksite is important; medication and liquor testing, mental tests and so on. Whose duty right? The wellbeing and security of a working environment ought to be a piece of the business HR technique. It should be an activity that is profoundly established into the way of life of a business. Nobody individual ought to be answerable for it. Given this, all workers, bosses and supervisors ought to experience preparing around there to suit their position. Chiefs particularly ought to have a demeanor that help great wellbeing and security rehearses on the grounds that it is normally reflected by workers; if the supervisor care about wellbeing and wellbeing, the representatives will do as well (OSHA, n.d.). Both the business and the worker are answerable for guaranteeing that the work environment is sound and safe for all clients. Businesses are legitimately committed to keep up and give a workplace that is helpful for agreeable activities. They likewise need to give safe frameworks of work and offices that would continue the government assistance of its representatives. They are additionally answerable for furnishing representatives with any data, guidance, preparing as well as management that is expected to guarantee that laborers are sheltered during tasks regardless of the activity. Because of this duty to guarantee representatives are protected grinding away, a business may establish guidelines and arrangements that would require the consideration from and consistence of workers (Directgov, 2010). Representatives are additionally expected to have an impact in guaranteeing appropriate wellbeing and security of the working environment. They are to make certain their very own wellbeing and security and that of different people in the working environment; regardless of whether associate, client, provider, and so on. Critically, laborers are relied upon to hold fast to the headings given by the board to ensure wellbeing and security. In the event that laborers are to disregard these mandates it makes a risk in the working environment for themselves as well as for other people (Directgov, 2010). Viable administration of the asset Every working environment is unique and dynamic. Along these lines the procedure used to viably deal with the human asset ought to likewise be unique and dynamic. This technique ought to incorporate clear and brief designs for the tending to the sorts of mishaps that and uncovering the wellbeing and security risks that could happen at the worksite (OSHA, n.d.). A viable arrangement, as dependent on the wellbeing and wellbeing program the board rules given by OSHA in January 1989 is the Four Point work environment Program. The Four Point Workplace Program as its name recommends, it is a program that contains four components in moving toward ideal successful wellbeing and security principles. These components Duty and Employee Involvement The supervisor or supervisory group drives the way, by setting approach, doling out and supporting duty, setting a model

Lab Report Effect of Abiotic and Biotic Factors on Enzymatic Essay Example

Lab Report: Effect of Abiotic and Biotic Factors on Enzymatic Paper Y-esteem pace of response X-esteem = pH of arrangement Conclusion: This trial was to test whenever expanded measure of pH will influence the pace of response in a protein whistled response. The theory was right in expressing that the expanded pH will build the pace of response. In Test one the subjective shading was uniquely at nine following five minutes of timing the response. In the following analysis the subjective shading was at ten, for a few, preceding the brief imprint. This being the situation, the trial doesn't bolster our theory. The diagram above shows the pace of response. Inside the initial three minutes of the response drops at an extremely quick rate. At that point, the following two minutes the pace of response has a tremendous increment. After this wave the response consistently diminishes until it ends. Since, toward the start of the response the response dropped, the shading changed gradually. With the expansion the shading changed drastically. All in all, expanding sum pH to the response helped increment the time it took to wrap up. We will compose a custom paper test on Lab Report: Effect of Abiotic and Biotic Factors on Enzymatic explicitly for you for just $16.38 $13.9/page Request now We will compose a custom paper test on Lab Report: Effect of Abiotic and Biotic Factors on Enzymatic explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on Lab Report: Effect of Abiotic and Biotic Factors on Enzymatic explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer

Cellular companies in pakistan. - Free Essay Example

INTRODUCTION It is a common observation that all work and no play have negative impacts on the lives of the employees of any organization. Extended working hours at work places are the main reasons of health complaints and work related stress can lead to several serious accidents. So far number of studies and research has been conducted in order to bring into attention the serious problems long working hours can cause to the human health and mental conditions of employees. Heart attacks, fatigue, stress, backaches and general health complaints are some of the issues one can face while working late and for longer period of time. A.E. Dembe in his article Ethical Issues Relating to the Health Effects of Long working hours which was published in April, 2009 reveals some of the major health issues that are caused due to the long working hours and shift work. According to A.E. Dembes findings long working hours and shift work raises the odds for workers to be injured, to be fatigued, stressed, and to suffer from a range of serious medical illnesses. In todays modern world economy has gained a pivotal position in any countrys progress and prosperity. Development of a country is now judged on the basis of increase in its economy rate per year, and in order to compete with the worlds economic market all the organizations of a country want workers who can work as much hours as they can. Some people are willing to work for late hours and can maintain a balance between work and private life, while most of the people have to work for late hours because they do not have an option and so they face some serious consequences for that. In many areas of the world eight hours is considered a traditional workday. Even though it is known as a standard workday, a large portion of the world population works more than eight hours. An employee often works more than eight hours a day because their employer requires it or because they need the money. Regardless of the reason for doing so, it has been proven that long hours can have a negative impact on an employee and his/her performance. The average hours worked by full time employees in Pakistan has increased over the last decade. Long work hours create work-life imbalance.   