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PROFILE

SENimah Saeed

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PREAMBLE

The main purpose of this report is to highlight the problems faced by employees regarding

organizational behavior and models and point out their solutions. The project has been assigned

to us by our teacher, Miss Maliha Latifwho is teaching us the Organizational Behavior. The

report will cover the problems faced by employees by highlighting their duties, chal lenges,

the way they solve issues and plan for higher growth. Through this process, we all

will learn new things and also will be able to comment upon their processes accordingly. To

compl ete t h is repor t w e ha ve s e lec t ed S hezan Compan y whi ch is having its

many branches in Pakistan. Our report will cover the application of organizational behavior in

the Shezan Company.

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ABOUT US!!

We the students of BBA (IB&M) have prepared a report on the problems faced by the employees

in an organization. We need different point of views of employees to know about their problems

regarding different models in organization. This study is taken under a limited scope. Hence the

participants taken for this study were selected for the convenience of researchers as those who

can easily communicate and represent their thoughts. The sample has a diverse organizational

background ranging from the managers to employees. Hence, making it a diverse sample to

study.

Our report objective is to get you thinking about the problems created in any organization and its

influence on their employees.

LOCATION

This dynamic project is assigned to us by the Institute of Business & Management, UET Lahore.

The survey of this group includes different areas and background. Thats why this survey is

conducted on vast area. Indeed it was a great experience of doing work at this project.

TIME FOR THIS PROJECT

This project was assigned to us in the fifth week of 4 th semester and the submission of this

project report is 24th May 2011.

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ACKNOWLEDGEMENT

We would like to acknowledge the contributions of the following for the development of our

project:

Firstly, we would like to thank Allah Almighty for giving us courage, devotion and strength to

complete our project. Without His blessings we were not able to move forward.

Secondly, we would like to thank our instructor Miss Maliha Latif at IB&M UET Lahore. She

directed us to a wide range of resources. She answered all of our questions as well as asked us

questions that helped us to wide our search. Further, she helped us figure out correct

documentation for sources that did not fit the Research Guide examples. She gave us this help

during lecture time and after university. Miss Maliha Latif directed us to resources so that we

could find more information to elaborate a point that we had insufficiently developed.

Thirdly, we would like to thank all the organizations and the personalities we met. They have

really contributed a lot for the succession of our project. We have selected Shezan for our

project work and it has proved very co-operative. The managers also gave us appointment in

time and showed keen interest in our research project. We are very thankful to all of them.

At last, we would specially like to thank the employees for giving us their opinions and views.

They supported us in a very positive way and proved very helpful to us.

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DEDICATION

We have the pearl of our eyes to admire blessing of the compassionate and omnipotent because

the words are bound, knowledge is limited and time is short to express His dignity. It is one of

the infinite blessings of almighty ALLAH that He bestowed us with potential and ability to

complete the present training and make a material contribution towards the deep oceans of

knowledge.

First we avail this opportunity to bow our head before ALLAH almighty in humility who given

us the wisdom and perseverance for completing this piece of report.

We invoke peace for Holy Prophet Muhammad (P.B.U.H) who is forever torch. We feel highly

privilege to ascribe the most and ever burning flame of my gratitude and deep scene of devotion

to the MAM MALIHA LATEEF who taught us Organizational Behavior with heart and also

gave a guideline to this report.

It is also dedicated to our respected families who taught us that even the largest task can be

accomplished if it is done one step at a time.

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PREFACE

This collection of notes is based on an organizational research carried out by us during our visits

and observations regarding Shezan.

Our report is having five chapters. The 1stchapter is devoted to the introduction of Shezan.

How they established themselves and how they try to increase their revenues is discussed in that

chapter.

The 2nd chapter discusses the behavior and models of Shezan. Through our research we come to

know that autocratic model is working in Shezan.

The 3rd chapter discusses the major issues which employees of Shezan are facing. The stress at

workplace is the major problem observed by us.

The 4th

chapter discusses other minor issues faced by employees. Those minor issues include job

dissatisfaction, sexual harassment, violence at workplace etc.

The 5th

chapter is enclosing a brief interview about the issues related to employees with the

manager of the organization.

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EXECUTIVE SUMMARY

Shezan is a well-known company all over the world. It fulfills the needs of every age group. The

famous products of Shezan are All-Pure, juice bottles, regular juices, Twist, Syrups, Sauces, Jams,

Vinegar, Quench, NR-Bottles, Ispaghol, Mango- nectar, pickles. The head office of Shezan is in

Lahore. Shezan is the market share leader in almost all of their products. Shezan can be called as a

pioneer in the juice category worldwide.

There is no local competitor of Shezan. Shezan has excellent brand image in the minds of people.

The price of Shezan products is according to its perceived quality. Shezan products have superb

promotion mix systems.

The project of organizational behavior in Shezan International Limited belongs to the visit &

analysis of the whole company from the OB point of view. This is a gateway to understand the

different behaviors adopted by the company with the help of primary and secondary data.

Our project is mainly focusing on employee behavior and their issues within the organization.

