国际商务论文代写 EFQM model代写

Barriers To The Implementation Of Efqm In Dubai Customs

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国际商务论文代写 By giving the awards for the employees from its every level, Dubai Customs ensures that no employees feel neglected.

Introduction…………………………………………………………………………………………………..3

Literature Review……………………………………………………………………………………………3

Aims of the report…………………………………………………………………………………………..5

Objectives……………………………………………………………………………………………………..5

Key research questions…………………………………………………………………………………..5

Methodology…………………………………………………………………………………………………6

About the organization (Dubai Customs Overview)…………………………………………..6

Data Collection……………………………………………………………………………………………..6

Questionnaires Survey…………………………………………………………………………………..7

Analysis……………………………………………………………………………………………………….9

Data Analysis Software………………………………………………………………………………….9

Self-assessment……………………………………………………………………………………………10

Radar Logic…………………………………………………………………………………………………10

What Dubai Customs Intends to Achieve………………………………………………………..12

Dubai Customs Integrated Approach for the Realisation of its Objective……………12

Deployment Approaches……………………………………………………………………………….13

Evaluations of the Approaches………………………………………………………………………15

Discussions and Conclusion………………………………………………………………………….16

Recommendations……………………………………………………………………………………….18

Reference List……………………………………………………………………………………………..20

Introduction

At the present time, and with the rapid manufacturing transformation, strong competition, varying customer expectations, and enlarged globalization, quality solutions and excellence models are known as an acute part for all effective organizations.

Principally, EFQM model is considered as the excellence common, international language with a clear vision, mission and framework that can be implemented in all organizations to ensure the operation of sustainable excellence as an inspiring power. All achievements in organizations that are implementing EFQM in terms of their policies and strategies, employees, resources and processes associated with employee satisfaction and society that are designed and accomplished by proper leadership; consequently excellence is acquired at business results. EFQM Excellence model has been used broadly in different countries all over the world. UAE is one of the most important countries that have taken EFQM excellence model as an operative paradigm for its own models. 国际商务论文代写

This case study, therefore, seeks to examine and analyze the barriers to the effective implementation of EFQM excellence model in one of the most important entities that belongs to Dubai Government Sector which is Dubai Customs.

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介绍国际商务论文代写

目前，随着快速的制造转型、激烈的竞争、不断变化的客户期望以及日益扩大的全球化，质量解决方案和卓越模式被认为是所有有效组织的重要组成部分。

原则上，EFQM 模式被视为卓越通用的国际语言，具有清晰的愿景、使命和框架，可以在所有组织中实施，以确保作为一种鼓舞人心的力量持续卓越运营。实施 EFQM 的组织在其政策和战略、员工、资源和与员工满意度和社会相关的流程方面取得的所有成就，这些成就是由适当的领导设计和实现的；因此，卓越是在业务成果中获得的。 EFQM 卓越模型已在全球不同国家广泛使用。阿联酋是最重要的国家之一，将 EFQM 卓越模式作为其自身模式的操作范式。

因此，本案例研究旨在检查和分析在属于迪拜政府部门（迪拜海关）的最重要实体之一有效实施 EFQM 卓越模型的障碍。

Literature Review

This literature review will emphasize excellence implementation and its barriers. These theories support our study on Dubai Customs.

Latest years have perceived an explosion of common attention in the disposition of quality tools and excellence models in different organizations everywhere all over the world for refining quality and efficiency (Crosby, 1979; Deming , 1986; Juran , 1989; Clark, 2002; Zairi and Whymark, 2003). Nevertheless, some investigators have claimed that the fruitful and comprehensive application of these models cannot be certain and that’s due to some reasons such as the changes in organizational and national cultures (Spencer, 1994; Chorn, 1991; Laza and Wheaten, 1990; and Ngowi, 2000) in addition to some other barriers of TQM and excellence implementation.

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文献评论国际商务论文代写

本文献综述将强调卓越实施及其障碍。这些理论支持我们对迪拜海关的研究。

最近几年，世界各地的不同组织对质量工具和卓越模型的配置引起了普遍关注，以提高质量和效率（Crosby，1979；Deming，1986；Juran，1989；Clark，2002；Zairi 和怀马克，2003 年）。然而，一些研究人员声称，这些模型的富有成效和全面的应用并不能确定，这是由于组织和民族文化的变化等原因造成的（Spencer，1994；Chorn，1991；Laza 和 Wheaten，1990；以及 Ngowi , 2000) 除了 TQM 和卓越实施的一些其他障碍。

In addition, (Whalen, M J, Rahim, M A, 1994) stated that leadership commitment in addition to the inspiring and effective teamwork towards excellence and quality development and customer satisfaction are the primary keys for excellence implementation.

That was sustained by (Ali, Mohammad Mosadeghrad, 2013) study which reports that inflexible organizational structure, tensions between managers and executives, lack of consistent commitment to excellence implementation between managers and employees, poor management guidance, and inadequate training are key causes of ineffective excellence implementations. 国际商务论文代写

Moreover, (Miller, William J; Sumner, Andrew T; Deane, Richard H, 2009) emphasized in their study the some principal causes of excellence management practices and which were characterized into two sets: 1. four strategic factors (management leadership role, specialists role, customer focus, training resources investment) 2. four operational factors (quality department role, quality data/reporting, process management/training and employee relations).

