From the Desk Of... - Consolidated Contractors Company

Transcription

Bulletin
1st Quarter 2008
Issue No. 86
All About People
CONSOLIDATED
CONTRACTORS
COMPANY
From the Desk Of...
I am veryy happy that the
th feature of this Bulletin is all about the
people of CCC.
They certainly deserve high recognition.
And little known is the fact that one of the titles I hold is Head of
Activities at CCC.
Also, this title is probably one of a kind in any corporate ranking.
So what’s it all about?
It is another CCC first.
It’s about revealing our human face.
Engineering is a very technical field and many people sometimes
forget to work and to have fun as well.
Ask any of the founding owners or the CCC veterans and they will
tell you that they built CCC with hard-work, integrity, and teamwork;
a fabric woven with deep family values and strong social relations, all
while having fun.
So this is my mission. I wish to keep reminding you all of your
humanity above all.
So work hard, but stay healthy and have fun.
It’s a “Win-Win” situation for all.
Samir Sabbagh
Head of CCC Activities
Editor’s
d o s VView
ew
The Faces Behind the Bulletin
I hope you will enjoy this issue of the Bulletin, dedicated main
nly to
wh
hat makes CCC great: its vast multi-national workforce.
h
IIt’s ‘all about people’, so I’m happy to introduce to you that small
grroup of dedicated folk who work to bring you this publication, and
to
o thank them for their contribution to our ever-improving in-ho
ouse
magazine.
m
Meet the Bulletin staff below!
M
Samer Khoury, Executive Editor
Samir Sabbagh, Public Relations Manager
Zuhair Haddad, Managing Editor
Nafez Husseini, Chief Editor
Damon Morrison, Production Relations Manager
Jeannette Arduino, Production Coordinator
Nick Goulas, Graphic Design Manager
Penny Xenakis, Social Activities Reporter
Georgia Giannias, Distribution Manager
Alex Khoury, Logistics Manager
Nafez Hussseini
Bulletin / 1st Quarter 2008
1
Recent Awards
Common Cooling Wat
a er Phase II Cat 2
Qatar
total concrete quantity of 140,0000m3.
The project is forr Qatar Petroleum and consists of
The cl
c ient is SNC Lavalin wh
ho was retained as the
the
h supplly off cool
oliing water to th
hree users
r , two off
contra
ractor to provid
ide engineer
i rin
ing, procurement and
d
which are recircul
ulation consumers GTL (33,000 M3/
constr
truction services.
Hr) and Barzan (4,000 M3/Hr) and the third con-
The pr
p oject was awarded
d to th
hee CCC/Teyseer Joint
sumer is a once th
through
h consumer IIPP
PP33 with
h a ca-
Ventur
u e in O
October
b 200
007 an
007
and
d the
the co
th
construction
i perii-
pacity of 93,000 M3/Hr.
od is 15 months.
The scope of CC
CC’s contract includes engineerAmbatovy
vy Nickel Plantt - Slurry Pipeline
ing, procurement
nt and
d constru
t cti
tion off 65k
65km above
b
Madagascar
ground GRP pipel
e ines with diameter rangi
g ng from
Ambaatovy is a laarge-tonnage ni
n ckel project with an
300 mm to 3450 mm, 5.6km extension of th
he sea waannual
a dessign capacity of 60,000
0 tons of nickel, 5,600
ter fi
fire water
t netwo
tw rkk tto th
the tankk ffarm in G
GRE
RE piipes
tons of coba
balt and 190,000 ton
ons of ammonium suland the installation
on of 2.2 km of GRV pipess for chlophatee. The project will consist of an ore preparation
rination injection as well as other civil work
r s, strucplaant near the Moramanga min
ne site, pump stations,
turall steel
t l for pi
pip
pe brid
idges and
d access platf
tforms,
a proc
o ess and refinery plant near the port of Toaelectrical and insttrumentation works and tie-ins to
masina
n , and 220km of carbon
n steel slurry pipeline
the previous phasee and making allowances for tie-ins
connec
e ting both plants.
with
wi
th o
oth
ther
er fut
utur
uree ph
phas
ases
es.
SNC--LAVALIN has been awaarded the EPCM conThe award was ma
madee in Jaanu
n ary 2008 and the comtract and has split the project in
into packages.
pletion date is Ju
une 2010.
CCC’’s scope of work involves
es construction of the
QATALUM: Serrvice
ce A
Areas & Pot-L
Linee Building
n s
220km
m slurry pipeline, 32km water pipeline, 30km
Qatar
tailin
ngs pipeline, 1 block valve
v station, 3 pressure
The co
conccrete worrks for two pot-line bu
b illdin
ngs that
moniitoring stations, terminall facility, conduit and
aree jo
ar
oin
ined
ed w
wit
ith
h fi
five
ve int
nter
erco
conn
nnec
ecti
ting
ng p
pas
assa
sage
gess, ccra
rane
ne
fibre optic cable installation adjacent to the slurry
workshop and ram
wo
mps.
pipeliine.
The project is sprread along a strip of 1.2km
m and the
2
Recent Awards
The client is Amba
b tovy Minerals S.A. - a consorti-
tures,, asphalt milling and reinsstatement.
um consisting of Sherritt (40%), Sumitomo
o (27.5%),
The cl
c ient is Muscat Municipal
ality and the consultant
Kores (2
(277.5%
5%)) an
nd SN
SNC
C-LA
LAVA
VALI
LIN
N (5
(5%)
%).
is the
he Director off R
Research
h and
d Tech
hnical
i l Studi
dies off
The award of the project was made in Janua
u ry 2008
Musccat Municipality.
and the completion
o is planned for May 2009
09.
The pr
p oject was awarded
d in
nN
Nov
ovvember 2007 and the
o
constr
truction
i periiod
d is 4255 day
ays.
ys.
s.
Repair To Sea Wall At Al-Bahri Road
Oman
The scope of worrks includes repairs to a 290m long
Rehibilita
tation Of Seeb Inttern
nal Ro
R ads
Oman
damaged
d sea wall
ll and
d adj
djacentt duall carriag
ia eway as
Consstr
tructi
tion off vario
ous inttern
rnall road
ds iin Seeb
b ini
well as the construc
u tion of a temporary two--way four-
cludin
ng drainagge and finishingg works.
lane traffic diversiion, reinstatement of the wave wall,
The cl
c ient iss Mu
uscat Municipal
ality.
consttructi
tion off a re
r taiiniing wall
ll, slope
l
protec
tecti
tion and
d
The pr
Th
p oje
ject was award
ded
d in N
Nov
o emb
ber 20
2007
07 and
d tth
he
stabilization and mi
m scellaneous minor workks.
constr
tru
uctiion period is 11 montths.
The client is Musccat Municipality and the co
consultant
is W.S.
S At
Atki
kins.
The project was aw
awarded in November 2007
07 and the
construction perio
od is 275 days.
Remedial Works To Bridges Phase IV
Oman
The scope of worrks in
ncludees reeme
m dial works
ks to thrree
brid
br
idge
gess na
name
mely
ly Al Kh
Khuw
uwai
airr fl
flyo
yover,
r, Ham
amri
riya
ya fly
lyovver
and Ruwii flyyover and in addition to reepa
p irr worrks of
Qurum
m He
Heights ro
oad bridge. Works incclu
l de
d concrete
repa
re
p irrs an
and
d re
repl
plac
acem
emen
entt of bea
eari
ring
ngss, eexp
xpan
ansi
sion
on joi
oint
ntss
reeplacement, New
w Jersey barrier replacem
ment, reinstatement of soil pa
p nels, protective coatingg to struc-
3
Qua y Management
Quality
a age e
Design Review and Design Verification
T Four Stages of Design
The
Review (QMP-MOA-036)
R
The four stages of design review
are illustrated in Chart 03.
Stage I
Following the preparation of
Project Summary
Stage II
At project initiation to approve
overall strategy of design
Stage III
At agreed milestones or as required by the project summary
Stage IV
At completion of the design.
IIn this
hi article
i l we will
ill continue
i
to
examine the requirements of the design and development processes, in
relation to design review and design
verification as required by the ISO9001: 2000 standard.
Design and Development
Review
The ISO-9001:2000 standard requires design and development review to be carried out in order to:
• Ensure the suitability of design
for the intended purpose
• Review the technical concept
of the design
• Ensure that statutory requirements are met
• Confirm that there is adequate
information to define the basis
and method of design.
• To
T evaluate
l t th
the ability
bilit off th
the
results of design and development to meet requirements
• To identify any problems and
propose necessary actions.
Participants in such reviews shall
include representatives of functions concerned with the design
and development stages being reviewed. Records of the results of
the reviews and any necessary actions shall be maintained.
Examples of topics for design and
development reviews include:
• Adequacy of input to perform
the design and development
task
• Progress of the planned design
and development processes
• Meeting verification and validation goals
• Evaluation of potential hazards
or fault modes in product use
CCC design review is carried out
in accordance with a documented procedure “QMP-MOA-036”.
This procedure is illustrated in
Chart (02):
The ISO-9001 View
At suitable stages, systematic reviews of design and development
shall be performed in accordance
with planned arrangements:
4
Qua y Management
Quality
a age e
...Design Review and Design Verification
• Life-cycle data on performance
of the product
• Control of changes and their
effect during the design and development process
• Opportunities for design and
development process improvement
• Potential impact of the product
on the environment
• Identification and correction of
problems
Design and Development
Verification
Introduction
The ISO 9001:2000 standard requires design and development
verification be performed in accordance with planned arrangements to ensure that design and
development outputs have met the
design and development input requirements. Records of the results
of the verification and any necessary actions shall be maintained.
ternative calculations
calculations, similarity
analysis or tests, and demonstrations on representative samples.
This process is illustrated in Chart
04.
Design Verification
Design and development verification may take the form of document review, laboratory test, al-
1. The standard requires design
verification measures to be recorded. It is recommended to
develop a verification plan as
a record of the design verifica
verification measures to be undertaken
and then produce verification
records as evidence that the design output met the design input at appropriate stages of the
design.
2. Design calculations should
be checked either by being
5
Qua y Management
Quality
a age e
g Verification
...Design Review and Design
repeated by someone else
or by performing the calculations by an alteernative method. The marrgins
of error permitted sho
ould
be specified in the verification plan.
3. Design verification can
be carried out by co
omparing the design with
ha
similar one that has beeen
proven to meet the sam
me
requirements.
4. Undertaking tests an
nd
demonstration may takke
the form of:
• Development
of models
• Development
of tests or
• Demonstrations
5. As design documentts
are often produced
d
at various stages theyy
should be reviewed
d
against the input re-quirements to verifyy
that no requirements
have been overlooked
and that al the requirements
have
been satisfied.
