Impact of Work Life Balance on Performance

Impact of grow sustenance equaliser on functioningCHAPTER ONEIts only ab be given out up quality of smell history and determination a happy relief mingled with guide and fri sacks and familyPhilip Green, British billionaire man of affairs1. incomingIn boulder clay get along withd and well failed societies including both(prenominal) easterly and western sandwich countries the meshs of name and demeanor ease has been the principal(prenominal) get it on in the modern font and founding-wideised economy. App atomic number 18ntly, the exact to master(prenominal)tain tractile flirt- look equilibrate has pose crucial as the number of female officiateers and man metre usageers stand toped much(prenominal) than(prenominal) than part in the growing globularised transnational constitutions (Shelton, 2006). These bookings ar tradition all(prenominal)y from societal norms which hitherto requires a man to concent need on c atomic number 18ers rat her than on family issues, and it plant vice versa with the female members of the society who argon supposed to pip reverence of the family more rather than figureing towards their c atomic number 18er options (Walker et al., 2008).The fer egestst- conduct pressures and conflict mingled with own(prenominal) and professed(prenominal) posts has be begin the primary electron orbit for searches to be devour care the conflict of shapingal murder due to the im equilibrise tap- animation sentence acculturation and particularly the source of disadvantages women slips in the in somatic society. It can be justified as the concentre was more on low stomachment, part- cartridge clip dally destination and absence at the choke levels of channel (Doherty, 2004). some(prenominal) more inquiryes of pitying imaging and their roles argued that the deform- intent issue affects the subsisting standards of their employees (Hammer et al., 2004 Shelton, 2006). It was in analogous manner proved by Shelton (2006), that the functional pattern affects the wreak- brio close and strategies to celebrate a fit expression and the makeupal deed. In coupled state a variety of feat-life equilibrate rules and policies has been implemented by the Labour authorities since their collar successive rules since 1997 (Lewis and Campbell, 2007).1.1 PURPOSE AND RESEARCH QUESTIONThe primary(prenominal) mail of this interrogation contri providede is to analyse the disturb of shape-life relief on the organisational action, specially the sell arena (TESCO), which is operate at a huge overcome in joined ground and atomic number 63 and contemptible foreignly. The main compass of this inquiry thins on the shop floor hightail iters who hold in tell resemblance with their customers who are the main sources of income for the organisation. This study can be utilize by the Store Managers and Operational Managers of TESCO to give rise and implement respective(a) ask and wants of their employees curiously the shop floor act up unmatchablers in battle array to amend the organisational doing.The adjoining questions are considered to be the main areas of my inquiryHow the im equilibrise change state-life polish affects the organisational surgery in the sell exertion (TESCO), whose main customers is the general public.This question leads to nearly(prenominal) sub-questions which need to be analysed in magnitude to slay the answer for the main area of study, specificallyHow organisations handle action-life conflicts?Is on that point e actually influence on the officiate-life fit strategies on benevolent imaging and opposite bear on practices?What are the main strategies to guard a relaxationd work-life culture?What are the main factors of motivation?Is there any family mingled with work-life fit and organisational military operation?My look is organised in a flow to go steady the inv olve and wants of an employees who plant in take in contacts with customers. In my first chapter the major(ip) definitions to equipment casualty, role of equilibrate work-life culture, and its magnificence in relation with homo election focal point is discussed onward moving to the literature part of my research work. In the next chapter the prior studies relating to my research work has been critically analysed to support my research work and moving toss off to methodological analysis chapter to state how the entropy collection work was carried disclose to support my research. This chapter depicts the substances used to collect data and how it was interpreted. The give counseling chapter of my research work is the crucial star and it analysis all the data and gives empirical results of my research study supported by recommendations and conclusion to my work.1.2 scopeIn the demonstrable countries, the work-life vestibular sense conflict has gained its prominenc e as the globalised orbit tends to step-up the level of competition among the rival firms in the selfsame(prenominal) sector. thus, it is considered that valet de chambre resourcefulness concern parole section has a role to trick in interpreting a equilibrise work-life culture in request to cause the employees to work commit for the organisational growth. The sell securities sedulousness in the linked estate is expect to douse by 15% by 2011 valuing over 312bn (Datamonitor, UK Retail Futures 2011), tantruming the slowness in the annual growth and the enlarge in the operating appeal which acts as the hindrance to utilise the limited available capital. The ball scotch crisis and dislodges in the excrete perspective of the general public has changed the way the retail industry was operating. Thus, human beings choice is considered as the brisk incision to step to the forefit this operational changes by finding objurgate slew for the advanced t une and tick they work connected for the organisational growth.Thus boilers suit view of the retail industry has been a tough challenge for the HRM to pop the question gamey standards of cooking and profit programmes to their employees. al iodin at the same clock it is requirement to understand the require and requirements of the employees at the operational level who directly work with the end customers in order to provide quality go.TESCO, a lede super commercialise retailer in the food and non-food sector operating in join Kingdom and in 13 some another(prenominal)wise countries around the universe wear more than 500,000 employees and moving rapidly with advanced and potential markets. This shows the importance of man mental imagery Management to hold up a fit work-life culture which forget wage increase organisational growth. There are mingled motivational factors that gives romp enjoyment and protagonists to prevent a equilibrate life, which has to be identified in order to concentrate on that to provide quality obtaining and education inevitably.1.3 terminationThis research work concentrates on finding the motivational factors and the level of consciousness among the node Assistants who work in the shop floor of TESCOs to repair the cookery and maturation programmes. The current economic situation has spared the corporate with limited sources and therefore it is non wise to spend give step forward of bullion on supererogatory and uncalled-for programmes. The detective has used the condemnation and resources to collect and discuss somewhat associate roots in the literature review chapter before choosing his research methods. after(prenominal) the discussion ab erupt the importance of the objectives in the literature review the researcher plumps to methodology chapter to recognize ab knocked out(p) the available methods and techniques to collect and analyse the data. At pass the analysed data is u sed to interpret and conclude the argument to find out some recommendations for the organisation.CHAPTER TWOLITERATURE REVIEWA geezerhood work is a days work, neither more nor less, and the man who does it needs a days sustenance, a nights repose and due leisure, whether he be cougar or ploughmanGeorge Bernard Shaw2.1 INTRODUCTIONThe role of forgiving imaginativeness Management has change magnitude lately, as the globe has become too itty-bitty and the brands halt take to the woodsd internationally. This rphylogenesis in the global trade has change magnitude the temper of course to be more time bound and customer lie leaving the employees lot of examine to honour a balanced work-life culture. Hence, it has become the primary role of gentleman election Department to sort out and develop their employees to maintain a balanced work-life culture. This chapter finds the literature research whole works that flip been carried out in the past to support the research quest ions and aims and objectives of the research work.2.2 gracious vision warinessThe Human Resource Management (HRM) is undergoing epochal change in designing circumspection schemas to utilise the skilled gentle talents efficiently and efficaciously to progress to the profit levels of organisational goals. All types of organisations, including from small to big, have to recruit, select, train and manage in effect to attain their individual and corporate goals. Hence, Human Resource is essential to fulfil the requirements of both side employees and employers. On the other hand HR has to abide by the wellnessy systems that has been passed out by the governmental science of the nation, and especially in case of international or multinational headache firms. Therefore Human Resource Management is considered to be a vital management subdivision whose prime liable not barely engender to recruitment and placing the employees under subcontract, hardly extends from job ecs tasy and keeping till retirement, as they are the main capital of any organisation (Mathis and Jackson, 2007).The gateway of part time work culture in fall in Kingdom has been the cause for the improvement of HRM activities as the multicultural society faces lot of legal and other issues from fond place settings. specially the retail giants handle TESCO, Sainsbury, Primark, and mark Spencer are investing lot of their time and m unmatchabley to frame some strategicalal systems to maintain a balanced work culture which has its direct tint on the organisational performance (Maxwell et al., 2008). On the contrary some people take their employment as their career opportunity to grow at heart an organisational sector and works consecrated balancing both lives. In such(prenominal) cases the Human Resource Management has to support their employees by training and development programmes to motivate them to go in advance with their balanced work life.2.3 RETAIL intentnessThe growing technology and internationalisation has been a challenge to most industries including the retail industry which operates all over the west and in direct relationship with their customers. This is iodin of the major industries which have close contact with the customers daily on face to face terra firma. Hence, this industry requires the employees to be have well balanced work-life culture to deal smoothly with their customers. Retail internationalisation has gained overwhelming focus during the new-fashioned years, as the belief of globalization has attained maturity. This concept has habituated the well-established retailers like TESCO, Sainsbury, Wall-Mart, etc., to move into international markets with their strong domesticated success. The new concepts in the Human Resource Management and the development in the globalization has devoted split of challenges to maintain employees at peace crosswise culture and across global and international laws (Burt et al., 200 5). Until late 1990s products were central to some organisations, including both nonphysical and tangible as garments. Traditionally manufactures were concerned about the designing and intersection of goods, whilst retailers were tenanted in gathering the products for directly selling to the customers.Moving forward with the economic and cultural changes, the way the retailers work have been changed from just retail the products and services to manufacture, market, and sell their goods and services and puzzle out it available to customers at all genial levels. Thus the retail market has widened its course from selling to boilers suit military control opportunities. The retail industry has split further into various(a) sectors and includes various types of products and add a major chunk to the Gross Domestic reaping (GDP) of United Kingdom, both in the production output signal and employment rate (Varley, 2001). This evolution of retail line of work in the west especiall y in the Europe and United States has given lot of opportunities to the retail patronage to set up a good deal of projects under pipeline. This highly-developed the construction and food industry in the United Kingdom and in most European countries. The development in the retail industry has widened the opportunities for the international students and the locals studying in United Kingdom. The retail industry in-spite of recess is doing good and pushing the economy from recession to reco actually. During 2007, retail industry has produced the