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CONTENTS

CHAPTER I INTRODUCTION TO THE ORGANIZATION

1.1 Brief History1.2 Vision1.3 Mission1.4 Main ProductsCHAPTER II BEHAVIOR WITHIN THE ORGANIZATION

2.1 Leadership Styles

2.1.1 Autocratic Style

2.1.2 Participative Style

2.1.3 Delegative Style

2.2 Types of Organizational Behavior Models

2.2.1 Autocratic Model

2.2.2 Custodial Model

2.2.3 Supportive Model

2.2.4 Collegial Model

2.3 Model Adopted By Shezan International

2.3.1 Reasons for Adoption of Autocratic Model

2.4 Factors that Influence the Style to be used

2.5 The Consequences of Autocratic Behavior

CHAPTER III MAIN ISSUE WITH ORGANIZATION

3.1 Stress at Work place

3.1.1 Factors of Workplace Stress

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3.1.2 Unavoidable Pressure at Workplace

3.1.3 Understanding Workplace Stress

3.2 Workplace Stress at Shezan

3.3 Causes of Workplace Stress at Shezan

3.3.1 Dealing with reorganizations in the workplace

3.3.2 Information overloads which causes mental stress

3.3.3 A poor physical working environment

3.3.4 Lack of training and direction

3.3.5 Too many demands at one time

3.3.6 Deadline pressures

3.3.7 Uncertainty

3.3.8 Too many bosses

3.3.9 Surveillance cameras

3.3.10 Working alone

3.3.11 Low morale among workers

3.3.12 Long working hours

CHAPTER IV OTHER MINOR ISSUES

4.1 Minor issues in Shezan

4.1.1 Favoritism

4.1.2 Lying

4.1.3 Poor Communication

4.1.4 Sexual Harassment

4.1.5 Job Dissatisfaction

4.1.6 Violence at Work

4.2 Opinion of Employees

4.2.1 Employees Ratings

4.2.2 Favoritism Graph

4.2.3 Lying Graph

4.2.4 Poor Communication Graph

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4.2.5 Sexual Harassment Graph

4.2.6 Job Dissatisfaction Graph

4.2.7 Violence at Work Graph

4.3 Major Graph

4.4 Conclusion

CHAPTER V INTERVIEW WITH THE MANAGER

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LIST OF FIGURES

FIGURES PAGE

Shezan Logo 2

Leadership Styles 15-16

Autocratic Style ... 16

Participative Style 17

Delegative Style ... 17

Situation Analysis 18

Autocratic Model . 19

Custodial Model ... 19

Supportive Model . 20

Collegial Model 20

Workplace Stress .. 24

Pressure at Workplace .. 25

Opinion of Employees .. 26

Information Overload ... 28

Deadline Pressure . 29

Too Many Bosses . 30

Working Alone . 31

Long Working Hours 32

Favoritism ..... 34

Lying . 35

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Poor Communication 35

Sexual Harassment 36

Job Dissatisfaction 36

Violence at Workplace . 37

Opinion of Employees .. 38

Employee Ratings 38

Favoritism . 38

Lying . 39

Poor Communication 39

Sexual harassment 40

Job Dissatisfaction 40

Violence at Workplace .. 41

Major Graph .. 41

Conclusion 41

Interview with the Manager .. 44

Advertisements . 47

Picture with the Manager .. 48

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CHAPTER # 1

INTRODUCTION TO THE

ORGANIZATION

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INTRODUCTION

The company was incorporated on May 13, 1964 as a private limited company, with the

objectives as set out in the Memorandum of Association in general and in particular to set up an

industrial undertaking for manufacture of juices, squashes, sharbats, jams, pickles and preserves

from fruits and vegetables. Now Shezan International Limited deals in a variety of products. The

company uses the trademark and brand name SHEZAN with the permission given to them by

Shezan Services Private Ltd., who is actually the owner of this brand name and paid royalty in

using this name. Shezan International Ltd. was conceived as a joint venture by the Shahnawaz

Group of Pakistan and Alliance Industrial Development Corporation of USA in 1964. The

agricultural background of the Pakistani sponsors induced them to establish this agro based

industry. Taking advantage of abundance of fruit available in Pakistan, and the advanced

technology provided by the American partners, Shezan came a pioneer in the field of converting

fruits into pulps, concentrate and juices today Shezan is the largest food processing unit having

developed and installed the capacity to meet the country's and export needs.

In 1971 the Shah Nawaz Group purchased all the shares of Alliance Industrial Development

Corporation with the permission of the Pakistan Government. The company has since shown

sustained growth in both the domestic and export fields. The company has been steadilyexpanding its production capacity over the years. In 1980-81 a separate unit was installed in

Karachi which now caters for Karachi, Sind and export demand. A new bottle filling plant was

set up in 1983 in Lahore, increasing the capacity fivefold. An independent Tetra Brik plant was

commissioned in 1987 making Shezan the leading manufacturers with comprehensive range

increasing continuously, the company's management decided to set up a new public limited

company and so in 1991 a wholly owned subsidiary of Shezan International Ltd. was established

with the name of Hattar Fruit Products Ltd. This Company engaged in the manufacture and sale

of juices beverages, pickles, preserves and flavorings based upon or derived from fruits and

vegetables.