Design Verification
(QMP-MOA-037)
CCC design verification is carried out in accordance with documented
ed proce
procedure “QMP-MOA-037”. Chart 05
represents a graphic presentation
of design verification carried out
by CCC.
Mounir Soufyan
References:
ISO 9001:2000
ISO 9001 FOR ENGINEERS AND
DESIGNERS - SCHOONMAKER
6
A New
ew Approach
pp oac too Quality
Qua y
Nobody can ignore the remarkable success achieved by our company during the last few years or the
expected success during the coming few years. In today’s competitive market, price, marketing skills
and business relationships no longer guarantee success. Customers
are insisting on advanced technology, a high level of performance and
reliability of product and service at
a lower cost. This makes achieving
and sustaining success a huge effort, an open mind for change, and
a high level of energy and competence.
Standards acceptable a few years
ago are no longer acceptable today.
Rising customers’ demands and expectations are forcing companies
to reevaluate their existing practices and try to improve them. This
situation may raise a few questions
of high importance:
• How to define our systems and
processes
• Can we reduce the time cycle of
processes?
• How to create enabling structure to continually improve our
processes
• How to transfer knowledge in a
manner friendly to the users
• Can we increase productivity
without drastically increasing
manpower?
• How to create a passion within
our employees to lead the company to more success.
The new view of quality management goes beyond a simple concern for quality product or service;
instead it encourages continual improvement in all activities or processes of an organization. Building
quality at all phases of a process
eliminates waste in all forms leading to lower costs and increased
productivity. This in turn results in
a higher competitive position leading to customer commitment and
increase in the company profitability.
The new approach to quality is
total in its influence, involving all
employees, at all levels of the organization. It is based on systems
and processes that may influence a
company-wide revolution in management, challenging the corporate culture of the past. Success in
the new approach is dependent on
The new approach is based on systems
and processes that may influence a
company-wide revolution in management, challenging the corporate culture
of the past.
the total commitment of top managementt and
d th
their
i d
determination
t
i ti
to make the quality vision a reality.
The system / process approach to
management has two inter-related
aspects:
• Customer’s Needs and Expectations: The customer needs
to have confidence in the company’s ability to deliver the desired product or service on time
and within budget.
• Company’s Needs and Interest:
There is a business need to attain, maintain and improve the
total performance in all its aspects for quality, time and cost.
The fulfillment of these aspects is related to the planned
and efficient utilization of technological, human and material resources available to the organization.
What we need today is to create unity
of purpose and passion within the
employees to drive the organization to
more success.
What we are looking for is to create a structure that enables the
company to deliver quality product
on time and within budget. What
are the key issues that we need to
consider for this purpose? This
may be summarized in the following:
• System approach to management
• Process approach
• Total involvement and
• Continual improvement.
Identification of organizationa systems followed by identificaal
ttion of processes is the main factor
for further change that leads to improvement. Improvement can’t be
achieved without full participation
of all employees concerned with a
specific process.
The most important issue is continual improvement that leads to
higher productivity and profitability. Apart from this, however, there
are more benefits to be gained
from this approach; benefits that
are not tangible and are difficult
to measure. However, their effect
can be felt in the change in culture.
The change in culture is a major
gain for the organization; with this
change every aspect of the operation can improve, not only at business level, but also at personal level.
What we need today is to create
unity of purpose and passion within the employees to drive the orgganization to more success.
Mounir Soufyan
Having this in mind, quality initiatives for many years have been
driven by customers. However, unless the organization realizes the
importance of the second aspect
which is the business needs, quality
initiative will never deliver and will
never contribute to the success of
the organization as it should be.
7
Feature
ea u e
A Fusion of Cultures
We live today in a global market where any organization that wants to do business on an international level
must develop the resources in its workforce in order to
compete.
“Corporate Ethnic Diversity Programmes” are increasingly becoming a prime subject in the corporate
world, not only to tackle traditional discrimination issues, but to meet the requirements of globalization and
open markets.
azines and professional seminars and courses devoted to
advocating diversity in the interest of productivity and
market expansion for multinational organizations.
At CCC, however, this “diversity strategy” was implemented from its inception given the humble approach of
the owners and their propagation of their family values
into the ranks.
HR Department - MOA
We can now find specialized websites, dedicated mag-
Top 20 Nationalities
(Monthly Staff)
Rank
Rank
Nationality
1
Indian
11
Bangladeshi
2
Philippine
12
Syrian
3
Egyptian
13
British
4
Jordanian
14
Canadian
5
Lebanese
15
Indonesian
6
Palestinian
16
American
7
Pakistani
17
Omani
8
Saudi Arabian
18
Iraqi
9
Greek
19
Tunisian
Nepalese
20
Chinese
10
8
Nationality
Feature
ea u e
9
Feature
ea u e
Rally Paper: OMAN
The Rally Paper event took place
in Oman on February 8, 2008.
It was an exciting and memorable experience. All the participating teams had a pleasant time and
it was a good challenge, filled with
mind-stimulating questions.
All the teams set off at nine a.m.,
each using a computer or two, anxious to start ploughing their way
through the questions and heading
for their first stop. Sixteen teams
took part in the event. The actual rally paper lasted until the afternoon and then we finally gathered
at the Automatic Restaurant for
lunch, waiting impatiently for the
results to be announced. The winlook back on and laugh about.
about
We are all definitely looking forward to next year’s event and we
hope to have more participants.
We also would like to take this opportunity to extend a special word
of thanks to Samir Sabbagh, Anna
Hussein, Penny Xenakis and Alex
Khoury for their efforts.
Hanadi Abu Middian, ISD
Mirna Alaaiddin,
HR Oman Area Office
ning team was composed of Jefferson Silvestre and Julius Ocampo. Coming in second place were
Ghassan Abu Osba’ and Mohammad AbdulLatif and in third place
were Alaa Abu Ghazaleh and Rene
Adornado.
Congratulations to them and to
all the other teams.
However, for those who were
slightly disappointed and got confused over the answers to some
of the questions, better luck next
time; just consider it something to
10
Feature
ea u e
Rally Paper: ABU DHABI
The rally paper was a great opportunity to bring the CCC team
together to work towards a day full
of excitement. Not only was it a day
full of challenges but also a chance
to mingle and enjoy the fun in the
sun. Much effort was put into organizing the rally paper which resulted in the success of the event.
CCC Abu Dhabi extends its
thanks to Anna Hussein, the Rally Paper Team, CCC Abu Dhabi
Area staff involved, and the catering team for a job well done.
Congratulations to all! We look
forward to hosting many more
team building activities in the near
future.
Walid Shuhaiber
Area Admin and Services
Abu Dhabi
Walid Shuhaiber handing over 1st Prize to Elias Shehadah (MEB) and Samer Mubaid
All participants in the Abu Dhabi Rally Paper 2008
11
Feature
ea u e
CCC Qatar International Basketball Team
On a yearly basis, there is a basketball league held in Doha (the
Philippines Basketball League of
Qatar) where a company can participate with its own team, provided that the nationality of the players be Philippino.
supported by QGXII MGT and working
on the idea took effect in May 2007 where
we had a try-out selections week for around
300 people.
In 2007, they decided to add a
category in the league called the
International Division where an international company could participate with its international team no
matter what the players’ nationalities are.
Based on the above,
Alutech
87 - 70
90 - 88
we have chosen a team
of 20 players of differLucky Seven
66 - 54
79 - 83
ent nationalities (Palestinian,
Philippino
on November 2, 2007. Four comand Lebanese) and
panies in addition to CCC particdifferent projects (QGX
XII, QCS,
ipated in the International DiviCMU & GTL). The traaining prosion (Alutech
(Alutech, CTJV,
CTJV The Look &
gramme commenced in our
o r QGX
Lucky Seven).
Camp in early June 2007 to prepare
for the league which commenced
We completed the first round in
Accordingly, we raised the idea
of creating an international team
in Qatar for CCC. Our idea was
CCC
opponents
Round 1
Round 2
Look Company
89 - 56
82 - 77
CTJV
92 - 87
84 - 73
the league with four successive victories (see table).
Moreover, we won the semi-final game against the CTJV (7663) and thus we reserved our seat
for the championship game (best
of three games) against the Look
Company whom in their turn injected their team players from outside the company since it is allowed
as per the league regulations.
The CCC Qatar International Team
We lost our first game in the finals (78-94) and now we are preparing for the second game which
will be held early in April 2008,
hoping that we will win and take
the first place in this championship
taking into consideration that our
team at the moment has a high reputation throughout Doha City.
Finally, I would like to take the
opportunity to express our deep
gratitude on behalf of all team
members to Ramzi Dahdah, Issam
Abdul Al, Shadi Abdul Baki and
others for all their fruitful support
which assisted us in achieving our
victories and thus proved that our
beloved CCC is also professional in
fields other than construction and
engineering.
Rami Kaibni
Team Leader
12
Feature
ea u e
As you probably
p
know,
know th
the
he most
common sports
s
are fo
football and
basketballl.. However,
r, this year volr,
leyball lovveers at CC
C C also formed
a team to
o comp
pete in the European Corpo
orrate Games which took
place in Atheens on October 19-21,
2007.
Althouggh
h training started months
before, w
wee were informed two
weeks prriior to the Corporate
Games th
haat the teams had to be
mixed (th
hrreee men and three women). With
h veery little time to spare
we found our
o r girls and we managed
to train a few
f times.
It was a wonde
w de
d rful experience to
take part in
i the Corporate Games
with an un
unconventiion
o al sport, and
to come in
in at fourth pla
l ce at such
short nottiice, putting in
n a great
team effort.
The teaam
m members were Nabil Hage (Captain), Jennifer Harrison, Elie Sawwan, Zoe Koutsou,
Nabil Najjar, Tu-Phuong Duong,
Mohamad Shrouf, Penny Xenaki
and Rene Adornado (Muscat).
This year, we started our training
earlier so that in the next Corporate Games we can add to CCC’s
long list of medals one we can call
our own.
Nabil Najjar
Budgets, Monitoring
& Cost Control (MOA)
The Gulf Are
reea offi
fices
fi
ices ha
have
ave
been invited
d to atte
tend the
te
he Duu-bai Corpor
orate Ga
or
Games on Mar
arch
ar
28-29, 2008.
