Recommend how to improve performance against given objectives

Performance against given objectives can be improved through many different ways; in OAB, loans department I use and recommend using different ways such as the following ones:

Setting goals effectively

Goals are very important for ensuring and improving the good performance of the team as they have to be SMART, clear and objective. Goals of the team in OAB, loans department are set carefully as the business objectives are the base for them as they are aligning with the bank's objectives. They are deeply discussed with all members of the team, negotiated and any vague thing about them is discussed and realized. Goals are understandable and there are agreed methods and techniques for reaching them. Goals of the team represent each individual in the team, the leader and the whole organization.  

Performance planning

Goals of the team are agreed on and then they are used as a base for planning for the team's performance as an action plan is set and discussed with the team members in order to be followed for achieving the goals. Jobs and tasks are well described and explained through deep discussions and communications. Expectations don't go so far away from reality and are clarified for all employees. A performance planning document is used for ensuring a time plan and a schedule to be followed. Critical conversations are held within the team members and any suggestions are taken into consideration.

Using performance reviews

Performance appraisal and performance reviews are very important parts of the performance management process so I'm very keen on using them so as to motivate employees and encourage them improve their performance. These reviews can support employees and inform them regularly about methods for compensation and training programs they can complete to improve performance. They also can guide employees towards the weaknesses and strengths they have in order to strengthen the weaknesses and making full use of the strengths. They can help the employees find ways to add skills and develop their abilities and have better career opportunities. They are very important to be use legally and support decisions. 

Having varied sources for gathering information

I don't build my evaluation for my team members' performance on limited sources but I tend to have diversity of sources in order to have accurate evaluation that helps me in improving the performance of employees within my team. Such sources can include the employees themselves, clients of the bank. My observation reports, other department opinions and suppliers' reports. This is aligning with the objectives set at first and goals of the team.

Stressing on documentation

Documentation is very important in improving performance of the team because when all actions are documented; this leads to having enough and accurate records where everything about each member in the team is recorded and dated. This can help in the evaluation process for performance of the employee and can be a good feedback that is documented legally which helps in writing performance reviews and making relevant decisions. Documentation in the bank is done regularly for all activities such as meetings, discussions and others using different methods. (Francis and Woodcock, 2008)

Evaluate ways of resolving conflict between team members

In the loans department in OAB, many conflicts occur. An example for a conflict is a stressful discussion due to opposing opinions between two of the team members about the validity of giving a loan to a client as the task was given to both of them but one of the two members refused and expressed his opinion in severe comments and passive criticism for the other employee who became angry and insisted on his opinions that the client receives the loan.

Conflicts are naturally occurring in the work environment and they need to be resolved by understanding the reasons for them and facing the challenges they cause. Regarding this situation in the bank; I decided to follow a number of steps that I usually prefer to follow in resolving conflicts; the steps are as follows:

1. Recognizing the type of conflict

I usually try to recognize the type of conflict and in this situation it is a conflict based on opposed technical opinions and this made me realize the main problem which is not technical but ethical as the two employees used sever words during expressing their opinions and this lead to making each of them insist on his opinion without regard to the bank's benefit.

2. Communicate reasons for the conflict

I tried to discuss the reasons of the conflict quietly with the two employees and explaining to them that the way they used in expressing opinions is completely wrong. Reasons were expressed by each of them technically and they expressed that the bad words of each of them made them forget the main problem of the loan.

3. Clarifying positions

I prefer to clarify each employee's position and if each of them has to be responsible on giving the loan. I explained that they have each to write a report explaining reasons for opposed ideas and deliver it to me. They agreed.

4. Analyzing the conflict with the whole team members

After agreement of the two employees; I decided to analyze the conflict with other members of the team who witnessed the situation and were upset as a result of it. I tried to explain that each member has a specific role and that there are procedures to be followed when opinions of the members oppose each other and I was keen to speak in a steady low voice.