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此外，(WHALEN, M J, RAHIM, M A, 1994) 指出，除了鼓舞人心和有效的团队合作以追求卓越和质量发展以及客户满意度之外，领导力承诺是实现卓越的主要因素。

(Ali, Mohammad Mosadeghrad, 2013) 的研究表明，不灵活的组织结构、经理和高管之间的紧张关系、经理和员工之间缺乏对卓越实施的一致承诺、管理指导不力和培训不足是导致效率低下的关键原因。卓越实施。

此外，（米勒，威廉 J；萨姆纳，安德鲁 T；迪恩，理查德 H，2009）在他们的研究中强调了卓越管理实践的一些主要原因，并将其分为两组：1. 四个战略因素（管理领导角色、专家角色、客户关注、培训资源投资） 2. 四个运营因素（质量部门角色、质量数据/报告、流程管理/培训和员工关系）。

Furthermore, Watson (2000:18) specified that “the EFQM Model provided a truly service focused quality system which had an inbuilt mechanism for the attainment of continued organizational improvement”.

Besides, Weile et al. (1997:248) acknowledged that the standards of the EFQM model assisted leaders to recognize what TQM and excellence mean in terms of the well management of organizations.

Above and beyond and principally in UAE, excellence is its leaders’ vision, involvement and commitment. Different excellence models are heavily implemented in all UAE public sectors as a force for developing organizational and employees’ excellence, performance improvement and for encouraging employees’ innovation, accountability, transparency, efficiency, effectiveness and the spirit competition towards winning excellence awards. 国际商务论文代写

His Highness Sheikh Mohammed bin Rashid Al Maktoum, UAE Vice President, Prime Minister and Ruler of Dubai said: “In the Race for Excellence there is no finish” The above helps us in extracting critical factors related to our subject of study and that will be used as the main indicators in our methodology study.

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此外，Watson (2000:18) 指出“EFQM 模型提供了一个真正以服务为中心的质量体系，它具有实现组织持续改进的内置机制”。

此外，Weile 等人。 (1997:248) 承认 EFQM 模型的标准帮助领导者认识到 TQM 和卓越在组织的良好管理方面意味着什么。

超越并主要在阿联酋，卓越是其领导者的愿景、参与和承诺。阿联酋所有公共部门都大量实施了不同的卓越模式，作为发展组织和员工卓越、绩效改进和鼓励员工创新、问责制、透明度、效率、有效性和赢得卓越奖的精神竞争的力量。

阿联酋副总统、总理兼迪拜统治者谢赫·穆罕默德·本·拉希德·阿勒马克图姆殿下说：“在追求卓越的过程中没有终点” 以上内容有助于我们提取与我们的研究主题相关的关键因素，这将是在我们的方法研究中用作主要指标。

Aims of the report

Objectives

Main Objective:

The purpose of this study is to measure employees’ satisfaction.

Sub Objectives:

Measuring employees’ empowerment. 国际商务论文代写
Measuring the employees’ reward and recognition system.

Key research questions

Are employees satisfied?
Are employees empowered?
Are employees rewarded / recognized?

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报告的目的国际商务论文代写

目标

主要目标：

本研究的目的是衡量员工的满意度。

子目标：

衡量员工的授权。
衡量员工的奖励和认可系统。

关键研究问题

员工满意吗？
员工有权力吗？
员工是否得到奖励/认可？

Methodology

About the organization (Dubai Customs Overview)

” Dubai Customs is a pioneer in terms of establishing organizational units specialized in the latest international technical practices that support development and modernization of processes, namely services development and improvement and enterprise architecture,” said Hussam Juma Mohammed, Director of Business Process Department in Dubai Customs

Dubai Customs is a Government body that facilitates free trade and help secure the integrity of Dubai’s borders. We aim to be a world leader in Customs administration through innovative and proactive services to our clients. We recognize the importance of our role in the trade supply chain and endeavor to intervene in the flow of goods and passengers only when considered necessary. Collecting customs revenue and administering trade measures are other major duties. 国际商务论文代写

As a partner in Dubai Government’s development initiatives, Dubai Customs takes a leadership position and establishes working relationships with its clients to ensure the best possible level of service consistent with our regulatory responsibilities. Meanwhile, clients have access to all information they require in order to comply with Custom’s requirements. Dubai Customs believes in integrating innovation and technology into its activities to keep pace with the times.