CCC wi
will bee reprresenteed in
the followin
ng sporrts:
From Abu Dh
Dhabi:
• Foot
otb
ot
ball 7s
• Basket
etb
et
ball
• Ru
unn
n ingg
• Sw
wim
mmingg
From Oman
an:
an
• Fo
oot
otball 7s
• Basket
etball
et
• Ru
Runnin
ng
• Swim
mmingg
Anna Hussein
CCC participants in the European Corporate Games 2007
European Corporate Games / Dubai Corporate Games
Soccer
S
occ 5s - MOA
Basketball 5s - OMAN
Rash
hid Ennimer
Johnny Bandak
Alaaa Ennimer
Ala Abu Ghazaleh
Ram
mzi Khoury
Julius Ocampo
George Leou
Enrique Dela Cruz
Ala JJabr
Anselmo Dabuet
Abdelrahman Azmi
Abdallah Ghazi Hamad
John
ny Abu Ata
Samy Khalife
Basketball
- MOA
Bask
Sisam R Hijjawi
Kostta Koumandarakis
Jean Beck (Coach)
Panaayotis Avgerinos
Karting
Khalled Arafeh
Amjad Bosheh
Maroun Issa
Tamer Maher
Alain Douris
Nick Paraskevas
G ne Hur
Gen
Wissam A
Assaf
John
n Younnan
Tari
riiq Hi
Hin
ndash
Carrlos
l Hadd
add
ddad
dd
Yaza
az n Haaam
mdan
n
Volleyball
V
olleeyb
yb ll - MOA
yba
OA
Haitha
Haitham
ham Taha
Ta
T
Nabiil Hagee
Na
Ahm
hmad Zaaghal
Nabiil Na
Najja
jjar
Squash
Jenn
en
enn
nnife
ifer Harrriso
son
Omar Afiffi
Penn
Pe
ny Xe
Xena
nakis
Brian Tho
omas
Moh
oh
haamed Shro
hro
hrouf
hr
rouf
Tennis
Table Ten
nnis
Elliee Saw
Ell
wan
Robert Sro
ouji
Tuph
phuo
ph
uong Duong
Hassan Haamze
Rene Ado
Ren
dornado
do
Himanshu
u Thakker
Zoi Koutsou
so
Tennis
Bowling
MOA
Bow
B
ow
wling - M
OA
Morrison
Damon M
Morriso
Yann
nis Yaanno
oulis
Firas Ali
Tonii Hadd
dad
d
Biking
Mountain
n Bikin
Olgaa Bisb
bikis
Josh Fernaandezz
Abed Yo
Yousssef
George Varthollomaios
Yann
niss & George Zogas
Running
Eva & Angeliki Maltezos
Brian Kirm
man
Bowling
Bow
wling - AUH
wl
Andreas Georgiou
Georg
G
Er esto Lazo
Erne
Khaled Neehme
Bash
har El-Zoughbi
Ghassan H
Hamdan
Sunn
ny Mathew
Hanadi Ab
bu Miiddian
Suraaj Surenderen
Asif Baig
Bowling
B
ow
wling - OMAN
Mohamed
d Huss
Hussein
Syed
d Bashir
Basketball
Basketbal
ll 5s - MOA
Tonii Berida
Victor Chiiha
Rash
hid Cheema
Chadi Fadel
Sajeeb Punathi
Michael Beringuel
Abbas Afini
Ehsan Ammoura
Edgaar Saulo
Wally Bong
Soccer
S
occ 5s - AUH
Samer Maalouf
Paull Khalife
Alexis Eusebia
Tareeq El-Hajjar
Elie Nasr
Haysssam Osman
Abdelrahman Abdelghani
Moh
hamed Qareish
Chad
di Moustapha
Muh
hieddine Elajouz
Khalled El-Hajj
Wisssam Al-Khatib
13
Feature
ea u e
The Athens Marathon
On November 4, 2007, Brian Kirman, Andreas Georgiou and the
undersigned participated in the
Athens Marathon (the 10km race).
Usually there are three road races: the Athens Classic Marathon
(42km), the 10km and the 5km.
In order for someone to participate he/she should be at least 12
years old. (Children need parental
authorization.)
Our race started at 09.30: the
first 5km was in the opposite direction to the Marathon and then we
turned back and finished the other 5km at the Panathinaikon Stadium.
It was the first time I participated and it was an unforgettable experience. I’m ready to do it again
this year. Hopefully more people
will join us from CCC. It was great
fun!
Khaled Arafeh
MOA
Cricket Tournament at Ruwais
A super-friendly and excitin
ng cricket tournament was arraanged at the Ruwais 3rd NGL
Train Project Camp (Abu
T
Dhabi) where 32 teams (each
D
co
onsisting of 13 players) got together from various parts of
th
he world.
The tournament started on
N
November
25 and ended on
December 14, 2007. The winD
ning team was PAK*STARS
n
XI.
X
Mazen Stefanou
Administrator
RNGL 3
standing, from left to right: Mazen Stefanou, Hisham Khoury, Fadi Watfa, Shankar Puri, Asaad Hamzeh with the winning team
14
Feature
ea u e
Bowling for CCC
The Activities Department went
a step further last year and hosted a unique CCC Bowling Champs
Cup, where the best players from
the Top 7 companies competed on
29 November 2007. The companies
were:
• Avis
• Cosmote
• Genesis Pharma
• Hellenic Petroleum
• Intracom
• Intralot
• CCC
reation on the planet. And so is the
game in our company. The traditional in-company bowling events
are getting more and more popular between CCC employees and
their families as well, competing
in a friendly environment to win
the title of the best team, or just
to spend some quality time with
friends and colleagues.
Besides the fun part, CCC representative teams from MOA, Abu
Dhabi and Oman were given the
opportunity to compete on a higher
level and have dominated the score
sheets in the European Corporate
Games for
G
th
he
last
tw
wo years,
leeading all
th
he partiicipating
companies in the
n
number
of medals
o
won.
w
Thank
you, CCC,
fo
or
o
givChamps Cup November 2007
ingg us the
in
ch
hance to
The best news is that although we
play,
play
compete,
compete
and win in our fagave the other companies a second
vourite
game,
bowling.
chance, the Champs Cup was won
by CCC again.
Antoine N. Haddad
Budgets,
Monitoring &
Vivi Linardoutsou
Cost Control
Business Development
Bowling is believed to be one
of the oldest sports in the history
of the world. A similar game was
found in the tomb of an ancient
Egyptian youth who died approximately 5,200 BC. Ancient Polynesians rolled stones at objects from a
distance of 60 feet (18.29 meters):
the same distance as from foul line
to headpin in our modern game.
Over 100 million people in more
than 90 countries practice the game,
making it one of the most popular
and universally loved forms of rec-
The three top teams were as follows:
• Strangers (Bashir, Rashad,
Moosa, Rene) 1541
• Lawin Team (Tony, Benny,
Gary, Jan) 1504
• Zero Cool (Sajeeb, Cheriyan,
Shakeel, Shaji) 1441
We’d like to thank the Activities Department for holding these
wonderful events for us and look
forward to many more.
Syed Bashir
ISD, Oman Area Office
Bowling Tournament January 2008
At the MOA Bowling Tournament on January 24,
24 2008,
2008 the first
place getters were Khader Abu
Ghanam, Antoine N. Haddad, Majdi Treish and Sami Haj Hamed.
Anna Hussein
As part of the social activities that took
place in February, the
4th CCC Oman Bowling Tournament was
held on 5 February 2008
at the Al-Masa Bowling
Centre in Muscat.
14 teams participated
from Area Office and
Projects where I was
given another opportunity to hold my ‘top
scorer’ position.
CCC Oman Bowlers, February 2008
15
Feature
ea u e
...Bowling for CCC
that all such events be publicized
to the extent that people out there
would learn about our core values,
how much this company cares for
its employees which makes our organization a true “Employer of
Choice”!
Suraj Bhuvanendran
Area Accounts - Abu Dhabi
In my circle of friends,
friends they alal
ways envy me for one thing: the
company that I work for! They
have all seen the different activities
this company frequently organizes for its employees, or to be more
precise, its ‘family members’. Unlike some companies, which do organize events such as feasts, games
and so on exclusively for the working staff and even dare to mention
“no family allowed”, I am proud
to say that my company organizes
events for the entire family.
Thanks to the truly admirable ini
initiative and skills of our dear Anna,
we were yet again drawn into a
family get-together, truly expressing the spirit of oneness, no matter
where you come from or what colour your skin bears.
And when such a thing comes
with a blend of excitement delivered by the game, all I can say is
WAOWWW! I’d like to suggest
At our recent bowling tournament at the Sheikh Zayed Bowling
Centre in Abu Dhabi, sponsored
by our Area office, 28 teams participated.
The top teams were:
• Heavy Lift Frame
• Warriors
• Lucky Strike
The top scorers were:
• Enrique Barrientos
(EPSO) 192
• Suraj Bhuvanendran
(Accounts) 188
• Wassim Boutros (MEB) 179
16
Feature
ea u e
The Benefits of Social Activities
Our President, Said Khoury,
in one of his speeches to us once
said:
“You Are Our Greatest Assets”!
CCC has always prided itself on
the ‘CCC Family’ concept, getting everyone together and treating them equally. Thanks to Samir
Sabbagh this idea is kept alive
through Activities.
Everyone is invited to attend our
Activities, regardless of their culture, office hierarchy or nationality! Everyone gets the equal opportunity to meet their colleagues,
join in the fun or engage in healthy
competition.
Our automated and E-communication systems have unfortunately
de-personalized several aspects of
our daily lives; here’s one way to
change this somewhat. As you have
seen in previous Bulletins, Activi-
ties is also popular in Abu Dhabi
and Oman. Meeting your colleagues from other Areas as well
widens your knowledge about what
CCC does and how big our company really is. This makes for a healthier environment at work. Knowing what the person on the other
end of the line looks like, certainly
makes things a little more humane
whilst opening the door for personalized communication.
The shared experience taken back
to the office the next morning, seeing everyone commenting on their
previous day’s event, the positive
spirit and energy created amongst
everyone is good for motivation
and morale.
Team building is a very important aspect of the smooth running
of any department. These activities can improve communications
amongst all the different cultures
our company is rich in - supporting
and appreciating one another on
the team is a positive way to break
the ice.
is one of them. “All About People”
says it all; we are happy to hold
these events for you and get the satisfaction of observing people shake
hands and saying good morning to
one another the next day makes it
all worthwhile.
Is there anything more satisfying than seeing colleagues on the
same bowling team encouraging
each other to throw that strike?
Several international companies
have made team activities a very
important priority for their staff,
and we’re proud to say that CCC
To close, we welcome any comments or ideas you may have, send
them to: [email protected]
Anna Hussein
17
Feature
Basketball Tournament in Athens
Our basketball team was invited to participate in the American
Community Schools Corporate
Tournament which began in October 2007 and will finish in May
2008.
We wish our team all the best for
this tournament.
Other companies participating
are:
• Proctor & Gamble
• Intralot
• Johnson & Johnson
• Vodafone
• Cosmote
• Unisystems
• ACS
Anna Hussein
From left to right: Standing: Stamatis Koutsouflakis, Gus Hourani, John Younan, Panagiotis
Avgerinos, Maroun Issa, Mohammad Shrouf,
Front: Carlos Haddad, Khaled Arafeh, Kostas Koumandarakis (Captain), Alan Douris.