Praveen Kumar Tumma in his article Do working long hours increase the productivity of an employee? said; maintaining a work-life balance is extremely important for both the employer and the employee as this will help boost productivity and thus helpful in the long term. By definitionWork-life balance is about being able to maintain a balance between work and personal responsibilities on all fronts: Work and family  Ãƒâ€šÃ‚   Work and personal fulfillment- Work and social and community responsibility (Women in Employment Committee, 2003). As we know happy worker is a productive worker. It means that a balanced work-life is as crucial for employer as for employees and their families. Every employee has a specific reason which acts as a source of motivation for the worker. Some people work t o gain certain benefits, some for love and family and others for achieving goals of their lives. And if the motivation level goes down it ultimately affects the performance of the employee. Sometimes due to tough and busy schedule workers lives become narrow as they do not get enough time to spend with their families, friends and for other activities like sports etc. this directly or indirectly effects employees health, motivational level, fatigue levels and their performance. It is generally believed that working long hours increases the productivity. This concept is not correct because there are number of other factors involved in the increase of productivity of an employee, according to Praveen Kumar Tumma, it is a general concept that if employees would work for longer hours productivity will increasebut my opinion is different about that I think its not an ideal thinking and this is nowhere proved scientifically or generally, productivity is not linked up with the working hours which an employee exert but to what extent they enjoys working this is the basic thing.The long working hours affect the employees in both ways, in negative as well as in positive way. Because it depends how employees think of it. If they feel happy working long hours and enjoys their work then this will ultimately leads them to satisfy their basic needs and to achieve their personal goals (for example, helping others, or receipt of recognition of skills and achievements).Working on extended time some time provides employees with Quality timewhen there is no disturbance or very low and essentially rewarding work is complete, and prevention of the rush hours when traffic overcrowding is at its climax. Usually long working hours are taken as progress of work and increase in pay and benefits of employees, which usually increases the motivation level among employees who work longer and can lead to higher productivity. On the other prospective, long working hours effect negatively as well. Negative cost often depend on a series of factors such as the level of the responsibilities of employees for their families and his/her commitment in society activities. Long hours may function as a straight stressor in that workers need to continue performing sufficiently in spite of exhaustion. According to the report issued by Circadian Technologies un hygienic working conditions and sleeping deficiency can also lead to ergonomics injuries and lost workdays, especially among employees in extended-hours positions (regularly working outside the hours of 7 a.m. to 7 p.m.) This study identifies the effects of the long work hours and well being of employees of Ufone PTML, a telecom organization operating in Pakistan and the families of these employees in Pakistani perspective. This study will specifically examine the effects of long work hours on the employees of the Call Center Department. Organizations Background Ufone is one of the most popular and leading cellular companies in Pakistan. Initially it was used as a brand name for Pakistan Telecommunication Corporation Limited (PTCL) which started its operation in 2001. But later on, when PTCL was privatized Ufone started functioning under the banner of Emirates Telecommunication Corporation Group (Etisalat) and became a part of it in 2006. Since than Ufone started working efficiently and till now it has expanded its network coverage to more than 750 cities, towns etc all over the country.  Ãƒâ€šÃ‚   Operating Performance Ufones operational performance has been very encouraging. Despite the stiff competition in Pakistan telecom market which has led to reduction of prices to bare minimum level, due to its aggressive policies and exercising strict control over expenses the Company managed to improve its revenue and after-tax profit by 87% and 54% respectively, as compared to last year. Future Plans Keeping in view the growth potential of the cellular industry there is no option but to be aggressive in order to remain a potent force in the cellular industry. In order to extend cellular network to new cities, towns and highways and enhance its current installed capacities in existing cities, Ufone has finalized a huge network expansion contract amounting to about USD 550 million, which will enhance the subscribers capacity by 10 million. This is the largest ever expansion project of Ufone. A strong focus will be on maintaining high quality of service, which is always a benchmark of Ufone, increasing usage and exploring new revenue streams on value added services, market visibility through various market initiatives to fulfill subscribers satisfaction and demand and above all to increase the value of investment for the shareholders. 2. Ufone Mission In order to evolve with our customers and to keep pace with your needs, we rejuvenated and revamped our image by changing our visual identity 3. Ufone Vision To be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value Employee Expectations. 4. UFONE Departments Mainly the company has Nine departments. Their names along with some description are given below: Human Recourse Management IT Finance Administration Procurement Engineering Sales Marketing Customer Services Credit and Collection department. Customer service This department is basically the focus of this study. Its main function is to facilitate customers. PTA met whatever the requirements of the customers. But, there are certain rules established by this department which must be abide by the customers. They also help the customer by providing them the facility of Call Center (Help Line). Rationale of the Project Research: The purpose of this research is to provide profound knowledge of the topic, affects of long working hours on employee performance, different aspects of the issue and to summarize the topic with some positive findings. In the last decade, by globalization, Pakistani society faces different changes in the behavior of individuals, culture, technology, living style etc. This change ultimately also brought changes in the workplace environment. The objective of study is to convince employers that they can no longer afford to ignore the issue of work-life balance. If company wants to hire people, to retain them, motivate them, or to do succession planning they need to help employees balance their work-life. Problem Statement The research problem central to this study is: The effects of long working hours on employees performance of Ufone PTML. Objective of the Study Aim of this study is to look at different practical and theoretical approaches in which the long working hours affects the health, fatigue, motivational level and performance of the employees of Ufones Call Center Department. The main objectives of this study are as follows: To analyze the affects of working long hours on the health, motivational level, fatigue and work performance on the employees. The study will also examine the positive change i.e. improvement in the performance, health, fatigue level and motivational level of the employees in case the working hours are reduced. Itll illustrate the significance of the literature and the conclusions drawn. Literature Review