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1.0INTRODUCTION
The Islamic financial services industry has grown significantly over the past two
decades in a large number of countries in the world. In Iran, Sudan and Pakistan all
financial institutions have fully adopted to the Shariah laws. In Egypt, Saudi Arabia,
Jordan, UAE, Kuwait, Malaysia, Indonesia, Brunei and other, Islamic Banks operate
alongside with conventional banks.
Islamic banks were established based on principles dictated by the Al-Quran, the Sunna
and jurisprudence (Fiqh), which prohibits interest on all aspects of their activities. Thus,
all transactions and products are operationalised according to the Shariah law, which
lead to the significant differences in many part of their operations compared to the
conventional banks. For instance, for the funding activities, Islamic banks applied profit
and loss sharing (PLS) contracts such as mudharabah along with fee-based contracts
such as wakalah and wadiah. Whereas in financing activities, Islamic banks applied
debt-based financing which is usually called contract of exchange such as murabahah
and also PLS contract.
Management control system (MCS) of an organisation is designed to include systems
managers used to ensure behaviours and decisions of all employees are consistent with
the organisations objectives and strategies. In most Islamic Banks however, the
objectives have remained vague in the mission and statements and largely suggestive
and normative in the writings of Muslim scholars (Mustafa and Taib 2009). Through
these writings, an obvious suggestion is they should include both financial as well as
non-financial aims. As knowledge of objectives is a prerequisite for the design of
organisations MCS, the role of MCS in Islamic Banks shall follow with specifying the
aims of Islamic Banks.
In most organizations, the objectives are known. It does not necessarily have to be
quantified or financial, but employees must have some understanding of what the
organisation is trying to accomplish. Objectives specify the activities of the
organization, its performance and the measurable results that will allow the organization
to know whether or not the objectives have been achieved. So, Bank Islam is the expert
have identified this as a role model for other Islamic Financial Institution.
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In most Islamic banks, the objectives as stated in the vision and mission statements have
remained vague. The objectives are largely suggestive and normative in the writings of
Muslim scholars. For example, Kamel (1997) suggested that the objectives of Islamic
banking must be reflected in economic development, creation of value added
factor,increased exports, less imports and job creation, among others. There are views
that suggest Islamic banking objectives should enable IBs to strive for a just, fair and
balanced society; these objectives are community oriented and entrepreneur friendly
emphasizing productivity and expansion in real economy; and they promote
brotherhood and cooperation.
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2.0BACKGROUND OF BANK ISLAM
Bank Islam, established in 1983, is Malaysias maiden Shariah-based institution. Since
its inception, it has emerged as the symbol of Islamic banking in Malaysia and its vision
to be A Global Leader in Islamic Banking illustrates the Banks status as the flag
bearer of the countrys financial services industry (the industry).
Bank Islam has been growing from strength to strength as evidenced by its financial
performance and paid-up capital, which, in turn, was instrumental in making the growth
of its assets. Throughout the year, Bank Islam has been embarking on a number of
expansion programmes with its involvement in, among others, notable transaction in
Sukuk and Corporate Mandates. Living up to its pioneering spirit, the Bank has
continued to provide innovative and enhanced products and services which has resulted
in a growing number of customers seeing Islamic banking as a true alternative to
conventional banking. This growing list of clienteles in addition to truly ground-
breaking and quality banking solutions have been recognised by the global industry
which is reflected by the Banks position as one of the top banks in the country.
Through a vast expanding network of 136 branches and more than 1200 self-service
terminals nationwide, Bank Islam parades a comprehensive list of more than 70
innovative and sophisticated Islamic banking products and services, comparable to
those offered by its conventional counterparts.
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3.0COMMITMENTS
3.1Commitment to Customer
As manager at Bank Islam should strategy to make sure customer really want
product by Bank Islam strategy and approaches as manager Bank Islam should
be planning and know the objective, vision and mission of Bank Islam. As
senior manager have knowledge to implementations all strategies in organization
like Bank Islam.