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方法国际商务论文代写

关于组织（迪拜海关概览）

迪拜海关业务流程部主管 Hussam Juma Mohammed 表示：“迪拜海关是建立专门从事支持流程开发和现代化的最新国际技术实践的组织单位的先驱，即服务开发和改进以及企业架构

迪拜海关是一个促进自由贸易并帮助确保迪拜边境完整性的政府机构。我们的目标是通过为客户提供创新和主动的服务，成为海关管理领域的全球领导者。我们认识到我们在贸易供应链中的作用的重要性，并仅在认为有必要时才努力干预货物和乘客的流动。征收关税和管理贸易措施是其他主要职责。

作为迪拜政府发展计划的合作伙伴，迪拜海关处于领导地位并与其客户建立工作关系，以确保尽可能提供符合我们监管职责的最佳服务水平。同时，客户可以访问他们需要的所有信息，以符合海关的要求。迪拜海关相信将创新和技术融入其活动中，以与时俱进。

Data Collection

The most significant stage in conducting a study is a collection of data. One can come up with the finest research design, but without the collection of the necessary data, it is difficult to complete a project or study. The data collection, being a very challenging job, needs exhaustive planning, hard work, endurance, determination, and need to complete successfully the task in question. The collecting of data begins with:

Determining the required data;
Sample selection from a particular population;
The use of a specific gadget in order to collect the data from the selected sample.

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数据采集

进行研究的最重要阶段是收集数据。一个人可以想出最好的研究设计，但如果没有收集必要的数据，就很难完成一个项目或研究。数据收集是一项非常具有挑战性的工作，需要详尽的计划、努力工作、耐力、决心，并且需要成功完成相关任务。数据的收集始于：

确定所需数据；
从特定人群中选择样本；
使用特定小工具从所选样本中收集数据。

Questionnaires Survey

In order to acquire the data from respondents, different measuring scales are used in the questionnaires. The nominal scale is used to collect bio information of the respondents since calculations are not involved and function as proof of identity, such as age and sex. The ordinal scale is used to collect respondents’ preferences. In this case, objects are arranged according to their size in a well-ordered association. The rating scale is used to gather the data related to attitude of respondents regarding certain things. They are asked to approximate the size of a certain characteristic or value. 国际商务论文代写

The purpose of designing a questionnaire for a descriptive survey implies that the ordinal and nominal scales will be used since it is primarily concerned with a specific characteristic of subjects in a particular population. The analysis of dependent and independent variables is not required. A descriptive survey asks some of the following questions:

Where is your company located?
How many workers are employed in your company?
When was your company founded?

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问卷调查

为了从受访者那里获取数据，问卷中使用了不同的测量尺度。名义尺度用于收集受访者的生物信息，因为不涉及计算并用作身份证明，例如年龄和性别。序数尺度用于收集受访者的偏好。在这种情况下，对象根据它们的大小以有序的关联方式排列。评分量表用于收集与受访者对某些事情的态度相关的数据。他们被要求近似某个特征或值的大小。

为描述性调查设计问卷的目的意味着将使用序数和名义量表，因为它主要关注特定人群中受试者的特定特征。不需要对因变量和自变量进行分析。描述性调查会询问以下一些问题：

贵公司位于何处？
贵公司雇用了多少工人？
你的公司是什么时候成立的？

On the other hand, in the analytical survey, the rating scale is used to measure respondents’ opinion or attitude.

Based on a particular conceptual plan, an analytical survey is aimed at classifying dependent, independent and inessential variables. A thorough literature review should be carried out. The following review should be based on the existing study and the theory associated with the research problem. By using the rating scale measures, the determined variables are then constructed into a questionnaire. The Likert scale is the most popular one. It consists of more than three items. The ratings obtained are summarized to reflect a particular variable, for instance, job satisfaction. Any casual association with other variables can be analyzed by means of these ratings. Examples of such questions are shown below (Likert-type).

1a	Developing and Modeling the Way	Zero Base (0)	Very Weak (1)	Weak (2)	Acceptable (3)	Strong (4)	Extremely Strong (5)	Remarks
1	Leaders’ commitment to the goals of the organization.
2	Leaders obtain feedback on their personal performance.				国际商务论文代写
3	Leaders display ethical behavior.

It is necessary to concentrate on the following matters when designing a questionnaire:

Are there clarity and unambiguity in the instructions?
Are the questions understandable; are they jargon free; Are there any esoteric terminology; Are there unsuitable expectations?
Do respondents have requisite information and knowledge to answer the questions?
Does the wording of questions appear offensive and excruciating to respondents?
Is the wording of questions result in bias through leading the respondent to particular answers? 国际商务论文代写

Administering of questionnaires can be by post, person to person, or interviewing. If you are carrying out a questionnaire survey by interview, you have to minimize the interviewer bias by adhering to the following rules:

Record the exact answer given by the respondent;
Never provide a response on behalf of the respondent;
Go through questions slowly and keenly;
Do not show signs of agreeing or disagreeing to any answer.

译文：

另一方面，在分析调查中，评级量表用于衡量受访者的意见或态度。
基于特定的概念计划，分析调查旨在对依赖变量、独立变量和非本质变量进行分类。应进行彻底的文献审查。以下评论应基于现有研究和与研究问题相关的理论。通过使用评定量表测量，确定的变量然后被构建成问卷。李克特量表是最受欢迎的量表。它由三个以上的项目组成。对获得的评级进行汇总以反映特定变量，例如工作满意度。可以通过这些评级分析与其他变量的任何偶然关联。此类问题的示例如下所示（利克特式）。

1a	Developing and Modeling the Way	Zero Base (0)	Very Weak (1)	Weak (2)	Acceptable (3)	Strong (4)	Extremely Strong (5)	Remarks
1	Leaders’ commitment to the goals of the organization.
2	Leaders obtain feedback on their personal performance.				国际商务论文代写
3	Leaders display ethical behavior.

