The document discusses how DHL and ARAMEX, two major shipping and logistics companies, are dealing with reducing their carbon footprints. Both companies set emission reduction targets in 2008 and have made progress towards achieving them. DHL aims to reduce emissions by 30% by 2020 and has achieved around 25% so far. ARAMEX reduced emissions per shipment by 25% compared to 2012. The companies are investing in more sustainable practices and technologies, like electric vehicles and solar power. DHL partnered with Toyota for electric forklifts while ARAMEX partnered with Philips for more energy efficient facilities. Both companies are shifting towards more environmentally friendly operations to lower their carbon emissions.

1. How DHL and ARAMEX deals with Carbon Footprints
As the word is moving toward globalizations, mix of different companies and their activities have dented
the natural environment very badly. As the country, develop its carbon footprint increases. Global
shipping and logistics industry accounts for more than 6% of the carbon emissions. However, for the past
many years, many shipping and logistic companies are shifting their focus towards the sustainability and
environment friendly approach, which could enable them in reducing Carbon footprints.
Businesses and societies in the Gulf countries are increasingly pledging to a greener future. In addition,
amplify the debate on sustainable development in order to achieve sustainable lifestyles. These actions
are seen as crucial in combating climate change and lowering the region's significant carbon footprint.
Regional governments, on the other hand, should work with the private sector to draw more "green"
investors to ensure that the transformation will handle the required changes. We are no longer discussing
how to combat climate change; it is now too late.
For this, two major shipping and logistic delivery companies have taken concrete steps towards attaining
the title of sustainable and environmental friendly corporations. These two companies are DHL and
ARAMEX. These two companies followed following approaches in dealing with the Carbon footprints in
Gulf regions as well as in the rest of the world.
DHL and ARAMEX, both are the world’s leading mail and logistic companies. These are the first
logistic company to set a clean carbon emission target and a started a sustainability program in 2008.
DHL has set the target to reduce 30% Carbon emissions by 2020 and as of 2015, DHL had already managed
to reach approximately 25% of its reduction target. On the other hand, ARAMEX had also reduced its total
emissions per shipment by 25% as compared to the 2012. It had also increased its recycling by 17% and
reduced its electricity consumption by 15% per shipment compared to 2015.
In addition, DHL also signed a deal with Al-Futtain Toyota material Handling. With this deal, Al-Futtain
Toyota will deliver 32 electric forklifts to DHL. DHL has already received 26 light duty electric forklifts.
These forklifts are deployed across DHL’s warehouses located in the UAE. These Forklifts provide
sustainable fuel savings and reduced carbon footprints and also contributing to the UAE’s vision2021 to
create and maintain a sustainable environment. This shows that Toyota is a major partner in DHL’s
sustainability program in UAE. However, ARAMEX also signed deals with Philips in order to make its Dubai
logistics facility more energy efficient, which shows Philips as ARAMEX main partner in its sustainability
program in UAE.
Moreover, DHL launched Soloodo in Gulf regions and Middle East. Soloodo is a platform that allows
shippers and transportation companies to link quickly and reliably for road freight. (Team, 2021). It also
reduces complexities in tracking, documenting and payment processes. Carriers will now optimize their
truck load for better production while lowering their carbon footprint, supporting DHL's goal of reducing
all logistics-related carbon emissions by 2050. (Team, 2021). ARAMEX also a world leading Delivery
Company has also set its target to invest in renewable and alternate energy and technologies, which could
help keep the company in moving towards more environment friendly business. In 2016, ARAMEX started
generating electricity through solar farm in Jordan and decide to broaden its solar farm plan in UAE and
other countries.

2. From the above comparisons, we have found many similarities and contrasting facts.
 Both Companies have one major vision, which is to reduce carbon footprints and move towards
sustainable and eco-friendly business.
 Both companies are investing heavily in UAE plants for sustainable production.
 Both companies are shifting their delivery system towards low emission Carbon, which means
their adoptability towards electric vehicles is paramount.