First point from my understanding as manager at Bank Islam give product based
on the shariah compliant. Because first view from customer at Bank Islam they
want the product halal and not involve element of prohibited like Riba, Maysir
and Gharar. Today in real world, customer have the knowledge in Islamic to
make in any transaction or to involve any product at bank. Many products
already have at Bank Islam like Mudarabah, Musyarakah, Bai Bithaman Ajil,
Ijarah and so on.
Bank Islam has the objectives, vision and missions to get the profit. So, as senior
manager implementation the approaches. In promotional strategy in business
marketing, manager advertise is any paid form of nonpersonal presentations and
promotion of ideas, goods, or services by identified sponsor. In business
marketing, this communication is directed toward present or prospective
customers via the use of such media as trade publications and other print media,
direct mail, directories, radio, television, and outdoor media. Advertising make
customer easy to get knowledge and information from media.
Today, customer has a lot of knowledge from manager. Manager at Bank Islam
to be successful in todays market, that manager meet the expectations of buyers
and buying influences. Failure to do so will mean lost and they will make
decisions from other bank. As manager at Bank Islam need knowledge and
customer can get any answer as soon as possible they want. Commitment to
customer doesnt only the real product or real transaction while need to give the
clear of information and understanding.
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The way in which Bank Islam markets and its services to customer and
protection clients will often depend on the size of the organization. It will also
reflect the image that the Bank Islam wishes to project based on the character of
the senior individuals responsible for the major accountants.
Book managing banking and relationship author name is Gerald Leahy (1997) in
the largest bank in world, relationship managers may exist to look after the
needs of all the banks clients and potential customers. Often the manager at
Bank Islam should responsible for co-ordinating the whole of the bank resources
to service the need of customer. Manager should posses a good knowledge of
the individual needs and strategy of each client under their care.
As an alternative commitment to customer, should responsible to spent part of
their time with on key transactions for those customer really wants. An
advantage of this system is that involvement in transaction for the customer will
give the manager an in depth understanding of the customer and at the same
time reassure the customer that is usual contact is in control of its important or
sensitive deal.
A powerful tool to ensure commitment to customer, Bank Islam have value
added information. Value added information that the customer wants to have
before making any transactions. For example, if the customers objective is to
prepare Wadiah saving Accounts at Islamic financial institutions. So, customer
brings money to Bank Islam as manager at Islamic financial institutions should
give the information detailed to make sure the customer very satisfying that
information needed. The added value information not only makes sure that the
customers comes back to the Islamic financial institutions, but also it provides
opportunities for the bank to increase the profitability.
In order to able to provide the value added information necessary to support the
customers buying decisions, the manager have to invest heavily. The other
option is to form a strategic alliance with another bank to provide the
information. However, in order to obtain the full benefit, the value added
information from manager Bank Islam must be fully incorporated and always
practice.
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In other to reason will be share as manager in Bank Islam, the senior manager
identifying the product. Divine how it fulfils customer needs. As manager
should be predict customer reactions when they enter the service and product.
Customer going to feel that this will make their lives somewhat better, and in
what way?
The old newspaper rule for the lead sentence in article is the 5 Ws and the H.
They are the keys to a winning, relevant, emotional relationship with customer.
(Feig. B, 1997).
Who is the product for?
What will the product do for the customer, psychologically and
physically?
Why would the customer want it?
When should the customer use it?
Where the product should be found?
How is it going to affect the customers life, for the better?
So, all of this very important to the manager at the Bank Islam to make sure the
relationship manager and customer straight to the heart. Manager can understand
and will give the full commitment to customer want it.
Lets assume that as manager at Bank Islam have big ideas. The manager done
concept and homework and identified the aspect of product that best to the
customer. Manager also knows the features of product should have and
necessary customer performance cues to reinforce the benefits. Product by the
Bank Islam is better than competitors product. Now its time to manager dig
deep into the strongest customer segment. Segmenting the Islamic financial
institutions means concentrating efforts where manager have strongest influence
to the customer. Its the toughest to target efficiently because it tends to be
amorphous. If manager dont have a specific segmentation target, the product at
Islamic financial institutions will be spent haphazardly.