The challenges of dealing with long working hours and maintaining the optimum performance level is part of everyday reality for the majority of employees working in the telecom sector of Pakistan. We believe that this report offers a different, holistic and productive approach to the challenge of dealing with long working hours and minimizing the consequences it has on the employees performance. Employer has a major role to play in this regard. Employers cant change the situation drastically by simply offering the policies of flexible timings for the employees. Employees must be brought into the process of designing and implementing flexible schedules for themselves in a way which leads them to perform in an optimum way and reach high levels of productivity. By doing so, the participants can jointly address the dual agenda of restructuring work and careers to meet both the organizations needs and how through their performance they can meet their respective targets. Chief Executive of the Mental Health Foundation, Dr. Andrew McCulloch while showing his concern on the rising number of people who work for long hours said that even though we hear a lot about the flexible work timings and other policies for the employees still the number of people working for long hours is increasing day by day. Initially parents were the only victims of the tough routine but now this issue doesnt simply stick to the parents. It is now must for everyone else too to maintain a balance between work and family life in order to avoid serious mental health issues. While highlighting the significance of the research conducted by the mental Health Foundation he further added that this situation will really cause some serious issues to the individuals in the long term. The culture of the workplace can have a significant impact on the ability of workers to balance their work and family lives. Companys workplace culture and climate affect employees perceptions that their company helps them work at a pace, which improves their productivity and enhances performance (Berg, 1997). Studying the impact of and dealing with the problems associated with long working hours and its effect on employees performance has become increasingly important in recent years across the Pakistan. This is due to the changes in the patterns and demands of work and changes in the needs and aspirations of employees from their work. The fast pace of technological development and an increased participation in the labor market; necessitate organizational changes and higher flexibility is the need of work force and employees simultaneously. The above factor has an impact on both individual workers and the success of companies (European Union, 2006). Various measures to achieve reconciliation traditionally included parental leave, maternity leave, paternity leave, childcare, benefits etc, as the term is closely linked to employment policy; it now also includes working time arrangement, flexible forms of employment, labor market flexibility, specific leave, etc. This is the how the term is used. Lonnie Golden in his briefing paper which was published under the banner of Economic Policy Institute, Washington D.C. gave three reasons due to which the long work hours affect the labors productivity. According to him Labor productivity is likely to be harmed by longer and more variable hours, for three reasons. One is fatigue effects. As the work week lengthens, productivity declines. A second is adverse efficiency wage effects. If workers interpret the removal of the overtime premium during the long work weeks as a cut in pay, they may respond by reducing work effort, leading to a decline in organizational productivity. Possible reasons include financial necessity, fear of job if they do not work the long hours, or personal commitment to an entrenched corporate culture (Qu, 2004). Susan Living in his article published on 5th October 2009 with the name How Long Work Hours Effect Employee Health and Wellness, describes several points in which long working hours effects badly on human minds and health. According to him, Employees can: Become exhausted, demotivated and dissatisfied. Produce less work and/or lower quality work Become more prone to sickness either major of minor health problems or likewise the ratio of sick leaves also increase which affects not only the employees performance and morale but also affects the business. Can be ashamed of being unable to work for long hours. Develop symptoms of workplace stress, possibly leading to serious ill-health down the track. Not have enough time to spend with partners and children so their personal relationships and wellbeing can suffer. Feel forced into making unfair and unrealistic choices between demonstrating dedications to the job and giving to their families. They believe that they will be perceived as lacking commitment if they ask for time off or will forfeit any possibility for advancement at work if they speak up and ask for a reasonable balance. Eventually give up and resign which can represent a loss of valuable talent for the employer and create more staff replacement costs. Having a good look at all of these points makes us realize that having employees work more and longer hours does not necessarily result in more work or higher quality work. In fact, the opposite is likely to occur and employee health and wellness and the health and wellness of the organization suffer accordingly. According to a study conducted by Muhammadi Sabra Nadeem and Dr. Qaisar Abbas of Management Sciences Department, COMSATS Institute of Information Technology Islamabad in 2009 one of the organizational crises is because of the conflict in family matters and work matters. With the increase in dual family parents, the demanding jobs and long working hour made the things tough for employees to keep the balance among job and family life. In past work life balance problem was only thought and perceived to be attached with only female workers. Mens are not expected to take the care matters like partnering and caring but only to focus on their jobs so they dont feel any problem regarding work, family balance (Hearn, 1999). According to HR Magazine published in 2005 dilemma of work and family balance is now a days is also going to be a major problem with male workers as well. As recent research statistics shows that there is not such difference in the activities of men and women (HR magazine, October 2005). A Survey conducted by The Mental Health Foundation discloses some important findings regarding the dissatisfaction and unhappiness of the employees and the reason behind this discontent. According to the survey; mostly it happened that the amount time u spend out of working period is greater than actual work period in office result.   