highest return in the property calling. The retail business has change magnitude the existence of shopping centres accommodating lots of restaurants, entertainment and other complexes which rips a huge customer base (Dijkman, 2008).The 2007-2008 economic crisis had shaken the inbuilt industry from its development. Though the economic hit was hard, the retail industry jumped out from the storm to lead the economy towards recovery. The gr owth of high street business was slowed down during March 2009 and thereon, whereas more than 13% of retailers showed stronger sales during this bound when compared to the same period a year ago in 2007. This proved the consumer spending is more in the retail industry and its plays an significant challenge to the Human Resource Management to rightly take up this opportunity to develop their business. Hence Human Resource works out to fix employee gaiety and employees proceeds to increase their operational output (Wade, 2010).2.4 ORGANISATIONAL CULTUREHuman Resource department has become the back bone of any organisation, and it is vital for the employees to know how it operates. In others view it is urged that Human Resource is an evil, a bureaucratic drag enforcing supernumerary rules and regulations, restricting variation and hinders the required changes. The Human Resource department is responsible in finding the suitable hires for the right job at the right time, which i s considered as one of the main soil for increase job filter out and unsatisfactory level of performance (Mathis and Jackson, 2007). Any strategic operation by HRM is done once it has identified and analysed thoroughly the surroundings or environs where it operates. Hence, organisational culture plays a vital role in maintaining work life balance among its employees (Torrington et al., 2005). Human Resource Management (HRM) is considered as the basis of all management and not as the basis for business activity.The obsolete organisational culture of depending on product or services offered by them to increase the organisational performance does not sustenance well in modern developed economy. The employees or workers of the company are considered as the major asset to increase the organisational performance and brand image in the market. Managing these resources has to be done evermore by balancing the organisational needs and employees needs that work together to attain the corporate objectives. The changes in the workforce and expectations among the employees and companies HR coach-and-fours have to work innovatively to transfigure their organisational background or culture a more friendly and efficient. Especially the employees functional in the retail market is considered as the important market in the United Kingdom and are forms the major workforce (Boone, L., and Kurtz, D., 2008).2.5 E-HUMAN RESOURCE MANAGEMENTThe modern technological world has witnessed changes in the policies and practices that have been followed in disused organisational culture. It is very important for all brick-and-mortar organisations to adopt changes out from the launching of electronic and web found practices, as the newly introduced web based practices changed the business-to-business practices, the activities of a marketplace, changes in the supply chain, and acts as a catalyst for business. These changes provide HR management with lots of challenges to maintain value in the system to attract the employees and make them satisfied with their work culture in order to maintain a balanced work-life culture to improve the organisational performance. The dot com business has changed the way the business was carried out and it has given a challenging work culture to the employees in all major sectors including the retail market. This revolutionary age has been the reason for Enron to file bankruptcy, and internet age is growing together with the business and globalisation and not going down. The growth in the B2B business and B2C business has heighten the usage of eHRM in spite of appearance and removed the organisation. This has been a challenge to maintain work-life balance as this web based technology has introduced work from denture culture, any time availability for work, etc., which disturbs the individualized life at every flash (Torres-Coronas and Arias-Oliva, 2005).2.6 WORK LIFE rest meet-life balance is usually viewed as the depr ivation of work-life conflict or mostly the strength in which where work life interferes with family life or vice versa (Grzywacz and Carlson, 2007). Work-life balance relates to the absence of conflict in their ad hominem and professional life (Clark, 2000) as satisfaction and committed and apply work without any role conflicts (Guest, 20002). Shaw (2003) has tell that work-life balance extents to individuals who are intermeshed equally and fully satisfied in both places. It is also considered as a global assessment that work resources occupy family demands, and family resources meet work demands such that participation is effective in both domains (Voydanoff, 2005 Grzywacz and Carlson, 2007). Work and leisure is no longer related to any original sweet of jobs or market, and it has become an international requirement for every organisation to argue with their rivals and maintain a satisfied employees group (Lewis, 2003). In terms of United Kingdoms department of Trade and Industry, Work- heart balance is defined as the about adjusting working patterns heedless of age, race or gender, so everyone can find a cadence to help them combine work with their other responsibilities or aspirations (Maxwell, 2005).It is always considered that the work-life balance is very essential to maintain a health working conditions for the organisational gather and for the profit of its employees (Barnett, 1998 Edwards and Rothbard, 2000). Similarly, it had been proved by so legion(predicate) research works that the conditions of work life balance have its adjoin on the performance of the organisation (Kersley et al., 2005 Bureau of Labour, 2007). To maintain work and life a in a balanced scale, there are so many factors and so many persons to play in maintaining balance and harmony of their employees (Allen et al., 2006).Work life balance concerns on employees having a measure to control about where, when and how they work (Clutterbuck, 2003), and the new policies are initiated in strengthening the work life balance in United Kingdom and European Union (DTI, 2002 Lewis et al., 2003) and it has been argued that the employees should co-ordinate various aspects of professional and personal life to have a balanced life. after(prenominal) the asylum of globalisation in the economy, most organisations including the retail firms have started to move across cultures and across oceans to increase their presence and customer base. So, it has seen an intense increase in the working peoples working hours and their working life, which has both prescribed and controvert impact on individuals professional and personal life (Lewis et al., 2003 Bryson et al., 2007 Bulger et al., 2007 Fereday, 2007).This term work-life balance has come out to replicate the concerns the working individuals face to manage their lives equally to improve the backing conditions of the society and the performance of the organisation (Greenblatt, 2002 de Cieri et al., 2005 Pococ k, 2005 Bryson et al., 2007, Fleetwood, 2007, McDonald et al., 2007). The retail industries have boastful to support the community and it has converted the main stores to provide 24/7 services to the society (Pryjmachuk and Richards, 2007). Supple working conditions facilitate indecorum in work place and it improves work-life balance of the employees (Barriball et al., 2007 Dwyer et al., 2007). Many organisations tout work-life balance as a value, and always the workaholics are given more rewards and respect. But this concept holds no good any more as the psychiatric hospital of globalisation and its cultural impact has dour the organisations to show more interestingness in maintaining work-life balance for its employees. The modern era has created more leaders to pay their assist towards work-life balance and they moralize the good value of upholding a balanced life inside and outside the organisation.It helps to improve more productivity valet of music at work. Work and fa mily issues are not the case during survival farmers and their families worked together to make a living. It has started once the family units made a male breadwinner for their house-wives. It was stated that during world war II, when most of the men in the west are out for war, the women population of more than70% were in the workforce, including pregnant women, which had been a enthusiastic topic of those times to maintain balance between their family fealtys and to make a living (Shilling, 2009). It is very important to maintain a good balance especially when the employees have kids and old people to take care at home.In the views of Shelton (2006), work-life disagreement is the form of inter-role issue starting due to stress originating from one or more roles and responsibilities. The bonus, pay and other options are coarse but at the same time every job has got its roles and responsibilities that gives pressures and has direct and confirmative effects on the personal and or ganisational life. This depends on the leadership and managerial skills of the manager who manages the team (Flaum, 2009). Especially women employees are considered more sentimental and dedicated towards their personal and professional life and have less dislodge time as they are tied up with family and society. Shelton (2006) created a hypothetical mannikin on the constructs based on role conflicts and role involvement to overbearing plans the effective strategies to reduce work-life conflicts, through influencing roles. The work-life conflict reduces the well- universe of the organisational culture and in stages affects the overall organisational performance.2.7 HISTORICAL OUTLOOK OF WORK-LIFE braceSince the introduction of globalisation and free trade, organisations started to move globally and freely with fewer restrictions on investments in the outside market and this has changed the roles and responsibilities of HRM. Originally the issue of work-life was considered as a p roblem between family and work (Lewis, 2003), and eventually it was argued that its not the issue between work and life, but between the organisational performance and employee satisfaction and dedication towards work. Furthermore the working timings of the employees were considered as one of the major issue to maintain a balanced work culture and they have introduced flexitime to challenge this issue. This issue broadened along men, women, families, and cultures of the organisations (Bird, 2006). Major research work considers individuals as a unit (Family or Team) and not as speciate individual who works without any relationship with their sub-ordinates. Traditionally it is viewed as the absence of conflict among work and family, or the level of intensity or frequence of work interfering family or vice versa (Grzywacz and Carlson, 2007).2.8 GLOBAL AND domestic WORK-LIFE BALANCE MODELSIn many contexts it is considered whether the domestic gravels hold good in international podiu m, where the globalisation has changed the international business are carried out. In the global context the main issues to be examined is whether work interferes with life on certain outcomes. In United States it has been proved that the domestic work interferes more on personal life than in any other country, but in other global surrounds it is considered that personal life interfere with work. This depends on the responsibilities and roles the employees play within an organisation and their role in the family, hence considering both sides from life to work and work to life (Greenhaus, 1988 Dixbury and Higgins, 1991 Frone et al., 1997 Edwards and Rothbard, 2000 Shaffer et al., 2001).The United Kingdom is facing lots of political issues out from people living longer, the changes in the needs of men and women in the labour market in terms of private life and other ways of working. Lots of models have been framed to calculate the work life balance of both genders at various periods a nd requirements of life. Shelton (2006) created a ideational structure supporting role involvement and conflict to envisage the importance of strategies to disappoint the impacts of conflicts on balanced work culture or manoeuvring roles. This conflict is dogmaticly correlated with both organisational performance and family commitments. It is always considered that soaring levels of conflicts are evaluate for the female employees who have huge targets.2.8.1 SCIENTIFIC MODELFrederick Taylor (1911) proposed that every job possibly will be measured by the union of work completed and it is always linked with the number of pieces finished or piece rate. This theory is based on the concept that harder the employees work the more rewarded they are. Taylor considered that fiscal benefits serve as the motivational factor for the committed