MOA Football News
This year has been a good year for MOA football. In
the European Corporate Games 2007 last October, the
team finished third after losing in the semi-final in a disputed penalty shoot-out.
In a local Athens League, CCC ranked third. This success can only be attributed to the continuous and unconditional support of the management in charge which
is sponsoring the team and has never declined any of
its requests. Many thanks go to the members of
the team for their efforts, the Activities Coordinator for her dedication and our coach Maria
Theofilou for her perseverance.
is to participate in such activities and meet the other side
of CCC employees and perhaps of oneself.
One request from the CCC football team: for management to continue its generous and unconditional support for sports in CCC.
Rashid Ennimer
Internal Audit - MOA
Although the team is suffering these days
from injuries, relocation of staff and absences
due mainly to business trips, we are hoping to
keep up the good efforts of the last two years.
Like in all athletic teams, we are trying to recruit ‘new blood’ who would like to become part
of this ten year old team and be a member of yet
another CCC family!
What is most fascinating of all is that these
after working hours company events such as
football, basketball, volleyball, Latin and salsa
classes, as well as the periodical activities allow
company staff to get to know one another, to
have a little social chat (which probably would
have never taken place) and ‘break loose’ from
any life or work related frustration and stress.
My message to all, young or old, man orr woman,
18
From left to right: (top row) Rashid Ennimer (Captain), Vangelis Daskalakis, George
Leou, Abdel Rahman Yousef, Ala Ennimer (bottom row) Filis Theofilou, Ramzi
Khoury, Johny Abu Ata, Ala Jabr
Feature
Paint Ball Super Sunday
All this talk about the CCC corporate culture, team spirit and similar
terms were things to which I was
oblivious since the time I joined
CCC. But on March 16, 2008, on
a beautiful sunny Sunday, a paint
ball event which gathered more
than 45 members of CCC Athens
embodied the real spirit of cooperation and brotherhood this company is all about.
It was clear from the numerous
interruptions that the guys inflicted on the owners/managers of the
place (who were desperately attempting to brief us on
the rules both in Greek and
English) that excitement
and anticipation were building up inside all of us. Anxiety was also displayed on
some faces as that was a first
time experience for most
and surely fear of measuring up to other opponents
crossed our minds once
or twice. That all quickly faded once ‘war’ was declared, and was replaced
p
byy
the more challenging and exciting “capture the
flag” spars, which
in all fairness
ruled out the participation of the
“less experienced
ones”.
Strategies were being
formed on sides,
screams and slogans of intimidation shouted to
impose a sense of
th
he paintballs.
paintballs Good RamRam
bo
o tactics were used by severral participants. Although
classed as a fairly dangerou
us sport there were no majo
or injuries, only bruises and
paainted hair. At the end
th
here were a lot of sweaty,
diirty, tired but happy conteestants.
do
omination, but
omination
it was all in good
fu
un and spirited
co
ompetition.
rushes of adrenaline and excitement. “Fun” was the name of the
game and very apparent were some
great leadership skills amongst the
participants, which show that CCC
holds precious assets in its establishment.
We were divided into two teams
and we fought on the whole field.
The outcome of the whole day was
decided eventually in a final sudden death game, showing how tight
the competition was. We enjoyed
“death match” sessions as well as
Last but not
L
leeast, I’d like to
th
hank our sponso
or, Samir Sabbaagh, our colleeague,
Anna
H
Hussein
(who
wo
orks with passio
on and belief)
an
nd Maria Vassilopoulou for her gr
great assistance.
Samer Mansour
Estimation (Electro-Mechanical)
Congratulations to the ‘A’ team!
With a score of 5-2, a video should
have been taken to show the excitement and thrills experienced by the
two teams playing paintball.
I think this has to be the
m
most
exciting event so far
an
nd something that will defin
nitely be requested again.
Next time count me in.
N
Sue Lazariotou
(EPM)
Not only is paintballing a unique
experience and great fun, it is also
a challenging, sophisticated, and
character-building sport which tests
skills of endurance, quick-thinking,
leadership, and teamwork. It is the
combination of intelligence and
determination that made us the
winning team, not merely strength,
speed or agility!
Paintball was well worth getting
out of bed for, early Sunday morning as demonstrated by everybody’s
enjoyment, giving us the chance to
rekindle our spirit of adventure.
Sami Haj-Hamed
(GSP)
I was only a spectator but could
feel their adrenalin rush as they
hit and splattered each other with
19
Feature
It may make your heart really beat
As you begin to compete
It may puzzle you from the start
But you do not have to be so smart
It may exhaust you all the way
But you’ll be happy by the end of the day
And if you lose the game
It’s always Alex to blame
What is it? Yes, it is the Rally Paper
20
The
Th
he Ra
Ralll
lly
ly Pa
Pap
P
ape
per ha
has
as
beeen
be
een
n for
or the
h paasst
st fe
few
yeaarrs an
ye
an oaassis
sis
is in ou
ur ro
rou
u-tiine
ne, m
ne,
mo
onoto
no
otto
ono
nous
us and
nd,
at tim
at
mes,
es, tr
es
trrou
oubl
ou
ubl
blessom
bles
me
l fee. IItt’ss aan
li
n ex
e p
peerriien
enccee
that
th
at ful
ulffiill
llss ou
our ne
neeed
eed
d fo
orr
exxcciite
itteeme
men
ntt and
n ad
dvvven
enen
tu
ure
re (at
at lea
east
stt occ
ccassiio
onaallly) an
ly
and gi
give
ves us
us a brreeakk
ffrrom
om our
ur daaiily
ly str
sttrresss
and te
an
ten
nssio
ion
n.. Th
hee ide
dea
off the
o
he Raalllyy Pap
aper is to
to
d iv
dr
ive th
hro
rouggh yo
your
ur loocal ar
ca
cal
area
reaa in o
orrd
rde
der to
der
to loocate
ca
te thee ““sst
stat
atio
tio
ions
n ”,
ns
”, Ath
ththeen
ns in
n our
ur caasse,
se,
e, wit
ith itts
endl
en
dlles
d
e s aan
nci
cien
nt si
site
ites
tees,
s,
b au
be
a tiifu
ful ssm
maalll ha
harb
bu
urrss,,
iim
mp
prreessssiivvee
mo
ou
un
nttaiins
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and iitts
and
an
ts eno
en
nor
orm
mo
ou
uss pla
late
teia
ia
(sq
(squ
(s
qu
uar
ares
es).
). Th
hiis
is ci
city
ty offfeerrss ide
deal
deal
al lo
occaattio
ons
ns not
ot
on
o
nlyy ffor
or the
or
he “st
staattiio
ons
nss”” bu
ut
also
al
lso
so for
or bre
reak
aks in
in o
on
nee of iitts
n
ts m
mu
ult
ltii--ty
lti
typ
pee ccaf
affe p
pllac
aces
aces
es tth
hat
ha
on
ne caan fin
ffiind
nd in Atti
Attttiica
A
ca.
a
Howe
Ho
weve
w
eve
ver,
r, wh
hile
hi
ile
le par
arti
rti
tici
ici
cipati
pattiing
pa
ng in th
the Ral
Rall
R
Ra
all
lly Pa
lly
Pape
per
p
er over
ove
ov
o
veerr
tth
he p
paast
st few
ew yeeaars
rs, I h
haave
ve not
ottic
icced
ed th
haat th
the
he ac
actu
tu
uall con
ncept
ce
ept
pt of tth
he Ra
Rall
Rall
lly Pa
Pape
per is
is to prroovide
vi
id
dee us w
wiitth
h edu
ducaati
tion
io
on
nall an
nd
d
learrni
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le
ningg maattte
ning
tte
ters
ters
rs, funn
f un
fu
nn
n
nyy
sto
st
sto
orrie
ies aan
nd
Feature
from
fr
m one
ne are
rea to
rea
t th
hee oth
therr, u
ussin
ing up
up a lot
ot of efffo
fort
for
rt, se
rt,
seekking h
in
heelp
lp frro
om ou
om
our re
rela
lati
lati
tivees an
and fr
and
frie
frie
ien
nd
ds,
s, exc
xcha
hang
ngiin
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ng
an-sw
weerrs fr
fro
om
m oth
ther
er co
om
mpe
peti
titto
ors
rs in o
orrde
der tto
o an
nssw
weer in
inte
terresttiing
es
ng, bu
but at
at thee sam
ame ti
tim
mee
very
ve
ry cun
unni
ning
ng que
uest
stion
ion
io
nss. A
An
nd
th
his
is is th
the be
beau
auty
ty of it
it. Yo
You fe
feeell
fee
a bi
bit of
of Ind
ndia
iana
na Jo
on
neess’
s’ ssp
piirrit
it!
t!
Alex Khoury
ggeene
nera
rall kn
no
ow
wleedg
dge th
that
a cov
over
er spo
spo
ort
rts,
s, mu
ussic
ic, arrt, his
istory
tory
to
ry,
sp
pac
ace,
e culltu
ure
re, st
stra
rang
rang
nge llaaws
ws, an
and sso
o on.
n.
Fo
F
o
orr in
inst
sttan
anccee, th
the
he qu
quesstiio
on
ns an
ns
and
nd ri
rid
dd
dlees th
hat neeeed
ed tto
o
bee aans
n weerreed and
ns
and so
an
olv
lved
d dur
uriin
ng th
the co
comp
mpetit
etit
et
itio
on ac
actu
actu
tual
allyy tak
ake yyo
ou o
on
n a jou
urn
ney
e thr
hro
ou
uggh
h the
he wo
orrld
ld of hi
hist
isstto
orry,
y, ree
vveeaallin
ing unbe
unb
un
beelliiev
evab
bllee fac
acts
ts and
ts
d asstton
onis
ishing
ishi
hing
hi
ng tal
a es
es fro
rom
om the
the
th
tim
ti
mee of th
the ggrreeaat ci
civi
vili
vi
lizaati
tion
ons suc
succh
su
h as an
anci
cien
ieen
nt E
Eggyp
yptt an
nd
Rome
Ro
Rom
me to th
the
he m
myystter
erio
ious
ous
us cu
ulltu
urrees of
of the
he Mayyan
n and
nd A
Azzzteccss. I m
te
meean
an, w
wh
h
ho
ow
wo
oul
uld kn
kno
know
ow
w that
haat th
h
the
he eeaarrllie
iest
st b
bus
usin
us
ines
ines
essesssmen to
me
o imp
mplleem
meen
ntt maarrkkeeti
ting
ng weerre th
the Ph
Phoe
oeeni
niicciian
ns or
or
who cco
wh
oul
uld b
beel
eliev
liev
li
eve tth
hat
at tth
hee Per
h
ersi
rsi
siaan
ns we
were
wer
re the
he fir
irst
st to us
st
use
th
he taaxi
xim
meete
ete
ter 40
400
00 B
BC
C? Rema
Rema
Re
mark
rkab
kab
abllee!!