5. Reaching agreements

I prefer to reach agreements at last that the conflict is resolved and that each employee is satisfied of the results of resolving the conflict.(Kinnander, 2011) 

AC 3.1 Monitor the performance of a team against given objectives

In OAB, loans department; I prefer to monitor the team's performance against two types of objectives which are the quantifiable and behavioral objectives as follows:

Monitoring the team performance against quantifiable objectives

I use methods such as sales reports, deadline schedules, error reports, accuracy reports, documents of clients, plans, budget forecast, benefits interests, workflows, profits and cost analysis, budget forecasts and questionnaires of clients about the service of the bank. These monitoring methods are effective and comfortable as they present clear image of the work and performance of the team. A target is set and then results measured and compared to objectives such as raising the benefits of the bank's shareholders and making good profit levels. Quality can be measures and monitored through the reports related to errors and the clients' reports. Sometimes there are difficulties when I use these methods only so I try to use other methods that are related to the way the work is done such as investigating the level of working as a team member or as an individual for each employee in my team, the way work is delivered such as if employees do the work immediately before its deadlines or they schedule the work and mange time effectively as results may not reflect the real quality of done work and so on. 

Monitoring the team performance against behavioral objectives

Behavioral objectives are those objectives related to the team members' behaviors and these behaviors are regarded through the team's performance as using specific methods such as the following:

1. Visual monitoring

This is done by eye monitoring and observation of the team members while they are in action as their behaviors are clear and natural and should reflect the behavioral objectives such as ensuring high quality and ensuring the staff satisfaction as this can be clearly regarded through employees' reactions and communications with each other during achieving their tasks.

2. Report back

This refers to the reports the team members deliver to me as in the bank; the staff members of the loan department usually present their own reports about work flow and show high responsibility of their jobs and tasks that are delivered aligning with the set objectives. An example is the timed tasks I ask the team to do and the different actions they take to manage time and deliver work on time. Comparing the reports can show how far each member is honest in writing his report about his own performance.

3. Feedback

Feedback comes from different team members opinions and complaints, clients' opinions or other departments opinions. (bestpractice, 2006)

Encourage open communication between team members to support team development

In Oman Arab Bank, the loan department; the team members have different opinions and this leads to stress, conflicts and time waste which makes it very important to manage communication between team members in order to ensure team development. I usually encourage open communication between them by assigning specific roles for each member in the team and make meetings for discussing each member's role in front of other members in order to make it clear to all members. This helps in specifying tasks for each member and declaring responsibilities. I prefer to standardize communication procedure as random communication lead to failure; this is done through setting times for meetings, giving speaking opportunities fairly and timely and set a schedule for communications and discussions. I usually encourage the team members to neglect cultural gaps during our communications as the used language is English and roles are fairly divided on male and female members. I encourage informal meetings where the team members can be able to play games, suggest creative ideas and discuss them freely. Trust is a main element of encouraging open communication among the team members as I am keen on encouraging the team members to work in a safe environment where they can safely express their opinions and present their criticism freely which raises trust. All members are equally treated and engaged within open communications. Trust encourages positive relationships among the team members which enhance performance and helps develop the team effectively. A common goal is communicated which makes all the team members encouraged to achieve this common goal and communicating such goal occurs by asserting a shared vision among all the team members that bears the bank's vision. I'm keen on keeping a spirit of empathy among the members of the team in order to reduce conflicts, stress and passive feelings during communications as I choose words carefully and support and encourage all members to speak up and express their own opinions. (Vertino,201)

Assess the importance of team roles in successful business teams

Teams that have balanced roles are usually successful teams as each individual is well aware of his role within the team which raises the effectiveness of work and make the team able to reach the high working performance required for success.

Team role definition

It is important to define roles within a team as each individual has to know specifically the needed tasks and missions involved within his role and not to be asked to do others' jobs. Defining the team roles is realizing the responsibilities of each role and agreeing on the persons who can handle such responsibilities and this is the most important step in any team work as it has to be made at first before beginning any project in order to raise efficiency and ensure success.

Belbin's team roles

Roles have to be identified and known by all members of the team as the team composition is very important for its success and this can be well regarded in the team roles of Bellbin as follows:

Belbin’s Role Characteristics

Plant (PL)	Creative, imaginative, unorthodox. Solves difficult problems
Resource Investigator (RI)	Extrovert, enthusiastic, communicative. Explores opportunities. Develops contacts.
Co-ordinator (CO)	Mature, confident, a good chairperson. Clarifies goals, promotes decision-making, delegates well.
Shaper (SH)	Challenging, dynamic, thrives on pressure. The drive and courage to overcome obstacles.
Monitor Evaluator (ME)	Sober, strategic and discerning. Sees all options. Judges accurately.
Team Worker (TW)	Co-operative, mild, perceptive and diplomatic. Listens, builds, averts friction.
Implementer (IMP)	Disciplined, reliable, conservative and efficient. Turns ideas into practical actions.
Completer-Finisher (CF)	Painstaking, conscientious, anxious. Searches out errors and omissions. Delivers on time.
Specialist (SP)	Single-minded, self-starting, dedicated. Provides knowledge and skills in rare supply

