The assignment has been based on Muscat bank and HR department of Muscat bank has been selected. In which we will discuss about employee engagement and ethical business in which it has been described that Moreover, the HR department of Muscat bank mainly emphasis for the employee’s empowerment. As well as the career development aspect inspire ideas, adopts creativity and encourages personal growth and it is the main concern of bank. employee’s bank has been giving the basic direction and priorities which is related with the goals of performance in recent eras. Moreover, bank also provide the source and support of pay for performance I which reward has been giving to those employees who has been giving excellent performance in the bank regarding their duty. As well as both of consumers and HR department had been the part of development and application of program from the starting which help them to making sure about their delivery of products had one of the biggest qualities and meet all the requirements of their consumer. The bank mainly based on the customization program which required external motivation. in this it has been stated that bank is now seeking to be competitive in the international world economy by emphasis on employee engagement and retention mainly. as well as high performing ethical organization has the society of people in which every employee holds the sense of ownership and belongingness and feels considered and respected. ethical climate and engagement of work has been studied on the basis of theoretical model. Each of the organization hold their ethical climate. As well as self-evident is one of the significant examples for this. Employee engagement is one of the most famous term and has broadly be used in consulting organizations. In this some of the mechanism has been explained by organization in which is related with employee disputes which has been held while working in their working place and it can be related or can be occurred in any situation. As well as the employment disputes is the continuous feature and part of the internal organization.

Organization overview of Bank Muscat (Human Resource) HR Department

The assignment has been based on Muscat bank and HR department of Muscat bank has been selected. The Muscat bank has been founded in the era of 1982 and bank is one of the top foremost banks which provides the financial services in the kingdom of Oman. The bank also gives the service in various corporate banking system, investment banking, retail banking, private and Islamic banking mainly. as well as it can also be said that bank mainly or indirectly presented in the gulf cooperation council states and the bank also have their branches in Singapore and in India as well. the bank had the primary middle east bank which accept the equator principles in the era of 2007. Moreover, the HR department of Muscat bank mainly emphasis for the employee’s empowerment. As well as the career development aspect inspire ideas, adopts creativity and encourages personal growth and it is the main concern of bank. In this it can also be said that the investment activities of bank were licensed from the capital market authority of Oman. As well as the bank holds the broader network along with 150 branches. The worldwide operation of bank has been based on the branches which has been presented in Saudi Arab and Kuwait as well. moreover, it can also be said that bank has been obtaining to be worldwide best practice leader and struggles which has been still presented in the bank is their all product services. The reason behind their derive is the made the bank best financial bank of Oman and for this bank has been using their quality policy. As well as both of consumers and HR department had been the part of development and application of program from the starting which help them to making sure about their delivery of products had one of the biggest qualities and meet all the requirements of their consumer. The bank mainly based on the customization program which required external motivation.

employee engagement and ethical business

Furthermore, it has also been stated that the HR department of bank working on the enhancement of their employee’s engagement is one of the most significant universal banking strategies and it will mainly affect the retention and productivity as well. the bank also pay emphasis on the main feature of customer satisfaction and the general values of stakeholder. Furthermore, for this enhancement organization has been utilizing some of the HR strategies has been applied. Employee engagement is providing the way for the success of bank. In this it has also been said that engagement will affect the attitude of employees which is associated with increased productivity. With progressively inexpensive markets, globalization, an unpredictable (Liat & Gadot, 2017) economic environment which has been stresses for stable modification and the conflict for talent, organizations’ aspect essential challenges in their hunt for business success. The psychological agreement has now change to what it once had for many, there is no extended a job for life, and definitely severance is a same real opportunity. There is also suggestion has been made in which potentials of managers and employees vary from those of the previous one. In progressively tempestuous times appointment may therefore be the ‘deal‐breaker’ for administrations looking for maintainable accomplishment.

For their employee’s bank has been giving the basic direction and priorities which is related with the goals of performance in recent eras. Moreover, bank also provide the source and support of pay for performance I which reward has been giving to those employees who has been giving excellent performance in the bank regarding their duty. As well as bank also provide formal channels which gives the way to express career ambitions and the identification of skills which is required for latest and upcoming positions. Despite from this it is also available for the managers of organization that they give the required Human resource information necessity for the growth of succession and for the development and business planning of decisions mainly. bank also gives the structure as a guide line to the employee actions which will move the bank against achieving current business unit objectives. Moreover, there are some of the characteristics has been presented which mainly involves that it is significant that HR department of bank has an influence as possible form the beginning. As well as both of consumers and HR department had been the part of development and application of program from the starting which help them to making sure about their delivery of products had one of the biggest qualities and meet all the requirements of their consumer. (Alan & Gruman, 2017)The bank mainly based on the customization program which required external motivation. Mainly they include more recognition, more pay for performance and more presence programs, increased performance evaluation system which has been attain as in the form of the fair evaluation of their performances and success as well.