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The only point at which true responsibility for performance and quality can lie is
with the people who actually do the job or carry out the process, each of which
has one or several suppliers and customers. An efficient and effective way to
tackle process or quality improvement is through teamwork. However, people
will not engage in improvement activities without commitment and recognition
from the organisations leaders, a climate for improvement and a strategy that is
implemented thoughtfully and effectively. The section on People expands on
these issues, covering roles within teams, team selection and development and
models for successful teamwork.
An appropriate commitment manager to the customer will get the good benefit.
It also helps a Bank Islam not only achieve the objectives set out. In its policy
and strategy, but also, and equally importantly sustain and build upon them. It is
imperative that the manager take responsibility for the adoption and
documentation of an appropriate management system in the Bank Islam if they
are serious about the quality journey.
Once the strategic direction for the organisations quality journey has been set, it
needs Performance Measures to monitor and control the journey, and to ensurethe desired level of performance is being achieved and sustained. Customer
should be, established at all levels in the organisation, ideally being cascaded
down and most effectively undertaken as team activities and this is discussed in
the section on Performance.
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3.2Commitment to Employee
Organizations like the Bank Islam are able to create commitment among their
employees realize that commitment is ultimately personal. This is the hard part
of commitment that has profound implications for corporate conduct. It requires
consistency in action at the same time as recognizing the need for flexibility and
requires making decisions about what employees are prepared and not prepared
to do. It requires the patient and concerted attention of the whole organization. In
Bank Islam, and in particular in any service-oriented business, management give
the commitment to employees and to service quality, directly influences
employee commitment to the bank Islam and how employees perceive service
quality.
First point commitment manager to the employee at Bank Islam is when
managers exhibit high levels of commitment towards employees and towards
service quality, it not only enhances employee perception of service quality, but
also influences employee commitment towards the organization and increases it
exponentially. But, if the manager doesn't care about employees or service
quality of the business, then employees would cease caring about service
quality.
On the other hand, managers who stress upon service quality, show their
commitment to the organization, and work with employees in developing
solutions and delivering services, highly increase employee commitment to the
organization. The employee is assured of being recognized when he/she is doing
an extra mile and ensuring service excellence beyond the scope of his/her work.Businesses in this situation gain a competitive edge.
Manager at Bank Islam strive to attract and retain valued customers and try to
improve their bottom lines by delivery high-quality service. However, it's time
for Bank Islam to realize that a solid and loyal customer base is close to
impossible without loyal employees. When the manager treat employee as good
commitment, attitudes and behaviours of employees directly influence customer
perceptions of promised and delivered service quality. It also influences future
purchase decisions of customers.
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Bank Islam should necessarily need to establish a "reservoir" of prospective,
talented employees and a very important element of this is how attractive the
organization is as a "mate" (building on the notion of a "marriage" between
manager and employees.) The organization's reputation, to those outside of the
organization as well as inside it, has a vital impact over its ability to continually
attract talented employees.
It is very well established that, if Bank Islam treats employees well, they will
give back as much or more in terms of both physical and emotional
commitment. Corporate respect for employees is manifested in a wide variety of
ways, including fairness in the application of company policies, opportunities
for growth and development, recognition of employee needs and a clean, safe
working environment. A good relationship is exciting and it develops and grows.
There is camaraderie around shared values and interests and the enduring sense
that each will "be there" for the other when needed.
Manager Bank Islam also should able to create commitment among their
employees realize that commitment is ultimately personal. This is the hard part
of commitment that has profound implications for corporate conduct. It requiresconsistency in action at the same time as recognizing the need for flexibility and
requires making decisions about what employees are prepared and not prepared
to do. It requires the patient and concerted attention of the whole organization.
Some of the essentials for building commitment include communicating with
employees in an honest and open way, realistically assessing their capacity to
engage in various initiatives, giving worthwhile feedback, making effective
decisions and taking chances.
Every organization needs to enhance the capabilities of its workforce over time,
which is why many organizations offer both formal and informal training.
However, employees themselves also have to be willing to make the effort
needed to improve their skills to help those better meet organizational goals.