设计问卷时需要重点关注以下几点：

说明是否清晰明确？
问题是否可以理解；它们是否没有术语？是否有任何深奥的术语；是否有不合适的期望？
受访者是否具备回答问题所需的信息和知识？
问题的措辞对受访者来说是否显得冒犯和痛苦？
问题的措辞是否会导致受访者对特定答案产生偏见？

问卷的管理可以通过邮寄、面对面或面谈的方式进行。如果您通过访谈进行问卷调查，则必须遵守以下规则，以尽量减少访谈者的偏见：

记录受访者给出的确切答案；
切勿代表答辩人作出回应；
缓慢而敏锐地回答问题；
不要表现出同意或不同意任何答案的迹象。

Analysis

In order to draw a reliable conclusion from the collected information, it is necessary to conduct an analysis of the raw data. Several techniques can be used to make the evaluation of the information in order to draw the conclusions which recommendation and new course of action can be initiated upon to realise a positive change in the phenomena under study. In this case, it is necessary to perform a proper analysis in order to draw a proper conclusion from the respondents’ responses. Thus, it is possible to determine the best course of action to improve employees’ satisfaction and work experience at Dubai Customs’ department.

Data Analysis Software

The data analysis for this study will be done by means of Microsoft Office Excel. Microsoft allows performing a number of the mathematical and statistical functions. This makes it a valuable resource for the data entry and analysis of the information collected in this survey. As a result, the excel will be used to perform various evaluations regarding the data in order to develop a reliable perspective of the situation at Dubai Customs and provide appropriate recommendations.

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分析国际商务论文代写

为了从收集到的信息中得出可靠的结论，有必要对原始数据进行分析。可以使用多种技术对信息进行评估，以得出结论，从而可以启动建议和新的行动方案，以实现所研究现象的积极变化。在这种情况下，有必要进行适当的分析，以便从受访者的回答中得出正确的结论。因此，可以确定最佳行动方案，以提高迪拜海关部门员工的满意度和工作体验。

数据分析软件

本研究的数据分析将通过 Microsoft Office Excel 进行。 Microsoft 允许执行许多数学和统计函数。这使其成为数据输入和分析本调查中收集的信息的宝贵资源。因此，excel 将用于对数据进行各种评估，以便对迪拜海关的情况有一个可靠的认识并提供适当的建议。

Self-assessment

Self-assessment was done through the use of an EFQM self-assessment questionnaire. The questionnaire addresses the 9 components for the EFQM business excellence model. It splits them into 31 sub-components. All these are rated using 112 variables measured with the Liker scale.

Integrated Dated from the Questionnaire

Variable	Score
Leadership	63
Policy and Strategy	63
People	51
Partnership and Resources	68
Processes	65 国际商务论文代写
Customer Results	102
People Results	48
Society Results	28
Key Performance Results	102
Total score	589

The integrated data from the questions show that Dubai Customs scores 589 points out of possible 1000 points, which is 58%. Although it is above average, it is an indication that the company still has a lot to do so as to improve its performance. As the questionnaire results indicate (See Appendix 1), Dubai Customs scores averagely in almost all parameters. Under people parameter, the department scores 51 points out of a possible 90 points (56.7%), and 48 points out of a possible 90 points (53.3%). The key performance results also indicate that the company is performing poorly in the implementation of the important systems.

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自我评估

自我评估是通过使用 EFQM 自我评估问卷进行的。调查问卷涉及 EFQM 卓越商业模式的 9 个组成部分。它将它们分成 31 个子组件。所有这些都使用 Liker 量表测量的 112 个变量进行评级。

问卷综合日期

Variable	Score
Leadership	63
Policy and Strategy	63
People	51
Partnership and Resources	68
Processes	65
Customer Results	102
People Results	48
Society Results	28
Key Performance Results	102
Total score	589

综合题型数据显示，迪拜海关总分589分，满分1000分，占58%。虽然高于平均水平，但这表明该公司仍有很多工作要做，以提高其业绩。正如调查问卷结果所表明的（见附录 1），迪拜海关在几乎所有参数上的得分都是平均的。在人员参数下，该部门在可能的 90 分中获得 51 分（56.7%），在可能的 90 分中获得 48 分（53.3%）。关键绩效结果也表明该公司在重要制度的实施方面表现不佳。

Radar Logic

RADAR logic is a forceful assessment background and authoritative management tool that provides an organized approach to interrogating the performance of an organisation (Hakes & Wilkinson 2007). The following image is a pictorial illustration of RADAR logic:

Radar logic

According to radar logic, the company must:

i.Establish the results it expects to achieve using its strategy (i.e. what are we trying to achieve?);

ii.Plan and develop the proper integrated approaches that will deliver the necessary result both on the short- and long-term basis. (i.e. how will we achieve what we want to achieve);

iii.Ensure the deployment of the approaches systematically to achieve proper implementations (i.e. Where/How/ when to implement);

iv.Conduct an assessment and refine the deployment approaches, based on monitoring and analysing the outcome realised and continuous learning activities (i.e. how do we measure whether it is working? What are we learning from the process? What improvements can be used?) 国际商务论文代写

Although RADA logic is simple, it is an energetic tool that can be used through various approaches in order to help drive continuous improvements (Jaccard 2013). RADAR achieves this through an evaluation of the maturity of the techniques implemented by the company; evaluation of the excellence of the achieved outcomes; and facilitation of the improvement initiatives).

In order to achieve a robust analysis, it is advisable to break down the RADAR elements into the continuous attributes that guide what a company is expected to demonstrate.

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雷达逻辑

RADAR 逻辑是一种强有力的评估背景和权威管理工具，它提供了一种有组织的方法来询问组织的绩效（Hakes & Wilkinson 2007）。下图是 RADAR 逻辑的图示：

根据雷达逻辑，公司必须：
i. 使用它的策略建立它期望达到的结果（即我们试图达到什么目标？）；

ii. 计划和开发适当的综合方法，以在短期和长期的基础上提供必要的结果。（即我们将如何实现我们想要实现的目标）；

iii. 确保系统地部署方法以实现正确实施（即在何处/如何/何时实施）；

iv. 在监控和分析实现的结果和持续学习活动的基础上进行评估并改进部署方法（即我们如何衡量它是否有效？我们从过程中学到了什么？可以使用哪些改进？）

尽管 RADA 逻辑很简单，但它是一种充满活力的工具，可以通过各种方法使用，以帮助推动持续改进（Jaccard 2013）。 RADAR 通过评估公司实施的技术的成熟度来实现这一点；对所取得成果的卓越性进行评估；和促进改进措施）。

为了实现稳健的分析，建议将 RADAR 元素分解为指导公司预期展示内容的连续属性。

What Dubai Customs Intends to Achieve

Dubai Customs hopes to realise business excellence and improve performance based on the EFQM business excellence model; empower employees; recognise and reward the best performing employees; and finally, achieve the highest possible employees’ satisfaction.

Dubai Customs Integrated Approach for the Realisation of its Objective

Strong vision and mission statements;
Awards and Rewards to all employees;
Benchmarking and partnerships;
Strong legal division;
Participation in the public career activities;
Customer service charter;
Corporate social responsibility;
Performance-based budgeting.

译文：

迪拜海关的目标

迪拜海关希望在EFQM卓越商业模式的基础上实现卓越商业并提升绩效；赋予员工权力；表彰和奖励表现最好的员工；最后，实现尽可能高的员工满意度。

迪拜海关为实现其目标而采取的综合方法

强烈的愿景和使命宣言；
对所有员工的奖励和奖励；
基准和伙伴关系；
强大的法律部门；
参与公益事业活动；
客户服务章程；
企业社会责任；
基于绩效的预算。

Deployment Approaches

Dubai Customs has a clear mission and vision which the employees are aware of. The two are also made available on the department’s website (Dubai Customs 2014a). The mission and the vision act as guiding principles that lead the employees and the organisation. 国际商务论文代写

Dubai Customs clearly stipulates the duties, responsibilities and conduct of its employees while in the workplace. There are several awards of excellence that the organisation gives to the employees who perform exemplary (Dubai Customs 2014b). These awards are meant to encourage the employees to continue and improve their good performance in the future. For instance, there is the suggestion and award system (SRS). Under this award system, Dubai Customs encourage the employees to generate new ideas and suggestions for further business development, reduction of costs, service improvement, and increasing in the income of the company (Dubai Customs 2014b). Employees whose suggestions are adopted are rewarded.

译文：

部署方法国际商务论文代写

迪拜海关有一个明确的使命和愿景，员工都知道这一点。两者也可在该部门的网站上找到（迪拜海关 2014a）。使命和愿景是引导员工和组织的指导原则。

迪拜海关明确规定了员工在工作场所的职责、责任和行为。该组织向表现出色的员工颁发了多项卓越奖（迪拜海关 2014b）。这些奖项旨在鼓励员工在未来继续并提高他们的良好表现。例如，有建议和奖励系统（SRS）。在此奖励制度下，迪拜海关鼓励员工为进一步的业务发展、降低成本、改进服务和增加公司收入提出新的想法和建议（迪拜海关 2014b）。建议采纳的员工将获得奖励。

The second incentive is Tanafus (Dubai Customs 2014b).