Furthermore, engagement also give employees along with the opportunity to invest their selves in their work and also develop a sense of self-efficacy. (Fang , Cooper, & Bartram, 2019) As well as some of the values of employee engagement which identifies the engagement which has been attain as in the form of positive feelings and positive health has ben made against work and organization mainly. in this regard communication also plays the significant role in making sure about employee engagement which mainly pay focus on the communication which is superior to associate their role along with the leadership perspective. As it has been noticed that internal communication is critical for making sure about employee engagement. It situations obligation to the association and a sagacity of going to the organization as arbitrating precursor of engagement variable, while communication is associated with the engagement results has been responsiveness and considerate of modifying organizational atmosphere and objectives. In this it has also been said that engagement will affect the attitude of employees which is associated with increased productivity. With progressively inexpensive markets, globalization, an unpredictable economic environment which has been stresses for stable modification and the conflict for talent, organizations’ aspect essential challenges in their hunt for business success. The psychological agreement has now change to what it once had for many, there is no extended a job for life, and definitely severance is a same real opportunity. (Simon & Marty, 2020)

ethics theories in employee engagement

Moreover, in this it has been stated that bank is now seeking to be competitive in the international world economy by emphasis on employee engagement and retention mainly. as well as high performing ethical organization has the society of people in which every employee holds the sense of ownership and belongingness and feels considered and (Mick, 2018)respected. In this it has been stated that in this regard organizational culture has the system of sharing expectations, beliefs and values in which it has been mentioned that how individuals behave in enterprises. Moreover, the bank holds the positive culture which help employees in developing and learning their job and career. Furthermore, organization which hold ethical culture promote ethical behavior between the staff of the association. Despite from this it can also be mentioned that some of the unethical behavior is any action being the staff of bank which did not conform to the standard which has been set by the culture of the organization. In this regard two approaches of an enterprises obtain if the culture of company is positive and ethical. As well as the strength and context of culture hold values and standards which is mainly explained and understand by most of the employees of organization.

In this it as been mentioned that having a strong culture highly influential on the attitude of the staff of the organization as compare to having weaker culture and unstable guidelines. Furthermore, it can also be mentioned that having strong association among ethical companies and engagement of employees. Most of the individuals who are working as the part of workforce claim that they hold the decrease level of employee engagement. In this it has been mentioned that if the organization want to have effective production or efficient services then they have to develop ethical environment in their organization. In this regard some developments have been done which is related with organizational theorist and psychologist which balanced the behavior (Hongdan, Zhou, & He, 2019)of persons which has been obtained from the wanted how to complete fundamentals human requirements. It also very important to respect other necessities which managers familiar and addresses basic human needs which has been presented at their workplace. Moreover, employees for some of the time required break or rest and refresh their bodies and some of the substantial wages to buy significant stuff for their selves. In this regard some of the companies did not meet all the requirements and many of the employees become more accountable with the safety requirements and safe working situations, security of job and some of the benefits which is related with retirement of employees.

Moreover, ethical climate and engagement of work has been studied on the basis of theoretical model. Each of the organization hold their ethical climate. As well as self-evident is one of the significant examples for this. Employee engagement is one of the most famous term and has broadly be used in consulting organizations. in this regard it has been the sociocultural environment, in this condition right decisions have been made which impactful (Eduardo & Duarte, 2019)on various individuals which is related with working climate. Three extents of working engagement would be explained as given below; robustness is feeling themselves enhanced energetic and enthusiastic to work even in the phase of issues. Commitment has been taken as the feeling a sense of consequence, interest, motivation, arrogance, and risk. It affects to potent engagement. Preoccupation is having been defined by being fully focused and intensely engrossed with in the work.

In some other words it has been mentioned that trust has been taken multi-dimensional which is the attain to understand both concepts impersonal and interpersonal trust. Moreover, it can also be mentioned that organizational trust also involves probable attitude as well as integrity. It is significant because it will reduce trust to confidence the epistemological aspect along with the moral of trust and also involve the presence of considerable responsibilities in trust relationship despite from simple expectation or some of the beliefs which has been held by some of the trusting party. Moreover, the bank holds the positive culture which help employees (Marco, Radaelli, & Battisti, 2017) in developing and learning their job and career. Furthermore, organization which hold ethical culture promote ethical behavior between the staff of the association. Despite from this it can also be mentioned that some of the unethical behavior is any action being the staff of bank which did not conform to the standard which has been set by the culture of the organization.