Commitment manager to the employee one's occupation is a helpful stimulus for
personal growth and suggest that this level of commitment is quite high, since
almost seven-in-ten agree that they are committed to their careers and the type of
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work they do. However, the Bank Islam must foster the type of environment that
encourages and facilitates the "natural" desire on the part of the part of
employees to continually refine and develop their skills and knowledge.
Importantly, this should include having clear career development plans for
employees, since lack of such opportunities is an important contributor to
employee turnover.
Strategy to improve employee retention, conduct anemployee opinion
survey (EOS). Such surveys are conducted for many reasons, from measuring
the overall employee experience to finding out their feelings on a particular
issue, plan or change within the organization. How well do employees
communicate with each other and with management, what's hurting or helping
their morale, how do they feel about the pay and benefits provided and how
committed are they to the organization as a whole? These are only a small
sample of the questions that can be addressed with a survey. More importantly, a
company's culture has a very powerful influence over its work environment,
which means that culture directly impacts employee satisfaction, morale and the
level of commitment they will feel towards that Bank Islam.
Challenges manager Bank Islam to the employee is no matter how much
planning you do,things will go wrong.An employee will get sick at a critical
time. A weather disaster will hit your facility and disrupt your plans. A crime
will be committed maybe a theft or even something that harms an employee.
Planning is a part of managing, but perhaps more important is a managers
ability to change plans on the fly in response to changing conditions. When a
crisis hits, you have to be able to deal with it calmly, quietly and without beingoverwhelmed by stress.
No matter how good organization gets, it can do better. Theres always some
type of improvement that can be made a change in a process, a better working
environment, better employee motivation, more focus on the essentials. If ever
get tothe point where you honestly have no idea how to improve things further,
and then should either seek outside advice, or look for another job. Theres
always a better way, and you have to keep looking for it.
http://www.insightlink.com/4CS-employee-surveys.htmlhttp://www.insightlink.com/4CS-employee-surveys.htmlhttp://blog.makingitclear.com/2005/09/13/katrina/http://blog.makingitclear.com/2006/12/12/bestit/http://blog.makingitclear.com/2006/12/12/bestit/http://blog.makingitclear.com/2005/03/08/jiggler/http://blog.makingitclear.com/2004/06/08/hiddenconsultants/http://blog.makingitclear.com/2004/06/08/hiddenconsultants/http://blog.makingitclear.com/2004/06/08/hiddenconsultants/http://blog.makingitclear.com/2005/03/08/jiggler/http://blog.makingitclear.com/2006/12/12/bestit/http://blog.makingitclear.com/2005/09/13/katrina/http://www.insightlink.com/4CS-employee-surveys.htmlhttp://www.insightlink.com/4CS-employee-surveys.html -
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The Bank Islam managing is responsible for something whether its performing
a business process, supporting some other organization, developing a new
product, or getting new customers. There are goals associated with manager
objectives, and if manager is aggressive then those goals require more than the
typical amount of effort. Its going to take some careful planning for figure
outhow to apply in Bank Islam people and resources to achieve an aggressive
goal. Manager going to havemotivated people, remove roadblocks from their
path, andfocus them on the things that are most important . Its a stretch goal,
but you can achieve it maybe even surpass it.
The good treat employee give the good effect to the Bank Islam. The result will
get to the Bank Islam is more productivity and loyalty. When employees know that
their manager cares about them, they care about their Bank. Happy employees
are proud of their jobs and want to make sure they do the best work possible.
They work harder and they feel more invested. Also, if you typically promote
from within, employees will feel that their hard work is more likely to pay off.
When manager give better customer interactions to the employee will get the
good result to the Bank Islam. Happy employees tend to show their mood whenthey interact with customers. Customers can usually tell when employees are
just going through the motions, and employees who are willing to go the extra
mile will definitely make a good impression.
If manager give employees fewer sick day, employee have less work-related
stress, which will improve their health. A great benefits package can also help
keep employees healthy.