 DHL is more inclined towards increasing efficiency of its delivery vehicles in terms of low carbon
emissions but on the other hand, ARAMEX is inclined towards shifting its whole warehouses to
low carbon emitters.
 To achieve the results, DHL has partnered with Toyota motors and ARAMEX has partnered with
Philips electronics.
Personality Types and their Motivation
There are many types of personality. However, most common are extroverts and introverts.
Extravert people are social, gregarious, and outgaining. In addition, Extroverts excel in team-oriented and
accessible work environments because they have vast social networks, love being the center of focus,
think out loud, make fast choices, draw excitement from being with other people, and are outgoing,
optimistic, and supportive (Accion Opportunity Fund, 2021). These are ways I motivate extroverted people
in my work setting.
1. I assign them to work in teams
2. I try a collaborative environment with them
3. I give them multi-tasks
4. I present them challenges when the situation demands
5. I appreciate and praise them publicly.
Hence, when dealing with extroverts, in order to motivate them, will have to delegate formal team work
so they can create their ideas in a group setting. Likewise, to stop under-stimulation, keep their tasks fun
and stimulating. In addition, Encourage and congratulate them for their passion. Moreover, enable them
to jump straight into their ventures until they have devised a strategy. Furthermore, in response to their
results, give them direct signs (both physical and verbal) (Anon., 2021).
While introverts are, shy and reserved. They like working alone or with a minimum number of employees.
However, they also possess qualities like are good when it comes to introspection and problem solving. In
addition, Introverts respect intimate one-on-one relationships, consider before they speak/are not as
talkative, need time alone to refresh and reflect, like working in calm, independent settings, intensely
concentrate and think about personal desires, and may be seen as reserved. They can be motivated in
many ways, here I discuss briefly.
1. I would allow them to work alone- if possible. Without disturbing them too much
2. I set their tasks as such no interruption from others needed
3. I do not give them multiple tasks at one time.

3. 4. If it is suitable, I offer them telecommuting opportunities.
5. I appraise their efforts in private as well.
6. I encourage them to share their ideas but in private communications, like in an email.
Hence, it is better the give them enough time away and put them away from groups, in order to get them
focused on their jobs. Furthermore, to provide them learning and ease environment. Likewise, schedule
one-on-one sessions on a daily basis to provide updates or teach new skills and giving time for observation
rather than tossing them into a new environment. Likewise, instead of seeking immediate responses, give
people time to consider. Similarly, setting deadlines ahead of time.
To sum up, according to studies, 96 percent of administrators classify as extroverted. Another survey
found that 65 percent of senior executives consider introversion to be a detriment. So, extroverts have to
be better bosses, right? No, not at all.
Adam Grant, the University of Pennsylvania's Wharton School's youngest tenured professor, studied
leadership efficacy and found that extroverts and introverts were similarly competitive – but shone in
various types of workers. Profits were 16 points higher in teams of extroverted bosses and passive workers
who took input from higher ups. Teams of extroverted bosses and outspoken and constructive staff, on
the other hand, saw 14 percent lower earnings. Extroverts had the zeal and firmness to elicit the best
performance from passive workers, but they occupied the spotlight in such a way that constructive
employees' efforts were hampered. As a result, the staff were overwhelmed, and their suggestions were
lost to the whole team. Introverted executives succeed by recognizing employee effort and paying close
attention to their recommendations. Doug Conant, the former CEO of Campbell's Soup, is an introvert
whose leadership achievement is shown by his manual drafting of more than 30,000 handwritten thank-
you notes for his staff (Accion Opportunity Fund, 2021).
It's all too tempting to get wrapped up in the introvert vs. extrovert debate, but personality differences
are a spectrum. Human action is variable and strongly dependent on the circumstances. Personality types,
on the other hand, assist us in making sense of who we are and, as a result, in navigating the social
environments that connect us so tightly. We will best represent each other and ourselves by striking a
balance between action and contemplation. This has consequences not only for the workplace, but also
for culture (Accion Opportunity Fund, 2021).