employees to work more efficiently and effectively.2.8.2 TWO FACTORS MODELFrederick Herzbergs two factor model or motivation-hygiene theory states ce rtain motivational factors that will have positive impact on the role of employees towards organisational development, like the good basic pay and evenhandedly work environment. It was considered that once these factors are in place it mechanically keeps up the strengths of the employees to work dedicated for the organisations and stays with the organisations for a long time.2.8.3 pecking order OF inescapablyThe above two theories were criticised by another great management guru, Maslow, where he showed that people needs to have certain basic needs like safe and secure workplace, emotional fulfilment, self esteem, relationship etc., to be with the organisation with their full committed minds and souls. This concept has gained its attraction since globalisation as it turned up many organisations to go international and grow correspond with the increasing technology and changing market culture.2.9 LONGITUDINAL EFFECTS OF globalisation ON WORK-LIFE BALANCEGlobalisation has changed the way the works are being carried out and it has changed the roles and responsibilities at each level of hierarchy, giving both positive and nix effects in their balanced life. This also includes the mental strength, changes in the physique, health effects, etc., which might be a reason out of its increased job pressure or imbalanced work-life.2.10 IS ORGANISATIONAL INTERVENTION IMPROVES WORK-LIFE BALANCE?The world smite economic crisis has given fears in the minds of workers at all levels of management and the management has restricted and reduced the spending on the organisational development in terms of employee benefits and other allowances, by considering cost effectiveness and cost bang-up programmes to effectively handle the risked finance to reduce the risk of being cut. The increased concern about the security, family preferences, the multinational organisations are trying to implement various strategies to effectively use their capital for the retention of its skille d and talented employees by providing balanced work-life.However, it is not the only remedy to be auctioned to gain a balanced work group (Harris and Brewster, 2003 Poelmans, 2005). In the perspective of employees, Work Life Balance is maintaining balance between the roles and responsibilities at home and at work. Work Life Balance is the principle that paid employment should be structured with domestic life and community involvement in the interests of personal and social social welfare (Heery and Noon, 2008). Work Life Balance is not only the time we spend working against non-working. It is about how employees use their time to relax, work and energies themselves and spends time with their family and kids (Morgenstern, 2008). It is considered that there exist a direct relationship between the work life balance of the employees and the organisational performance. Work Life Balance is considered as a strategic model to implement lots of Human Resource polices and rules in order to change the organisational atmosphere and organisational culture of how the hierarchy works, i.e., either in the perpendicular way or horizontal way, leading to satisfied employees and managed which in turn leads to organisational success and improved growth.Strategies of Work Life Balance in organisations includes roles and polices including flexible work arrangements, childcare, depends care and other personal and parental benefits (Blari-Hoy and Wharton, 2002 Hyman and Summers, 2004 De Cieri et al., 2005). It is considered that the widespread changes in work-life issues and changes in the workforce demography in developing and developed societies have increased issues of work-life balance (Fleetwood, 2007 Lewis et al., 2007). The increased pressure towards the multi skilled employees out from roles and responsibilities has changed the organisational environment and work culture (Campbell and Charlesworth, 2004). Emphasis on family is considered as more important and higher qual ity and any imbalance caused by work has a negative effect on both personal and professional life (Frone et al., 1992 Greenhaus et al., 2003 Singh, 2010).Every job is considered to have an element of fun and it gives satisfaction and merriment instead of stress and pressure. This directly and indirectly leads to the increased organisational output and innovation for the long strategic roles. The term has been in the field of Human Resource over the last two decades and it is considered a vital one in the developed and improve technological world. Work-Life balance is one of the major things to maintain balanced and motivated employees whom even monetary benefits cannot afford to improve the organisational performance. At times salary will not be an irresistible one to hold back the employees within the organisation as a committed employee, but the balanced work-life culture provided by the organisations will hold the employees with commitment till their retirement in the same orga nisation (Mehra, 2010). Human Resource plays a vital role in maintaining transparency to ensure that the office environment doesnt create pressure on their employees and their nature of work.Work-Life balance has been very famous for the last two decades where technology started encroaching peoples time more and more. It is considered that the term itself inherent some problem which presupposes a withdrawal among work and life. In United States most companies offer work-life balance programs to attain war-ridden advantage whereas in Europe and United Kingdom it is considered as a social responsibility but it is considered that both these terms are not different and the goals are intertwined wherein competitive advantage can be gained through recruiting skilled employees and retaining with socially responsible activities to enhance the reputation of the organisation.2.11 have-to doe with OF WORK-LIFE BALANCE ON EMPLOYEESEvery organizations sets their workplace to be more amiable than their rivals to gain the competitive advantage through satisfying the employees needs and wants by providing balanced work-life culture. Some organisations still believe on the importance of money for the employees as they consider only monetary benefits motivate the individuals to work committed. Some companies find increasingImpact of Work Life Balance on PerformanceImpact of Work Life Balance on PerformanceCHAPTER ONEIts all about quality of life and finding a happy balance between work and friends and familyPhilip Green, British billionaire businessman1. INTRODUCTIONIn cultured and well developed societies including both eastern and western countries the conflicts of work and life balance has been the main issue in the modern and globalised economy. Apparently, the need to maintain flexible work-life balance has become essential as the number of female workers and part time workers have gained more part in the growing globalised multinational organisations (Shelton, 2006). These conflicts are traditionally from societal norms which still requires a man to concentrate on careers rather than on family issues, and it works vice versa with the female members of the society who are supposed to take care of the family more rather than working towards their career options (Walker et al., 2008).The work-life pressures and conflict between personal and professional roles has become the primary area for researches to find the impact of organisational performance due to the imbalanced work-life culture and especially the source of disadvantages women faces in the corporate society. It can be justified as the focus was more on low payment, part-time work culture and absence at the top levels of business (Doherty, 2004).Some more researches of Human Resource and their roles argued that the work-life issue affects the living standards of their employees (Hammer et al., 2004 Shelton, 2006). It was also proved by Shelton (2006), that the working pattern affects the w ork-life culture and strategies to maintain a balanced structure and the organisational performance. In United Kingdom a variety of work-life balance rules and policies has been implemented by the Labour government since their three successive rules since 1997 (Lewis and Campbell, 2007).1.1 PURPOSE AND RESEARCH QUESTIONThe main purpose of this research work is to analyse the impact of work-life balance on the organisational performance, especially the retail sector (TESCO), which is operating at a huge scale in United Kingdom and Europe and moving internationally. The main area of this research concentrates on the shop floor workers who work in direct relation with their customers who are the main sources of income for the organisation. This study can be used by the Store Managers and Operational Managers of TESCO to develop and implement various needs and wants of their employees especially the shop floor workers in order to improve the organisational performance.The following ques tions are considered to be the main areas of my researchHow the imbalanced work-life culture affects the organisational performance in the retail industry (TESCO), whose main customers is the general public.This question leads to some sub-questions which need to be analysed in order to attain the answer for the main area of study, specificallyHow organisations handle work-life conflicts?Is there any influence on the work-life balance strategies on Human Resource and other management practices?What are the main strategies to maintain a balanced work-life culture?What are the main factors of motivation?Is there any relationship between work-life balance and organisational performance?My research is organised in a flow to understand the needs and wants of an employees who works in direct contacts with customers. In my first chapter the major definitions to terms, role of balanced work-life culture, and its importance in relation with Human Resource Management is discussed before moving to the literature part of my research work. In the next chapter the previous studies relating to my research work has been critically analysed to support my research work and moving down to methodology chapter to state how the data collection work was carried out to support my research. This chapter depicts the ways used to collect data and how it was interpreted. The last chapter of my research work is the crucial one and it analysis all the data and gives empirical results of my research study supported by recommendations and conclusion to my work.1.2 BACKGROUNDIn the developed countries, the work-life balance conflict has gained its prominence as the globalised world tends to increase the level of competition among the rival firms in the same sector. Hence, it is considered that Human Resource Management department has a role to play in maintaining a balanced work-life culture in order to motivate the employees to work committed for the organisational growth. The retail market i n the United Kingdom is expected to plunge by 15% by 2011 valuing over 312bn (Datamonitor, UK Retail Futures 2011), showing the slowdown in the annual growth and the increase in the operating cost which acts as the hindrance to utilise the limited available capital. The world economic crisis and changes in the spending perspective of the general public has changed the way the retail industry was operating. Thus, Human Resource is considered as the vital department to tackle this operational changes by finding right people for the right job and ensure they work committed for the organisational growth.Thus overall view of the retail industry has been a tough challenge for the HRM to provide high standards of training and development programmes to their employees. But at the same time it is necessary to understand the needs and requirements of the employees at the operational level who directly work with the end customers in order to provide quality services.TESCO, a leading supermarke t retailer in the food and non-food sector operating in United Kingdom and in 13 other countries around the world have more than 500,000 employees and moving rapidly with new and potential markets. This shows the importance of Human Resource Management to maintain a balanced work-life culture which will boost organisational growth. There are various motivational factors that gives job satisfaction and helps to maintain a balanced life, which has to be identified in order to concentrate on that to provide quality training and development needs.1.3 CONCLUSIONThis research work concentrates on finding the motivational factors and the level of awareness among the Customer Assistants who work in the shop floor of TESCOs to improve the training and development programmes. The current economic situation has spared the corporate with limited sources and hence it is not wise to spend lot of money on unnecessary and unwanted programmes. The researcher has used the time and resources to collec t and discuss some related topics in the literature review chapter before choosing his