Belbin's role theory depends on presenting a model for the strong example of roles within the team which makes it clear to recognize the needs of each role within a team and perform the jobs effectively.  This tells many things about the team leader and his responsibility in explaining roles to the members such as:

-the leader is the inspirer of the team members and he inspires others to achieve specific goals.

-the leader has to encourage the team members to discuss their roles in meetings.

-the team morale has to be raised by the leader.

-clear explanations about the different roles have to be delivered to the members by their leader.

-there should be a natural leader to replace the position of the assigned leader when he is absent.

-the team members need to receive training and support by their leader based on each role.

-if the leader needs to change roles of some members, there should be discussions about this. (Chong, 2005)

AC1.3 Analyse the value of using theoretical models when building successful business teams

Theoretical models are important for building a successful business team as they are important to set a base for the work of the team. The theoretical model refers to theories prepared for explaining certain behaviors or situations and provides a future prediction for this behavior. Theoretical models' value is in its start with realizing the goals of the team and how to achieve them as when the team has a theoretical model developed for it; this can help the team define the needed skills to be mastered by members of the team and by their leader. The model can also help the team set a measure for ensuring the jobs of the team members and that they are done properly according to the members' skills and abilities.

Popular theoretical models

• Belbin

Belbin depends on considering the team as a congregation of individuals and not only some peoples working together under specific job titles as roles are realized and understood by each member and others. 

• Abraham Maslow

Maslow gave much interest to needs of the team members such as their need to be listened to, having the freedom to express their problems and be well motivated as his theory depends on motivation. Needs of the team include their need for a good leader, having interesting work, be listened to and be respected.

• John Adair

His theory depends on following three circles that each of them represents a mission involved within the team work and these three circles are: achieving the task, building the team and maintaining it and developing the individuals who are supposed to be the members of the team and their leader.

• Myers Briggs – MBTI

This model was set by Isabel Briggs-Myers and Katherine Cook-Briggs who is her mother. The model objective is to make each member in the team full aware and understanding of himself and others within the team. The team development depends on making an action plan at the end of the project. The model has four main elements describing each end which are: Extrovert to Introvert, Sensation to Intuition, Thinking to Feeling and Judging to Perceiving.

• Strength Deployment Inventory

This model depends on a workshop for two days for participants to make them able to build a link between success in business and relationship skills, have workplace diversified styles, have effective communication and reduce stress and conflicts in the workplace. This can be applied on the team in order to build good teamwork relationships. 

• Theory X and Y

This model was prepared by Douglas McGregor who was a lecturer at Harvard University .The model focuses on the enterprise Human Side as it explains two different views of people at work. It suggests that managers can be able to follow either view of their workforce. Theory X is supposed to describe a traditional control view. Theory Y supports the self directed workforce that works according to the goals of the organization and at the same time integrates some of their own goals into the organization's goals.  

• The Social Identity Theory

The Social identity model is in contrast to other individualistic theories such as that of Belbin. It refers to how far individuals define themselves as being individuals or as being members related to a group or a team and this depends greatly on the organizational culture and policy. 
It also suggests that the behavior of both the teamwork and the individual cannot be solely predicted away from the idiosyncratic characteristics but it is also depending on the social context that defines the belief structures they follow.

• Tuckman, Forming - Storming - Norming – Performing

This model of Tuckman 1960 refers to completed tasks a team does and the stages required for developing teams and how to face the challenges teams face and the four stages refer to teams development.