VISION STATEMENT

To be known as leader of quality products in the region. Dedication to quality is a way of life at

our company. In its activities the company will pursue goals aimed at the achievement of

profitable business .these results will be derived from the dedicated efforts of each employee in

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conjunction with supportive participation from management at all levels of the company .To pay

its role in the economic development of the country and to enhance quality of life of its people

MISSION STATEMENT

Our mission is to provide the highest quality fruit and vegetable related juices and products to

retail and food services customers. We will accomplish this by maintaining a tradition of pride in

our products, growth through innovation, integrity in the management of our business and

commitment to team management and quality improvementprocess.

MAIN PRODUCTS

Food Products Fruit Juices Syrups Squashes Jams Jellies & Marmalades Tomato Ketchup Sauces Pickles Ispaghol Mango- nectar

Mainly Shezan International focuses in Juices the most.

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CHAPTER # 2

BEHAVIOR WITHIN THE

ORGANIZATION

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LEADERSHIP STYLES

Leadership style is the manner and approach of providing direction, implementing plans, and

motivating people. The three major styles of leadership are:

Authoritarian or autocratic Participative or democratic Delegative or Free Reign

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AUTOCRATIC:

The basis of this model is power with a managerial orientation of authority. The employees in

turn are oriented towards obedience and dependence on the boss. The employee need that is met

is subsistence. The performance result is minimal.

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PARTICIPATIVE (DEMOCRATIC):

Let's work together to solve this. . .

This style involves the leader including one or more employees in the decision making process.

Using this style is not a sign of weakness; rather it is a sign of strength that your employees willrespect.

DELEGATIVE (FREE REIGN)

You two take care of the problem while I go. . .

In this style, the leader allows the employees to make the decisions. However, the leader is still

responsible for the decisions that are made. This is used when employees are able to analyze the

situation and determine what needs to be done and how to do it. Good leaders use all three styles,with one of them normally dominant, bad leaders tend to stick with one style and that is the case

with Shezan that they use only autocratic approach.

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TYPES OF ORGANIZATIONAL BEHAVIOR MODELS

Organizational differ in the quality of the systems they develop and maintaining and in the

results they achieve. Varying results are substantially caused by different models of

organizational behavior. These models constitute the belief system that dominates managements

thought and affects managements actions in each organizational. Therefore, it is highly

important that managers recognize the nature, significance, and effectiveness of their own

models, as well as the models of others around them, 4 models of organization behavior are:

Autocratic model Custodial Model

Supportive Model Collegial Theory

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AUTOCRATIC MODEL:We had observed an autocratic model at Shezan.Basically it depends upon power. Those who

are in command must have power to demand. Employees are to follow their boss otherwise they

are wrong. Employees have to follow orders without any grudge. Management thinks that

employees are passive and resistant to organizational needs.

I want both of you to. . .

This style is used when leaders tell their employees what they want to be done and how they

want it accomplished, without getting the advice of their followers. Some of the appropriate

conditions to use it are when you have all the information to solve the problem, you are short on

time, and your employees are well motivated.

CUSTODIAL MODEL:The basis of this model is economic resources with a managerial orientation of money. The

employees in turn are oriented towards security and benefits and dependence on the organization.

The employee need that is met is security. The performance result is passive cooperation.

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SUPPORTIVE MODEL:

The basis of this model is leadership with a managerial orientation of support. The employees in

turn are oriented towards job performance and participation. The employee need that is met is

status and recognition. The performance result is awakened drives.

COLLEGIAL MODEL:

The basis of this model is partnership with a managerial orientation of teamwork. The

employees in turn are oriented towards responsible behavior and self-discipline. The employeeneed that is met is self-actualization. The performance result is moderate enthusiasm.

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WHY SHEZAN IS HAVING AUTOCRATIC MODEL?Through our research and observations we concluded four reasons for people to behave

autocratically at Shezan.

There is a crisis. There is a power vacuum, and they feel they must take charge. They act autocratically because that is the way such jobs have always been done. They get emotional benefits from being autocratic.

THE CRISIS:

In times of crisis, rapid decisions are often required, and a single authority is usually thought to

be most effective. Most people understand and accept that this is the best way to behave in such

cases.

THE POWER VACUUM:A power vacuum can occur in a crisis when the leader is either killed or otherwise unavailable

and someone takes over. Such cases can arise in almost any situation, and it may be seen in

combat when the commanding officer is killed, and a sergeant or even a private takes charge.

While this situation need not lead to autocratic behavior, it generally does when nobody elseseems willing to or able to make the needed decisions.

FORCE OF HABIT:While power vacuums can occur in development, the force-of-habit case is more typical. Since it

seems so natural and expected for the boss to make all of the decisions, force of habit tends to

create power vacuums. Nobody but the designated boss feels able to make decisions.

EMOTIONAL REINFORCEMENT:

Emotional reinforcement presents an entirely different situation. When the person has clearauthority and resists either suggestions or appeals to common sense, it is generally a good idea to

keep quiet and do what you are told. If this person is your boss, it may not be clear whether he or

she would accept suggestions or not. This is when you may have to conduct tentative tests to see

how your suggestions are received.