And if that happen the increase in persons weekly hours increase the level of tension among those employees The economical developments has increased the pressure on employees to work hard and put more efforts in doing their work. Though the organizations in Pakistan are paying healthy wages and salaries but the nature of work and routine has been bit hard for these workers of organizations. All these factors like work stress, long working hours and family problems leads to job dissatisfaction. A survey conducted by the researchers at the center for Labour Research at Adelaide University says that long hours are bad for individuals, couple relationships, children and the community fabric. HYPOTHESIS TO BE INVESTIGATED H0: Long working hours are not affecting the performance of employees. h3: Long working hours are affecting the performance of employees. H0: Fatigue does not result from working long hours. h3: Fatigue results from working long hours. H0:   Health of employees is not affected by long working hours h3: Health of employees is affected by long working hours. H0: Motivational level of employees is not affected by long working hours. h3: Motivational level of employees is affected by long working hours. PROJECT AUDIENCE The audience of the project is employees of Ufone PTML who were asked to fill in a questionnaire comprising of 22 questions. The findings and recommendations will be used by the private sector companies to analyze the effect of long working hours on the motivational level, fatigue, physical health and overall performance of employees. Methodology This section will discuss the sample selection procedure, the model used for the research and the statistical techniques employed to find out that how long working hours affect the employees of Ufones Call Center Department. The chapter will present how the research will be implemented and how to come up with the important findings. Sample Sampling methodology adopted for data collection is based on purposive sampling, as sample was selected from specific target. Main focus area is Call Center Department. To carry this research we have chosen Telecom Sector. In this regard we have selected samples of employees from Ufones Call center. The sampling frame is the total number of employees currently working at this department. We have assign numbers to the employees and chosen the sample of 117 employees on the basis of random sampling. Sources of Data For this project, we would be collecting primary and secondary data. Primary data would be gathered by visiting Ufone and observing its functionality, interviewing and interpreting result out of that. Primarily, the data would be presented through questionnaire method. Focus group technique would also be used for better observation and understanding. Secondary collection of the data would be studied from the prior research on the selected topic. Also, it would clearly define the purpose of our research. Procedure The data analysis tool which would be used in our study is SPSS. SPSS is a user friendly data analysis tool which accelerates data analysis and report generation. To check the effect of long hours and well being of employees and their families in Pakistani Perspective, a questionnaire will be developed and used for data collection. Few of the relationships that would help in summarizing the meaningful findings are; Positive effect and negative of work on family Satisfaction with hours and pay Positive effect of work on employee Population This is descriptive hypothesis testing study conducted on employee work performance, fatigue, health and motivational level of the employees of Ufone. A total of 150 respondents were contacted. The rate of response was 90.67%. The sample is taken from Ufone. Measurement In this study we focused on effects of long working hours on employees working the Call Center Department at Ufone including following facts:   Work performance, motivational level, fatigue and health. These concepts were measured as follows: Work Performance It is measured by five items. Work performance of employees can be measured using methods of; Performance Appraisals Job Analysis Balanced Scorecard Gap Analysis Financial Assessment. In this study method of Performance Appraisal (Dulewicz 1989) was used to measure work performance of the employees. This method is basically a simple way of income justification. This system was introduced to find out whether the salary of an employee is justified or not. According to Dulewicz 1989 a basic human tendency is to make judgments about those one is working with, as well as about oneself. This method considers only material outcomes. If an employees performance is not according to the expectations of the supervisor he/she has to face a cut in pay and if it is according to what supervisor has expected than therell be a rise in employees pay. This method is basically used to find out the importance of an employee to the organization by analyzing his/her attributes i.e. weaknesses, strengths, successes and failures. Motivational Level Every person is motivated by something. Whether this motivation comes from people and activities you enjoy like family, hobbies, eating, volunteering, or work, Motivational Level is measured using Maslows Hierarchy Theory. This theory was presented by Dr. Abraham Maslow in 1943. According to his theory human beings have number of unsatisfied desires and these are the motivating factors for which they work i.e. to fulfill those needs. According to Maslows leadership employers should understand these lower level needs like survival, love, respect, safety, physiological etc to be satisfied before higher needs of the employees. Fatigue According to a research conducted by Joanne White and Johanna Beswick one of the first effects of working long hours is that many people suffer from is fatigue. It seems intuitively obvious that working long hours will make an individual tired or fatigued. Researchers have analyzed fatigue effects in two ways: either by measuring it directly as an end in itself, or indirectly in terms of performance or health effects that are thought to be associated with fatigue. Fatigue can be measured by Research, Questionnaire etc. In this study The Piper Fatigue Scale is used to measure fatigue. It is basically a Survey comprised of 22 questions and takes only few minutes to complete and give accurate assessment of ones current fatigue level. The results of Piper Fatigue Scale give the degree to which the fatigue is affecting employees senses, thinking, behavior, emotions and overall. Health Health is measured by using Goteborg Quality of Life Instrument (Tibblin), (Tibblin, G., Svardsudd, K., Welin, L., Erikson, H. Larsson, B. (1993). This clinical tool deals with physical, psychological and social understandings. The psychological elements include fatigue, concentration, depression, memory, sleep and disturbance. The GLQ instrument seems to provide a reliable data and stable assessment of health and welfare of the employees. Results and Discussion Data Analysis After the whole data was collected and compiled, it is analyzed by different modern data analytical techniques. We used latest spss version to have a detailed analysis of our variables relating our objectives in formulation of our result. This empirical study is based on the affect of long working hours on the employees performance of Ufone taking in consideration their call center department. The variables of motivation, physical health and fatigue are measured by the given scales. And their relation is reviewed with the employee performance and long working hours. It was derived that motivation is the strongest variable among all. By this we concluded that motivation plays the pivotal role, in order to improve the performance of our employees. We also concluded that fatigue and physical health are also playing significant role in improving the performance. Independent Sample Test(T- Test) Fatigue Fatigue plays the significant part in performance of the organization. After analysis the mean of fatigue has found to be 