• The Colour Works

The Color Works model is following a behavior psychological model that makes teams able to realize similarities and differences within the team for reaching more effectiveness at work. The Color Works model is set to measure the individual's personal levels of development, through a unique personal color profile. (teamworkdefinition, 2014)

AC 2.1 Explain the stages of team development

Many authors have suggested different stages for team development in the literature but Tuckman's model for team development stages got much popularity as he suggested a model for the stages of team development that can be used by many different groups and teams at all times; first he suggested his stages which are called: 1. Testing and dependence, 2. Conflict of the intragroup, 3. Group cohesion development, and 4. Functional role relatedness. Then he suggested task activity stages which were: 1. Orientation to task, 2. Emotional response for the task demands, 3. Relevant interpretations open exchange and 4. solutions emergence. Then Tuckman summarized all stages to four main stages which are forming, storming, norming and performing and the last stage is transforming. This can be explained as follows: 

• Forming:

A shared purpose is to be done and accomplished by the integrated work of a group of people who depend on being familiar to each other in order to succeed and this is in the work style, experience, clarity in missions, roles division and tasks achievement.

 Storming:

This is the second stage of development that may bear disagreement regarding visions, missions and the methods followed for dealing with problems or different missions as the views of the members may be contrast to each other which leads to a struggle during the process of recognizing different individuals in the team. Communication and interaction among the group members occur in this stage of development. Conflict and strained relationships within members can occur in this stage as the new relationships can be the main reasons for such conflicts.

• Norming:

Relationships have been formed in this stage either consciously or unconsciously and these relationships can make the team progress in achieving its objectives as members abide the group norms and tend to work more functionally in order to achieve the goals assigned to the team effectively.

• Performing: 

This stage contains the team processes, effective relationships, effectiveness of achieving the work according to the objectives and real work is produced by the team through functioning of all team members.

• Transforming: 

This is the last stage of the team development and it comes when the team members reach success in achieving the tasks assigned to them for achieving the objectives of the work and when they have enough experiences gained from their teamwork and it contains finished missions, done tasks and completed jobs.

Not all included activities within the team work must pass all the previously mentioned stages as there could be some simple activities such as adding a new member to the team as this can make the team start from the first stage and incorporate the new member into the team. There should be a time frame for each stage and time has to be scheduled according to the needs of each team and the time scheme they work according to. (Tuckman and Jensen, 2010)

AC 2.2 Plan how to motivate team members to achieve given objectives

In Oman Arab Bank; the loan department; there are a number of basic objectives for the team working in that department and these objectives are SMART objectives as they are specific, measurable, achievable, realistic and timed which are:

1. To grant loans to clients requiring them on a collectible and sound basis.
2. To invest the funds of the bank profitably for raising the benefit of the bank's shareholders and protecting deposits of the bank. 
3. To provide a high quality service for the legitimate credit needs of the bank's communities.
4. To ensure the staff satisfaction within the loan department. (OAB, 2016)

Motivating the team members to achieve such objectives should be based upon a motivation theory such as that of Maslow as it categorizes needs as follows:

Self-actualization

esteem

Belongingness

Safety

Psychological

Self actualization

The team members have to be well aware of the objectives as I have to communicate the objectives with them, explaining how to achieve them by different methods and techniques. The team members have to be trained in order to be able to achieve such objectives. They need to be encouraged for presenting creative ideas that can achieve the objectives fast and efficiently. Open discussions should be made about how to achieve the objectives. I should develop plans to meet the loan department objectives. 

Esteem

The team members' responsibilities have to be clear and each individual has to know his role exactly. Team members should be respected and supported when needed. I should recognize efficient team members, appraise their work, guide them and provide advice when needed.

Belongingness

The team members have to be well aware about the clients' needs and how to satisfy them. The team members need to be managed and informed by all they require to know about business operations as this helps them feel more belonging to the bank. Opportunities and difficulties have to be well identified and informed to the team members, they have to be discussed and solutions should be discussed too. I have to advise the team members about certain problems and difficulties.

Safety

The team members have to feel safe in the work environment, all their rights have to be ensured, security and safety measurements need to be met and the team have to be monitored and supervised in order to ensure support in its time. I have to evaluate the work done by the team members in order to ensure the success of the work done and give further advice. Good reward systems and salary systems need to be studied as the members monetary needs should be met. Insurance systems also need to be regarded.

Psychological

For motivating the team members; their psychological needs have to be regarded as they need to work in a work environment that is free from stressors, they have to be listened to and their sufferings and problems need to be regarded. I should discuss their problems and find solutions for them. I should praise and correct the members in simple clear words and I have to project a positive attitude towards success. (Kaur, 2013)

Describe the characteristics of successful business teams

There are some main characteristics for successful business teams and among them are the following:

1. Effective leadership

Leadership of the team needs to be strong, controlling, communicative, able to solve conflicts and problems, flexible, have a shared vision, motivate the team members and able to be fair enough in distributing different jobs on the team members. A leader who is well aware of methods for helping the team members achieve their tasks effectively can make the business team successful.