Interval and External Recruitment
The process of "enlisting new hires" is what the word "recruitment" actually means. This can be used in
any case, such as a job, a church, or the army. While the nature of job recruiting has remained constant
over time, the methods of recruitment have evolved significantly.
The hiring plan of an organization encourages them to choose the candidates they need to fill specific job
openings. This workforce could be used to replace retiring staff, if the organisation expands, or, as the
company needs personnel with advanced knowledge (Ball, 2019).
Internal recruiting is used by an organization or corporation to fill a vacancy within its own workforce.
Whereas, external recruitment, on the other hand, occurs when a corporation looks for recruits from
outside the organization to fill vacancies. It is important to mention that the two approaches are not
mutually exclusive and can be combined (Ball, 2019).
Internal Recruitment Benefits

4. Internal recruitment is considered quicker and less costly as compared to external recruitment. As an
incentive for current employers, it encourages loyalty and may raise employee morale. Internal applicants
would have a better understanding of the business and society, saving time and resources on preparation.
It also aids in the reduction of staff turnover(Wilkinson 2021).
I want to hire a project manager for my new project, and I would use the internal recruitment method
because of below mentioned reasons.
I have many project officers who need promotion but do not have enough opportunities in
the recent past. They are well equipped with talent and expertise. I want to give them this
opportunity.
I believe using the current employee bring more value to my new project as compared to
bring someone from external and spend time and money to train him/her.
In addition, internal recruitment saves my cost, as compared to if I go for an external
requirement where I will have to pay a serious amount of money.
I believe, promoting current employees will boost the motivation of other employees. They
do not quiet and get motivated for future tasks and about their growth.
internal recruitment saves the cost that is supposed to be spent on the job posting and
screening
internal recruitment helps in decreasing the job turnover of my organization.
To sum up, businesses often use internal recruitment to fill roles that include an insider's insight or
expertise, as well as to boost employee loyalty and development. As compared to external recruitment,
internal hiring is a critical aspect of every organisation because it saves time, money, and resources. There
are many methods of internal recruitments, which are practiced by different organizations, but the
common methods include; Promotions: The most common form of internal recruitment is the one that
everybody wishes for: a promotion. Transfers: A move usually involves going to a similar level position in
a different department or to the same job at a different site. Temporary to Permanent: This is similar to a
promotion in that it entails converting a temporary employee or intern into a full-fledged employee.
Training Need, Its Finest Delivery and Review
Fourth Industrial Revolution is bringing huge advancements and skills in all the industrial sectors of the
world. The speed of this change has increased dramatically because of this pandemic. The goals, which
are set by the companies to achieve in years, now became need of an hour. For this to achieve, all
companies are finding themselves in hot waters, as there is huge skill gap in the market.
As an Owner of Panacloud.io, which is a one of the renowned Software house in Pakistan, we are also
fighting our best to meet the market demand as well as quality. For this to tackle, I have decided to provide
training to all my employees as technology has rapidly been evolving from one edge to another because
of pandemic. Being Owner I have decided that following are the major domains in which my employees
need training.
1. ORIENTATION:

5. Many employees are currently working normally which means that they are not visualizing the
market shift in skills as well as time speed of tasks, also I have established the fact that in order to change
our approach towards our Goals, strategies and objectives, we will have to devise new strategies, which
could enable us to achieve our yearly goals in span of few months. For this, I have decided to have
orientation session with my employees, in which I should rephrase company’s goals and missions. In
addition, I have decided to create awareness in my employees about the new Skillets, needed in the
market.
2. TECHNICAL SKILL TRAINING:
As COVID pushed us working from home, this approach has brought many complexities at the very
same time. Businesses need software and applications to manage their employees who are sitting in the
houses. Therefore, with the rising complexities and new growth of certain technical skills, it is important
for our company to also increase skill set of our employees, which includes, programming skills, marketing
skills, Designing Skills etc.