2.1987 and the standard deviation has found to be 0.9990375. The viability of the variable is originated by applying the t-test. This test concludes as, if we have higher value T and greater interval of difference the variable will b more viable and practical. One-Sample Statistics N Mean Std. Deviation Fatigue 117 2.1987 0.9990375 One-Sample Test Test Value = 0 Fatigue t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper do you agree that working long hours can lead to health problem eg (a,ha,hyp,stress) 31.882 116 .000 2.78632 2.6132 2.9594 doyou think there should be a policy of fatigue management 35.946 116 .000 2.97436 2.8105 3.1382 did you ever experience job related stress health issues etc due to long.w.hours 35.289 116 .000 2.96581 2.7994 3.1323 do you feel that higher management is concerned about physical health of their employees 20.490 116 .000 2.36752 2.1387 2.5964 Health Health is another important variable which is playing the significant part in performance of the organization. After analysis the mean of health has found as 2.7735 and the standard deviation has found as 0.999805. The viability of the variable is originated by applying the t-test. This test concludes as, if we have higher value T and greater interval of difference the variable will b more viable and practical. One-Sample Statistics N Mean Std. Deviation Health 117 2.7735 .999805 One-Sample Test Test Value = 0 Health t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper do you agree that working long hours can lead to health problem eg (a,ha,hyp,stress) 31.882 116 .000 2.78632 2.6132 2.9594 doyou think there should be a policy of fatigue management 35.946 116 .000 2.97436 2.8105 3.1382 did you ever experience job related stress health issues etc due to long.w.hours 35.289 116 .000 2.96581 2.7994 3.1323 do you feel that higher management is concerned about physical health of their employees 20.490 116 .000 2.36752 2.1387 2.5964 Motivation Motivation is third important variable which is playing the significant part in performance of the organization. After analysis the mean of motivation is found to be 2.8803 and the standard deviation is found to be 0.980665 the viability of the variable is found by applying the t-test. This test concludes as, if we have higher value of T and greater interval of difference the variable will be more viable and practical. One-Sample Statistics N Mean Std. Deviation Motivation 117 2.8803 0.980665 One-Sample Test Test Value = 0 Motivation t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper do you consider that long working hours has anything to do with the motivation level 27.926 116 .000 2.75214 2.5569 2.9473 do you agree that employees motivation depends upon the needs and wants that are fundamental 36.346 116 .000 3.00855 2.8446 3.1725 So the whole reliability analysis says, Motive N Cronbach`s   alpha Fatigue 117 0.242 Health 117 0.080 Motivation 117 0.137 Group statistics The mean and standard deviation for the 3 variables namely employee health, fatigue and motivation are upon 5 point scale (1= strongly disagree and 5= strongly agreed, hence we can 1 is the lowest and 5 is the highest. Variables N Mean Standard Deviation Fatigue 117 2.1987 0.9990375 Health 117 2.7735 0.999805 Motivation 117 2.8803 0.980665 The above described data analysis shows that motivation is the strongest variable affecting employees performance. The above results are summarized in the following table and can be compared easily Conclusion After applying the T-test we reached to the following conclusion: Our third hypothesis, motivation led to higher employee performance as shown in the empirical analysis i.e. mean. The results proved that when employees are highly motivated it enhances their overall performance level. In short, if the general level of motivation is high amongst employees they would feel more empowered, which would help the organization to be more efficient and committed towards their tasks and in turn lead to higher employee performance. The more committed employees are; the better is the performance of the organization and hence, that would lead to the development of the organization. Our hypothesis relating motivation and employee performance is strongly recommended which is evident from the empirical analysis i.e. mean. The results show that high level of employee motivation will result in high employee performance. So organizations must motivate their employees in order to achieve proficiency. So concluding our results we come to know that the employees of the organization with high level of motivation will be more dedicated and empowered which will make them well organized, devoted and loyal towards the task and will lead to high employee performance. So we can say that if the employees of the organization will be committed they will give better performance and this will ultimately results in development of the organization. On the basis of this research it is concluded that both motivational level and employee performance are directly proportional. So organizations should emphasis more on motivating their employees in order to achieve innovation and development. But along with this the importance of other variables such as low levels of fatigue and maintaining good physical health are also important factors. In the end, on the basis of this research we can say that there is a positive relationship between employee motivational level and employee performance. Therefore organizations should concentrate their efforts more towards motivating employees and by doing so, the organization itself would be more innovative and developed. But at the same time the importance of keeping fatigue levels low and maintaining good physical health amongst employees are important factors. Discussion The present study is based on the theoretical framework on the effect of long working hours on the health, fatigue levels and motivational levels of employees. This is the empirical study in respect to employees at Ufone PTML described and compared along with the hypothesis. Employee performance is dependent upon three variables: health, fatigue and motivational level. Means of all variables have been compared with one another.   It has been observed that motivation is the strongest variable amongst the others. This means that motivation has the greatest impact on employee performance. The entire mentioned hypotheses are tested empirically and results are as under h3: hypothesis on employee performance is positively related and radically associated with the health, fatigue and motivational lev2el. It is scored higher by the respondents and the value is found to be 0.336 alpha H2: hypothesis on fatigue is also positively related and radically associated with the long working hours and the value is found to be 0.242 alpha. H3: hypothesis on health is also positively related and radically associated with the long working hours and it is scored by the respondents as 0.080 alpha. H3: hypothesis on motivation is found to be positively related and radically associated with the long working hours and it is scored highest by the respondents as 0.137 alpha. Findings 150 questionnaires were floated amongst the employees of Ufone. 117 questionnaires were returned. The response rate was 90.67 %. 14 Questionnaires were rejected as they do not provide the sufficient information to conduct the analysis. Sample size of 117 employees is used for the final analysis.