2. Common goals

There should be common goals all the team members have and work according to. Goals have to be SMART in order to be effective which means to be specific, measurable, attainable, relevant and time-bound.  

3. Diversity

Diversity refers to different opinions and discussions that make the team able to be creative and innovate new ideas. Diversity can also refer to different interest, demographic areas and personal experiences.  

4. Trust

Trust can enhance relationships within the team members and raise effectiveness of work outcomes; trust can also enhance communication within the team and it can lead to effective discussions and suggestions.

5. Commitment to success of the team

All members of the team have to be keen on success of the whole team and not to focus on individual success and each member has to work as part of the team and do his best for make the team successful. This should be based on mutual understanding and communication within the team members. 

6. Interdependence

There should be a suitable work environment for the team members to work in so as to provide the work with much more effort than they do. The positive interdependent team work environment can make each individual provide his best for achieving the goals of the team and learn more which benefits the team. 

7. Interpersonal skills

This refers to the team's ability to have interpersonal skills such as being trustworthy, honest, supportive and cooperative. These skills can make the team more able to discuss his problems and challenges and find creative solutions for them which raise the success levels of the team.

8. Positive feedback and open communications

When the team members have positive feedback from their leader; they can work better and their performance become better. Feedback should be clear, supportive and care for the needs of the members as they have to be informed with all information about their performance and the work requirements and this can be achieved via effective and open communication with the leader through open discussions and conversations.

9. Suitable team composition

This refers to the proper composition of the team and proper role distribution as each member in the team as to work according to specific roles and jobs that suit his own skills and experiences as random role distribution may lead to failure and weak performance of the team. 

10. Accountability and responsibility

The team members have to be responsible for what they do and be accountable for all the tasks assigned to them individually and as a one team unit. (Tarricone and Luca, 2002)

Banking financial services

Introduction

The modern economic world considers banking systems as very important factors in business, industries and trade. It is also considered as a commercial agency. There is a new region of modern banking that emerged as a result of the Industrial Revolution as a need for the new economic society and to help promote the economy of countries. Countries have been giving much interest to banking development by enhancing their banks with new technologies, services, online services and by having a diversity of banking such as commercial banking and specialized banking such as Islamic banking and housing banking. Modern trends have been used to develop banking industry all over the world. Societies changed a lot recently which resulted in new needs for individuals regarding banking transactions and services which made it urgent to develop the banking industry to cope with the information technologies in everything. Countries that sought competitive advantage in the banking industry tended to develop the services of banks and to make a diversity of banks that can satisfy the needs of all social scales. Banking systems have changed to cope with technologies and facilitate banking delivery processes. The current assignment is discussing banking development through a country which is considered a leading country in banks development. This country is India. India has changed a lot of its banking industry strategies by expanding the base of its commercial banks and having many specialized banks. The assignment provides a background of the Indian commercial banking, a critical discussion for the development of Indian commercial banking and the development of its specialized banking. (Rao, 2007)