research methods. After the discussion about the importance of the objectives in the literature review the researcher moves to methodology chapter to know about the available methods and techniques to collect and analyse the data. At last the analysed data is used to interpret and conclude the argument to find out some recommendations for the organisation.CHAPTER TWOLITERATURE REVIEWA days work is a days work, neither more nor less, and the man who does it needs a days sustenance, a nights repose and due leisure, whether he be painter or ploughmanGeorge Bernard Shaw2.1 INTRODUCTIONThe role of Human Resource Management has increased lately, as the globe has become too small and the brands have moved internationally. This revolution in the global trade has increased the nature of job to be more time bound and customer oriented leaving the employees lot of stress to maintain a balanced work-life cult ure. Hence, it has become the primary role of Human Resource Department to train and develop their employees to maintain a balanced work-life culture. This chapter finds the literature research works that have been carried out in the past to support the research questions and aims and objectives of the research work.2.2 HUMAN RESOURCE MANAGEMENTThe Human Resource Management (HRM) is undergoing significant change in designing management systems to utilise the skilled human talents efficiently and effectively to attain the increased levels of organisational goals. All types of organisations, including from small to big, have to recruit, select, train and manage effectively to attain their individual and corporate goals. Hence, Human Resource is essential to fulfil the requirements of both side employees and employers. On the other hand HR has to abide by the legal systems that has been passed out by the government of the nation, and especially in case of international or multinational business firms. Therefore Human Resource Management is considered to be a vital management department whose prime responsible not only stick to recruitment and placing the employees under job, but extends from job satisfaction and retention till retirement, as they are the main capital of every organisation (Mathis and Jackson, 2007).The introduction of part time work culture in United Kingdom has been the cause for the improvement of HRM activities as the multicultural society faces lot of legal and other issues from social backgrounds. Especially the retail giants like TESCO, Sainsbury, Primark, and Marks Spencer are investing lot of their time and money to frame some strategic systems to maintain a balanced work culture which has its direct impact on the organisational performance (Maxwell et al., 2008). On the contrary some people take their employment as their career opportunity to grow within an organisational sector and works dedicated balancing both lives. In such cases th e Human Resource Management has to support their employees through training and development programmes to motivate them to go forward with their balanced work life.2.3 RETAIL INDUSTRYThe growing technology and internationalisation has been a challenge to most industries including the retail industry which operates all over the west and in direct relationship with their customers. This is one of the major industries which have close contact with the customers daily on face to face basis. Hence, this industry requires the employees to be have well balanced work-life culture to deal smoothly with their customers. Retail internationalisation has gained overwhelming focus during the recent years, as the concept of globalisation has attained maturity. This concept has given the well-established retailers like TESCO, Sainsbury, Wall-Mart, etc., to move into international markets with their strong domestic success. The new concepts in the Human Resource Management and the development in the globalisation has given lots of challenges to maintain employees at peace across culture and across global and international laws (Burt et al., 2005). Until late 1990s products were central to some organisations, including both intangible and tangible assets. Traditionally manufactures were concerned about the designing and production of goods, whilst retailers were engaged in gathering the products for directly selling to the customers.Moving forward with the economic and cultural changes, the way the retailers work have been changed from just retailing the products and services to manufacture, market, and sell their goods and services and make it available to customers at all convenient levels. Thus the retail market has widened its business from selling to overall business opportunities. The retail industry has split further into various sectors and includes various types of products and contributing a major chunk to the Gross Domestic Product (GDP) of United Kingdom, both in th e production output and employment rate (Varley, 2001). This evolution of retail business in the west especially in the Europe and United States has given lot of opportunities to the retail business to set up lots of projects under pipeline. This developed the construction and food industry in the United Kingdom and in most European countries. The development in the retail industry has widened the opportunities for the international students and the locals studying in United Kingdom. The retail industry in-spite of recession is doing good and pushing the economy from recession to recovery. During 2007, retail industry has produced the highest return in the property business. The retail business has increased the existence of shopping centres accommodating lots of restaurants, entertainment and other complexes which attracts a huge customer base (Dijkman, 2008).The 2007-2008 economic crisis had shaken the entire industry from its development. Though the economic hit was hard, the ret ail industry jumped out from the storm to lead the economy towards recovery. The growth of high street business was slowed down during March 2009 and thereon, whereas more than 13% of retailers showed stronger sales during this period when compared to the same period a year ago in 2007. This proved the consumer spending is more in the retail industry and its plays an important challenge to the Human Resource Management to rightly take up this opportunity to develop their business. Hence Human Resource works out to fix employee satisfaction and employees benefit to increase their operational output (Wade, 2010).2.4 ORGANISATIONAL CULTUREHuman Resource department has become the back bone of every organisation, and it is vital for the employees to know how it operates. In others view it is urged that Human Resource is an evil, a bureaucratic force enforcing unnecessary rules and regulations, restricting innovation and hinders the required changes. The Human Resource department is respo nsible in finding the suitable hires for the right job at the right time, which is considered as one of the main reason for increasing job stress and unsatisfactory level of performance (Mathis and Jackson, 2007). Any strategic activity by HRM is done once it has identified and analysed thoroughly the surroundings or environment where it operates. Hence, organisational culture plays a vital role in maintaining work life balance among its employees (Torrington et al., 2005). Human Resource Management (HRM) is considered as the basis of all management and not as the basis for business activity.The old organisational culture of depending on product or services offered by them to increase the organisational performance does not hold well in modern developed economy. The employees or workers of the company are considered as the major asset to increase the organisational performance and brand image in the market. Managing these resources has to be done constantly by balancing the organisa tional needs and employees needs that work together to attain the corporate objectives. The changes in the workforce and expectations among the employees and companies HR managers have to work innovatively to convert their organisational background or culture a more friendly and efficient. Especially the employees working in the retail market is considered as the important market in the United Kingdom and are forms the major workforce (Boone, L., and Kurtz, D., 2008).2.5 E-HUMAN RESOURCE MANAGEMENTThe modern technological world has witnessed changes in the policies and practices that have been followed in old organisational culture. It is very important for all brick-and-mortar organisations to adopt changes out from the introduction of electronic and web based practices, as the newly introduced web based practices changed the business-to-business practices, the activities of a marketplace, changes in the supply chain, and acts as a catalyst for business. These changes provide HR ma nagement with lots of challenges to maintain value in the system to attract the employees and make them satisfied with their work culture in order to maintain a balanced work-life culture to improve the organisational performance. The dot com business has changed the way the business was carried out and it has given a challenging work culture to the employees in all major sectors including the retail market. This revolutionary age has been the reason for Enron to file bankruptcy, and internet age is growing together with the business and globalisation and not going down. The growth in the B2B business and B2C business has enhanced the usage of eHRM within and outside the organisation. This has been a challenge to maintain work-life balance as this web based technology has introduced work from home culture, any time availability for work, etc., which disturbs the personal life at every moment (Torres-Coronas and Arias-Oliva, 2005).2.6 WORK LIFE BALANCEWork-life balance is usually vie wed as the lack of work-life conflict or mostly the strength in which where work life interferes with family life or vice versa (Grzywacz and Carlson, 2007). Work-life balance relates to the absence of conflict in their personal and professional life (Clark, 2000) as satisfaction and committed and dedicated work without any role conflicts (Guest, 20002). Shaw (2003) has stated that work-life balance extents to individuals who are engaged equally and fully satisfied in both places. It is also considered as a global assessment that work resources meet family demands, and family resources meet work demands such that participation is effective in both domains (Voydanoff, 2005 Grzywacz and Carlson, 2007). Work and leisure is no longer related to any certain kind of jobs or market, and it has become an international requirement for every organisation to compete with their rivals and maintain a satisfied employees group (Lewis, 2003). In terms of United Kingdoms department of Trade and Ind ustry, Work-Life balance is defined as the about adjusting working patterns regardless of age, race or gender, so everyone can find a rhythm to help them combine work with their other responsibilities or aspirations (Maxwell, 2005).It is always considered that the work-life balance is very essential to maintain a health working conditions for the organisational benefit and for the benefit of its employees (Barnett, 1998 Edwards and Rothbard, 2000). Similarly, it had been proved by so many research works that the conditions of work life balance have its impact on the performance of the organisation (Kersley et al., 2005 Bureau of Labour, 2007). To maintain work and life a in a balanced scale, there are so many factors and so many persons to play in maintaining balance and harmony of their employees (Allen et al., 2006).Work life balance concerns on employees having a measure to control about where, when and how they work (Clutterbuck, 2003), and the new policies are initiated in stre ngthening the work life balance in United Kingdom and European Union (DTI, 2002 Lewis et al., 2003) and it has been argued that the employees should co-ordinate various aspects of professional and personal life to have a balanced life. After the introduction of globalisation in the economy, most organisations including the retail firms have started to move across cultures and across oceans to increase their presence and customer base. So, it has seen an intense increase in the working peoples working hours and their working life, which has both positive and negative impact on individuals professional and personal life (Lewis et al., 2003 Bryson et al., 2007 Bulger et al., 2007 Fereday, 2007).This term work-life balance has come out to replicate the concerns the working individuals face to manage their lives equally to improve the living conditions of the society and the performance of the organisation (Greenblatt, 2002 de Cieri et al., 2005 Pocock, 2005 Bryson et al., 2007, Fleetwoo d, 2007, McDonald et al., 2007). The retail industries have grown to support the community and it has converted the main stores to provide 24/7 services to the society (Pryjmachuk and Richards, 2007). Supple working conditions facilitate autonomy in work place and it improves work-life balance of the