An Effective Anti Poverty Program - 1185 Words

Social security just turned 80 years old this year and it still remains the single most effective anti-poverty program ever created in the United States. Throughout history, mankind has struggled with the welfare of the elderly and disabled. Before social security was available, many of us were unable to accumulate enough wealth to support ourselves in the later years of our lives. We would become a burden to their family and society. Most everyone will eventually grow old and will eventually not be able to continue to work and earn and income. Before man lived in organized societies there the aged and disabled were a major concern and often a burden on the family and tribe. During the Middle Age, societies began to manage the problem in varying ways. During the colonial period of American history, Poor Laws were created. They established a tax that helped support the poor and destitute in each township. Unfortunately these funds were not usually distributed fairly since the local town elders were usually in charge of determining who was and who was not worthy. This type of system lasted for a century or so until societies grew more complex. During the 1700 and 1800’s, poorhouses were created by state and local governments to provide for the poverty stricken with the basic necessities to live as well as help cover the problem. These poorhouses were intended to be as unpleasant as possible in an apparent effort to help discourage the habit of becoming poor andShow MoreRelatedThe Anti Poverty Programs And Activit ies Of International Non Governmental Organizations840 Words   |  4 Pagesthe following research question: did the anti-poverty programs and activities of international non-governmental organizations (INGOs) contribute in achieving Goal 1 of the Millennium Development Goals (MDGs), which is to eradicate extreme hunger and poverty, in some South Asian and sub-Saharan African nations? 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Following Orders Essay Sample free essay sample

When one enlists in the united provinces military. they take the undermentioned curse I do solemnly curse ( or affirm ) that I will back up and support the Constitution of the United States against all enemies. foreign and domestic ; that I will bear true religion and commitment to the same ; and that I will obey the orders of the President of the United States and the orders of the officers appointed over me. harmonizing to ordinances and the Uniform Code of Military Justice. When one takes that curse they sear to make whatever they are told regardless of how stupid they think the order is. Following orders is indispensable to the proper operation of: the machine† or aka the armed forces. Orders are called orders because that’s what they are. orders. They are non some type of suggestion. If you were in heat of conflict and person higher up said stock up the ammunition and you dissregarded it and the following thing you know you are hiting. We will write a custom essay sample on Following Orders Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page run out of ammunition. and you are dead. Orders saves unrecorded. There is no clip for 2nd ideas or suggest other options. Soldiers learnhow to follow orders and transport them out in basic preparation. Drill sergeants scare trainees so they get ito the mentatility of following orsders and to go the best soldier they can. When I was in preparation we had to transport imbibe a certain manner or acquire smoked. Its all about following orders. If one doesn’t follow orders they get counseled and finally if they don’t listen. they’ll get punished under either Atricle 90. 91 or 92. Article 90 provinces any individual capable to this chapter who volitionally disboeys a lawyful bid of his superior commissioned officer shall be punsiehd if they offense is commited in clip of war by decease or such other penalty as a tribunal Martial may direct and if the discourtesy is commited at any other clip. by such penalties other than famine. as a tribunal Martial may direct. Article 91 provinces any warrant officer or enlisted member who volitionally disobeys the lawful order of a warrant officer. non commissioned officer or junior-grade officer. Depending on how terrible the order was and how of import it was to the success of the mission. make up ones mind your destiny. You can be discharged from the military with no benefits what so of all time. The major repercusssion is decease. but I is normally merely during a clip of war. Every individual regardlerss of being in the armed forces or non hold followed orders since they were born. Parents. instructors foremans police officers. etc. even non obeying orders as a kid turning up has reprecussions such as acquiring grounded or non acquiring what you want. Showing up late to work agencies you are more likely to acquire fired. The more we follow orders the more we a usage to following them without even a 2nd idea and go 2nd nature. Following orders prepares for the universe and life in front of us. Equally long as there is a system of following orders. the universe will be controoled and without pandemonium. What would it be like if the would and society didn’t follow orders or the regulations. Everyone would make what they wanted to they would be and no 1 would hold a sense of way. The authorities would fall in and in the long tally the universe would likely stop as we know it. The chief ground why 1 should and demands to follow orders is to demo discip le. Discipline and following orders go manus in manus with one another. Disciple is making the right thing even when no 1 is looking. Good leaders lead by illustration. They follow every order given to them without hesistation. Soldiers are taught disciple twenty-four hours 1 of basic and throughout the remainder of their life. because you neer halt acquisition. A good soldier allow entirely every soldier sho0uld be able to follow roders and put to death that order in a timely and effectual mannier because one of the chief sarifies a soldier has to do it sigving up the ability to make what they want and being able to execeute the order no affair how difficult or bad that is it to follow. Even if you think of a manner to make an order easier or to simplifithe order that’s the incorrect asnwer. A soldier will make precisely as told by his or her superior by inside informations which brings me to another facet that goes with follow orders and subject attending to deatails. Scuees in any enterprise requires individual minded attending to deatil and entire concentration in this quotes success would be following an order and comkpleteing undertaking. If you nco gives you an order to replace and engine in a Humvee and places yo how to take it you need to pay really close attending to deatil to guarantee you set it back together decently. If you don’t pay attending and merely allow some inside informations stay integral and some in one ear and out the other. you are traveling to do the Humvee non mission capable because you could bury to set the timing screen back on or how to hook up the radiator and without those parts. you can destroy the engine even more. This goes for everything else. non merely mechanics.