The Development of Commercial Banking in India

A commercial bank is very essential in the banking industry of any country as it provides capital and other needs for businessmen so that trade, agriculture and other industries can be developed. A commercial bank helps in the development of foreign trade, money transfer and production support. The commercial banking sector in India witnessed reforms that occurred in two phases, the first phase followed the Report of the Committee on Financial System, 1992 and it was concentrating on strengthening measures as well as enabling them. This phase witnessed developments such as: adopting new agricultural technology known as the green revolution and nationalizing 14 commercial banks in 1969 and another 6 banks in 1980. Agricultural credit and rural credit were reformed by using a Multi Agency Approach (MMA) and then agricultural finance was well helped by commercial banks. This period witnessed establishing of two new institutions which were the farmers' service society and the regional rural banks. Reforms witnessed a second phase that was following the Committee on Banking Sector Reforms recommendations in 1998 as this phase stressed on aligning the Indian standards with the international best practices through improving transparency levels and improving disclosure standards as well. This followed the banks nationalization phase in 1969 during the last decades, specifically the last four decades. India has a commercial banking system that developed to be branched to two main parts; scheduled banks and non scheduled banks. Scheduled banks include scheduled cooperative banks and scheduled commercial banks which include four types of banks which are :Public sector banks such as SBI state bank of India, private sector banks which turned to be old ones and new ones which mean those banks established after 1991, foreign banks in India and the regional rural banks that refer to the banks that help farmers in rural areas by credits and other aids. The mentioned Indian banks are under the Companies Act except the foreign banks. The scheduled banks mean the banks registered under the Second Schedule of the Banking Regulation Act of 1965 under the conditions of : having a capital which is paid up and less than 500,000 Rs of reserves, satisfying the Reserve Bank of India. (Nandy, 2010) The development of commercial banks of India included developing human resource and its management so as to promote the banking industry to reach best levels of services. India has a changing economic scenario which forces banking systems to cope with it by being supported with strong bases of human resources especially in commercial banks as they need an environment of service oriented business which in turn need good bases of business human resources, well trained employees, good business environment and a good working environment with employees who really belong to the business. (Rohmetra, 1998)

The Development of Specialized Banking in India

Specialized banks of India are various are of all types of financial institutions. These institutions are providing various financial services according to the specialty of the bank. These banks provide their clients with services as well as participating in the India economic developments through many certain missions. There are some Indian financial institutions that their work is on both the central level and the state level such as : Industrial Development Bank of India, The Industrial Financial Corporation of India, ICICI and Export Import Bank of India. Specialized banks developed to meet the needs of the clients and there are some of them mainly establishes for serving clients such as institutions set for providing services for their clients in specific domains such as housing, agriculture, railway, scale business, roads, power, shipping, Islamic services and others. There are some specialized financial institutes in India that witnessed developments in guaranteeing products to export companies such as India Ltd, Export Import Bank of India and Export Credit Guarantee Corporation of India. There is a great growth in the Indian Banking Sector that helped the Indian society to progress and enhanced its economic growth. Rural banking in India has improved for providing poor rural societies with services and small loans and such development was under the umbrella of the Reserve Bank of India RBI.

The RBI has shared a lot in the development of India specialized banks as it prepared a panel led by Nachiket Mor as this panel had a goal of letting specialized banks be catered to low income households. Such specialized banks will provide all Indian citizens with the chance of having a bank account in 2016 in addition to facilitating payment, deposit and withdrawal operations. Among these specialized banks that the panel provides are the Payment Banks which enable small projects of low income households to be set up by the help of payment services the banks provide. (Jagranjosh, 2014)

Among the specialized banks in India is the National Housing Bank NHB which helps a lot in promoting the housing development in India. This bank witnessed great progresses and developments as since 1999, the bank has witnessed many reforms and progress as the bank is following a plan of adding new technologies and techniques for adapting commercialization as there are programs for promoting farming systems, getting experts from outside India and using advanced banking technologies to provide the best services for its clients. (agritech, 2014)

Islamic banking is a type of specialized banks that India is taking serious steps towards establishing such type there to provide the Islamic banking services for Indian citizens. This type of banks is not going to accept deposits but it will be only used for investments and this will increase the venture capital activity of banking industry in India. The Reserve Bank of India (RBI) has already started an era of reviewing and studying setting up Islamic banks in India and its regulations as India is a country that contains many Muslims who will welcome these types of specialized banks that can provide services of Islamic banking as Murabaha and others. An internal committee has been set up by the central bank of India to discuss the matter and examine it according to everything required to achieve it. There are some countries that practice Islamic banking in the Middle East and other areas of the world and they are set following Laws of Shariah and this Indian model will be different from conventional banking in two major things which are not allowing receiving or paying interests and investment prohibition in any matter that Muslims consider sinful such as trading in alcoholic substances, making them, doing pornography or gambling activities. Islamic banks need discussing and relooking into their regulations which is very important before setting them up and this matter was revived with the new development of the Indian Central Bank which witnessed opening many differentiated banks with great diversity in specialties in India such as payment banks and smaller banks and Islamic banks as a start for a new era of banking development in India. Reforms in the Indian banking sector involved developing new types of specialized banks such as Islamic banks and others.    (firstpost, 2014)