Under this incentive, the company has provision for the appreciating and encouraging employees. The company encourages its employees to enhance their performance, encourage and create an environment for positive competition, show employees different innovations and encourage them to embrace and use these innovations, and create loyalty and team work (Dubai Customs 2014b). Under Tanafus, there are quarterly and annually awards. The quarterly awards include distinguished employee, seizures, and distinguished teamwork. The annual reward categories include the years of service, unknown soldiers, retired employees, as well as distinguished department and leader employees (Dubai Customs 2014b). The company also holds an annual reward ceremony where employees are rewarded in the distinguishable business units and categories. 国际商务论文代写

Dubai Customs has also adopted benchmarking and partnership approaches to improve its systems (Dubai Customs 2014g). It collaborates and benchmarks its activities with those of the Dubai Police Headquarters (Dubai Customs 2014d). Dubai Customs is particularly keen to exchange ideas and scientific knowledge in the area of procurement with other government departments. This is its principle reason for benchmarking. Dubai Customs benchmarks a number of its department with those of the police headquarters. Dubai Customs also has a legal division that is responsible for different legal affairs and several other administration duties, trade agreements, as well as protection of intellectual activity among others (Dubai Customs 2014e).

译文：

第二个激励措施是 TANAFUS（迪拜海关 2014B）。

在这种激励下，公司为欣赏和鼓励员工提供了准备。公司鼓励员工提高绩效，鼓励和创造积极竞争的环境，向员工展示不同的创新并鼓励他们拥抱和使用这些创新，并创造忠诚度和团队合作精神（迪拜海关 2014b）。在 Tanafus 下，有季度和年度奖项。季度奖项包括杰出员工、扣押和杰出团队合作。年度奖励类别包括服务年限、无名战士、退休员工以及杰出部门和领导员工（迪拜海关 2014b）。公司还举行年度奖励仪式，对员工进行区分的业务单元和类别进行奖励。

迪拜海关还采用了基准化和合作伙伴关系的方法来改进其系统（迪拜海关 2014g）。它与迪拜警察总部（Dubai Customs 2014d）合作并对其活动进行基准测试。迪拜海关特别热衷于与其他政府部门交流采购领域的思想和科学知识。这是它进行基准测试的主要理由。迪拜海关将其多个部门与警察总部的部门进行了对比。迪拜海关还有一个法律部门，负责不同的法律事务和其他几项行政职责、贸易协议以及保护智力活动等（迪拜海关 2014e）。

The company consistently participates in different public career building activities whenever there is an occasion.

Participation in such activities is designed to ensure that the company can attract new employees with different skills and talents (Dubai Customs 2014f). Another event that the company embraces is seminars of employee satisfaction (Dubai Customs 2014j). The seminars are held to empower and inform the employees about job satisfaction, thus encouraging them to share suggestion and complaints in order to achieve improvements that will lead to maximum job satisfaction (Dubai Customs 2014j).

It also has a comprehensive customer service charter. It has been developed as part of the continuous service improvement efforts. It is meant to ensure that customers get only the high quality services from Dubai Customs. The company uses corporate social responsibility (CSR) to reach out to the community (Dubai Customs 2014k). Corporate social responsibility is a strong image boosting activity. 国际商务论文代写

In managing its financial resources, Dubai Customs is implementing the performance-based budgeting. The company has been using the performance-based budgeting since 2010 (Dubai Customs 2014l). This budgeting is designed to enable the development of those departments that are lagging behind. Dubai Customs has been gradually implemented the budget in order to make it a learning process. Thus, the company ensures that the lessons learned are used to improve the implementation so that when the system is fully implemented, it will function without any delays. Dubai Customs uses this approach to balance its financial allocations towards the current expenses and investments.

译文：

公司始终参与不同的公共职业建设活动，只要有机会。

参与此类活动旨在确保公司能够吸引具有不同技能和才能的新员工（迪拜海关 2014f）。公司举办的另一项活动是员工满意度研讨会（迪拜海关 2014j）。举办研讨会是为了增强和告知员工工作满意度，从而鼓励他们分享建议和投诉，以实现改进，从而实现最大的工作满意度（迪拜海关 2014j）。

它还具有全面的客户服务章程。它是作为持续服务改进工作的一部分而开发的。它旨在确保客户只从迪拜海关获得高质量的服务。公司利用企业社会责任 (CSR) 接触社区（迪拜海关 2014k）。企业社会责任是一项强有力的形象提升活动。

在管理其财务资源时，迪拜海关正在实施基于绩效的预算。自 2010 年以来，该公司一直在使用基于绩效的预算（迪拜海关 2014l）。这种预算编制旨在促进那些落后的部门的发展。迪拜海关已逐步实施预算，以使其成为一个学习过程。因此，公司确保吸取的经验教训用于改进实施，以便在系统完全实施时，它不会有任何延误。迪拜海关使用这种方法来平衡其对当前费用和投资的财务分配。

Evaluations of the Approaches

Dubai Customs has been implementing the above-mentioned approaches to improve the employees’ experiences and productivity. It is evident that there are some aspects of RADAR logic in the way Dubai Customs implements. Dubai Customs evaluates these strategies and improves them or makes changes in the areas that they are not properly functioning. Through the complaints and suggestion systems, the company collects the suggestions on how to improve all its activities, including its employees’ work experience (Dubai Customs 2014c). Clients can also provide complaints and suggestions that are always considered by the company. In fact, there is a web based platform on the website of Dubai Customs through which the clients can submit complaints in relation to specific services. Suggestions and complaints are the tools used to gather information for analysis. 国际商务论文代写