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FORCES THAT INFLUENCE THE STYLE TO BE USED:

Forces that influence the style to be usedincluded:

How much time is available? Are relationships based on respect and trust or on disrespect? Who has the informationyou, your employees, or both? How well your employees are trained and how well you know the task. Internal conflicts. Stress levels. Type of task. Is it structured, unstructured, complicated, or simple?

THE CONSEQUENCES OF AUTOCRATIC BEHAVIOR

While autocratic environments are not pleasant places to work, they can be reasonably efficient

when the boss is both competent and fully capable of directing the work. Even in these cases,

however, it has long been known that autocratic management styles demotivate the workers and

produce less than optimum workplace performance.

Yet, leadership is all about getting things done for the organization. In some situations, a

paternalistic style of decision-making might be required; indeed, in some cultures and

individuals, it may also be expected by not only those in charge, but also the followers. That is

what makes leadership styles quite interesting In addition, it accounts for the fact that not

everyone is the same.

However, when paternalistic or autocratic styles are relied upon too much and the employees are

ready and/or willing to react to a more consultative type of autocratic style, then it normally

becomes quite damaging to the performance of the organization.

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CHAPTER # 3MAIN ISSUE WITH

ORGANIZATION

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MAIN ISSUE WITH ORG

While paying a visit to SHEZAN factory we were able to know what was the main issue

encountering the organization. Having a chit chat with the employees both literate and illiterate,

they told us that all their employees have stress at workplace. Although every employee in any

organization has this much stress but too much of anything is not good. All of these employees

cannot focus on their work because of workplace stress. They listed some of the problems which

according to their opinion are the reasons for their increased stress at workplace.

STRESS AT WORKPLACE

WORKPLACE STRESS:

Workplace stressis the stress arising from anything that is job or work related, either in the

office or factory, or on the street and even on business trips.

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FACTORS OF WORKPLACE STRESS:

Many factors contributing toworkplace stress, the major ones are tight deadlines and 247

work environment and highly demanded quality of performance delivered due tighter business

competition, not to mention here inter-personal related problem that might arise in the work

organization.

UNAVOIDABLE PRESSURE AT WORKPLACE:

Pressure at the workplace is unavoidable due to the demands of the contemporary work

environment. Pressure perceived as acceptable by an individual, may even keep workers alert,

motivated, able to work and learn, depending on the available resources and personal

characteristics. However, when that pressure becomes excessive or otherwise unmanageable it

leads to stress. Stress can damage an employees health and the business performance.

Work-related stress can be caused by poor work organization (the way we design jobs and worksystems, and the way we manage them), by poor work design (for example, lack of control over

work processes), poor management, unsatisfactory working conditions, and lack of support from

colleagues and supervisors.

Employees are less likely to experience work-related stress when - demands and pressures of

work are matched to their knowledge and abilities - control can be exercised over their work and

the way they do it - support is received from supervisors and colleagues - participation in

decisions that concern their jobs is provided.

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UNDERSTANDING WORKPLACE STRESS:

Stress has become synonymous to our existence but how to combat it has given rise to a

mushrooming market that is laced with quack spiritual masters and healers; they cater to soft

targets by making the problem bigger than what it appears. Innocent people throng to these

masters or healers in big numbers but to no avail as these people exaggerate the problem than

subsiding it. We often hear workplace stress, but we have very little understanding about the

term in its totality. Workplace stress comes to surface when organization and individual

expectation do not match. This mismatch of expectations along with the escalating indifference

among the line managers and employees is like adding insult to the injury.

WORKPLACE STRESS AT SHEZAN:

As described earlier, we visited Shezan International for our project. While having an interviewwith some of the employees, with the help of questionnaire we predicted out that the major

problem the organization is facing is workplace stress.

OPINION OF THE EMPLOYEES:

Many employees of the organization were of the view that stress in the workplace reduces

productivity, which adversely affects the bottom line and can lower profits causing company's

stock price to fall.

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CAUSES OF WORKPLACE STRESS IN SHEZAN:

There are many causes of stress in the workplace in Shezan. Some common causes of stress in

the workplace include

1. Dealing with reorganizations in the workplace2. Information overload which causes mental stress3. A poor physical working environment4. Lack of training and direction5. Too many demands at one time6. Deadline pressures7. Uncertainty8. Too many bosses9. Surveillance cameras10.Working alone11.Low morale among workers12.Long working hours1.DEALING WITH REORGANIZATIONS IN WORKPLACE:

No business can be stagnant and expect to survive. An ongoing transformation process is the

norm, and when business does not evolve with the environment, failure results. Business

activity is influenced by a variety of internal and external forces. Factors may include changes

in reimbursement, a shortage or excess of labor, changes in the political landscape, the

economy, and others. Managers must be cognizant of the environment in which they function inorder to anticipate and recognize the need for change and for facilities to remain viable entities.

2.INFORMATION OVERLOAD WHICH CAUSES MENTALSTRESS:

The difficulty a person can have understanding an issue and making decisions that can be

caused by the presence of too much information is called information overload. Information

overload will continue to negatively impact employee productivity if companies choose to

ignore the issue. The heavy toll on employee morale and productivity will eventually come tobear on the bottom line. Currently, a majority of workers in every market (62%, on average)

admit that the quality of their work suffers at times because they cant sort through the

information they need fast enough. Ultimately, the resulting problems for firms could range

anywhere from lost productivity and profits to lost talent. Employees were of the view that if the

amount of information they have increases in the future, they will be close to their breaking

point and will not be able to handle any more.