3. SOFT SKILLS:
Today soft skills are the most in demand skill in the world. Soft skills include Communication skills,
Decision making skills; Critical thinking skills etc., without these skills, no organization is going to be
productive. As tasks are getting complex, businesses need people who could better understand and make
others understand, present and could solve problems effectively.
In order to deliver best possible training, I will apply follow practices from which I could review and deliver
effective results and training.
 I will hold face-to-face meetings with my employees and will make them understand the new
challenges we are facing as an organization. I will follow 2 way communications so that I could
listen to their issues and address them as well.
 I will start virtual boot camps, which are the fastest project based technical training methodology
adopted by many companies. With this, I will be able to analyze employee’s learning and
adoptability to the new skills through series of projects, which they have to complete.
 I will assign different tasks or situations which will challenge employee’s soft skills and will help
me in analyzing and designing corrective action plans for the mistakes they will make in their soft
skills assessment tests.
How to bring and implement change in organization
It is very common; whenever we talk about the change every person has a sense of fear about it, whether
it is a business, home, school, college, or any other setting. While the general perception is that, the
change is not good and considered a negative thing in many organizations. As no one wants to get our
from his/her confirm zone. Therefore, people resist the change. In organizations, people resist because,
mostly, they are unaware of the consequences of change. If I bring any change to my organization, that
change would be to move my organization to go green. Reason is very simple,

6. Whenever, you plan for implementing the change. It is imperative that the benefits and consequences of
the change should be communicated, like most people; either is unaware and afraid of the consequences
of change. In an organization, while implementing the change, one thing has always been a problem that
is lack of communication, and not taking the employee's say in implementing the change(S. T. A. C. Team,
2020).
1. I make sure we stay top of technological changes
For example, Instead of making official physical trips, we try to switch to online video meetings, to reduce
driving for flying to a meeting destination. If it is still must go physically to attend meetings, we make sure
to have multiple meetings in one go.
2. Replacing the office equipment with many energy-saving alternatives. Furthermore, another
energy efficiency practice to switch off all equipment when they are not in use. . Moreover, I would run
and promote sustainable competition among employees and praise and award those who save energy.
3. Go Green-I use green cleaning products that help cut costs and carbon emission. Furthermore, I
make sure green products are part of our daily business life. Like to ensure, the cleaner items are eco-
friendly. In addition, the packaging materials are recyclable. Furthermore,
4. Promote Paper Less environment: another step to go green is I prefer and promote a paperless
environment, rather than relying on paperwork. I prefer to work on IT platforms, like information
technology. When communicating use email. While saving data and backup uses an online storage
platform or hard drive disks rather than using paper for record storage.
5. Another option is to work for others. This is not only we, putting efforts to go green. Others
organizations, governments, and individuals are working too. We use our experience and practices to help
others to go green.
6. Educate my employees to go green: Employees should know what the benefit of going green is. Its
benefit to them, to society, to the organization, and to nature. All benefits should be shared so that
employees can actively participate in going green change
7. Publish the news that you going green: if we publish it, the news will have a positive effect on our
company reputation, on our employees, customers, and other stakeholders.
Hence, implementing change is a difficult task in organizations. However, the journey of change can easily
be implemented, if we practice the change theory of Curt Lewin, unfreezing, change, and then refreezing.
These strategies provide rich dividends to firms to implement change.
References
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7. Ball, J. (2019, November 13). Internal VS External Recruitment: Benefits and Disadvantages.
Response Web Recruitment. https://responsewebrecruitment.co.uk/online-recruitment-
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recruitment/#:%7E:text=What%20is%20internal%20and%20external,applicants%20outsi
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Climate Change and Environment. (n.d.). Aramex.Com. Retrieved May 23, 2021, from
https://www.aramex.com/us/en/delivering-good/climate-change-environment
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