!!
Wh
W
heen
n it co
c me
mes to
o geen
neerral
al kno
ow
wlled
edge
edge
ge, th
hiin
ngs
g becom
ecom
ec
ome
moree co
mo
om
mpl
pleexxx.. Wh
ho wo
would
ulld im
u
imag
agin
ne that
tth
hat
at it wa
was aatt one
ne
ttiime
me iilllllegal
eggal
al to im
impo
mpo
port
rt ban
anan
anas
an
nas
as in
ntto mo
mode
od
deern
ern
rn-d
n-d
-day
ay Gre
reec
ece
or wh
or
ho
o wou
ould
d th
hiinkk tha
hat th
hat
the
he C
Caana
ana
naryy Isllan
nary
ands
nds
ds too
ookk thei
thei
th
eiirr
name
na
me fro
om do
dogs
gs,
s, an
and how
how aarre w
ho
wee aree su
up
pp
ppo
po
osseed to
to kno
now
now
tth
haatt whi
hillee Cho
hile
hopi
pin’
n’s bo
n’
bod
dyy is b
bu
uriied
uri
ed in Fr
Fran
ance,
cee, hi
his h
heear
art is
art
is
buri
bu
ried
ed in Po
Poland
lan
la
nd
d? Gi
Give
ivee us a br
b eaak!
k!
The ar
Th
arcch
hit
hit
iite
itec
tec
ect of
of thi
his ex
his
exci
citi
iting
ttiin
ngg eeve
vent
vent
ve
nt,
the
th
he Ra
R ll
lly Pa
Pape
per, and
d the
he ffox
oxy mi
ox
mind
nd
behi
be
hiind
nd the
hese tri
ricckkkyy qu
ques
essti
tiions
on
o
ns aan
nd rriid
d-dles
dl
es is Al
Alexx Kho
our
ury,
y, mem
embe
mbe
ber of
of the
he
ISD
IS
D st
staf
taf
aff aatt MOA
OA,
A, wh
ho
alsso
al
o as
as I may
maay ssaayy,, is
rreessp
resp
pon
onsi
onsi
sib
sibl
blle
fo
or
drag
dr
aggi
ging
ng us
us
On
O
ne go
g o
od
d th
hiingg ab
bo
o
ou
ut the
ut
he
Raallly P
Rall
R
Paape
per is
i th
haat it
it is de
dedi
diccaateed tto
o the
the
he wh
ho
ole
le faam
mily aan
nd
aass Alleeexx sa
says ““II ha
have
ve des
esiggn
need
ed
tth
he Ra
Rall
lly P
lly
Paape
per in
i ssuc
uch a w
uch
uc
waay
th
haatt evveery
eryy m
mem
em
mbe
ber of tthe
ber
he
he
fam
fa
miilyy can
an parrtiicciip
paaate
te. Y
te
te.
Yo
ou
do no
do
ott h
hav
ave
av
ve tto
o be an
n “Ei
Einn
stei
st
ein
in”
n” or a tr
t ivviiaa exp
xpert
ert to
er
to
paarti
p
rrttiicciip
pat
ate,
e since
ince
in
ce mo
osst o
off the
the
he
gam
mee is base
base
ba
sed on
on mul
ulti
t pl
tipl
ple-choi
ch
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oice
ce que
u stio
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n and
d cov
overs a mi
er
mixt
xtur
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off gen
gener
eneerra
en
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al in
n-tteere
erreesstts.
s. IItt is
is also
lso a m
ls
maatt
tteer
er of
ggu
ues
essi
sssiingg due
ue to
to th
the
he n
naatu
ture
uree
of thee gaam
mee.. So,
o, lluc
ucck is
u
is a
main
ma
in fac
actto
or,
r, too
o”.
”.
Wh
W
heen
n yyou
ou
u mee
mee
eet Alex
Alex
Al
ex
yyo
ou’
u lll fin
ind ou
out
ut th
that
at he is
is
neve
ne
vveer saati
tisf
sfie
ied with
with
wi
h th
hee re-sult
su
ltts an
and is
is aalw
lwayys tr
lway
lw
tryi
ying
yin
ng
tto
o imp
mpro
rovvee the
he gam
ame
me an
and
mini
mi
ini
nimi
mize
zee any
ny mis
isttaake
ista
kes as
as
he alw
he
lway
ays cco
on
nssid
ider
ers an
and
mull
mull
mu
l s ov
oveerr the
he fee
eedb
ed
db
b
baaacck
ck
aan
nd co
comm
mments
en
nts
ts of th
the pa
parr-tiicciipa
ipa
pant
nts.
s.
As faarr as I kn
As
know
ow, th
the
Rall
Ra
R
ally
lly Pa
ll
Pape
per,
per,
r, heelld an
annuaallly
nu
ly, curr
currreen
cu
nttlly iiss th
hee
priv
pr
ivil
ileg
ege of
of thr
hreeee arreea
eas
as:
Gree
Gr
eece
ce,
e, Om
Oman
an and
d Abu
bu
Dhab
Dh
abi. So I h
ho
opee oth
ther are
er
reas
as mayy exp
xper
eriieenc
nce
th
his
is int
nter
eerres
ressti
ting
ng eveent
nt
iin
n th
hee fu
uttu
urre an
nd en
enjo
joy
whaatt I cal
what
wh
all “A
“A liittttlle aad
dvent
ve
ntur
ure”
re”
e”.
Last
La
st but
ut no
ott leeaast,
sstt, I
wou
w
wo
ou
ulld li
like
ke tto
o ttaake
ke th
hiis
is
op
o
ppo
port
rtun
uniitty tto
o tha
han
nkk
Sam
Sa
miir Sa
Sabb
bbaggh
h,, heeaad of
of
CCC A
CCC
CC
Accti
tivi
viti
ties
es, fo
es,
es
or su
suppport
po
ort
rti
tin
ing
ng aan
nd sp
spon
onso
nso
sori
ring
ngg
this
th
is exc
xciittin
ing ev
even
ven
ent.
nt.
t
Naaffeez Hu
N
Huss
uss
ssei
einii
21
Training & Development
The Art Of Motivation
Motivation is the art of encouraging,
our life. It breaks or makes the relainspiring, stimulating and so on ourtions, the interactions, and the qualiselves and then the people around us.
ty of results.
Motivation is defined as the process of
According to the latest Gallup study
defining the “why?” in us; the driving
on a million employees and 80,000
forces; the wants; the needs that make
managers: if you are losing good peous do things the way we do them. It is
ple, look to their immediate boss. The
the drive, the desire and the determiimmediate boss is the reason people
nation in every one of us.
stay and thrive in an organization, and
This motivation process is the rehe is the reason why people leave.
sponsibility of both the company and
Managers/supervisors are encourthe employees together. Both benefit
aged to do two things in order to infrom the proper management of the
crease the level of motivation:
process; both get indispensable results
a. Enhance their self-motivation. They
that include better productivity and a
will not be capable of motivating
more positive attitude that determines
their people if these managers/sumore than 80% of our success (accordpervisors are not motivated theming to research).
selves. How can they help others,
Motivating ourselves and others is an
if they themselves need help? This
on-going process. This process is dewill be covered in “Impact Two”.
veloped and enhanced daily and not
They have to understand the procin one day. It requires daily mainteess of motivating others. They have
nance by all in order to maintain and
to change their paradigm toward
enhance the level of motivation.
the importance and the mechanism
From my continuing research on moof motivating others.
tivation, from my teaching experience
b
b.
Theyy have to be
at the Califorrnia
nia State Univeraware that motiivatting othsity for six yeaarrs, from my exers means: maakin
ng others
perience in th
hee West Bank
do their besst b
by using
and Gaza helping,
e
with
their
talents
s;
by
y undermy team, to
o motivate
standin
ng and adthousands off Paldreessin
ng the
estinian co
on
nneed
n
ds and
tractors and
d
thee drives
engineers
off their
through
people.
our trainT h e y
ing
promust unm
gramme,
derstand
d
and from
th
he intermy long exnaal genperience in
n
eerattors of
constructio
on
n
theeir employprojects, I may
m
ees (seelf-motishare with yo
you the
vation) and
d th
he fuels
following ideeas
e on the
needed
to
ke
eep
that
motivation pr
process, and
generator ru
unniing. Reon how wee can increase
feer
to
the motiva“ IImpact
tion level in
Four Main Factors that Impact The Level of Motivation
Th
T
hree”.
our company, and in turrn the productivity, knowPractical tips:
ing that loss of productivity is a sympii. M
Managers/supervisors
/
i
should
h
be
tom and a low level of motivation is
exposed to motivation seminars
one of the root causes of this formidaand workshops
ble symptom.
ii. Managers/supervisors should be
Impact One: The Immediate Managencouraged to read books and
er/Supervisor:
watch DVDs related to motivation.
The level of motivation of any team
is impacted by the motivation level of
iii. Managers/supervisors at all levthe team leader. The attitude of the
els should be committed to conteam, which determines its behaviour,
tinuous development and learning.
is an extension of the team leader’s atTheir promotion should be linked
titude. Attitude colours every thing in
to their visible capabilities and ef-
22
fectiveness. They have to realize
that to be treated differently they
have to be different.
Impact Two: Self-motivation (the Internal Generator)
Every human has a generator that
starts forming from the first day in his/
her life. The formation of this generator, which is influenced by environment, experience and education,
reaches an important level when we
are about 10 to 12 years old. The generator should continue growing larger and better in order that we may be
able to cope effectively with our roles
and commitments in life.
The Four Dimensions of the Internal
Generator
A. The Physical Dimension
All mangers/supervisors and employees have an important obligation toward keeping this physical dimension
well and sound. We need to do the following:
a. Eating properly and enhancing the
awareness for the right food. This
should be done regardless of whether the employee is living at a CCC
camp or outside. With the help of a
qualified nutritionist on our payroll,
a lot of awareness can be achieved.
b. Exercising regularly. At least half
an hour a day of any exercise will
help. This requires self-discipline
and perseverance. More attention
can be focused to provide gymnasium facilities at many CCC camps
and Areas.
B. The Mental Dimension
How we think determines the quality of our life. Our nature determines
the nature of the world. How we see
ourselves will determine how others
will see us. We have to think positively. We cannot afford to think of one
negative idea in a day. Why? Because
negativity will soon dominate us and it
will render us powerless, with fear and
worry, leading to mistakes and wrong
decisions.
The following tips could help:
a. Reading daily and encouraging our
people to read good books that help
the morale and the spirit. We need
a daily dose of positivism to offset
the negativity. We need to provide
our offices and camp facilities with
enough good books and DVDs that
stimulate and encourage us.
b. There needs to be more interaction
Training & Development
...The Art Of Motivation
between higher management and
employees which will surely make
vision, goals and commitments
clearer and more attainable.