The National Commercial Bank

Executive Summary The National Commercial Bank is considered to be the largest financial establishment in Islamic world. Its corporate and marketing strategies rely on geographical expansion, technological innovation, and services diversification. All these approaches will be discussed in the report with reliance on company’s history, mission and values, and strategic management. SWOT analysis will also be introduced to take a closer look on the NCB’s policies.Advertising We will write a custom term paper sample on The National Commercial Bank specifically for you for only $16.05 $11/page Learn More Introduction The National Commercial Bank, which is also called AlAhli Bank, refers to first Saudi Arabian banks. It is considered one of the pioneers in finance and Islamic banking, possessing the largest amount of assets. Its headquarters are located in Jeddah, with Head Office in Riyadh. The establishment provides a variety of banking service s and belongs to one of the most recognized and reliable banking systems in the Arab world. In order to define the main purposes, strategies, and mission of the organization, it is purposeful to consider the NCB’s history, background, strategies, SWOT analysis, job history, conceptual framework, technical part. The evaluation of these issues will highlight the major gaps and contributes to defining the main recommendations that should be introduced to fulfill the gap. NBC’s Background Nature of Company’s Activities Emerged over half a century ago, the NCB has considered one of the Arab largest financial establishments, possessing more than 5,000 employees and over 2 million customers in Saudi Arabia (IMA, 2012). Nowadays, the bank controls a third of the country’s assets and has near 280 branches, becoming one of the largest retail systems in the Kingdom (IMA, 2012). The banking sector in which the NCB operates is prosperous because of extensive influence of the Saudi central bank. With reliance on the basic banking activities, Saudi Arabian banks manage to sustain a competitive advantage, as well as remain highly resilient. In particular, the bank has a 100 % non-performing loan coverage and ample liquidity. Due to the highly competitive environment, NBC’s profits were increased and reached over $ 1.25 billion, representing a 17 % increase for 2009 (IMA, 2012). In 2010, the NCB’s assets reached $ 75 billion whereas advances and loans grew by 12 % (IMA, 2012). Due to the changes in management structure, the Alahli bank has enhanced its Islamic banking operations by converting retail operations into products complying with Sharia. The NCB is also considered as the main asset manager in Saudi Arabia, possessing over 30 % share of the fund market (IMA, 2012).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The focus on risk management has become the outcome of the advanced financial and commercial activities, as well as emergence of new segments. Thus, all banking transactions can be carried out electronically due to the availability of Alahli Online system. Recently, The National Commercial Bank declared about the launch of mobile services for checking accounting and banking transactions through smart phones. Launching new services has become a part of its loyalty to utilize the modern banking technologies and applications (Arab News, 2012). It fosters the financial transactions for customers and presents the bank orientation on innovation and development of information technologies, along with considering the security levels for electronic banking (Arab News, 2012). Alahli Mobile will also provide such service as cash withdrawal from ATM points, with no need for inserting ATM card. In the context of digital and technological development, introducing self-banking services is a new focus on offering in novative solutions to their clients (Arab News, 2013). Mobile banking seeks to enhance communication with clients by meeting their requirements. Such a strategic framework is premised on the NCB’s vision to deliver comprehensive and innovative banking solutions for its customers. Aside from global policies, the company also works on widening individual customer’s services that are congruent with its expansion strategy. Hence, the services involve project finance, social loaning, travel checks, issuing of guarantee letters and letters of credits, bank deposits, and real estate loaning. The diversification of banking activities, therefore, can enhance its competitive potential and reputation. Vision, Mission, and Organizational Chart The mission and vision of the NCB lies in developing strategies that contribute to constant growth of the services quality. Diversifying the funding activities is another important mission that the banking institution pursues. Developing mul tiple layers in funding can provide a strong support for increasing the lending capabilities of the local banking institutions. Therefore, the diversity of funding sources is vital for the NCB progress.Advertising We will write a custom term paper sample on The National Commercial Bank specifically for you for only $16.05 $11/page Learn More The NBC has introduced a regional expansion strategy, gaining 64 % share in Turkey Finance Katilim Bank in 2008 (Worldfolio, 2013). Since then, the main Turkish bank has outperformed the forecasted results, regardless of the global economic recession (Worldfolio, 2013). In short, the National Commercial Bank has experienced rapid growth over the recent years, gaining considerable profits, although its organizational mission is quite conservative in such areas as asset management and NPL coverage (Worldfolio, 2013). The organization chart of the NCB is split into three managerial branches – internal audit, com pliance, and general manager. There are also departments responsible for risk management, inspection, legal, and human resources. There is also a deputy general manager who is in charge of operations (IT, Procurement, Bank-office processing, and general affairs), sales (Individuals customers, external communications, region Tripoli-Sabha, and region Al Baida-Benghazi), and finance. The latter involves controlling and planning, accounting and reporting, and treasure. SWOT Analysis Strengths The bank has fostered its expansion strategies through a three-tiered approach that refers to core growth, geographical expansion, and broadening the organization’s mission (The National Commercial Bank, 2012). Due to the introduction of mobile services and other banking activities, Alahli Bank manages to ensure improved credit quality and integrated business structure. Weaknesses Despite the integrated system, the NCB faces credit risk exposure that presupposes customers’ excess acc ess to banking activities due to the extended services of the bank as a borrower (The National Commercial Bank, 2012). Opportunities There are a number of opportunities for Alahli Bank to expand its influence. To begin with, the organization has potential prospects for growth in the Arabian Banking Sector. Such an opportunity is predetermined by the managers’ experience in operating at various levels (The National Commercial Bank, 2012). Further, the NCB’s success is premised on the growing Global Finance Market and, as a result, the Islamic banking system has remarkable opportunities for development. Threats Although competition contributes to the expansion policies, the NCB still faces the challenge of competition, as well as the constraints of Basel III standards on capital requirements (The National Commercial Bank, 2012).