Good Emirates Steel Report Example

Introduction

Situated in the industrial city of Abu Dhabi, Emirates Steel was established in 1998. Initially, Emirates Steel rerolled imported steel billets but with the advent of modern industrial technology, it has become a sophisticated manufacturing plant.
UAE’s largest industrial conglomerate, SENAAT, owns Emirates Steel. It’s at the heart of the national government to improving the industrial diversity of the Abu Dhabi nation. Only 35 kilometres away from Abu Dhabi city, Emirates Steel is the only integrated steel plant in UAE. With the state of the art equipment, the company produces steel sections, rebar and wire rods .
The business goal of the Emirates Steel Company is to produce steel products efficiently and at competitive costs. To attain these objectives, it has heavily invested in expanding its processing, manufacturing and information technology departments. Notably, in 2012, after successive investments of AED 11 billion, production capacity at the steel company hit the 3.5 million MTPA mark.
Additionally, significant investment amounts help the company in improving product and service quality, environmental sustainability, and increasing safety for workers and customers.
Recruitment strategies of the company continue to offer UAE nationals opportunities to develop their careers. Recruits are mainly engaged in either administrative or operational and engineering endeavours. New hires are trained, coached and mentored by the HR team that supports the developmental learning culture. Career advancement plans are similarly available to current employees, which enables them attain futuristic targets.
Emirates Steel envisions being a world class manufacturer of steel products and promotes core values like honesty, creativity, innovation, quality and integrity. Business of the company is conducted in accordance to accepted ethical, legal, and professionally accepted standards.

Ethical culture

Ethics - the values a company demonstrates in its practices, goals, and policies – are at the heart of any workplace-culture. The quality of experience at an enterprise solely depends on the quality of its culture. As employees, executives, or customers a positively quality culture enriches our spirits and enlivens our experience with an enterprise. A negative culture diminishes it.
Ethical culture integrates two concepts of the workplace – ethical culture and ethical climate. The way an organization teaches and the extent to which it regards its core values distinctively explains an ethical culture. Notably, an ethical culture entails an organization; teaching its workforce the importance of right and whether it matters, making right actions an expected standard and reward and punishment systems in formal ethics systems. On the other hand, the ethical climate can be looked at as the collaborative personality of the organization. It entails how outsiders deal with a firm psychologically speaking. They can focus on ethics related attitudes, and related perceptions.
The impact of ethics in the workplace is evident. Traditionally, organizations deriving formal and informal systems from – derivatives of ethical culture and climate – motivate ethical behaviour, employees will be more ethical. Particularly, effects of ethical culture and climate are most evident in employee satisfaction; employee commitment; misconduct rates; employee performance; organizational expenditure; perceptions of leadership; and general organization ultimatum.
How the ethical culture and climate get formed is an important question we ask ourselves. Ethical culture and climate are both subsets of the larger company culture and climate. As such, they are under the influence of factors shaping the company in overall. Specifically ethical culture and climate are formed through; observed organization life cycles, leader’s belief system and perceptions, and to a large extent the formal and informal company mechanisms. Once they take root, ethical cultures and climates are hard to poison. Cross platform ethical cultures enable shifting employees to change a ship without re-acclimatization to organizations practising ethics.
Company leaders strive to create value-based ethical arrangements that also contemplate compliance to company laws. Additionally, it’s typical for business leaders to exhibit interests to internal and external stakeholders and commit to making the needs of minorities a high ranking priority. Finally, such leaders put in mind that ethical leadership requires spectacular modelling, communication, and careful coaching. To demonstrate their commitment, leaders celebrate success, make ethics a primary priority, and are fair, encourage thoughtful discretion, and hire the right people and retain them.
Despite the conditioning employees are made to undergo, in reality, one will encounter team members acting unethically. Unethical behaviour can occur in employee relationships or how business resources are being utilized. In some instances, unethical behaviour is illegal.
Inappropriate computer use and time misuse are common unethical behaviours. An employee prohibited from using internet for personal motives commits an unethical act by surfing social media sites while at work. On the other hand - an employee falsifying time sheets, spending a lot of time gossiping, and aimless internet surfing – misuses dully compensated company time; in doing so such personnel act unethically.
Various security measures have also been put in place. It includes physical, technical, and administrative safeguards. An individual fulfils their ethical requirements by adopting the necessary security safeguards.
Ethical concerns regarding information and employee conduct have declines as a result of adopting simple measures. Technological developments have played a big role in attainment of these goals.
Unethical behaviours can plague the workplace; from executive stealing office money to an employee falsifying documents. It can result in the company loosing clients, and eventually winding up. However, business proprietors and managers can work with their employees to prevent unethical conduct:
Creating a written code of conduct; it will give employees an overview of what is expected out of them. It gives an outline of acceptable and unacceptable behaviours at the workplace, and their consequences.
Lead by example. A workforce looks at owners and management for direction. As a manager, one should make ethical-decisions and monitor the conduct of individuals at leadership roles.