C. The Emotional Dimension
We need to help ourselves and our
people to be happy. This a complex
task, but not impossible. An important source of happiness comes from
inside us, from the way we think. How
we think determines how we feel. To
change the quality of our feelings
we need to change the quality of our
thinking.
When people are not happy in their
work, the poisons of this unhappiness
will spread in every area of their life.
a. We need to provide counsels in every project or Area to be able to listen to those who are unhappy, and
provide timely advice. Listening to
our people is an effective way to
motivate them.
b. We need to encourage two-way
communication among all levels,
especially the mangers/supervisors
and those who report to them directly. Employees should feel good
in order to make others feel good.
c. We need to encourage social activities that cement team relations and
the family spirit which will increase
morale and motivation.
D. The Spiritual Dimension
This is the dimension where principles and values reside. The values and
principles such as patience, fairness,
integrity, kindness, appreciation, recognition, self-discipline, and so on determine the consequences of our actions. They help us take care properly
and patiently of our physical, mental
and emotional dimensions. This spiritual dimension works as an umbrella
for the other three dimensions. Without adopting values in our work and
personal life we will never be motivated, and we will never be happy.
a. Enhance the awareness of every
one in our company to the culture
of CCC. They have to believe in the
role of our culture in order to help
this culture, and to get the right
help from the culture. They have to
realize that culture will help us as
much as we help it.
b. Every member of our company
must be accountable as to his commitment to CCC values which are
defined clearly in the Code of Practice Booklet.
Impact Three: Work Environments
and Professional Needs
People do things for a reason. The external drives should be there in order
for the internal generator to function.
These external drives include well-being (salaries, status, offices, benefits),
and so on, and the motivators.
Employees need the following professional motivators in order to be motivated:
a. Challenge
b. Meaning
c. Respect
d. Learning and Development
e. Recognition
(monetary and non-monetary)
f. Appreciation and Encouragement
g. Accountability
h. Others
a. Regular feedback from employees should
d be requested as
to how maan
ny of the above
needs are met.
m One-toone meettiings should
be encourraaged.
b. Human Resources
personnell
should
m a k e
the effort of
updating their
database
on markeet
rates
and
an
entitlem ents
e
given by oth
her companies.
The following tips are recommended:
a. Employees should be accountable as to how much they are contributing to this culture. The measure of their loyalty should be based
on how much they are helping the
company culture. The contribution
of everyone should be measured by
the commitment to the values of the
company that comprise the bedrock
of the CCC culture.
b. Employees at every level should be
aware of the role of the culture in
motivating us and motivating others to deal with us. They should
know that our strong culture will
make us think and feel good, and in
turn will make others think and feel
good about us.
c. Culture presentations should be
taken seriously. Managers/supervisors at all levels should attend and
they should encourage their people
to attend.
d. Managers/supervisors
g / p
should
emphasize regul
regularlyy, at appropriate timees aand locations, the im
mporrtance of
the commitm
men
nt of employees to C
CCC values. Managers/
M
supervisors
sho
ould act
ass
role
models.
The more
T
we bring
w
tthe
atteention of
evvery one
to C
CCC valuees tthe more
we brring our
actions tow
ward the
spirit of th
hesee values.
Our actions wiill follow
our attention.
c. Timely reevviews and action on
MotivatM
benefits,
The Four Dimensions of the Internal Generator
ingg
oursalaries
selves and
and othothers will remain a challeng
challenging task,
er entitlements
ments should be conductespecially with the criteria we have
ed. Humans naturally like to comnowadays in the construction industry,
pare with others.
namely, the complexity of projects and
Impact Four: The Company Culture
the increasing clients’ requirements.
With the grasp of the systematic apCulture is the personality of the comproach as discussed in this article, the
pany that determines its capacity, eftask of motivation will be more strucfectiveness and longevity. We are here
tured with more defined process to
after 56 years because of our CCC culimplement. This will surely motivate
ture, and our Company will grow in
our employees to implement the right
strength as long as our CCC culture is
steps toward better productivity.
strong. There is no compromise.
Dr. Riad Elhaj
23
Area News
United Arab Emirates
CCC Collaborates in New Hospitals Scheme
Dubai March 19,
Dubai,
19 2008:
During the 5th Leading CEO’s
Summit organized at Burj Al Arab,
both CCC and the Saudi German
Hospitals Group (SGHG) signed
a memorandum of understanding (MOU)
to assist in
the establishment of five
not-for-profit
hospitals.
CCC
was
the first private
business
entity
that responded
actively
to the agreement signed
between GE
Healthcare
and the SGH
Group during the Arab
Health Exhibition held in
Dubai in January
2008.
CCC
expressed a positive willingness to
join this noble cause and to share
the costs needed for the development of five hospitals all over the
Middle East and Africa.
SGHG planned its standard hospital model (50 beds capacity) so as
to cover the primary and secondary
healthcare needs of the targeted
communities (the poor and underprivileged sector), mainly to provide good quality healthcare services in return for a subsidized fee.
The income generated will be reinvested into maintenance and future expansion of the hospitals.
24
Eng. Batterjee (President of the
SGH Group) commented:
“CCC is a big company with a
local presence in several regions,
ranked among the top 20 companies world-wide. The generous response of CCC to the SGH Group
initiative, and its commitment of
today, is an honourable model of
how big industry players should
pay back their communities.”
have already gained the commitment of several international organizations to join. After our signature with GE Healthcare, the
Islamic Development Bank, as well
as the International Financial Corporation communicated their appreciation to the SGH Group on
the efforts made, and confirmed
their willingness to participate.”
Samir Khoury (CCC Area General
Manager) elaborated:
“CCC is, and always has been,
keen to give back to the community. Combining our experience and
know-how with that of the SGH
Group, we will be in an excellent
position to develop the not-forprofit hospitals in both the Middle
East and Africa.”
Samir Khoury added:
“We are currently following up
on the discussions between the
SGH Group and Prof. Muhammad Yunus (Managing Director of
Grameen Bank and Nobel Peace
Prize Winner 2006) for the establishment of the first not-for-profit
hospital in Bangladesh soon. In addition to that, we initiated discussions to explore the possibility of
developing another not-for-profit
hospital in Botswana.”
Eng. Batterjee explained:
“The CCC and SGH Groups will
form a nucleus that other industrial leaders would be encouraged to
join so we could all together repay
our societies and serve the communities that gave us so much. We
Wajdi Maalouf
Area News
Thailand
Gastech 2008
CCC again established a pressence at the last
Gastech exhibition, a major oil and gas conference that took place in the prestigious and
state-of-the-art Bangkok International Trade
and Exhibitions Centre, BITEC, in Bangkok,
Thailand from March 10-13, 2008.
This event was attended by more than 3,000
delegates and as many visitors. The inauguration was led by HRH Princess Maha Chakri
Sirindhorn, daughter of HM The King of
Thailand, and important visitors included HE
The Minister of Energy and Ministers from
G
George
Dabbas, Sr
Dabbas
Sr. Manager Business De
Devvelopment.
The next important events CCC will be lookin
ng forward to participating in are: ADIPEC
22008 due to be held in Abu Dhabi in November 2008, Gastech 2009, also in Abu Dhabi
b
in
n May 2009 and the previously announced
LNG 16 in Oran, Algeria in 2010.
L
George Dabbas
the
h UAE and
d Oman
O
among other
h invitees.
i i
CCC was one of the most prominent companies among the oil and gas industry exhibitors which included ADGAS, ADNOC,
QATAR PETROLEUM, QATARGAS,
RASGAS, JGC, CHIYODA, TECHNIP,
BECHTEL, CONOCO PHILLIPS, EXXON
MOBIL, BP, SHELL, KBR, SUEZ, CHEVRON, PTT, PETRONAS and TOTAL.
Our traditional 22-year-old hard hat “The
PARENT of all Hard Hats” was also present
in our mostly new and impressive 63 m2 stand
that was visited by over 500 people.
CCC
representatives
were
Najib
Khoury, GVP, Business Development and
25
Area
ea News
ews
Libya
Championing the Libya Team
On February 3, 2008 EV
EVPO
Samer Khoury, accompanied by
Samih Zaben, VP - North Africa,
visited this new CCC area as part
of his rounds and in support of our
new operation in Libya.
He visited the Tripoli Airport
Project and had an encouraging
discussion with the project team.
Mousa Naber (the CCC Control
Manager) gave a very detailed
The CCC Sabha team (Nabil Ra
Rajeh, Imad Bitar and others) were
delighted with the visit and the
support that was given to the team,
championing them on the difficult
assignment they are handling in
this remote area. Sabha is the largest city in the south at 750km from
Tripoli.
Bassam Addada
Area Manager, Libya
presentation on the project challenges and client targets. CCC safety manager Bill Anderson managed to take some nice pictures of
the CCC team visit to the project
site.
The next day, accompanied by
Ramadan Abdel Wahed and Salah
BuDayyah of our client, Libyan
Civil Aviation, and Mr. Kassis of
Aeroports de Paris International (the Designer), the EVPO surprised everyone with an unscheduled day trip visit to Sabha Airport
Project.
26
Area
ea News
ews
Saudi Arabia
Rabigh Olifen Plant Project
First of all, we were
very pleased
l
d to
t welcome
l
Executive Vice President - Operations, Samer
Khoury, during his visit
to the project in February 2008.
We are also happy to
report on the 25 million
safe man-hours award
ceremony which was held
in March. With the continual support from the
project management, we
are progressing towards
the completion of the
project safely. We have
also been successful in
gaining the client’s confidence in the project HSE
team, required for the effective management of
the HSE programme at
the project.
From left to right: Mazen Qaddoura (Area General Manager), Hatem Dahle (Project Director), Naeem Subhani
(HSE Manager), Samer Khoury (EVPO), Omer A. Qader (Project Manager)
Naeem Ahmad Subhani
Health, Safety &
Environment Manager
From left to right: Ali Abu Ali (Programme Director, Petro Rabigh), Omar A. Qader (Project Manager, CCC), Saad
Al Dossary (CEO, Petro Rabigh), Kyohei Sato (Project Director, JGC)
27
Information
o a o Technology
ec o ogy
CCC Adobe Success Story
The American computer software giant, Adobe Systems Incorporated, contacted me some months ago, enquiring about CCC’s use of their products. After several
interviews, they produced the CCC Adobe Success Story which is posted on the Internet and the text of which
you can see below.
http://www.adobe.com/showcase/casestudies/ccc/casestudy.pdf
Under preparation is an article to be produced by Adobe Public Relations on the subject “Improved Collaboration among Staff, Partners and Customers Holds the
Key to Increased Productivity”. CCC is mentioned in
it (mainly our extensive use of electronically submitted
PDF forms). This article is based on the results of a Harris Poll held in 2007 and will be disseminated both within the United States and abroad.