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizational Marketing Strategy The SWOT analysis of Alahli banking system demonstrates that the organization has chosen global expansion strategy to enhance its position at the international market. Such an approach reflects the bank’s ongoing commitment to economic development, as well as to the analysis of international environment. Understanding the needs of global consumers should become a priority for the NBC because it creates a new path for growth and development. Aside from territorial expansion, the company strives to extend the range of its services and products. Specifically, the bank focuses on transparency and corporate governance, leading to improved performance. Organizational Competitive Strategy The bank’s managerial staff focuses on two leading competitive strategies – overall growth and geographical expansion. The first one is aimed at continual improvement of services quality through introduction of well-tailored banking products by means of various distribution channels (Worldfolio, 2013). The second one implies acquisitions and development of strategic partnerships in regional markets, developing and enhancing NCB’s distinct capabilities. Over years, the NCB experienced rapid growth by transforming its commercial ban to leading regional services group. Despite the emerged constraints to access capital market, the banking system is considered extremely competitive. Continuous development of professional skills and abilities can attract investors and provide a highly competitive environment (Wordlfolio, 2013). Thus, the main task of Alahli Bank consists in developing its services and increasing the quality of banking activities. Job History The NCB takes advantage of strong capital adequacy that contributes to developing a strong commercial policy in a leading financial services group. In 1999, changes occurred to the Bank’s ownership, and a New Board of Directors has been shaped. Thus, Mr. Abdulla Sale m Bahamdan became the Chairman of the Directors Board (IMA, 2012). In 2005, Mr. Abdulkereem Abu Alnasr was assigned as General Manager and the NCB’s first CEO in 2006 (IMA, 2012). Year Appointed Position 1999 Mr. Abdulla Salem Bahamdan The Chairman 2005 Mr. Abdulkerem Abu Alnasr General Manager Conceptual Framework (Literature Review) With regard to the SWOT analysis of weaknesses and threats, Alahli bank should pay closer attention to competition and credit risk exposure. These challenges can become even more serious as soon as the global and geographical expansion and product diversification are concerned. Before introducing such competition strategy in the context of corporate growth, the focus should be on the related experience in this field. The overview of modern competitive strategies in banking defines the main challenges and problems of domestic banks deregulation as a result of globalization policy. In particular, the studies by De Carvalho (2000) assert that most of the banks that plan transition to an international level lose their protection mechanisms and face rigid competition on the part of other foreign banks. Therefore, because the NCB explores new markets, segments, and customers, it can undergo a number of risks and problems. In addition, the introduction of digital devices and innovation technology is another viable solution for fostering integration of domestic banks to the global market. In this respect, Ozbay et al. (2011) note that implementing competitive strategies in banking can boost economic recovery process and provide an innovative vision of the banking system. Technical Part on Projects Methodological Problems While conducting an in-depth evaluation of the banking structure of the NCB, specific emphasis has been placed on the marketing challenges of the bank’s penetration to the global environment due to the emergence of international standards and regulations. Therefore, the discussion of growth strate gies implemented in Saudi region provides a greater outlook on the roots and consequences of the introduced changes. Findings While analyzing the Alahli Bank, a number of interesting strategies have been highlighted. To begin with, the organization has managed to define its strategic course in terms of innovation and technological progress to successfully become the largest bank in the Arab world. Second, the bank has focused on development of new products and services with reliance on the customer’s needs and requirements. Limitations The basic limitation to the project analysis lies in absence of information about human resources strategy that builds the foundation of successful globalization course. Second, the project proves that the competition constraints are considered extremely influential because they impose certain obligations on the NCB’s managers in terms of policy and organization. Suggested Solutions In order to reduce the risk of competition, as well as enhance the protection mechanisms, the company should restructure its managerial organization. In particular, there should be more managerial positions in different locations to take greater control of the marketing situation. Evaluation of the Internship Experience On the one hand, the bank’s plan to expand new regions in the Arab world can create a fresh insight into marketing and banking activities. Once the NCB starts penetration, it can encounter competitive market hampering the bank’s economic growth. As a result of such policies, there is strong tendency in privatization. Besides, specific attention should be given to the analysis of external economic environment, particularly to the economic financial at the global market. Thus, lack of information about global tendencies can lessen the opportunity of the Arab banking system to adapt to new contingencies. In fact, the experience in working at this bank has enhanced the vision of future development of the bankin g system at the international level. Summary of findings and recommendations With regard to above-presented findings, it should be stressed that the NCB has chosen an aggressive policy oriented on total geographic expansion and diversification of products and services. Such a reform is accompanied by innovation and technological progress, including the creation of online banking systems. Despite the advantage of the proposed strategy, there are a number of barriers to its accomplishment. In particular, insufficient exploration of the external environment can pose threats to bank’s further integration due to the lack of protection mechanisms, as well as inability of the Alahli’s management to oppose competition. In addition, the organization’s marketing strategy is also consistent with its mission and values. In order to prevent further risk imposed on the banking activities, the NCB should focus on reconstruction of internal processes and departments to be ready to face external setting. Conclusions The National Commercial Bank is considered one of the largest banks in the Arabian market and it continues expanding its influence in Islamic world due to the greatest assets it possesses. Its marketing and competitive strategy focuses on geographic expansion and product diversification that is aimed at capturing greater client base. In order to meet the global competition, the company explores its innovation capabilities. For instance, online mobile service is a recent introduction to the bank’s range of services, by means of which the customers can take greater control of its account. Despite a consistent approach to managing banking system, there are a number of challenges that need to be addressed. This is of particular concern to external competition and lack of devices for its management. References Arab News (2012). NCB Launches Alahli Mobile Service. Web. De Carvalho, F. J. (2000). New Competitive Strategies of Foreign Banks in L arge Emerging Economies: The Case of Brazil. National Research Council, 312, 1-32. Web. IMA (2012). The National Commercial Bank. Doing Business in Saudi Arabia. Web. Ozbay, R., Dinà §er, H., HacioÄŸlu, ÃÅ". (2011). Internet based Innovation Strategy for the Banks in the Era of 2008 Global Financial Crisis. International Journal of Business Social Science, 2(22), 85-91. The National Commercial Bank – Strategic SWOT Analysis Review. (2012). Bharat Book Bureau. Global Data. Web. Worldfolio. (2013). NCB Banking on Growth. Web. This term paper on The National Commercial Bank was written and submitted by user Callum Dejesus to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.