Diversity in the Indian banking and the new developments also occurred in new private banks and also foreign banks which are also considered types of specialized banks and India is witnessing great developments in such banks as after 1993, there have been many of such banks serving many people which raised the competition among banks and in turn enhanced the Indian economic society a lot. Deregulation of interest rates for both deposits and also for advances raised the competition between the various types of specialized banks and other banks as well. Commercial banking also revived as a result of this and this also created a new space for emerging new specialized financial institutions such as mutual funds and housing financial companies and others as banks sponsor them and this began since 1996 and 1997 and developed to reach a good level today. Another type of specialized banks in India that the Indian government has stated its launching is the new Private Local Area Banks(LABs). Rural savings will be much helped by such banks as they could be easily mobilized and channeled within local areas into investments. There are set guidelines that the RBI has issued regarding establishing these banks and this was since 1996 and were approved then that seven of these LABs can be set up in the private sector. Then the RBI agreed that five LABs can be licenses in Andhra Pradesh, Karnataka, Rajasthan, Punjab and Gujarat. The guidelines for establishing these banks that were issued by the RBI in the year 1996 provided a chance for new investments and developments of the Indian banking industry in general and in developing of specialized banks specifically and this lead to great development in Indian economy and trade.(Shodhganga, 2014)

Conclusion    

Banking industry is considered a great source of refreshing the business market in any country and this made all countries give great interest and care for developing their banking industry through developing the banking systems, banking services, updating the technologies used in these banking institutions and training their employees on using new and modern banking systems. This evolution helped both clients and banking systems and this raised the space for competition among banks which could be of any type. Commercial banks have great roles in upgrading the economic levels in any society as they can provide many services for business entities and businessmen whether for small or huge projects that help governments develop and progress. India is one of the most leading countries in developing its banking system and in creating new reforms in the old banking systems to refresh and promote its commercial life and economy. India is a country that has a good base of commercial banks in addition to the many types of specialized banks such as Housing banks and Import Export banks and others. India is thanked that it is also continuing in creating new specialized banks such as Islamic banks for example which is a matter that attracts more clients and lets more individuals share in developing the economy of India. The RBI has many good steps and participated a lot in developing Indian banking through creating many specialized banks and also developing and reforming the existed Indian banks.      

Leading and Management Majis Company Oman

Introduction

Employee engagement can be one of the most important business strategies today as it is used by many experts in business organizations in order to enhance the company's performance and retain the employees by making them master their skills and feel home in their organizations. Employee engagement can help the company gain more profits and avoid much loss through the better relationship between the organization and customers who are well treated by effective well engaged employees. The current research is a discussion and a critical analysis for both literature and experience of the Majis Industry Service Company. Literature is investigated in order to find some theories, views and models to be applied for employee engagement and the discussion will be about how the company apply different theories and frameworks to engage employees, it also aims at improving the company's employee engagement through presentation of some recommendation in this concern. (Jha et al, 2014)

Literature Review

Markos and Sridevi, (2010) discussed the meaning and definition of employee engagement and how far it is needed for business organizations, they explained that it can be both feelings and emotional state of employee and the way they react in the business tasks they have to finish.. They explained also that this way of reaction can help the organization develop and improve its reputation and market situation or on the contrary can reduce its performance and effectiveness, this is based on the levels of employee engagement and how far employees are really engaged and satisfied. This was also mentioned by other views as those of Adjovu and Kaliannan, (2015) who confirmed that any business entity that needs to develop its performance and apply change should focus on the employee engagement and should seek new techniques and strategies for applying it in the way that makes employees better perform and more able to express the organizational values and achieve its goals.

AlMehrzi and Singh, (2016) discussed how many business organizations use employee engagement as tool for employee retention and confirmed its importance in this issue as when employees are properly engaged, they can feel more satisfied and then feel better about their situation in the organization, this is right but there should be more elements for employee retention as according to the views of Dajani, (2015) employees are in need for other business strategies and retention elements, he referred to communication, team work, motivation and empowerment as other relevant factors that can influence the employee engagement and improve it if used effectively. Another view was presented through the work of Smith and Markwick, (2009) who said that engagement is able to present many advantages to the organization such as raising its profits, maintaining customers' trust and improving the brand and its reputation in the market through a very strong force that deal directly and indirectly with clients which is the human resource that when properly engaged can lead the organization to higher levels of success and achievement.