Aref Boualwan
ISD MOA
enabl
enabling
CCC executives at headquarters to evaluate key aspects of remote construction projects, including client satisfaction, employee feedback, and project summaries.
Th scorecards are distributed as Adobe PDF forms that range in
The
lengt from one-page questionnaires up to 22-page forms that capture
length
c
all client
satisfaction details. Remote staff can access, complete, and
s u b - mit the Adobe PDF forms via the CCC intranet. For employees in locah limited Internet connections forms are copied onto CD-ROMs for delivery
tions with
th
hat complete
comp
to staff that
and return the forms on the same media.
Leading construction firm automates capturing project and
personnel data from teams worldwide using Adobe Acrobat®
Professional and dynamic Adobe PDF forms
Simplifying complex processes
Managing large-scale construction projects can be challenging under even the
most favorable conditions. To further complicate the process, construction leadny (CCC) often has to deal with remote
r
t local
er Consolidated Contractors Company
tions and overloaded ttransportation and communication infrastructures. It is no
wonder then that the industry leader focuses so much attention on reliable, efficient
project management.
“We face the same challengezs-eliminating project delays, managing staff, meeting
regulations, ensuring safety and quality—as other large construction firms,” explains
Aref Boualwan, manager, ECM/BPM Applications at CCC. “But that’s only the beginning. We also have to manage projects in extremely remote areas and hire tens of
thousands of employees to work in those locations.”
CCC is one of the Middle East’s largest construction companies, serving clients
in that region, as well as in Africa and Asia. Projects range from smaller $10-million engagements to multi-billion dollar jobs that include constructing oil and gas
facilities, pipelines, roads, buildings, and other structures. Currently, CCC employs
12,000 monthly staff and more than 90,000 laborers. Over the next few years, the
number of CCC employees is expected to grow by 15%.
Automating key forms processes
Demand for CCC services is skyrocketing, with the company enjoying double-digit growth year after year. “The tremendous demand for our services prompted us to
find faster, more efficient ways to process and manage the thousands of forms associated with projects,” says Boualwan. “After reviewing technology solutions, Adobe
Acrobat Professional software with Adobe Portable Document Format (PDF) stood
out as ideally suited to meeting our goals and integrating seamlessly into our distributed environment.”
By automating forms processes for measuring project performance, recruiting
staff, and handling other vital activities, CCC can better manage remote operations
and continue to attract topnotch contractors from around the globe. Traditionally,
the company relied on costly and time-intensive administrative workflows to manage
these activities, constantly exchanging paper forms and other documents with field
locations and recruiting agencies.
“It was difficult to ensure that field offices had current versions of project forms
and challenging to get managers to return completed forms on time,” explains Boualwan. “We were also overwhelmed by the volume of applicants for each job opening.
By replacing paper-based processes with more automated workflows built around
Adobe PDF forms we can dramatically reduce administrative costs while improving our overall operations.”
Enhanced insight into field operations
return Adobe PDF forms is captured instantly into CCC backend sysData on returned
elim
minating the time and errors previously associated with manual data entry.
tems, eliminating
d performance
perform
“Detailed
reports that summarize field data can now be efficiently generated forr review by managers,” says Boualwan. “Capturing data on Adobe PDF
forms hass greatly improved monitoring our field operations.”
exam
mple, using
u
For example,
input from the field, executives can better evaluate living condirem
mote sites
s
tions at remote
and take steps to improve facilities to ensure staff is satisfied. In
t ongoing
ong
addition, the
exchange of Adobe PDF forms makes it easier to monitor cust
f
t make sure CCC is meeting or exceeding client expectations.
tomer
feedback
to
Streamlined re
recruitment and hiring
f CCC services at an all-time high, the company is leveraging the
With demand for
flexibility and power of Adobe PDF forms to automate screening and processing job
applications. With plans to hire as many as 6,000 monthly employees over the next
few years, the Adobe PDF forms provide an efficient way to capture candidate information electronically and to streamline internal review processes.
To reach job applicants—often in North Africa, the Middle East, and India—
CCC provides an online application in Adobe PDF. Interested applicants can go
online, complete the application in Adobe PDF, and submit it to CCC along with
their resumes. In regions where people have less reliable Internet connections, CCC
makes applications available as Adobe PDF files through several regional employment offices. Completed applications are submitted directly to CCC, where data
from the Adobe PDF forms is captured into backend systems.
Once received, applications are routed to the appropriate hiring areas—such as
engineering, construction, and human resources—that can adequately review a candidate’s qualifications. Here, too, CCC uses Adobe PDF forms. Within each group,
CCC has created screening forms unique to each job. The screening forms are completed by recruitment managers in each specialty, using information submitted in the
original Adobe PDF application form.
The versatility of Adobe Acrobat Professional is central to its success at CCC. In
addition to supporting project management and recruiting processes, Adobe PDF
forms are used for routine administrative activities such as handling employee timeoff requests. Based on an employee’s log-in information, an Adobe PDF form, which
is partially completed with employee data, is automatically generated. Staff then simply enters the remaining request details and routes the form to managers for digital approval.
The CCC development team is also currently integrating Adobe PDF forms with
an EDMS and workflow system to support complex business process management
applications. The dynamic PDF forms will update and retrieve information to and
from CCC business applications. The initial project is a procurement system completely based on Adobe PDF forms.
“The easy capture and exchange of data using Adobe PDF forms help us bridge the
distance that separates our headquarters and field locations,” says Boualwan. “With
Acrobat Professional, business processes that previously took weeks and thousands
of dollars to handle can now be completed in minutes, at a fraction of the cost.”
One of the company’s first uses of Acrobat Professional software and Adobe PDF
forms was on its Balanced Scorecard project. The scorecards are invaluable tools for
28
Health,
ea , Sa
Safety
e y & Environment
v o e
The “Making a Difference” Drive
In November 2006 Samer Khoury,
EVPO, launched an unprecedented initiative under the name “HSE
Drive”. The CCC HSE Drive 2006
addressed 22 implementation
points to improve HSE performance on CCC projects. The successful CCC HSE Drive in 2006
caused ripples of actions and initiatives taken by projects in order
to foster an Injury & Incident Free
(IIF) Culture.
This year, in tune with CCC Core
Values which consider “human life
being precious…and maintaining
the health, safety, and well-being
of our people, the environment,
property, and the general public”,
Samer Khoury launched “CCC
HSE Drive 2008”.
The theme and objective of CCC
HSE Drive 2008 are to improve the
projects’ HSE performance by implementing a set of actions with
defined criteria upon which good
HSE-performing projects in CCC
will be recognized.
The executive management believes that HSE is the responsibility of the entire CCC organization
and not only the HSE Staff. HSE
initiatives should be filtered down
from the senior management and
project management to labourers
on site. Therefore, the success of
the HSE Drive 2008 depends fully
on every CCC employee’s commitment, embracement, and full implementation of its elements.
It is all about making a difference.
A pebble thrown into a pool would
cause many ripples to spread and
reach the peripheries. The CCC
HSE Management System is exactly that pool where ripples of
constant change are created by
the “pebbles” CCC founders have
thrown and dedicated, through
their core values, to the health,
safety and well-being of our beloved employees. In our turn, it is
our utmost duty to keep these ripples spreading by seeking improve-
ments and achieving remarkable
recognition from our clients and
partners for an excellent HSE Performance.
The CCC HSE Drive 2008 is not
meant to replace such a well established HSE Management System,
but it is to give those ripples an additional boost to foster an Incident
& Injury Free (IIF) Culture.
Thanking you in anticipation
for your assistance and support in
helping us to “Make a Difference”
to CCC’s most important asset, our
beloved employees.
Belal Kayyali
Health, Safety, & Environment
The ultimate CCC-HSE Golden
Rule is “No one gets hurt and everybody returns home safely”.
CCC HSE Drive 2008
1. Fleet Monitoring System (IVMS & JMP):
We have lost many dear colleagues due to vehicle accidents that could have been prevented if control
measures were implemented and as such:
a.
All Projects should install In-vehicle Monitoring Systems (IVMS) on ALL CCC vehicles Groups 5
& 9, owned and hired, and fully implement the Journey Management Plan (JMP).
b.
All Projects must ensure that training related to the Fleet Monitoring System is provided to the
Project staff.
c.
All Projects must ensure that the Bi-weekly IVMS Report is sent to MO-SCD.
2. HSE Training and Awareness:
Raising the HSE awareness of our employees and developing their abilities to recognize hazards on
site is one of the most important measures taken to prevent incidents and injuries to our beloved employees and as such:
a.
All Projects should fully provide the HSE Training & Refresher courses to ALL Project employees
in accordance with CCC HSE Training Manual and HSE Training Matrix.
b.
All Projects must ensure that HSE Training Statistics Reports are sent on weekly basis to MOSCD.
3. HSE Incentive Scheme Programme:
Acknowledging, recognizing, and rewarding good HSE behaviour and performance of our employees
will greatly help in fostering an Incident & Injury Free culture on CCC construction sites and as such:
a.
All Projects should allocate monthly approximately 2% of the actual amount of construction staff’s
payroll (including overtime) to implement an effective HSE Incentive Scheme Programme.
4. Craft / Skills / Trade Training:
One of the golden rules in HSE is to ensure that the people who perform the tasks are competent and
have the necessary skills to perform their assigned tasks efficiently and safely, and as such:
a.
All Projects should fully implement a Craft / Skills / Trade Training Programme to ALL newly recruited employees.
5. Total Recordable Incident Rate (TRIR):
CCC will establish a corporate target for TRIR upon which the HSE Performance of Projects will be
compared and as such:
a.
All Projects must ensure that the Weekly HSE Statistics Reports are sent to MO-SCD.
b.
All Projects should ensure that their TRIR is within the CCC Corporate Target set for it.
c.
All Projects should fully report incidents, accidents, and near misses, investigate their root causes,
and establish corrective actions to prevent recurrence of similar undesirable events.
6. Monthly HSE Key Performance Indicators (KPIs):
Monitoring the HSE Performance helps to trigger friendly competition between CCC Projects and accordingly would raise the level of HSE awareness and involvement, as such:
a.
All Projects should report on a monthly basis the HSE KPIs Report to MO-SCD.
29
Making
a g News
ews
Samer Khoury and Suhail Sabbagh feature in Venture Magazine, Jordan
The cover story of Venture Magazine’s January 2008 issue was an
interview conducted by the publication’s Principal Associate, Bilal
Hijjawi, with Samer Khoury, CCC’s
Executive Vice President and Suhail Sabbagh, Director, Group Human Resources. The story was entitled “Palestine’s Corporate Phoenix”
and some of the (abridged) questions and answers follow.