employees (Barriball et al., 2007 Dwyer et al., 2007). Many organisations tout work-life balance as a value, and always the workaholics are given more rewards and respect. But this concept holds no good any more as the introduction of globalisation and its cultural impact has turned the organisations to show more interest in maintaining work-life balance for its employees. The modern era has created more leaders to pay their attention towards work-life balance and they moralize the good value of upholding a balanced life inside and outside the organisation.It helps to improve more productivity while at work. Work and family issues are not the case during survival farmers and their famil ies worked together to make a living. It has started once the family units made a male breadwinner for their house-wives. It was stated that during world war II, when most of the men in the west are out for war, the women population of more than70% were in the workforce, including pregnant women, which had been a hot topic of those times to maintain balance between their family commitments and to make a living (Shilling, 2009). It is very important to maintain a good balance especially when the employees have kids and old people to take care at home.In the views of Shelton (2006), work-life disagreement is the form of inter-role issue starting due to stress originating from one or more roles and responsibilities. The bonus, pay and other options are great but at the same time every job has got its roles and responsibilities that gives pressures and has direct and indirect effects on the personal and organisational life. This depends on the leadership and managerial skills of the man ager who manages the team (Flaum, 2009). Especially women employees are considered more sentimental and dedicated towards their personal and professional life and have less free time as they are tied up with family and society. Shelton (2006) created a hypothetical framework on the constructs based on role conflicts and role involvement to positive plans the effective strategies to reduce work-life conflicts, through influencing roles. The work-life conflict reduces the well-being of the organisational culture and gradually affects the overall organisational performance.2.7 HISTORICAL OUTLOOK OF WORK-LIFE BALANCESince the introduction of globalisation and free trade, organisations started to move globally and freely with fewer restrictions on investments in the outside market and this has changed the roles and responsibilities of HRM. Originally the issue of work-life was considered as a problem between family and work (Lewis, 2003), and eventually it was argued that its not the iss ue between work and life, but between the organisational performance and employee satisfaction and dedication towards work. Furthermore the working timings of the employees were considered as one of the major issue to maintain a balanced work culture and they have introduced flexitime to challenge this issue. This issue broadened along men, women, families, and cultures of the organisations (Bird, 2006). Major research work considers individuals as a unit (Family or Team) and not as separate individual who works without any relationship with their sub-ordinates. Traditionally it is viewed as the absence of conflict among work and family, or the level of intensity or frequency of work interfering family or vice versa (Grzywacz and Carlson, 2007).2.8 GLOBAL AND DOMESTIC WORK-LIFE BALANCE MODELSIn many contexts it is considered whether the domestic models hold good in international podium, where the globalisation has changed the international business are carried out. In the global con text the main issues to be examined is whether work interferes with life on certain outcomes. In United States it has been proved that the domestic work interferes more on personal life than in any other country, but in other global environments it is considered that personal life interfere with work. This depends on the responsibilities and roles the employees play within an organisation and their role in the family, hence considering both sides from life to work and work to life (Greenhaus, 1988 Dixbury and Higgins, 1991 Frone et al., 1997 Edwards and Rothbard, 2000 Shaffer et al., 2001).The United Kingdom is facing lots of political issues out from people living longer, the changes in the needs of men and women in the labour market in terms of private life and other ways of working. Lots of models have been framed to calculate the work life balance of both genders at various periods and requirements of life. Shelton (2006) created a notional structure supporting role involvement and conflict to envisage the importance of strategies to lower the impacts of conflicts on balanced work culture or manoeuvring roles. This conflict is positively correlated with both organisational performance and family commitments. It is always considered that soaring levels of conflicts are expected for the female employees who have huge targets.2.8.1 SCIENTIFIC MODELFrederick Taylor (1911) proposed that every job possibly will be measured by the amount of work completed and it is always linked with the number of pieces finished or piece rate. This theory is based on the concept that harder the employees work the more rewarded they are. Taylor considered that monetary benefits serve as the motivational factor for the committed employees to work more efficiently and effectively.2.8.2 TWO FACTORS MODELFrederick Herzbergs two factor model or motivation-hygiene theory states certain motivational factors that will have positive impact on the role of employees towards organisational d evelopment, like the good basic pay and clean work environment. It was considered that once these factors are in place it automatically keeps up the strengths of the employees to work dedicated for the organisations and stays with the organisations for a long time.2.8.3 HIERARCHY OF NEEDSThe above two theories were criticised by another great management guru, Maslow, where he showed that people needs to have certain basic needs like safe and secure workplace, emotional fulfilment, self esteem, relationship etc., to be with the organisation with their full committed minds and souls. This concept has gained its attraction since globalisation as it turned up many organisations to go international and grow parallel with the increasing technology and changing market culture.2.9 LONGITUDINAL EFFECTS OF GLOBALISATION ON WORK-LIFE BALANCEGlobalisation has changed the way the works are being carried out and it has changed the roles and responsibilities at each level of hierarchy, giving both positive and negative effects in their balanced life. This also includes the mental strength, changes in the physique, health effects, etc., which might be a reason out of its increased job pressure or imbalanced work-life.2.10 IS ORGANISATIONAL INTERVENTION IMPROVES WORK-LIFE BALANCE?The world worst economic crisis has given fears in the minds of workers at all levels of management and the management has restricted and reduced the spending on the organisational development in terms of employee benefits and other allowances, by considering cost effectiveness and cost cutting programmes to effectively handle the risked finance to reduce the risk of being cut. The increased concern about the security, family preferences, the multinational organisations are trying to implement various strategies to effectively use their capital for the retention of its skilled and talented employees by providing balanced work-life.However, it is not the only remedy to be auctioned to gain a balanced w ork group (Harris and Brewster, 2003 Poelmans, 2005). In the perspective of employees, Work Life Balance is maintaining balance between the roles and responsibilities at home and at work. Work Life Balance is the principle that paid employment should be integrated with domestic life and community involvement in the interests of personal and social well-being (Heery and Noon, 2008). Work Life Balance is not only the time we spend working against non-working. It is about how employees use their time to relax, work and energies themselves and spends time with their family and kids (Morgenstern, 2008). It is considered that there exist a direct relationship between the work life balance of the employees and the organisational performance. Work Life Balance is considered as a strategic model to implement lots of Human Resource polices and rules in order to change the organisational atmosphere and organisational culture of how the hierarchy works, i.e., either in the vertical way or horiz ontal way, leading to satisfied employees and managed which in turn leads to organisational success and improved growth.Strategies of Work Life Balance in organisations includes roles and polices including flexible work arrangements, childcare, depends care and other personal and parental benefits (Blari-Hoy and Wharton, 2002 Hyman and Summers, 2004 De Cieri et al., 2005). It is considered that the widespread changes in work-life issues and changes in the workforce demography in developing and developed societies have increased issues of work-life balance (Fleetwood, 2007 Lewis et al., 2007). The increased pressure towards the multi skilled employees out from roles and responsibilities has changed the organisational environment and work culture (Campbell and Charlesworth, 2004). Emphasis on family is considered as more important and higher quality and any imbalance caused by work has a negative effect on both personal and professional life (Frone et al., 1992 Greenhaus et al., 2003 Singh, 2010).Every job is considered to have an element of fun and it gives satisfaction and pleasure instead of stress and pressure. This directly and indirectly leads to the increased organisational output and innovation for the long strategic roles. The term has been in the field of Human Resource over the last two decades and it is considered a vital one in the developed and improve technological world. Work-Life balance is one of the major things to maintain balanced and motivated employees whom even monetary benefits cannot afford to improve the organisational performance. At times salary will not be an attractive one to hold back the employees within the organisation as a committed employee, but the balanced work-life culture provided by the organisations will hold the employees with commitment till their retirement in the same organisation (Mehra, 2010). Human Resource plays a vital role in maintaining transparency to ensure that the office environment doesnt create pressure on their employees and their nature of work.Work-Life balance has been very famous for the last two decades where technology started encroaching peoples time more and more. It is considered that the term itself inherent some problem which presupposes a separation among work and life. In United States most companies offer work-life balance programs to attain competitive advantage whereas in Europe and United Kingdom it is considered as a social responsibility but it is considered that both these terms are not different and the goals are intertwined wherein competitive advantage can be gained through recruiting skilled employees and retaining with socially responsible activities to enhance the reputation of the organisation.2.11 IMPACT OF WORK-LIFE BALANCE ON EMPLOYEESEvery organizations sets their workplace to be more attractive than their rivals to gain the competitive advantage through satisfying the employees needs and wants by providing balanced work-life culture. Some organisat ions still believe on the importance of money for the employees as they consider only monetary benefits motivate the individuals to work committed. Some companies find increasing

Greeces Policies to Improve Employment Rates