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3.POOR PHYSICAL WORKING ENVIRONMENT:Employees feel that they are facing a poor physical working environment. They are dealing

with excessive heat, cold or noise, inadequate lighting, uncomfortable seating, malfunctioning

equipment, etc. In such an environment they are unable to concentrate on work thus that leads to

overload of work.

4.LACK OF TRAINING AND DIRECTION:Training is a vital component of a good health and safety regime within the workplace. It is one

of the most important tasks that an employer has to ensure that the workforce is able to conduct

business in a safe and efficient manner. Training may be at both a personal and professional

level. Either way, personal development translates to professional developmentit is a natural

progression. Employees feel that in their organization there is no

Increase in staff motivation Increase in productivity and improve service Enhancement in job satisfaction Knowledge Staff loyalty

5.TOO MANY DEMANDS AT ONE TIME:Employees are of the view that bosses of their organization gives too many demands at one time

that are difficult to manage by them and thus results in workplace stress. Obviously arguments

are not welcomed by employees in any case and in any organization so this is the major factor

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that destroys their mental health. Handling of 2-3 demands at a time can be managed but many

demands at a time results in stress.

6.DEADLINE PRESSURES:A lot of employees in this organization tend to overlook the effect of stress on their career.

Though a little pressure can be good for improved performance, an overdose of it can make

people lose their head and give in to immediate impulses that lack judgment.

It is not possible for them to have a schedule full of deadlines, meet the deadlines, and actually

improve their health and well-being in the process.

7.UNCERTANITY:Change or uncertainty in the workplace is often very disruptive. However, resisting change is

largely unproductive, and causes undue levels of stress. There are times when uncertainty results

in low employee productivity and performance. The fear of the unknown and

miscommunication are generally the root causes of uncertainty at their workplace. The

employees are seeing an increase in workplace violence, and its likely to get a lot worse as the

unemployment rate continues to escalate.

8.TOO MANY BOSSES:The business world is in need of many things at the moment -- an economic boost, a lower

unemployment rate and a better plan to insure workers, to name just a few. But the biggest void

by far may be the lack of inspiring leaders. There is a growing and critical need for leaders who

can show us the way out of the current downturn and point the way to a more productive future.

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Shezan International has too many bosses in their organization. Too many bosses in the

organization means work is going to be spoiled because employees their selves have no idea

whom to report first, whose work to be done first etc. many bosses in the organization requires

the same amount of employees as well to get their work done.

9.SURVEILLANCE CAMERAS:Video surveillance cameras are becoming more popular and, most importantly, more accessible

to the average person. Huge store chains or gated communities arent the only places than can

afford the benefits of surveillance cameras anymore. Whether surveillance cameras are hidden

or not they strive towards the same objective. Some of the employees are really sensitive to

surveillance cameras as they are of the view that they are being watched by another person even

if they are not doing anything unethical. This is the law of every organization to put on

surveillance cameras to watch over every employee but new employees, employees from adifferent background or confidence lacking employees usually suffer from this phobia.

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10. WORKING ALONE:Most of the employees of this organization suffer from monophobia that is an acute fear of

being alone and having to cope without a specific person, or perhaps any person, in close

proximity. Mostly women in this organization encounter this problem. The employees fear of

working alone because of their health, inability to strive without a specific person, they fear that

if theyll not be provided with help theyll be unable to complete a specific task.

11. LOW MORALE AMONG WORKERS:Low employee morale can have a detrimental effect on a company's productivity. Low morale

may result in high absenteeism, which means less work is performed. Valued customers may

leave due to poor treatment from disgruntled employees. According to the employees the

following factors are responsible for low morale among workers:

Leadership not serving as exemplarsLeaders do not act in harmony with employees orensure equal treatment of all

Poor communication skills of senior managementSenior managers are impolite, rude,abrasive & arrogant.

Low salariesemployees are being given low salaries as compared to the work theyperform

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Too much departmental infightingfights often take place that disturbs the harmony ofthe organization

12. LONG WORKING HOURS:Employees agree on the long working hours in their organization. The peer pressure andcompetitiveness is really strong. People working there feel pressurized to stay back sometimes.

Working long hours, taken to an extreme is a bad thing. Like most things, there must be some

balance. Even a good thing, taken to an extreme, may not be good. The problem is a

mindset/values/aspiration issue which legislation may not be the most appropriate tool to deal

with. And sometimes, people prefer not to have the government getting too involved in their

personal life decisions.

The above mentioned are the problems which were listed by the employees of SHEZAN

INTERNATIONAL which in their opinion are the main reasons of their stress at workplace. Ifsome initiative is taken to solve these problems completely it will surely result in a friendly and

cooperative environment.

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CHAPTER # 4

OTHER MINOR ISSUES

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OTHER MINOR ISSUES

MINOR ISSUES AT SHEZANWhile visiting the organization and interviewing with the employees we found out that there are

other minor issues faced by Shezan International.