Although benchmarking is considered as a way of improving the company, it also serves as a way of collecting information regarding whether the initiatives implemented by Dubai Customs are working. The company simply adopts the best practices from other departments, such as the Dubai Police Headquarters. It tries to implement these practices as effectively as possible. A consistent comparison of different practices and their sources ensure that Dubai Customs determines any errors in the process of implementation and corrects them to ensure that it follows its benchmark partners. The partnerships allows providing a continuous channel for the information that is necessary to the identification evaluation of different errors, as well as further improvement and re-implementation

译文：

方法的评价国际商务论文代写

迪拜海关一直在实施上述方法来改善员工的体验和生产力。很明显，在迪拜海关实施的方式中存在 RADAR 逻辑的某些方面。迪拜海关评估这些策略并对其进行改进或在它们无法正常运作的领域做出改变。通过投诉和建议系统，公司收集有关如何改进其所有活动的建议，包括员工的工作经验（迪拜海关 2014c）。客户还可以提供公司始终考虑的投诉和建议。事实上，迪拜海关网站上有一个基于网络的平台，客户可以通过该平台提交有关特定服务的投诉。建议和投诉是用于收集信息进行分析的工具。

尽管基准测试被认为是改进公司的一种方式，但它也可以作为收集有关迪拜海关实施的举措是否有效的信息的一种方式。该公司只是采用了其他部门的最佳实践，例如迪拜警察总部。它试图尽可能有效地实施这些做法。对不同做法及其来源的一致比较可确保迪拜海关确定实施过程中的任何错误并予以纠正，以确保其遵循其基准合作伙伴。合作伙伴关系允许为识别评估不同错误以及进一步改进和重新实施所需的信息提供持续的渠道

Participation in the national career exhibition allows Dubai Customs to represent itself as a place where it is interesting to work, as well as giving the opportunity to get a number of fresh ideas by recruiting new employees (Dubai Customs 2014f).

For the application of RADA logic, new ideas are used to create the opportunity to evaluate the existing systems and to change them accordingly. 国际商务论文代写

The award and reward system provided by the Dubai customs is a perfect approach that can be used to motivating its employees and improve their effectiveness. The system has been perfectly implemented by the company. The following system also allows the company to use the other initiatives. It should be noted that the company is continuously improving its reward system and employee satisfaction. For instance, it is evident in its annual reward activities of 2012. The company initiated new employee performance geared projects. These projects included the Competencies Matrix project and the Talents Bank project (Dubai Customs 2014m). The Competencies Matrix project is designed to developing the career aligned competencies to enable the employees to perform all the tasks that they are to fulfil. On the other hand, the Talents Bank project is aimed at attracting the qualified and sophisticated candidates to work for Dubai Customs.

译文：

参加全国职业展使迪拜海关能够将自己作为一个有兴趣工作的地方，并通过招聘新员工 (14FUB2020) 提供获得许多新想法的机会。

对于 RADA 逻辑的应用，新的想法被用来创造机会来评估现有系统并相应地改变它们。

迪拜海关提供的奖励和奖励制度是一种完美的方法，可以用来激励其员工并提高他们的工作效率。该系统已被公司完美实施。以下系统还允许公司使用其他举措。值得注意的是，公司正在不断完善其奖励制度和员工满意度。比如2012年的年度奖励活动就体现了这一点。公司启动了新员工绩效导向项目。这些项目包括能力矩阵项目和人才库项目（迪拜海关 2014m）。能力矩阵项目旨在开发与职业相关的能力，使员工能够执行他们要完成的所有任务。另一方面，人才银行项目旨在吸引合格和成熟的候选人为迪拜海关工作。

Discussions and Conclusion

Dubai Customs is certainly committed to continuous quality improvements. Since employees are a key resource to the realization of continuous quality improvement initiatives, the company has been doing its best to motivate its employee and increase their productivities (Dubai Customs 2014i). The analysis of its inactive base on the RADA logic reveals that Dubai Customs is planning to implement only the best practices and improve the previous ones to ensure that its employees contribute their best ideas, skills and efforts towards the realisation of the outcomes of the company. The mission and vision statements are of great importance for the establishment of a proper direction chosen by the company. Dubai Customs has both mission and vision statements that make employees understand the chosen direction and their role in ensuring that the company will achieve its set goals. 国际商务论文代写

As Dubai Customs uses different practices to enhance its efficiency, it adopts the measure that will ensure that changes occur within the company. As a result, the company embraces the EFQM principles aimed at ensuring the Excellency of the company. Dubai Customs has also adopted ISO 10001:2007 standard to provide the continuous improvements of its services. The company involves all its stakeholders in the review and implementation of the service chatter (Dubai Customs 2014h).