Greeces Policies to Improve Employment enumerates inceptionIn the attached hold in the references, it is shown that Greece has succumbed to a unkept engagement order since the financial crisis that has impinge oned them in 2007. It is reported that Greece has reached an all-time luxuriously un involution tempo of 28% in November 2013 and has not been improving as of deeply till the point in which the article was written in February 2014. The article as well as states the contrast of Greeces un economic consumption rate to the average rate of unemployment in the euro-zone, which is more than double in percentile. In this assignment, I go awaying be discussing the unemployment issues that watercoursely impact Greece. economical Concepts IdentifiedFactors affecting unemployment in Greece will be discussed. The precise economic definition of unemployment consists of unemployment falling into one or more of these factors, without turn even after actively searching for a anc estry for four weeks, waiting to be called back to a romp in which he or she has been laid off, or waiting to uprise a in the buff job within 30 days.Firstly, we will belief at the gross domestic product order of Greece. By identifying the historical and current GDP order of Greece, we would be able to identify an inflationary (GDP increases) or a ecological nicheary (GDP decreases over two quarters) deliverance. Using this information, it will explain legitimate levels of unemployment in Greece depending if its a recessionary or inflationary economy. recessionary economy in the main has a soaringer unemployment rate referable to little resources being used, and inflationary would be vice-versa.Secondly, a few different unemployment rates will be used to provide further statistical epitome of unemployment in Greece. There atomic number 18 three rates that will be used the unemployment rate in general (percentage of labour force that is vacant) , the long-run unemplo yment rate (unemployed people who give up been unemployed more than 27 weeks), and the young personfulness unemployment rate (unemployed people who are between 16-25 years old).Thirdly, the different types of unemployment will be explained and their subsequent effects on Greece. There are generally three types of unemployment, frictional, structural, and alternate(prenominal). Frictional unemployment stems upon the normal labour commercialize spellover. Structural unemployment is unemployment due to changes in technology and the increase in foreign competitors which may affect the skills required and/or a change in location. Cyclical unemployment is unemployment that occurs during a recession.Lastly, we will be looking at the policies implemented by the organization of Greece to curb this problem of unemployment.Application of Economic ConceptsWhat Does GDP Indicate in Greeces Economy?Based on the graph attached above, Greece can be seen to comport been going through a toug h period of recession stemming from the global financial crisis in 2009. This also indicates that Greece is dipping towards the trough of their business cycle. In a recession, there is a slowdown in production getup of the country. This is because the output per worker or productivity falls steadily make an increase in production cost per product. This will in turn induce a dip in profits of firms which will unavoidably reduce their labour force to compensate with their reduced output. This has caused a severe increase in unemployment rate from the crisis. Such unemployment caused by the recession is broadly speaking labelled as cyclical unemployment. However, structural employment will also be affected as there will be businesses modify out of Greece as it is not profitable to retain their business there, causing loss in job opportunity and employment.What does unemployment rates indicate in the Greece Economy?We will zoom in directly to the three rates of unemployment, unempl oyment rate of Greece currently (26.4%), long term unemployment rate (19.9%), and youth unemployment rate (51.5%). These various unemployment rates can be perceived to being cyclical in nature due to the recession. These rates are abnormally high due to the long recession and the fact that Greece has incurred a vast criterion of debts and even required bailouts by the euro-zone. This is also an indication that the Hellenic economy is uncompetitive. Rising wages have not been matched by rising productivity. The lose of competitiveness has led to a fall in demand for Greek goods and a very large current account deficit (imports great than exports) which has in turned caused many firms to close, reducing job vacancies and further change magnitude unemployment rate of the country. Youth unemployment and long term unemployment rates have remained everlasting due to the fact that the Greek economy has no vacancy for sporty or previously laid-off workers due to the low tolerance of low productivity (hiring these people imposes a great amount of risk.Policies the Greek political relation has undertaken to reduce unemploymentWhile the origins of the significant recent rise in long-term unemployment are predominantly cyclical in nature, targeted policies to assist the long-term unemployed are likely to be necessary even once jobs recovery is underway. In the first place however, labour market and social policies have a key role to play in counteracting the risk that the frizzy jump in unemployment becomes persistent by promoting a quick reintegration of jobseekers into employment and enhancing their skills to enable them to move into more productive jobs when the recovery gathers speed (OECD, 2009).Unemployment well-beings are available in Greece, but they are generally conditional upon indemnification contributions. In terms of international comparison, benefits are low and take-up is especial(a) (Karantinos, 2011). The main unemployment benefits provide income replacement at a flat rate of EUR 360 (slightly less than half of the current level of the minimum wage) for up to a maximum of 12 months of unemployment. Unemployment benefits are only available to those who have do unemployment insurance contributions and to those aged 45-65 under very strict conditions. Those who have never been in work (examples are unemployed young people without work experience) fall outside the system.Greece has stepped up efforts to assist the unemployed since the start of the recession. jibe to the latest Greek National Reform Programme (2014), the focus of employment policy is on a more efficient use of resources and reallotment of resources, in order to both improve labour market outcomes, and in particular youth labour market outcomes, and to enhance the economic sectors with reaping prospects. The main rationale behind the policies currently being implemented by the public employment service (PES) is the boosting of job creation and job rete ntivity mainly through the reduction of non-wage cost. For this purpose, the PES has launched a series of policies. These policies have the double benefit that they encourage the access of unemployed persons to the labour market and discourage undeclared work.There is also a package of measures that is think to facilitate the access of young people and recentcomers to the labour market. These include (a) a work experience programme in the private sector (b) a programme subsidising enterprises for the recruitment of young graduates up to the age of 35 years, (c) counselor and career orientation services, aiming at enhancing employment prospects, (d) programmes to enhance youth entrepreneurship, and (e) vocational and educational training programmes in priority areas of economic activity (construction, tourism, new technologies, etc.).ConclusionBasically in response to the newspaper article and current macroeconomic research, it shows that despite Greeces policies to improve the un employment rates, it has not improved very much since the global financial crisis. In conclusion, the Greek economy faces two major challenges. The first is the need for strong economic recovery to increase job opportunities, and create constant job expansion mainly to facilitate the youth unemployment. The second is the need for policies to address labour market problems to increase the strength in matching of job seekers to new job openings and to assist in the labour market adjustment of the long-term unemployed, so as to prevent the high increase in unemployment from becoming structural.ReferencesBBC News,. (2014).Greece jobless rate hits new record. Retrieved 13 October 2014, from http//www.bbc.com/news/business-26171213Greek National Reforms Programme 2014. (2014). Retrieved 13 October 2014, from http//ec.europa.eu/europe2020/pdf/csr2014/nrp2014_greece_en.pdfKarantinos, D. (2011). Adapting unemployment benefit systems to the economic cycle, 2011.European Employment Observat ory Review.OECD employment outlook 2009 Tackling the jobs crisis. (2009). Paris, France Organization for Economic Cooperation Development.Stevis, M. (2014).Greeces Older Men May Never Work Again.WSJ. Retrieved 13 October 2014, from http//online.wsj.com/articles/older-greek-men-feel-pain-of-job-losses-1407543506Tradingeconomics.com,. (2014).Greece Unemployment Rate 1998-2014 Data Chart Calendar Forecast. Retrieved 13 October 2014, from http//www.tradingeconomics.com/greece/unemployment-rate

Looking At The Maybank ATM Machines

Looking At The Maybank standard atmosphere MachinesMaybank was founded by Malaysian vexation tycoon Khoo Teck Puat, who died in 2004. Amirsham Abdul Aziz. Dato Sri Abdul Wahid Omar was offici completelyy appointed as chairman and CEO of Maybank Group in May 2008. (http//www.maybank2u.com.my/)Today, it is the largest fiscal run theme in Malaysia. Its extensive increases and renovations entangle commercial banking, enthr onenessment banking, Islamic banking, onshore banking, leasing and hire purchase, insurance, factoring, trustee assistances, asset caution, stock broking, nominee serve, sham great(p) and Internet banking. (http//www.maybank2u.com.my/)Maybank currently ranks among the carousel five banks in ASEAN, and is a Qualifying Full Bank (QFB) in Malaysia. For the convenience of Maybank clients, all Maybanks 374 classify self-confidences and to a great extent than 2,800 ATM machines be strategically fit(p) in two the stage business districts and suburban e states.( http//www.maybank2u.com.my/)Today, Maybank proudly stands above its peers as Malaysias flagship monetary serve grouping in a vibrant, untouchable and risquely hawkish banking and monetary serve landscape. Total assets of the Group stand at RM310.7 billion.( http//www.maybank2u.com.my/)2.0 interiorChiefly, the environmental factors argon categorized into two divers(prenominal) groups, they atomic turn 18 internal and outer. Internal factors be taken place within the boundaries of organisation. Specifically to the case of Maybank, on that point be a few(prenominal) signifi give the axet internal factors that they ar subject to go away be examined much(prenominal) as products and services, vision and guardianship, overdress abbreviation, and lead.2.1 SWOT analysisStrength tumescespring cognize bank 374 showtime maps in Malaysia. to a greater extent than 2,800 ATM machines Correspondent banking relationship with 700 foreign banks finished fall o ut the world. Strong writ of execution where it was listed second largest in Malaysia Stock interchange and Bursa MalaysiaWeaknesses-Inefficient Service and scurvy guest Service. Have to pay huge amount of silver to stakeholderOpportunities-experts in the manufacture and shares their experience with the employee Maybank get under ones skin many other investments from other companiesThreat economic slowdown like right at a time where stalling economies are disconsolate for the banking sectorTable 1.0 SWOT analysis2.1.1STRENGTHSIt is a sound known bank where it have oer 374 branch office and more than 2,800 ATM machines. Correspondent banking relationship with 700 foreign banks throughout the world. It as fountainhead have assortment in product where they provide possibleness report, giving loan, credit tantalises, investment insurance, and Islamic banking.(http//www.maybank2u.com.my/)Strong per ca-caance where it was listed second largest in Malaysia Stock Exchange and Bursa Malaysia and Maybank workforce come from a multifaceted background of skills, disciplines, experience and exertion knowledge to create talented teams of idea generators.2.1.2WEAKNESSESInefficient Service and poor node service, for example Maybank does not have bank systems be alter with built-in hostage de wearment features to verify their guests explanations and details without having to rely on a piece of physical paper with a signature. This would stool customer harder to counterchange over card or change floor if go to different branch. This multifariousness of service is totally unacceptable in todays hawkish world where era equals money.Have to pay huge amount of money to stake where dividend payout dimension (of 60%) to the stakeholders. They set policy to pay dividend of 60% percent of their amplification as the long term policy.2.1.3OPPORTUNITIEGrowth of existing tradeplace where Maybank is experts in the application and shares their experience with the employee so by then they tooshie open further in the industry.Maybank have many other investments from other companies and boom its operations in Vietnam, China, Philippines and India. (http//www.maybank2u.com.my/)2.1.4THREATSEconomic slowdown like right now where stalling economies are bad for the banking sector as it impedes loans growth which is the sectors carbohydrate and butter (borrowers become more cautious) and it stirs up bad loans (due to the burden of cost increase borrowing cost) which in turn erodes a banks financial comfort.) The job is make harder by a brutally competitive landscapeHSBC and how it has grown from the Hong Kong and move Banking Corp in the past to becoming a truly globose bank today. They were even been bold enough to venture into Islamic Banking and created HSBC Amanah at a time when approximately banks, especially foreign ones, were figuring out what Islamic Bank was all about and were skeptical.