Resolving Employment Disputes of Bank Muscat (Human Resource) HR Department

In this some of the mechanism has been explained by organization in which is related with employee disputes which has been held while working in their working place and it can be related or can be occurred in any situation. As well as the employment disputes is the continuous feature and part of the internal organization. Furthermore, it has also been observed that dispute of workers with in the context has been taken with enhanced number of disputes. (Jay , 2016) It has been convoyed by the development unionization of worldwide civil servants which has been attain as in the form of broader awareness regarding to the right of community. Moreover, cultural diversity of workers and complexities of worldwide enterprises reveals the reforms without having reviewing converted contracts and some of the calling into questions has been well accomplished employment rules, regulations and policies.

until now, no staple how inevitable engagement disputes might be they did not ever require to finish in expensive and extended lawsuit as well as the transference of impassioned and often offensive mandates more’ve, it might be decisive estrangement of the distressed staff member. furthermore, the management and staff are becoming progressively conscious that alternative to legal chronicles in directorial courts which has not been predictable and that there were no other methods immediate, reasonable and less confrontational which gives the good chance of satisfactory payment. Moreover, some of the international labor offices highlight the values of to promote the dignity of work internationally. As well as graveness has also been used in tis regard. (David , 2018) The term grievances have been used for the claim of problem which employees has been facing in their organizations and the solution of that problem on time. It will cover almost the wide variety of concerns which is related with any kind of complaint. In this regard WGM has been used and It has been described as a process through which complaints can be aroused, examine and evaluated and then respond. It can also be defined as the structure through which employees will attain access toward the solution for opposing influence or damage which might be attained as in the form of various business activities.

Moreover, employees for some of the time required break or rest and refresh their bodies and some of the substantial wages to buy significant stuff for their selves. In this regard some of the companies did not meet all the requirements and many of the employees become more accountable with the safety requirements and safe working situations, security of job and some of the benefits which is related with retirement of employees. In this it has been mentioned that if the organization want to have effective production or efficient services then they have to develop ethical environment in their organization. In this regard some developments have been done which is related with organizational theorist and psychologist which balanced the behavior of persons which has been obtained from the wanted how to complete fundamentals human requirements.

Conclusion of Bank Muscat (Human Resource) HR Department

In this it has been concluded that the Muscat bank has been founded in the era of 1982 and bank is one of the top foremost banks which provides the financial services in the kingdom of Oman. The bank also gives the service in various corporate banking system, investment banking, retail banking, private and Islamic banking mainly. as well as it can also be said that bank mainly or indirectly presented in the gulf cooperation council states and the bank also have their branches in Singapore and in India as well. In this it as been mentioned that having a strong culture highly influential on the attitude of the staff of the organization as compare to having weaker culture and unstable guidelines. Furthermore, it can also be mentioned that having strong association among ethical companies and engagement of employees. ethical climate and engagement of work has been studied on the basis of theoretical model. Each of the organization hold their ethical climate. As well as self-evident is one of the significant examples for this. Employee engagement is one of the most famous term and has broadly be used in consulting organizations.

In this regard it has been the sociocultural environment, in this condition right decisions have been made which impactful on various individuals which is related with working climate. As well as both of consumers and HR department had been the part of development and application of program from the starting which help them to making sure about their delivery of products had one of the biggest qualities and meet all the requirements of their consumer. The bank mainly based on the customization program which required external motivation. In this some of the mechanism has been explained by organization in which is related with employee disputes which has been held while working in their working place and it can be related or can be occurred in any situation. As well as the employment disputes is the continuous feature and part of the internal organization. In this regard WGM has been used and It has been described as a process through which complaints can be aroused, examine and evaluated and then respond.

References of Bank Muscat (Human Resource) HR Department

Alan , S., & Gruman, J. (2017). Human resource management and employee engagement. n A Research Agenda for Human Resource Management.

David , B. (2018). "Resolving workplace. New Zealand Journal of Employment Relations , 33.

Eduardo, S., & Duarte, A. P. (2019). Contextual determinants of HR professionals’ self-perceptions of unethical HRM practices. European Journal of Management and Business Economics.

Fang , C., Cooper, B., & Bartram, T. (2019). Mapping the relationships between high-performance work systems, employee resilience and engagement. The International Journal of Human Resource Management , 1239-1260.

Hongdan, Z., Zhou, Q., & He, P. (2019). "How and When Does Socially Responsible HRM Affect Employees’ Organizational Citizenship Behaviors Toward the Environment. Journal of Business Ethics, 1-15.

Jay , G. (2016). EVOLUTION OF THE ROLE OF ALTERNATIVE DISPUTE RESOLUTION IN RESOLVING EMPLOYMENT DISPUTES. Dispute Resolution Journal.

Liat, E., & Gadot, E. V. (2017). The nature of employee engagement: Rethinking the employee–organization relationship. The International Journal of Human Resource Management, 526-552.

Marco, G., Radaelli, G., & Battisti, F. D. (2017). Empirical insights on the nature of synergies among HRM policies-An analysis of an ethics-oriented HRM system. Journal of Business Research, 66-73.

Mick, F. (2018). HRM: an ethical perspective. In Human Resource Management,, 98-116.

Simon , A., & Marty, A. (2020). Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions. The International Journal of Human Resource Management , 657-681.