Al Mehrzi and Singh, (2016) discussed employee engagement through an experience applied on the UAE public sector as they explained that the public sector in the UAE is applying employee engagement but without the right usage of different strategies and techniques for it and then it is not successful or achieving better results, they confirmed through their views that application is not enough as there should be specific frameworks and systems for it in order to improve productivity and profitability of the business organization. Another research conducted by Roy and Siddhanta, (2010) confirmed these views adding that engagement can improve the performance of employees as well as the organization when other factors and conditions are regarded and evaluated by the organization such as employees' financial state, their satisfaction, empowerment needs, physical comfort in the workplace and the levels of cooperation and communication with managers or even within each other. They discussed that there should be plans for employee engagement, frameworks and satisfaction or the results will not be those desired by the business organization and there will not be the needed levels of competitive advantage. 

Taran et al, (2017) discussed a very important and interesting theory related to employees engagement which is the social exchange theory that depends on social behaviors of employees and how to guide them towards the organizational behaviors and the values of the organizational society, the theory should be studied by managers and applied according to the needs of each organization. Arpitha and Sa, (2015) also presented a framework for being applied by business organizations that want to apply effective employee engagement as the framework makes a dependent variable that is embodied in the employee engagement and a mediator embodied in the motivation therefore leadership and teamwork representing the independent variables. These variables can work together to maintain employee engagement and encourage them to participate in the different activities of the organization. Managers have to study the framework and apply it according to what is needed from employees and the organization.

Discussion

In Majis Industry Service Company, the employees are engaged and are encouraged to be engaged by the effective strong leadership system that gives employees many chances for working in groups as teams and empowering them to be leaders within teams and taking other different leading roles, this helps employees feel more satisfied and self –confident in the workplace and then their performance is improved and their work outcomes are better. They are encouraged to receive several training programs in many areas related to the business and this motivates them and encourages them reach higher promoted levels of jobs so they feel belonging to  the company and work as part of it. The leadership policy is to be honest and flexible with employees as they are encouraged to express all their needs, complaints and suffering s with their managers and bosses in order to help them engage together and solve each other problems. The company regards financial matters and raises employee reward levels in order to motivate them, this can be done with money or without it. The organizational goals and values are basic components of the engagement process because employees behaviors are based on the organizational behaviors and values. The company uses many frameworks and models to apply changes and engage employees within them. The Sohar Aluminum applies many strategies for engaging employees into the work such as cooperative team works that work together to fulfill certain number of tasks and then the work is rewarded for the whole team. Leaders here are able to communicate directly with employees and realize how they feel and what they need in fact. They can express complaints, stress and sometimes they ask for more comfortable things and the leadership is very effective and these acts make the company management for people is effective and great. Talent management is another strategy that is used for engaging employees as leadership tries to focus on the very specific talented people in the company and send them for training as when they finish training, they are able to train their colleagues in office and raise their awareness regarding engagement. There is a plan for current and future needs of employee engagement as the leadership of the company plans for future employee empowerment based on the percentage of success they achieve in the current development program and on the needs of employee and the company. The leadership styles used in the company can be effective as the company uses transformational leadership style that is effective in applying change and is helpful in maintain employees and encouraging them to communicate with the manager. This makes the company effective and gain different competitive advantage on the local and international levels, the company also encourages leaders to change the leadership styles to suit the different business situations, needs of employees and needs of the organization.

Conclusion and Recommendations

In conclusion, the employee engagement is a concept that is widely used today in business organizations that try to improve its competitive advantage an reach higher levels of success. Employee engagement is important in making employees satisfied and retained in the business organization. It can help them feel more belonging to the company and try to achieve better levels of success and achievement. There is a number of effecting factors on employee engagement such as communication, empowerment, satisfaction and communication. Employees can be encouraged by leadership to present their best of performance in order to improve the peorfrmance of the company and they should be motivated to do this. There are many levels of engagement in Soahr Aluminum Company applied by its transformational leadership that wishes to reach competitiveness and succeed in the Omani and international market. The comp any uses different models and theories for engagement of employees in order to help them understand the need for employee engagement. The company is recommended to do the following pieces of advice:

1-training managers on a variety of strategies for employee engagement.

2-Looking for methods to make employees more close to each other and stop any conflicts or misunderstanding based on cultural diversity.

3. Setting a general strategy for the organization based on engaging employees in all activities, values and behaviors of the organization.