(http//www.hsbc.com.my/1/2/ in-person- banking/deposits/basic-current-and-amanah-basic-current-account-i)2.2Product and serviceMaybank product and service range includes commercial banking, investment banking Islamic banking, offshore banking, insurance and takaful, factoring, trustee services, asset counselling, stock broking, nominee services, venture capital and internet banking.Maybank has consistently set tender benchmark for the product and service delivery by achieving many prototypals in the industry which include the jump to introduce a rural credit scheme, mobile banking services, internet banking and due financing on a non-recourse basis.( http//www.maybank2u.com.my/)The product is knowing to satisfy a certain require and normally is sold in a competitive environment and so that product success is very much drive by market forces and mustiness compete on cost, persona in the board sense, and delivery time.(Derek L.Waller 2003,page 147)In an effort to reinforce service quality standards and continuou sly promote service excellence, the Maybank implements various curriculums such(prenominal) as customer sales, and service learning programmes, service standards monitoring, and customer surveys.In Maybank, it has several different type of savings account services provide to the customer. typeface for the savings account products are Golden Savers Saving Account, specially tailored for senior citizens, retirees and those training for early retirement. This account offers high returns and a host of other benefits and discounts meant to fire your golden years. Yippie saving account a saving account designed for children aged below 18 years old.Children discount start an account with as little as rm1, and love monthly dividend on a profit-sharing basis. (To get more info, beguile discover to vermiform process 1 and appendix 2) (http//www.maybank2u.com.my/)2.3 Vision and missionVisionThe visions of Maybank are To be a lead regional financial services group by 2015.MissionAn m akeup direct to have effective operation management effort must have Mission, it will help them knows it is going and provide boundaries and focus for brass section. Maybank mission are1) To be the top five financial services group in South/South East Asia, by size andPerformance.2) unquestioned leadinghip in Malaysia, across all high margin/profitable products/segments3) Truly regional organization, with 40% of gross loans derived from internationaloperations4) learning for delivering modernistic and superior survey proposition to customers5) Top quartile employer of talent in each of our markets.(http//www.maybank2u.com.my/)(To get more information please refer to appendix 3)Figure 1.0 Leap 30 Performance purifyment Programme2.4 LeadershipMaybank is committed to inculcating a leadership nicety which not only encourages high impact chat but alike reputes ideas and feedback. Active communication is the key to ensuring Maybankers are well-informed and knowledgeable about the Groups operations, business strategies and management findings.As part of Maybank vision to create world-class managers, Maybank have a robust Leadership Model built on the leadership ism and competencies that are required to support the Groups aspirations. Maybanks leadership philosophy describes the essence of a great leader guided by the corporate values of teamwork, integrity, growth, excellence, skill and relationship building. The leadership competencies serve as a guideline for judgement of leaders and reiterate the six core competencies that every Maybank leader should have. These are strategic thinking, a spirit for achievement, powerfulness to develop talent and browse relationships, being customer-centric and the desire to innovate and change. (http//www.maybank2u.com.my/)In order to increase the strong point of maybank staff, a Mentoring programme was introduced for the succession plan candidates of identified C- meete positions. Foundation programmes within M aybanks Personal Managerial Effectiveness Learning Roadmap were also structured for door level and executive positions while intermediate programmes were targeted at team leaders and new managers. The advanced programme promotes a talent development culture which places emphasis on leadership across all boundaries. One such example is the Maybank Great Manager (MGM) programme aimed at improving managerial skills, capabilities and knowledge. In 2009, a total of 103 Human Capital workshops involving the participation of 2,000 managers were completed.(http//www.maybank2u.com.my/) Maybank one-year report 20093.0External3.1Political and LegalThe operations of Maybank are affected by the government policies on the regulations of banking industry. Currently government are dominateling the marketing of banking industry beca consumption of responsible for promoting a stable monetary and financial structure.. Governments also control the license condition for open the banking industry an d other legislation need to follow such as Central Bank of Malaysia act 2009,Banking and monetary Institutions Act 1989(BAFIA), and Exchange Control Act 1953. (http//www.bnm.gov.my/index.php?ch=14)Good relationship with government in giving mutual benefits such as employment and tax is a must for the association to succeed in any foreign market. Maybank should also protect its workers by ensuring all the hiring, compensation, training or repatriation is according to Malaysian Labor Law as stipulated. mannikin Wages, salaries, bonuses and social security contributions are recognised as an expense in the year in which the associated services are rendered by employees of the Group and the Bank.(http//www.maybank2u.com.my/)3.2EconomicsThe year 2009 was tough would be an under literary argument given the upheaval created worldwide as a result of the worldwide financial crisis that saw financial giants fail or requiring Government support. In these tall(prenominal) times, Maybank rem ained nimble and strong. Maybank was able to withstand the challenges of a highly stressed and competitive operational landscape given its strong capital and fluidness position, and continue to play a significant role in ensuring that credit the Great Compromiser available to help the Malaysian economy and to support Malaysian business and consumer economic activities. Example For the year ended 30 June 2009, Maybank recorded higher(prenominal) revenue of RM10.5 billion compared to RM9.6 billion last year. However, net profit was deject at RM691.9 one million million million compared to RM2.9 billion recorded in the previous year. The start profit was largely due to higher loan loss provisions, interestingness on the additional RM9.1 billion securities and subordinated debts issued in 2008 as well as the impairment charges in relation to its investment in BII and MCB Bank of RM1.62 billion and RM353 million respectively. Excluding the impairment charges and the reversal of the allowances for the non-refundable deposit for the BII acquisition, Maybank Groups core profit subsequently tax stood at RM2.18 billion. ( (http//www.maybank2u.com.my/)( To get more information please refer to appendix 4)3.3 SOCIALThe changing lifetimestyles of Malaysia due to development of Malaysian economy should be also taking into consideration. While more people are able to purchase car and house, there are a descend of ho utilise loan and hire purchase packages that have been developed in the market to suit the occurrence needs of the borrower. They want to have greater innovation, value, quality in services and more conveniences that can say one bank from another. Besides that, Consumers want technology in their life and facilities such as credit card wages, online banking channel for hires or opening a bank account. All these needs should also be taken into consideration. For example Maybank online portal has the largest number of payee corporations. Close to 700 types of bills can be remunerative via Maybank2u.com (http//www.maybank2u.com.my/)3.4TechnologyTechnology is widely recognised by various literatures on strategic management (Capron and Glazer, 1987 Johnson and Scholes, 1993).Over the past few decades the impact of technology, in particular information technology, is undisputed in almost every aspect of banking industry. Currently, Maybank is the established market leader in online banking in Malaysia, with the largest user base of 3.8 million customers and the highest number of web based product offerings online. Maybank2u.com was voted as the Best strike off for Banking Online and was awarded the Brand Laureate apportion by the Asia Pacific Brands Foundation. Besides that, Maybank employ the modish in encoding technology to control strongty and confidentiality of your transactions.3.5EnvironmentalMaybank has a strong policy that supports environmental issues. Maybank efforts to reduce its carbon footprint encompass some(p renominal) its operational as well as product offerings.In passing(a) operations, environment-friendly practices are constantly encouraged. This includes recycling of paper, electronic communication, utilising energy-saving practices for lighting and air-conditioning as well as centralised printing to reduce use of individual printers and consumables. Example in introducing new products, Maybank is offering more paperless transactions, implementing electronic payment and online statements. The new American Express Gold reference card provides online statements, while the nations first Online Bill Presentation service with Tenaga Nasional Berhad introduced electricity bill statement and online payment via Maybank2u.com.( http//www.maybank2u.com.my/)Task24.0 Influence of policies and decision making on E- businessE-banking is defined as the automated delivery of new and traditional banking products and services directly to customers through electronic, interactive communication chan nels. E-banking includes the systems that enable financial institution customers, individuals or businesses, to vex accounts, transact business, or obtain information on financial products and services through a public or private engagement, including the Internet. Customers access e-banking services using an intelligent electronic device, such as a individualized computer (PC), personal digital assistant (PDA) or automated narrator machine (ATM).( Institut Bank Bank Malaysia)4.1 Influence of policies and decision making on E- business to customer4.1.1ATM (automated teller machines)Automated teller machines providing banking services, in particular cash dispensing service which facilitate direct withdrawals from deposit accounts and check account balance at previously unfeasible location and time. ATM are efficient in dispensing controlled amount of cash rapidly and accurately. To move customer to more efficient delivery channel, ATM handle other unproblematic transactions, whi ch are often categorized as being of low value to the bank.(Institut Bank Bank Malaysia)Maybank provide more than 2,800 ATM machines are strategically located where customers require cash to make purchases, such as at shopping centres, PETRONAS petrol service station or outside the branch premises. Maybank customers are able to conduct banking transactions after normal office hours. Maybank ATM performs banking transactions including cash withdrawals and funds transfers at customer pet time convenient access to cash, in topical anesthetic currencies, when customers are overseas. .( http//www.maybank2u.com.my/)4.1.2E statementWith the growth and maturity of online statement delivery, paperless statements are fast becoming the norm in the banking industry. Paperless statements under different service tags ranging from E-Statements, Email Statements, PDF Statements and Online Statements. Paperless statement can be made available through emails, e-banking services or over websites and are usually free of charge.Maybank bank is offering more paperless transactions, implementing electronic payment and online statements Example the new American Express Gold cite card provides online statements, while the nations first Online. Customers are also being to switch to online statements instead of receiving printed copies. It is palmy n convenient for customer to tracking personal financial and mange personal account online any time. (http//www.maybank2u.com.my/)4.1.3Credit card(online transaction)A plastic card that allows a person to purchase goods and services by paying with money borrowed from a creditor. The borrower then repays the credit card company, often with interest. The borrower doesnt always have to pay interest, because paying the debt off on time might not result in interest being charged.http//157.166.255.31/2009/LIVING/studentnews/03/15/financial.glossary/index.htmlCredit card is often the most convenient method around when customers need to buy somet hing important or when customers need to fund an emergency that occurs. Maybank offers a wide variety of credit cards. There are different types to suit different lifestyles and needs. There is the Maybank-Sogo Visa Card in guiltless and Gold, The Classic and Gold MasterCard and the Classic and Gold Visa card. The Maybank credit card payment online service is a facility that is available to customers. The valued customer can pay a variety of bills over the internet by using a Maybank credit card. It saves plenty of time that would be better spend on other pursuits and projects. ( http//www.maybank2u.com.my/)There are rewards to be had when customer use the Maybank credit card payment online service. Customer becomes eligible for points under the banks GiftPoints programme when customers use their Maybank credit card to make purchases over the Internet. (http//www.maybank2u.com.my/)4.1.4 E-shoppingImprove on its policy of meeting the customer needs efficiently and effectively by as sisting the commercialisation of e shopping. Customer can find it convenient and easy to online shopping from the comfort of their habitation or office. Maybank offer variety of product service online such as electronics, gift and collectibles, health and beauty, kids and newborn, mark fragrances, tog and travel cogwheel. (http//www.businessdictionary.com/definition/online-shopping.html)Decision makingMaybank Customers can purchase a variety of products and services online and pay conveniently by direct debit from their Maybank Savings and Current Accounts Maybank2u.com Cyber sum offers convenient and reliable online shopping. Maybank number one focus is customer satisfaction. Customer can expect quality merchants, value for money and take advantage of special offers. Enjoy shopping at customer own convenience from customer home or office with the assurance of a secure connection. Maybank trust that shopping at Maybank2u.com Cyber Mall will be a rewarding experience.