Recommendation from understanding, manager should know what the employee
like. Every now and then it's smart to take breaks, recharge, and reconnect as a
team. Spending some quality R&R can boost moral or even mend some fractured
relationships. There are many ways to provide "family time" to staff, including
occasional happy hours, off-site meetings, or other team-building events. For
example, the Bank Islam volunteered over the holidays with a local non-profit
organization to assist with weatherizing elderly homes. The team management felt
good about it afterwards, and had fun in the process.
http://blog.makingitclear.com/2009/05/04/quest/http://blog.makingitclear.com/2009/05/04/quest/http://blog.makingitclear.com/2003/04/08/change/http://blog.makingitclear.com/2005/01/11/middlemanagers/http://blog.makingitclear.com/2005/01/11/middlemanagers/http://blog.makingitclear.com/2005/01/11/middlemanagers/http://blog.makingitclear.com/2003/04/08/change/http://blog.makingitclear.com/2009/05/04/quest/http://blog.makingitclear.com/2009/05/04/quest/ -
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Second recommendation, manager at Bank Islam should care about the
employee. This seems like a no-brainer, but showing that manager genuinely care
about employee, people can boost performance when everyone is running at full
speed. Empathy can go a long way with employees. Managers who take time to
listen to their employees, understand their career objectives, and show that they
care enough to help are likely to see better employee engagement and retention
rates. And engaged employees can increase the chances of success and innovation
for the organization. The value our people above all else and find a family-based
approach to recruiting, grooming, and maintaining a loyal team to be very
successful.
Conclusion, the commitment manager to the employee at Bank Islam need to
give the full commitment and right to make sure the employee comfortable to do
work at Bank Islam. Furthermore, if the manager cares about the employee the
benefit for the bank Islam will be get. The manager should knowledgeable to
teach the employee to follow the objective, mission and vision of the Bank Islam.
So, the employee and the manager should do together to make sure they an
organization run to maximize the wealth. Bank Islam must to make sure all of the
transaction based on the shariah compliant. This is to make sure unlawful activity
not involved in Bank Islam. Employee should do the work for the sake of Allah
s.w.t.
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3.3Commitment of Employee to Bank Islam
Employee has been hired because he or she has their own value. The
organisation has its own rule or law to be obeyed by the employees. So,whatever happens in the organisation will be relied on the workers in that
organisation. In order to make the goals of the organisation to be achieved,
employee need to concern about their acts in or outside of their workplace.
Employee needs to obey the rules that had been set up by the management. It is
very important to make things work and the activities will smoothly run by the
workers.
Furthermore, let say, if a worker in the bank is late to be on time on that day, it
will affect the organisation and it will ruin the working environment. At least, he
has to inform his colleague to replace in the time being to avoid customers feel
uneasy or uncomfortable. Besides, employees have to show their good attitude.
In order to achieve the goals, employees also needs to build their mood because
every day they have to face the same work scope or duties. So any boredom,
anger, or indifference you are feeling that may be obvious to the person you will
face you can easily handle it.
Another point is employee has their responsibilities in contribute the energy and
skill. For the bank of course it is a lot of people will walk in to ask for the
services and products. So here, the employees have to be energized and ready to
give their best in serving the customers. It is also important to be skilful in
conducting the works. Customers comes the first but employee have to keep
their confidence level in the first stage.
Public image is the main role because it involved such as rating, expectation,
satisfaction and other values that might give impact to the bank. Employee again
have to give their full attention in order to achieve the organisation objective.
Communicating with customers whether online or telephone or face-to-face is
also things to be aware because it also the image that will be showed to the
people out there.
According to Inkeles (1969), as quoted by Van Dyne and Graham (1994), the
organisational citizenship behaviour construct consists of three categories,
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namely (1) obedience, (2) loyalty, and (3) participation. Obedience involves
respect for orderly structures and processes. It reflects employees acceptance of
the necessity for and desirability of rational rules and regulations governing
organisational structure, job descriptions and personnel policies. Loyalty
includes serving the interests of the community as a whole and the values it
embodies. In an organisation, loyalty is an identification with an allegiance to an
organisations leaders and the organisation as a whole, transcending the interests
of individuals work groups and departments. It also includes defending the
organisation against threats, contributing to its good reputation, and cooperating
with others to serve the interests of the whole. Participation entails active and
responsible involvement in community self-governance and keeping oneself
well informed about issues affecting the community as well as exchanging
information and ideas with other people. In an organisational context, it refers to
interest in organisational affairs and taking responsibility for organisational
governance. It also includes attending non-obligatory meetings, sharing
informed opinions and new ideas with others and being willing to combat
groupthink.