Other minor issues of the organization include:

1- Favoritism2- Lying3- Poor Communication4- Sexual Harassment5- Job Dissatisfaction6- Violence at Work

FAVORITISM:

In the workplace, favoritism refers to when someone appears to be treated better than others and

not necessarily for reasons related to superior work performance. Favoritism in the workplace

might result in this person being promoted faster than others unfairly, being paid more to do the

same job as others, being given more leeway to come and go during the day as they please, that

sort of thing.

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LYING:

Act of being untruthful towards ones organization in which he/she is working is called lying.

Lying in the workplace happens every day: little lies, big lies, white lies, resume lies. How a

person handles a lie depends on the type of lie and usually the relationship between the liar and

the person lied to.

POOR COMMUNICATION:

Communication that cannot be understood by the listener or the listener can partially understand

it, is called poor communication. Poor communication is an important issue to overcome in the

workplace, though it may not always be easy. When resolving the situation in your workplace,

remember to give it time, and motivate the employees properly.

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SEXUAL HARASSMENT:

Unwelcome sexual advances made by an employer especially when compliance is made a

condition of continued employment or advancement.

JOB DISSATISFACTION:

The condition or feeling of being displeased or unsatisfied with work is called job dissatisfaction.

It is basically the extent to which people like or dislike their jobs. Job satisfaction is not the same

as motivation or aptitude, although it is clearly linked. Job design aims to enhance jobsatisfaction and performance; methods include job rotation, job enlargement, job enrichment and

job re-engineering.

http://www.answers.com/topic/motivationhttp://www.answers.com/topic/aptitudehttp://www.answers.com/topic/work-designhttp://www.answers.com/topic/job-rotationhttp://www.answers.com/topic/job-enlargementhttp://www.answers.com/topic/job-enrichmenthttp://www.answers.com/topic/job-enrichmenthttp://www.answers.com/topic/job-enlargementhttp://www.answers.com/topic/job-rotationhttp://www.answers.com/topic/work-designhttp://www.answers.com/topic/aptitudehttp://www.answers.com/topic/motivation

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VIOLENCE AT WORK PLACE:

Assaults, other violent acts or threats which occur in or are related to the workplace and entail a

substantial risk of physical or emotional harm to individuals, or damage to government resources

or capabilities.

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OPINION OF EMPLOYEES

We conducted a survey at Shezan International. With the help of questionnaire we were able to

predict the minor problems being faced by the employees.

EMPLOYEES RATINGS

FAVORITISM

ALWAYS

SOMETIMES

NEVER

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LYING

POOR COMMUNICATION:

ALWAYS

SOMETIMES

NEVER

ALWAYS

SOMETIMES

NEVER

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SEXUAL HARRASSMENT:

JOB DISSATISFACTION:

ALWAYS

SOMETIMES

NEVER

ALWAYS

SOMETIMES

NEVER

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VIOLENCE AT WORK:

MAJOR GRAPH

By compiling the above percentages of the minor issues of the organization we were able to find

out the total percentage of minor issues regarding the organization. The pie-chart is given below:

ALWAYS

SOMETIMES

NEVER

FAVOURITISM

LYING

POOR COMMUNICATION

SEXUAL HARRASSMENT

JOB DISSATISFACTION

VIOLENCE AT WORK

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CONCLUSION

From the graph we can say that a major portion of the graph is covered by favoritism which

means that employees are facing favoritism in their organization the most. Rest we can rankother problems as under:

RANKING PROBLEM1

stFavoritism

2nd

Poor Communication

3rd

Violence at Work

4th

Lying

5th

Job Dissatisfaction

6th

Sexual Harassment

The 6th

ranking indicates that SEXUAL HARASSMENT is almost negligible in the organization

as compared to other issues described.

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CHAPTER # 5

INTERVIEW WITH THE

MANAGER

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INTERVIEW WITH THE MANAGER

QUESTION #1

HAS YOUR COMPANY EVER FACED A SERIOUS DOWNFALL?

Yes, we faced a downfall. We can say that all the industries in the market faced that downfall

when the prices of sugar were raised from Rs. 28 to Rs. 76 in a very short span of time. Many

industries using sugar as a major ingredient were not able to sustain this shock and were closed

down. As major part of the sugar is added in the juices and soft drinks we raised the prices of our

product a little but still Shezans graph is going upward and we are maintaining the quality.

QUESTION #2

DO YOU SUPPORT INNOVATIVE OR CREATIVE IDEAS? AND THE IDEAS WHICH

HAVE RISK FACTORS?

Yes, our company appreciates innovative ideas. We also appreciate ideas having risk in it. For

example our one of the employee gave us an idea to launch an energy drink in competition to

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Red Bull. We considered his idea. Our sales and marketing manager pointed out that there is a

99.9 % risk of its failure. But we still thought to give it a try and we tried but unfortunately our

managers were true and we faced a very huge loss.

QUESTION # 3

DOES ANY EMPLOYEE COMPLAIN YOU ABOUT HIS JOB DISSATISFACTION?

Yes, it sometimes happens. It is a very big organization someone somewhere would be surely

having some problem. The most interesting thing is that our turn over is minimum. If the

employee has a fair demand we do not hesitate in fulfilling it.