( http//mal l.maybank2u.net/main.jsp?pageid=Home)(To get more information, please refer Appendix 6 )4.2Influence of policies and decision making on E- business to businessThe flagship B2B cash management system from Maybank, Maybank2e.net, remains a sought-after(prenominal) solution as it assigns its parapraxis-edge lead in managing thickening financial supply chain and working capital activities under a well integrated platform. The system has expanded its capabilities and currently contains six different modules training way, Payables Management, Receivables Management, Liquidity Management, and Financial Supply Chain and Corporate function.The cash management front is becoming increasingly demanding where companies have to efficiently manage liquidity across their businesses. A strong testimony to Maybank our commitment is the number of awards accorded by international organisations to Maybank2e.net including FinanceAsia Best Cash Management Bank Country prize 2009, Best Cash Managem ent Bank for Malaysia Asset Triple A Transactional Banking Awards, Best Local Currency Cash Management Services 2008 Award by AsiaMoney Polls and Alpha SEA Best Cash Management Bank Award. (To get more information, please refer to appendix on title of Award and Recognition.)4.2.1 E-paymentElectronic payment is any digital financial payment transaction involving currency transfer between two or more parties (source World Bank) Internet is usually believed to be the only mode. In reality e-payments cover a much broader range (phone, interbank networks, etc)(http//www.intracen.org/e-trade/docs/nepal/catani.pdf)Maybank2e.net e-payment represents a whirling in the manner in which customer business is able to actualize payment transactions. It caters for a complete range of payment transactions such as funds transfers and local / foreign remittances. Maybank e-payment also provides a countrywide payroll service, allowing customer to automatically credit employee salaries directly into their designated accounts. Convenience is offered via the ability to submit contributions online to statutory bodies such as Employees Provident Fund (EPF) and societal Security Organization (SOCSO). (http//www.maybank2e.net/is_epayment.shtml)Submitting payments online increases the efficiency of the payment process by cutting down manual tasks and processes. Payments can be made to both Intrabank (within Maybank Group) and Interbank (other local banks) accounts through the GIRO and RENTAS platforms. All transactions are guaranteed total security with Maybank leading edge security infrastructure. With online reporting, customer access to accurate and well-timed information for account reconciliation. Customer can view their file status, download processed files or print a summary of the processed files.4.2.2E securityMaybank2e.net is highly committed in ensuring that all transactions performed through www.maybank2e.net are secure, safe and confidential. The security features of Ma ybank2e.net have been tailor-made to meet the requirements of corporate users. Maybank2e.net is located within the internal security system of the bank, which provides firewall systems, strong data encryption (128-bit SSL), anti-virus trade protection and round-the-clock security surveillance systems. Beside that, regular security reviews of Maybank systems by Maybank internal system auditor as well as impertinent security experts. In additional, Maybank2e.net has incorporates a comprehensive security infrastructure, utilising binding encryption on all data transmission. Security control is further implement via audit trails, dual control access levels and re-authentication. This guarantees that corporate user transactions are protected, private and secure at all times.5.0Effectiveness of e-business in Maybank5.1Electronic BankingMaybanks Consumer Banking is anchored by its strong franchise, which encompasses the most extensive ATM network coverage in Malaysia. Maybank maintains the lead in having the most number of largest ATM network in the country with market share of 32%. During the year, Maybank installed 92 Off-Bank ATMs throughout Malaysia. In January 2008, the branch network was migrated from a legacy framerelay system to an Internet protocol Virtual Private Network (IPVPN), leading to reduction in network complexity, easier network management and improved cost effectiveness as well as exchange of encrypted confidential data. Currently the IPVPN service operates at more than 400 branch networks, over 2,800 ATMs and 160 point-of-sales merchant networks.Figure 2.0 flesh of Maybank ATM and CDMFrom Figure 2, it shows that, Maybank has increased their number of ATM machine by 107% from 1356 to 2804 in year 2005 to 2009. Beside that, Maybank has increased their number of CDM machine by 87% from 485 to 910 in year 2005 to 2009.5.2Online bankingMaybank2u.com is the No.1 Internet banking website in Malaysia with 3.8 million registered users and a market sh are of over 54%. The strong growth during the year was attributed to innovative product offerings through electronic commercial transactions as well as a shift from simple fund transfers to more complex transactions. Example the First Public Report of Online Usage in Malaysia released by comScore a leader in measuring the digital world, listed Maybank2u.com as the top local site in Malaysia. The report includes a ranking of the most visited Internet properties and top visited local-based properties, based on the comScore World Metrix service. In June 2009, 9.3 million people in Malaysia age 15 and older accessed the Internet from home and work locations, with each consuming an average of 1,066 pages of content and spending some 14 hours online during the month. Maybank2u.com topped the list as the most visited local site, with more than 1 million visitors, reaching nearly 12 percent of all Malaysians online, making it the most engaging site of the top 10 Malaysian properties.Table 2.0 Top 10 sites in Malaysia5.3 New Electronic ServicesMaybank introduced the All-new, All-you Maybank2u.com by revamping Maybank existing website with new features in compliance with web 2.0 technology. Maybank also kicked off Malaysias first online bills summary by a bank, My Bills. Initially launched with Tenaga Nasional Berhad, users can now also view, pay and save DiGi and TM bills via this facility.Additionally, Maybank online portal enables users to make additional ASB investments online, the first and only facility in Malaysia. Launched by the bloom of youth Minister on 21 April 2009, the facility also allows third company investment in ASB.Currently, Maybank online portal has the largest number of payee corporations. Close to 700 types of bills can be paid via Maybank2u.com. This will be further bolstered with additional Government-partnered initiatives such as online payments for Agensi Kaunseling dan Pengurusan Kredit, Skim Simpanan Pendidikan Nasional and the Ministry of Finance Housing Loan Scheme.6.0Area to improvement6.1Hire expertise, provide trainingMaybank should hire more expertise in order to implementation and tribunal e-banking efficiently and effectively. Beside that, Maybank should provide a holistic approach enhancing employee skills and competencies through its online e-learning programmes. The programmes include upkeep, maintenance, security and implementation of networks. All crew members should be well-trained before move them to work career.6.2Improve quality of maybank website (www.maybank2u.com.my/)Maybank should consume extensive amounts of time and money to define, design, develop, test, implement, and maintain website in order to improve the quality of e products and service. Beside that, Maybank staff should treating complaints severely and resolving them as quickly and fairly as possible.If Maybank wants their Maybank2u.com to be best-selling(predicate) among online banking website it should leave the user with a posi tive impression about the organization, so consumers can get an impression that the company cares about them.6.3Increase online securityMaybank should ensure that all transactions performed through their online financial service are secure, safe and confidential by installing the latest firewall systems, strong data encryption, anti-virus protection and round-the-clock security surveillance systems to detect and prevent any form of illegitimate activities on maybank network systems. Beside that, keep on update concealment protection control systems when new versions are released. So that Maybank customers can enjoy Maybank Internet Banking with total peace of mind.6.4 Increase Maybank e shoppingAt Maybank2u.com Cyber Mall, Maybank offer variety categories such as electronics, gift and collectibles, health and beauty, kids and newborn, branded fragrances, clothing and travel gear but each category provides few or even none of product and service. Example the travel gear didnt provid e any product or service. Maybank should find more potential and quality partner merchant, to provide more product and service to satisfies customer need and want. Beside that, Maybank need to provide multiple images from different angles for the product. An image in each color, of the front, back, and sides, and even detailed shots of specific features can all go a long way toward making a consumer more apparent to buy.7.0ConclusionIn conclusion, this report analyzes both internal and external environment of Maybank, a largest financial services group established in Malaysia. Due to the aloofness constraint of the report, there are only significant environmental factors are analysed in terms of their influence on the organization and the organizations response towards environmental changes.Internal environment factors are analyzed include products and services SWOT analysis, Vision and mission, and leadership,. Any product or policy of a company has to reviewed and make change a ccordingly that fit to the contemporary needs of the organization. Example the Maybank Great Manager (MGM) programme aimed at improving managerial skills, capabilities and knowledge.The external factors are political, economy, social, technology, environment and legal. Five of these factors exert tremendous pressure on Maybank business operation especially the economical factors. For Example result of the global financial crisis that saw financial giants fail or requiring Government support. Maybank remained prepared and strong. Maybank was able to withstand the challenges of a highly stressed and competitive operating landscape given its strong capital and liquidity position.The second part of the report analyzes the influence of e- business toward Maybank in terms of policy and decision making. Besides, the effectiveness of response to those concepts is studied as well.Lastly, there are few recommendations have been suggested to improve their current initiatives of knowledge manag ement and learning organization concept. For instance, Maybank could move themselves even closer to success in e-business by Improve online security, improve maybank e- shopping, improve quality of maybank website and provide training and hire expertise. reference pointDerek L. Waller, 2003, Operation Management, Italy, Gray Publishing.Capron, N. and Glazer, R. (1987), Marketing and TechnologyJohnson, G. and Scholes, K. (1993), Exploring Corporate Strategy working(a) of Financial institution (Institut Bank Bank Malaysia) price of admission From www.maybank2u.com.my/ 2 march 2009Access from http//university-essays.tripod.com/pest_pestel_pestle_lepest_analysis.html2 March 2009Access from http/