译文：

讨论和结论国际商务论文代写

迪拜海关当然致力于持续改进质量。由于员工是实现持续质量改进计划的关键资源，公司一直在尽最大努力激励员工并提高他们的生产力（迪拜海关 2014i）。根据 RADA 逻辑对其不活动基础的分析表明，迪拜海关计划仅实施最佳实践并改进以前的实践，以确保其员工为实现公司成果贡献最佳创意、技能和努力。使命和愿景陈述对于确定公司选择的正确方向非常重要。迪拜海关有使命和愿景声明，使员工了解所选方向及其在确保公司实现既定目标方面的作用。

由于迪拜海关使用不同的做法来提高效率，因此它采取了确保公司内部发生变化的措施。因此，公司采用旨在确保公司卓越的 EFQM 原则。迪拜海关还采用了 ISO 10001:2007 标准，以不断改进其服务。公司让所有利益相关者都参与了服务谈话的审查和实施（迪拜海关 2014h）。

The methods adopted by the company to improve employees’ performance have consistently ensured high motivation among all its employees.

The methods include participating in various career activities to seek for new employees, providing different training courses for employees to improve their skills and productivity, organizing different career development programs to improve the career path development, and rewarding those employees who perform excellently at all levels of the company. By giving the awards for the employees from its every level, Dubai Customs ensures that no employees feel neglected.

However, despite the perfect image of the company that is doing its best to realise high employees’ motivation and performance, there are still various issues that it should implement in order to establish proper employees’ commitment and performance. The results of the EFQM self-assessment questionnaire reveal that the company has numerous gaps that should be addressed. According to the analysis, Dubai Customs score poorly on

Leadership empowerment of employees;
Succession planning and career development opportunities; 国际商务论文代写
Appraisal of employees’ performance;
Assessment of the skills and capability development needs;
Realisation of employees’ full potential;
Collection of employee feedback on expectations and needs;
Availability of the business performance data across the company;
Identification and sharing of the best practices with employees;
Improving trends and levels of employee satisfaction/performance;
Appropriacy of targets for employee satisfaction/performance;
Cause effect analysis to explain employees’ perception;
Appropriacy of targets for internal performance against the employees’ targets;
Comparison of internal performance against the employees’ targets with other units and companies.

译文：

公司为提高员工绩效而采用的方法始终确保了所有员工的积极性。
方法包括参加各种职业活动以寻找新员工，为员工提供不同的培训课程以提高他们的技能和生产力，组织不同的职业发展计划以改善职业道路发展，并对在各个层面表现出色的员工进行奖励。公司。通过为各个级别的员工颁奖，迪拜海关确保没有员工感到被忽视。

然而，尽管公司尽最大努力实现员工高积极性和绩效的完美形象，为了建立适当的员工承诺和绩效，仍然存在各种问题需要实施。 EFQM 自我评估问卷的结果表明，该公司存在许多需要解决的差距。据分析，迪拜海关在

员工的领导力授权；
继任规划和职业发展机会；
员工绩效考核；
评估技能和能力发展需求；
实现员工的全部潜力；
收集员工对期望和需求的反馈；
整个公司的业务绩效数据的可用性；
确定并与员工分享最佳实践；
改善员工满意度/绩效的趋势和水平；
员工满意度/绩效目标的适用性；
因果分析来解释员工的看法；
内部绩效目标与员工目标的适当性；
内部绩效与员工目标与其他单位和公司的比较。

Recommendations

It is evident that there is more yet to be done to ensure excellence at Dubai Customs. The company should implement some additional measures to enhance the contribution of employees to its growth. The initiatives must be aimed at realising maximum employees’ satisfaction. Dubai Customs is recommended to:

Provide more career succession and planning for its employees;
Develop more efficient ways of employee performance appraisal and determination of skills and development needs;
Create the ways for leaders and managers to empower the employees and ensure that employees realise their full potential through giving reasonable work challenge, as well as setting reasonable internal and external targets; 国际商务论文代写
Find out the employee’s expectations and actions;
Ensure that the critical information reaches employees in time;
Set new levels of employees’ satisfaction and strive to achieve them.

译文：

建议国际商务论文代写

很明显，要确保迪拜海关的卓越性，还有更多工作要做。公司应采取一些额外措施，以提高员工对公司成长的贡献。这些举措必须旨在实现员工的最大满意度。迪拜海关建议：

为员工提供更多的职业继任和规划；
开发更有效的员工绩效评估方法以及确定技能和发展需求；
为领导者和管理者创造赋予员工权力的途径，通过给予合理的工作挑战，以及设定合理的内外部目标，确保员工充分发挥潜力；
了解员工的期望和行动；
确保关键信息及时到达员工手中；
设定新的员工满意度水平并努力实现。

Reference List 国际商务论文代写

Ali, M.M. 2013, “Obstacles to TQM success in health care systems”, International journal of health care quality assurance, vol. 26, no. 2, pp. 147-73.

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Hakes, C & Wilkinson, J 2007, The EFQM excellence model: for assessing organizational performance: a management guide, Van Haren Publishing, Zaltbommel. 国际商务论文代写

Jaccard, M 2013, The objective is quality: an introduction to performance and sustainability management systems, CRC Press, New York.

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Appendix 1

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