What’s behind your business
success?
At best, we could be only 10 per-
Social Responsibility is at the core
of your corporate philosophy; how
does the company implement this?
It’s both a systematic approach
and a personal touch. If, for example, one of our employees died in
a car accident - a personal tragedy
- and we get the news of that, we
move in as part of a family, not as a
company and do what is needed to
alleviate the pain and suffering.
native renewable energy projects.
Will CCC shift strategy to accom-
ever, we compensate by improving
modate such changes?
but few can keep a sterling brand
name and receive solid return business for such a long time, maintainingg the high quality and schedule
staandards.
30
Spanish company which specializes
in all kinds of power projects. We
are looking to build wind farms in
North Africa but until now our efforts haven’t been successful.
Bulletin Staff
The future is moving towards alter-
cent better than our competitors,
perhaps even less than that. Howour client relationship and our after-service…. Anyone can make a
quick profit by building projects
In Abu Dhabi we’re testing solar systems for air conditioning
and lighting …In Libya we’re submitting cooperation proposals to a
We’re not shifting our strategy from oil, gas and power, which
have been our bread and butter for
a long time comprising over 70 percent of our turnover. We however
want to develop skills in the areas
of solar and wind energy projects.
projects
2008
Milestones
es o es
Engagements & Marriages
de (Pearl
manath T. Heg agues his
U
s,
es
in
pp
ha
With great
ces to his colle , 2007.
Qatar) announ
ecember 24
GTL Project,
a Hegde on D e town, Udupi,
hy
nd
Sa
to
e
marriag
his hom
took place in
The ceremony
India.
Shajahan Abd
ul Kadher (R
G
happy to anno
unce to his colle X Project, Qatar) is
ried to Sumayya
agues that he
got maron December
ny took place in
24, 2007. The
cere
his home town,
dia, in the pres
Anchal in Ker moence of all his
relatives and fr ala, Iniends.
Ani V. Thomas (SPII Pro
ject, Oman) wishes to an
nounce his marriage to Mi
sha Varghese on Decem
ber
31, 2007. The happy eve
nt
Kerala, India in the presen took place in Kattanam,
ce of relatives and friend
s.
Births
P
jeer Taj (BHG
y, is born to Sa jna Sajeer. His
bo
a
,
by
ba
t
A firs
wife, Sa
habi) and his
born on
Project, Abu D mad Amaan and he was
All the
am
a.
name is Moh in Trivandrum, Kerala, Indi
08
20
,
January 12
.
rs are delighted
family membe
Muktha Sunil and Sunil
Kumar (QGX II Projec
Qatar) would like to ann
ounce the birth of their sec t,
ond
child, a baby boy called
Ra
2007 at Peritalmanna, Ke kshith on September 23,
ral
is extremely proud of his a, India. Brother Ashmit
new role. All the family
and
friends are filled with joy
.
Mohandas Gov
indan (Pearl G
and his wife K
TL Project, Q
avitha Mohan
atar)
are delighted to
the arrival of a
announce
beautiful baby
daughter, Gop
han, on Januar
ika
y
Kerala, India an 26, 2008. She was born in Pa Mola
d all the family
is very happy. kkad,
d
udi Arabia) an
CP Project, Sa
(J
of
a
h
al
rt
m
bi
Sa
e
d
th
Ferdinan
to announce
e Danina are pleased
his wife Rosal by girl whose name is Celin anila,
M
ba
their bouncing rn on December 8, 2007 in
bo
ielle. She was
.
Philippines
31
Photo
o o Finish
s
CCC Bulletin
n Photo Competit
Competi
Competition
p ittion
ulletin PhoB
e
th
r
o
f
w
o
n
Enter
!
to Competition
e chosen by
b
l
il
w
s
r
e
n
in
The w
ouse) experts
-h
in
(
f
o
m
a
a te
photos will be
g
in
n
in
w
d
an
xt issue
e
n
e
th
in
n
w
o
sh
.
of The Bulletin
The rul
es are a
s follow
• Subje
ct m
s:
ust be C
CC rela
• Only
ted
three ph
otos per
particip
• High
ant sho
resol
uld be s
address ution photos s
ubmitt
hould b
) with s
ed
e
u
s
b
e
je
n
c
t
t
(by em
• Photo
“Bulleti
a
s shoul
i
n
l
t
P
o
hoto Co
d be cle
mpetiti the Bulletin
and tim
arly ca
on”
e
ptioned
, withou
• Photo
t showi
s shoul
ng date
d be sen
t before
end Ma
y 2008
Bulleti
n Staff
High-End
H
iggh-End
h
Digital Camera
D
32
Multimedia Phone
M
Multim
Digital
D
ig
igital Photo
Ph Frame
Created by Alex Khoury
Just 4 Fun
General Knowledge
Your
Choicee
MULTIPLE CHOICE QUESTIONNAIRES
CHOOSE YOUR ANSWER BY SELECTING ONE OF OPTIONS AS SEEN BELOW
Which of the following movies has the record of most casts (290,000 for minor roles such as soldiers,crowds etc.) used in a single movie?
a
Gone With The Wind
b
Cleopatra
c
War & Peace
d
Gandhi
c
Pizza Hut
d
Pepsi-Cola
Wich Country Was Discovered First By Columbus
d
Football Match
The first American product sold in the Soviet Union (Russia now) was .....
a
McDonalds
b
Coca-Cola
In 1969 a stupid but brief battle broke out between Honduras & El Salvador over .....
a
A Woman
b
Few Sheep On The Border
c
Which song is still the top of all times singles worldwide according to sales that exceeded 37,000,000 copies?
a
“I Want To Hold Your Hand”
by The Beatles
b
“Candle In The Wind”
by Elton John
c
“Everything I Do I Do It For
You”
by Bryan Adams
d
“It’s Now or Never”
by Elvis Presley
b
School
c
College
d
University
c
Malta
d
Hawaii
What is the collective name for fish?
a
Kindergarten
Which is the largest Island that was utterly created by volcanic eruptions?
a
Iceland
b
Sandorini (Greece)
When Saigon fell at the end of the Vietnam war, the signal that was broadcasted on the radio for all the Americans to evacuate was .....
a
The song “White Christmas”
by Bill Crosby
b
The song “Take Me Home
Country Roads”
by John Denver
c
The song “The End” by the
famous group “The Doors”
d
Theatrical play “The Martians
Have Landed” by Orson
Wells
During the Roman era, it was common for the soldiers of the Empire to get paid partly in ................. a valuable seasoning of the time
a
Tea
b
Sugar
c
Salt
d
Honey
Everybody knows that Brazil is the world’s largest coffee producer, but who knows which is the second world’s largest coffee producer?
a
Vietnam
b
Colombia
c
India
d
Ethiopia
City of Hong Kong
c
City of Los Angeles
d
City of Kuwait
To Bring Cloth
d
To Bring Women
d
Michael Jackson in Tokyo
(Japan)
The city with the most Rolls Royce per capita is .....
a
City of London
b
The only thing that was not allowed during the ancient Olympic games was .....
a
To Bring Food
b
To Bring Wine
c
The largest ever audience gathered for a Rock event was about 3,500,000 people for .....
a
Garth Brooks in New York
(USA)
b
Rod Stewart in Rio (Brazil)
c
Rolling Stones in the Suburbs
of London (UK)
What did Archimedes the famous inventor & mathematician do during the siege of Syracuse, in order to destroy the Roman fleet?
a
Built Huge Catapults To
Launch Large Rocks From
The Mainland At The Roman
Ships
b
Built The Famous “Rockets
Of Heaven” Which Were
Launched By Containers Full
Of Boiled Oil
c
Built Large Slingers So That
They Could Hurl Giant GlassMade Balls Full Of Coal Tar
d
Built Large Mirrors In Order
To Reflect The Sun-Light and
Burn The Roman Ships
* The answers will be published in the next issue
The BULLETIN is a publication issued at CCC
in Athens by volunteer staff.
All opinions stated herein are the contributors’ own.
Submissions (announcements, stories, artwork, etc.) are
welcome.
EDITORS
Samer Khoury
Zuhair Haddad
Nafez Husseini
Damon Morrison
PUBLIC RELATIONS
CCC BULLETIN
Samir Sabbagh
P.O. Box 61092
Maroussi 151 10
Fax (30-210) 618-2199 or [email protected]
see The BULLETIN on line at
www.ccc.gr - News - Quarterly Bulletin
PRODUCTION
Jeannette Arduino
Penny Xenakis
Nick Goulas
Georgia Giannias
Alex Khoury
Contents
FROM THE DESK OF
EDITOR’S VIEW
The Faces Behind The Bulletin - Nafez Husseini..................1
RECENT AWARDS...............................................................2
QUALITY MANAGEMENT
Design Review & Verification - Mounir Soufyan..................4
NEW APPROACH TO QUALITY - Mounir Soufyan.........7
FEATURE
A Fusion of Cultures - HR Department - MOA.........................8
Rally Paper, Oman - Hanadi Abu Middian.......................10
Rally Paper, Abu Dhabi - Walid Shuhaiber........................11
Qatar Basketball - Rami Kaibni..........................................12
European Corporate Games - Nabil Najjar......................13
Dubai Corporate Games - Anna Hussein.........................13
Athens Marathon - Khaled Arafeh.....................................14
Cricket Tournament at Ruwais - Mazen Stefanou..............14
Bowling for CCC - Vivi Linardoutsou, Antoine N. Haddad,
Syed Bashir, Anna Hussein,
Suraj Bhuvanendran............................15
Benefits of Social Activities - Anna Hussein.......................17
Basketball Tournament, Athens - Anna Hussein...............18
MOA Football - Rashid Ennimer.......................................18
PaintBall - Samer Mansour,
Sue Lazariotou,
Sami Haj-Hamed................................................19
Alexander the Great - Nafez Husseini................................20
TRAINING & DEVELOPMENT
The Art Of Motivation - Dr. Riad Elhaj...........................24
AREA NEWS
UAE: New Hospitals Scheme - Wajdi Maalouf.................24
Thailand: Gastech 2008 - George Dabbas............................25
Libya: The Libya Team - Bassam Addada............................26
Saudi Arabia: Rabigh Olifen Plant Project
Naeem Ahmad Subhani.........................27
INFORMATION TECHNOLOGY
CCC Adobe Success Story - Aref Boualwan........................28
HEALTH, SAFETY & ENVIRONMENT
The “Making a Difference” Drive - Belal Kayyali................29
MAKING NEWS
Venture Magazine - Bulletin Staff........................................30
MILESTONES
Announcements.....................................................31
PHOTO FINISH
Bulletin Photo Competition - Bulletin Staff.........................32

From the Desk Of... - Consolidated Contractors Company

Transcription

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