Arab Bank: Personal, Corporate, Private, And Treasury Banking | Job Description Farce And Bias Chaos Issues

Arab Bank: Global Private Sector Financial Institution

Question:

Discuss about the Management For Organizational Excellence.

Arab Bank is the first private sector financial institution in the Arab world, with headquarter based in Amman / Jordan. We rank amongst the largest international financial institutions by having an unmatched Global Arab branch network with 500 branches in more than 30 countries in 5 continents. Arab Bank covers four major areas, and those are: Personal Banking, Corporate / Investment Banking, Private Banking, and Treasury to serve all individuals, corporations, government agencies and other financial institutions. I have joined Arab Bank in September 16^th, 2007 as a financial control associate. I am working now as a Middle Office Controller / Treasury Controller. My core job is to monitor, control, and report the activities that are executed by the staff in both the front and the back office (Treasury Operations). The focus is upon the preparation of accurate management information which will enable accurate measurement of performance and risk. Last year I got shifted from Financial Control Department to Risk Management Department. 

The problem is that I got the appointment letter in my organization for a particular post and I am getting forced to take up the responsibilities of some other tasks in a repetitive manner. The problem has two areas to talk about; however both the areas are related to each other. I have chosen my job because it’s easier than picking any other organization and just imagining a problem.

Scope

This situation is pretty much concerning as in this way, the employees of the business organization will feel insecure as under the supervision of the authority I got assigned for 2 other jobs which were not mentioned in my job description and for that I can seek some legal help as this act is against the constitution.

Impact

The impact of this situation is tremendous as this is clearly a breach of contract and against the constitution. For this type of situations in the workplace, one can surely take legal help and issue a case in court.

I will name the first problem as “Job Description Farce”. To be clearer, my job description is not what it really says when describing it above.  I am doing three more jobs those are not suitable for me, neither matches my job description. I did speak about these issues to my HR manager Mr. Khan and the assistant manager Mr Qureshi. They said that as I am a new employee, I will be needing time to gain further experience and by taking up those tasks I will be able to learn things. What makes it worse is that I am not getting rewarded or appraised for the other three jobs. In fact, I am sitting in the wrong department. Currently I work in the Financial Control Department doing a finance job (Job 1) and my job description says that I am working for Risk Management Department which is true (Job2). In this scenario, I am not experiencing any kind of development in my career and I am not been able to learn anything and above all my satisfaction level is zero. These are the factors that are bothering me. In this scenario, either I will have to talk to the governing body of the institution or I will have to seek legal help.

Personal, Corporate, Private, and Treasury Banking

AC 2.2 Summary of options

 I am one of the three Arab Bank Management Information System (MIS) team members (Job 3), this department is responsible for the information and generation of report for any department in all Arab Bank / Bahrain, despite having this section under Financial Control Department which contain two team members they do not do this job and this job is written in their job description (Neubertet al. 2015). As from my job title, my core job is to work as a Middle Office Controller / Treasury Controller (Job4) and this should be the job I am getting appraised for.

Problem 2 is “Be a climber and go top”. A climber employee will step on anyone and everyone to move up the ladder, this employee spends a lot of time trying to carry favor mostly with the higher up positions and few with same grade positions; they are also called gossip employees, as their main focus is on the trash talks feels like a part of a group or to create what they see as camaraderie. So when one team member’s back is turned, this employee will try to bond with another person by speaking negatively about them, and when that second person back is turned the cycle continues (Marsick and Watkins 2015). I have talked about this issue to my colleagues and some of them are from my department and some others are from different departments. In this scenario, I can understand the situation in advance when they always will take all the credit they can, they would not think twice about lying or cheating to look good. They play the ‘good guy game’ with everyone around. This climber individual always dedicates his energy to get ahead and he would not care how he will do it. He will do anything for a better job title, a bonus or a raise (Kaner 2014). The basic problem arises when a difficult task is allocated to them they will always complain in front of other team members, but while facing the boss they try to behave in a proper manner. They portray that they know the tasks in a better way and tries to be the first person in solving the problem of others (Rios, McConnell and Brue 2013). So I will name both problems as“Bias Chaos”.

Figure: decision making process

Source: (Gamratet al. 2014 

This happens on daily basis with the same team member and they will get all the credit at the year-end appraisals by being the top performer (TP) along with other job titles as well as increments each and every year.

Job Description Farce Issue Faced by an Employee

As discussed above, no team member will show his/her grievance for this problem because this climber team member is acting camaraderie with all other team members. The ‘good guy show’ is going on all over the year, and just exactly before the time of appraisal, they stand up in front of all other team members saying that they know the tasks in a better way than the rest of the team members. Surprisingly, team members take this issue lightly for the above reasons but I do not. As the biasness in the department is on the rise, I come to work and finish it off diligently before rushing back home instead of listening to these grapevine messages. I even was going to resign from my job because of this problem. If you perform so much and at the end of the year you do not get appreciated, you feel very down and there is no one to talk with or complain to(Kaner 2014). I think for an employee to work with full potential, motivation is an important factor and in workplace, reward and recognition helps in providing the same. 