Some of an employees more basic and important commitment involve meeting
job expectations and fulfilling daily work duties at Bank Islam. As a related
workplace commitment, employee must find ways to communicate what each
worker's job entails. Formal job descriptions spell out employees responsibilities
clearly and in written form for future reference. Performance evaluations help
leaders ensure that employees are living up to their work and give full
commitment to the Bank Islam.
Another type of commitement employee to Bank Islam is self-responsibility to
bank, which refers to each employee taking responsibility for his own actions
outside of normal job duties. Self-responsibility is related to accountability,
which requires workers to accept blame for their errors or omissions and
acknowledge the successes and contributions to the bank. Accountability is
especially important among business leadership to establish a positive workplace
culture. Employee are responsible for dealing with their colleagues and superiors
honestly and with integrity.
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An extension of self-responsibility in the workplace is the list of mutual
responsibilities that all employee of a workforce share and have to one another
to contribute for Bank Islam. Employee are responsible for reporting illegal or
suspicious behavior and policy violations. Everyone who works for a Bank
Islam has the responsibility of living up to the corporate code of ethics, which
should appear in an employee handbook or training materials to establish
consistency. Compliance with anti-discrimination laws is another mutual
workplace responsibility.
Employee have legal responsibilities to provide work environments for their safe
environment workplace. Federal and state labor departments oversee workplace
safety guidelines and perform inspections to enforce them. Employee also bear
some of the responsibility for a safe workplace. This includes reporting safety
violations, following prescribed safety methods and using safety equipment as
directed.
The relationship employee with the Bank Islam is built up over many years,
often decades, generating trust with the two sides. The employee has seen the
bank as clients bussiness throught diffrent bussiness cycle and employee need to
understand essential of Bank Islam. The relationship is cemented bt the
completion of diffrent transaction at various stages at the bank development.
The best employee to the Bank Islam is the best adviser is one who can relied
upon for sound and mature judgement, to tell hard truths when necessary, and to
give mature unbiased, independent view. The question of independence goes to
the heart of professional integrity, such as that the employee should give the best
advice for that Bank Islam, regardless of the profit to the bank associated with a
particular course of action.
The inducements-contributions model (March & Simon, 1958) views the
employment exchange as one where the organization offers inducements in
return for employee contributions. Individual employees are satisfied when there
is a greater difference between the inducements offered by the organization and
the contributions given in return. From the organizations perspective, employeecontributions need to be sufficient enough to generate inducements from the
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organization, which in turn need to be attractive enough to elicit employee
contributions. Although March and Simon (1958) did not make it explicit, they
viewed the exchange relationship as ongoing but contingent upon an employee
perceiving greater imbalance (in their favour) between the contributions they
need to give in return for organizational inducements. Thus, the inducements-
contributions model is based on a reciprocal exchange between an employees
contribution and the organizations inducements.
The notion of personification gives rise to a number of questions. Given the
importance of employee attribution to the personification process, which
organizational might play an important role in this process? What happens when
employees experience contradictory treatment from different and how does the
attribution process affect the extent to which employees personify the
organization? Following from this, it would seem that personification is more
likely to occur when employees perceive that organizational representatives are
acting in concert with organizational interests so that they attribute decisions
made employee.
Lastly, the commitment employee to the bank Islam actually important to makesure the Bank Islam can achieve the goal, vision and mission. Moreover, the
employee need have the knowledge to work and contribute benefit to the Bank
Islam. The knowledge employee to follow the shariah principle is very
important to make sure the Bank Islam follow the Shariah guidelines. Al
Quran and Al Hadith is primary sources and employee must follow the
guidelines to improve the achievement in Bank Islam.