Business courtesies

Business courtesies are any business related items of value given for free or at discounted rates. This can also refer to social events organized or hosted by a company such sporting activities, meals, receptions and theatrical events. These business courtesies are given and accepted on the ground of potential business relationships. As such, they are unrecognizable as gifts. It is a good gesture in creating business partners.
However, business courtesies can have negative consequences on participants if, not conducted diligently. In this regard, they must ensure exchange of pleasantries and business courtesies is not an attempt to gaining unfair business advantage. It can be undue influence on an important business decision. They can raise ethical concerns in practicing business and could as well be illegal – especially when considered as bribery and kick backing.
In an effort to maintain ethical culture cutting cross board, an organization can remove targets from its back by practising due diligence. It ranges from ensuring when employees receive or give business courtesies; they are conducted on their nominal value, they are infrequently offered they are not tied to reciprocating offers and gifts, and that they are not offered to or by the same organization or person.
It is in the best interest of any business organ to understand the existence of lawful and reasonable concerns to offering and accepting business courtesies. There are times when employees wish to receive from potential or current business associates invitations to social events to take advantage of arising opportunities or to develop business relationship further. There will be occasions when senior employees, with the necessary authority, wish to offer such opportunities. However, in every business, such courtesies pose a major risk for conflict of interest and fraud related laws and regulations. As a result, organizations like Emirates Steel with a large workforce should have policies requiring each employee to disclose all potential and actual conflicts of interests . Management with intent to avoid conflicts of interest and generate real business opportunities to their enterprise should be ready to play by the book.

Health, safety, and environment

At Emirates Steel, they have committed resources – mainly funds in research and development – to ascertain the safety to their clientele, workforce, and communities they work in . Insider prospects suggest that new employees are thoroughly inducted before commencing operations. They are instilled with the never risk their health and safety go-to-work mantra. House managers are recognizable at various level of operation ensuring sanitation and security initiatives are complied with accordingly.
House managers enjoy control of; legislative compliance, behavioural safety surveys, and crisis management within the steel plant. Continuous safety audits, hazard assessments, toolbox and risk meetings show the commitment the company organ has in attaining its targets. Over time, the company has developed a comprehensive injury management protocol. It entails professional and rapid response to incidents in the manufacturing plant.
Emirates Steel undertakes workplace health and safety in its operations. In an effort to avert hazards in the workplace, the company has developed fully integrated occupational safety and health policy. In a business setting, safety of visitors, clientele, and community, in general, are paramount. Petite business priority ever comes before safety.
Emirates Steel embraces ploughing back into environmental sustainability into all of its operations. Conducting business in a responsible manner and respect for the environment is core responsibility tactical managers strive to accomplish.
The company endeavours in complying with statutory environmental laws, and regulations. Community expectations are the heart of fulfilling this ultimatum. Corporate social responsibility for the steel giant is further extended in helping its clients to protect the environment by attaining sustainable outcomes. Core improvements to business operations are the primary way the company commits itself to protecting the environment. Reuse, recycle and reduce are key performance indicators the company benchmarks itself. It works towards aligning its business management methodology with standards for best practice environment management.
A specialised task force is deployed in the management, control and planning of workplace health and safety. It solely encourages employees to act out of free will in reporting and recommending changes in their workplace in an effort to eliminate risks and hazards. The taskforce currently requires all employees to take responsibility for their actions, to whistle-blow insecure acts and operational situations and to conduct themselves in a manner reflecting safe work practices and ethics.
Injuries sustained by workers and resulting in a disability to employees, Emirates Steel tasks itself in managing the injury to facilitate their safe return to meaningful employment. Despite this, Emirates Steel further offers monetary compensation and other damages to employees, clientele and visitors sustaining injuries due to its operational capacity.

Human resource

The Abu Dhabi-based steel giant reasonably considers its employees as one of its most valuable assets. Currently, the company has over 2,000 employees to whom it instils high-calibre targets for the future. Though a bias in globalization scenario, the company has with time increased the number of UAE’s nationals within its workforce. With the high specialization rates being an industry standard, it’s considerable for the company to invest in more productive manpower irrespective of nationality. However, in fulfilling its corporate social responsibilities, the company is at task to ensure community members in which its operations are based are catered.
Emirates Steel Industries has responsively adopted the approach of sponsoring high school graduates. It’s in an effort to develop and nurture management pool for Emirates Steel Industries’ Emiratization strategies . The sponsorship programs were flagged in 2007. The programs will sustain the growing requirements of the job market for its current and future labour needs. The HR team of Emirates Steel are dedicated to the provision of top notch coaching, rigorous mentoring, and guidance to new recruits for operational positions, study and trainee levels.
Managers are aware the difference ethics can make in their organization. It goes beyond clarifying gray areas and providing guidance on existing ethical dilemma in the workplace. To attain these desires, managers are consistently building trust externally and internally, increasing awareness of ethical issues, stimulating ethical dialogues, and guiding in decision making. Management encourages employees to seek advice, foster the reporting of misconduct, and offering clarity on proper approaches.

References

Careers. (2014, November 26). Retrieved from Emirates Steel: http://www.emiratessteel.com/index.php/en/careers/human-resources
Emirates Steel. (2014, November 26). Retrieved from Emirates Steel: http://www.emiratessteel.com/index.php/en/
Who we are. (2014, November 18). Retrieved from Emirates Steel: http://www.emiratessteel.com/index.php/en/