To get every team member his/her right of fair appraisal without being biased to any particular team member especially climbers.

The increases in the number of employees who are trying to demotivate the honest employees have resulted in the fall of the performance in the organization. Unfortunately, the department will be very intolerable, which will result in very low productivity. As stated by Holmes and Stubbe (2015), any member of the team will do his/her best to leave this department as soon as possible.

I think that Nominal Group Technique can be used to solve these kinds of workplace related issues. In this way, the team has to divide into smaller groups in order to generate new ideas to solve the issues. Then the management takes the possible ideas and all the member of the teams has to discuss about those chosen ideas that they might accept (Yoder-Wise 2014). Finally the team members vote and the opinion gets most votes gets implemented to solve the issues (Carmeli 2014). This technique would surely serve the purpose as I think in this way equality would prevail and no one will be able to manipulate the decisions.

Figure: decision making technique

Source: Holmes and Stubbe(2015)

Figure: Nominal group technique

Source: (Carmeli 2014)

Bias Chaos Issue in the Workplace

Source: (Gamratet al. 2014)

Table: communication plan

(Source: Goetsch and Davis 2014)

Climbers see that they are normal persons, in some of the occasions they will even approach you for an advice saying “why you don’t do like me? Why you don’t get along with the boss? Talk to him from time to time … etc.”. they think getting what you want or getting along with your boss is something normal. No use of grievance to others or higher authorities. Climbers might not be aware that they are misbehaving (Goetsch and Davis 2014). So I suggest having the situation pointed out to them in a manner that does not put them on the defensive, and might be a huge step to remedying the situation. There is nothing wrong with ambitions, but if you are working with a team member who is using dubious tactics to get to the top, I suggest one should fight in a proper manner. This doesn’t mean using the same dubious tactic. Just make sure your own work is above and beyond what they are doing, and you shall be the one reaping career rewards in no time (Gamratet al. 2014). At the end you can choose your friends but you cannot choose your colleagues at work.

AC 4.2 Monitoring and review technique

The managers of the business organization can use various tools for review and monitor the situations in the workplace like being observant, talking to the employees of the organization regarding the issues they are facing, distributing feedback sheets and by communicating in a one on one way (Gamrat et al.2014). These are the techniques using which the managers or the higher authority can notice the issues present in the workplace. These types of issues need to be solved with highest priority as these can effectively reduce the motivation level of the employees resulting in a decrease in the general productivity of the organization (Carmeli et al. 2014). 

To monitor the situation, I will have to gather feedbacks from my team members and the managers of the organization to track the improvement of the situation and apart from that I can arrange some meetings to get to the bottom of the issue.

Conclusion

Thus to conclude, it can be said that within a business organization there should be a transparency between the employers and the employees in order to sustain the motivation level and the loyalty of the employees of the organizations. Apart from that, I think the management should consider that the equality should prevail in the teams and the appraisal system should improvise the ways of judging the contribution of each members of the team in order to sustain the equality among all the members of the team. The assessment process should be fair and acceptable to everyone in order to maintain the satisfaction level of the employees to generate more productivity and profitability of the organization.

References

Carmeli, A., Sheaffer, Z., Binyamin, G., Reiter?Palmon, R. and Shimoni, T., 2014. Transformational leadership and creative problem?solving: The mediating role of psychological safety and reflexivity. The Journal of Creative Behavior, 48(2), pp.115-135.

Gamrat, C., Zimmerman, H.T., Dudek, J. and Peck, K., 2014. Personalized workplace learning: An exploratory study on digital badging within a teacher professional development program. British Journal of Educational Technology, 45(6), pp.1136-1148.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Holmes, J. and Stubbe, M., 2015. Power and politeness in the workplace: A sociolinguistic analysis of talk at work. Routledge.

Kaner, S., 2014. Facilitator’s guide to participatory decision-making.John Wiley & Sons.

Marsick, V.J. and Watkins, K., 2015. Informal and Incidental Learning in the Workplace (Routledge Revivals).Routledge.

Neubert, J.C., Mainert, J., Kretzschmar, A. and Greiff, S., 2015. The assessment of 21st century skills in industrial and organizational psychology: Complex and collaborative problem solving. Industrial and Organizational Psychology, 8(2), pp.238-268.

Rios, M.C., McConnell, C.R. and Brue, S.L., 2013. Economics: Principles, problems, and policies. McGraw-Hill.

Van Knippenberg, D., Dahlander, L., Haas, M.R. and George, G., 2015. Information, attention, and decision making. Academy of Management Journal, 58(3), pp.649-657.

Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.

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