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3.4Commitment of Employee to Employee
Employees who are engaged in their work and committed to the organisation
give companies crucial competitive advantages - including higher productivityand lower employee turnover. To the extent that a job is structured to provide
regular feedback and autonomy as well as a sense of task completion, employees
can monitor their own behaviour and gain an increased sense of personal control
(Greenberger & Strasser, 1986). Personal control is an individuals belief that he
or she can effect a change in a desired direction.
According to Lawler (1992), an increased in perceived control strengthens
emotional bonds with an organisation. A heightened sense of personal control
thus has positive consequences for employee attitudes and behaviours at work.
Among employees, there is also a state where ones need to remember each other
in terms of time of work because people tend to forget things around them. So
there must be a person who likes to get reminded by others and also there is also
a person whom needed being reminded by others.
Moreover, in order to get things done perfectly, everybody in the workplace
needs to be respectful between each other. It is also a crucial part because
commitment within the workplace typically results from the interaction and the
relationship that an employee has with an organisation.
Every employee is responsible for understanding the work allotted and
determining if it is appropriate for Bank Islam. Employee should make sure
whether employee has mastered the skills required to perform the task
completely. If employee is not sure about how to handle the work allotted to
them they should talk with their superiors and get suggestions and directions in
fulfilling the work allotted to Bank Islam. This will help the employee in
building good relations with not only their superiors also with their colleagues.
Having a proper work schedule or time table for the work allotted to the
employee helps the employee in Time Management and reaching the deadlines
in time Also, when a new work is allotted.
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The employees should have sense of responsibility towards the resources of the
Bank Islam and the teamwork. As a part of the Bank Islam, every employee is
equally responsible for the long life of the existing resources, for which smooth
usage and suggestions for usage is required, which in case is not provided.
Active listening and participation in teams will ensure that all employees
become good team players and work with unity towards common goals of the
Organization. Whenever a new work is being allotted all the employees should
be eager enough to take the initiative rather than trying to avoid newer tasks.
This will facilitate in employees learning new skills and reaching the
organizational goals with much effectiveness.
The prime responsibilities of every employee with employee must be punctuality
and regularity. Employee can be better organized by being punctual and regular.
Unwanted and unexpected work delays can be dealt effectively. So, the
commitments to another employee make trouble to finish the job.
Commitment employee to employee must be maintain the cleanliness of their
desk, work, and also premises of the Bank Islam. If employee and premises are
clean that will find it more encouraging to work and also it is convenient to work
for other employees.
These strategic decisions are more than just how to handle relationship employee
to employee. They affect the Bank internal organisation, that way it handle,
remunerates, trains and even recruits its staff, the capital structure required, the
quality of profits and other factor. The factor in turn helps shape the strategy.
The quality understand each employee is very important and needed to establish
and maintain the relationship, indeed part of a relationship with teamwork may
be to prevent the problem in an organisation at Bank Islam. The teamwork helps
each other to achieve the goal.
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In conclusion, the commitment employee to employee is very important to make
the environment of Bank Islam easy to control. The relationship employee to
employee actually gives good effect to organisation. An example, the mood rises
and automatically give full commitment to do the work in team lines. As human
being the employee need to respect each other to make a harmony life in
banking lines. The goal at the Bank Islam can achieve if employee and employee
give commitment as well in discussion before.
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4.0CONCLUSION
The workplace is changing dramatically and demands for the highest quality of product
and service are increasing. To remain competitive in the face of these pressures,employee commitment is crucial. Without employee commitment, there can be no
improvement in any area of business activity.to succeed in the face of increasing
competition, organisations need improved productivity at all levels. This requires
commitment on the part of all employees which can only be achieved through better
management practices. Poor supervision and failure on the part of managers and
supervisors to create a committed workforce can lead to the loss of valued employees.
According to Madigan and Dorrell (2000), 41 percent of employees feel that their
organisations is not developing effective managers and supervisors. Van Dyne and
Graham (1994) contend that various personal, situational and positional factors can
affect the commitment of employees and consequently their attitudes and behaviour. If
employees believe that their organisation values quality products, they will engaged in
behaviours that will contribute to high quality. If employees are convinced that their
organisation values participation, they will be more likely to feel as though their
participation will make a difference. Consequently, they will be more willing to seek
solutions and make suggestions to contribute to organisations success.
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