QUESTION # 4

DOES YOUR COMPANY EVER FACE A COMMUNICATION PROBLEM?

No, this organization is about 47 years old and I have been working here for 45 years. There is

no communication gap between the employees and the management. Whatever is the demand of

employees, or if they are facing any problem they can easily convey it to the management

without any restrictions.

QUESTION # 5

ARE YOU IN FAVOR OF BRINGING ONES EMOTIONS TO HIS WORKPLACE?

Yes, definitely it is a human nature. Every person has emotions and domestic affairs do effect the

job. If we ever felt that the employees performance is not going goodwe always go and ask himabout his problem. We understand and try to solve whatever hurdle the employee is facing in his

job performance. You will be greatly amazed that the CEO of our company has such a nice and

friendly nature that an illiterate lower management employee can even come and share his

problem with him.

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QUESTION # 6

SUPPOSE A PERSON IS NOT DOING WELL IN HIS JOB. DO YOU MAKE USE OF

ANY REINFORCEMENT TO IMPROVE HIS JOB PERFORMANCE?

Yes, we do. We make use of positive reinforcement like giving bonuses to employees, increasingtheir wages etc. last year we gave around 32% bonuses to our employees.

QUESTION # 7

IN THE HISTORY DOES IT EVER HAPPEN THAT EMPLOYEES WENT ON STRIKE

BECAUSE OF THEIR JOB DISSATISFACTION.

No, for the past 45 years it has never happened. Employees feel very secure working for this

organization and every new day they are motivated and are asked to work more enthusiastically

than yesterday.

QUESTION # 8

WHY IS IT SO THAT THE ADVERTISEMENTS YOU SHOW ON TELEVISION FORYOUR PRODUCTS DO NOT CREATE A LONG LASTING IMPRESSION ON

VIEWERS MIND?

Actually the world is going in a wrong direction. It is predicted that any advertisement which has

women in it are more successful. To some extent it is right nowadays. We do not want to exploit

woman so we make simple advertisements but you see that despite simple advertisements our

growth rate has increased about 24% from the last year.

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QUESTION # 9

DOES ANY FEMALE EMPLOYEE EVER COMPLAINT ABOUT PHYSICAL

ASSAULT OR SEXUAL HARASSMENT AT THE WORKPLACE?

No, never our organization has a pious environment. If ever a small incident takes place we levy

a heavy fine or award severe punishment so that next time no one even dare think to do it.

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QUESTION # 10

WHAT DO YOU DO TO MOTIVATE YOUR EMPLOYEES?

We normally

Increase their salary Give bonuses Give an annual party Regular and personal contact Quick response to genuine problems and demands of employees

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CONCLUSION

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According to our group mates, after visiting the company and taking information from the

organization we have concluded that:

They are going good but have to improve internally

They have to improve their communication among employees They have to make new strategies for competitors like Nestle They have to advertise their products more effectively and efficiently to create a long

lasting effect in peoples mind

They need to give importance to their employees and their problems They should manage time and work accordingly

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SUGGESTIONS &

RECCOMENDATIONS

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As we have mentioned that Shezan needs to solve the problems related to employees and

should refer the benefits of stress management amongst its employees. Shezan is

targeting youngsters as a potential and big market, so in order to attract more employees

it should solve the current problems that the employees are facing.

As we earlier discussed that the main issue with the organization is stress at work place

the reason for which employees described on higher scales as favoritism and poor

communication. Company should take the initiative to solve these problems at immediate

basis before these problems cross the limits and become worse.

If the top level management is not taken into account and solved properly then no one

would make Shezan International his/her first priority.

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BIBLIOGRAPHY

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WEBSITES

http://www.fdu.edu/newspubs/magazine/99su/stress.html. Miami News, July 16, 1991 http://www.healthhabits.ca/2010/03/25/workplace-stress/. Todays News, May 23, 2009 http://www.workplace-wellness-massage.com/job-stress-article.html. Washington News.

BOOKS

Arnold , John. WORK PSYCHOLOGY. City, NewYork: Random House Publications,1987

Brooks, Ian. ORGANIZATIONAL BEHAVIOUR. City, Los Angeles: CaliforniaPublications, 1995

King, Melaine. SURVIVING STRESS AT WORK. City, Chicago: Amble Publications,1980

ARTICLES

Branigan, Lisa. STRESS IN WORKPLACE. Daily News [New York] Oct 31, 2002 Maxon, Rebecca. STRESS IN WORKPLACE: A COSTLY EPIDEMIC. City, Detroit:

University Publications, 2008

Jones, Edward. LEARNING TO COPE WITH STRESS. The Toy. Ed. HelenStevenson. New York: Random House, 1988

Ahmed Javaid, Rasheed. Director Production. May 4, 2011ENCYCLOPEDIA

THE AMERICAN INSTITUTE OF STRESS. World Book Encyclopedia. Volume 14.Seattle, WAQ Publications, 2000

Proof Reading by:

Nimah Saeed Fatima Rauf Zainab Nasim

http://www.fdu.edu/newspubs/magazine/99su/stress.htmlhttp://www.healthhabits.ca/2010/03/25/workplace-stress/http://www.healthhabits.ca/2010/03/25/workplace-stress/http://www.workplace-wellness-massage.com/job-stress-article.htmlhttp://www.workplace-wellness-massage.com/job-stress-article.htmlhttp://www.healthhabits.ca/2010/03/25/workplace-stress/http://www.fdu.edu/newspubs/magazine/99su/stress.html

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QUESTIONNAIRE

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QUESTIONNAIRE#1UNIVERSITY OF ENGINEERING & TECHNOLOGY, LAHORE

INSTITUTE OF BUSINESS & MANAGEMENT

ORGANIZATIONAL BEHAVIOR PROJECTWe the students of BBA 4th semester are going to conduct a research study on organizational

behavior in different organizations in Pakistan. We need different point of views of people to

know about the problems being faced by the employees at their work place. Our report objective is to get highlight the main issues and recommend the strategies to solvethem. We need your co-operation in undertaking this mission.

Institution/companys name:.

Gender:..

Please choose any option and be honest in your opinion:

1. Things get accomplished around here because employees fear for their jobs. Almost never Seldom Occasionally Frequently Almost always

2. Most employees do not leave this organization because it provides a lot of security. Almost never Seldom Occasionally Frequently

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Almost always3. The managers display real leadership traits and are respected by the employees.

Almost never Seldom Occasionally Frequently Almost always

4. There is a real feeling of teamwork. Almost never Seldom Occasionally Frequently Almost always

5. Only Management is allowed to make decisions. Almost never Seldom Occasionally Frequently Almost always

6. Although the employees are happy and contented, they give only passive cooperation. Almost never Seldom Occasionally Frequently Almost always

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7. Both managers and employees want to create better job performance. Almost never Seldom Occasionally Frequently Almost always

8. There is a partnership between managers and employees. Almost never Seldom Occasionally Frequently Almost always

9. Although people obey their leader, they do not respect the leader. Almost never Seldom Occasionally Frequently Almost always

10.Management's main concern is making money. Almost never

Seldom Occasionally Frequently Almost always

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11.The employees feel a real responsibility to make things work. Almost never Seldom Occasionally Frequently Almost always

12.Most of the jobs are considered "minimum wage" jobs. Almost never Seldom Occasionally Frequently Almost always

13.The employees' main concern is for the security of their families and themselves. Almost never Seldom Occasionally Frequently Almost always

14.When things go wrong, the main concern is to fix it, not to lay blame. Almost never

Seldom Occasionally Frequently Almost always

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15.There is enthusiasm among the employees to better job performance. Almost never Seldom Occasionally Frequently Almost always

16.Although the employees have good benefits, they tend to give only minimalperformance.

Almost never Seldom Occasionally Frequently Almost always

17.The employees feel they are recognized for their work. Almost never Seldom Occasionally Frequently Almost always

18.The employees feel their jobs hold high esteem and are of great value to theorganization.

Almost never Seldom Occasionally Frequently Almost always

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19.Most of the employees seem content to stay in their position. Almost never Seldom Occasionally Frequently Almost always

20.Things happen around here because of the self-discipline of every employee. Almost never Seldom Occasionally Frequently Almost always

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QUESTIONNAIRE#2

UNIVERSITY OF ENGINEERING & TECHNOLOGY, LAHOREINSTITUTE OF BUSINESS & MANAGEMENT

ORGANIZATIONAL BEHAVIOR PROJECTWe the students of BBA 4

thsemester are going to conduct a research study on organizational

behavior in different organizations in Pakistan. We need different point of views of people toknow about the problems being faced by the employees at their work place. Our report objective is to highlight the main issues and recommend the strategies to solve them.

We need your co-operation in undertaking this mission.

Every comment will be totally confidential. So please feel free to give any recommendations.

Institution/companys name:.

Gender:..

Please choose any option and be honest in your opinion:

1. Does your manager adopt favoritism towards the employees? Yes No

2. Is the favoritism you are witnessing is holding you back or hurting you and you feelit is based on illegal reasons - race, sex, age, etc

Yes No

3. Do you sometimes lie in order to keep yourself safe from getting into trouble? Yes

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No4. Do you agree with this statement Lying makes life easier

Yes No

5. Do you think that bad managers are the cause of employees suffering from poorcommunication and writing skills?

Yes No

6. Do you think that your lack of knowledge makes complications in yourcommunication skills?

Yes No

7. Are you are motivated to expand your writing skills and communication skills in theworkplace.

Yes No

8. What are the conditions that have to be improved during the training sessions? Redesign the job Remove interference Reorganize the workplace Upgrade the information of the material given during training

9. Reason for shortage of skilled man power at workplace are: Lack of training Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level

10.If your job stress doesn't involve another person, is it caused by the: Volume of work Nature of job and responsibilities

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Physical work environment Personal work issues Others

11.How would you rate the level of your job stress? Mild Moderate Severe Extreme

12.Have you been hit, pushed physically assaulted, or otherwise attacked whileworking at this organization?

Yes No

13.Does your supervisor or manager take suitable character action promptly? Yes No

14.Overall, how satisfied are you with your job? Dissatisfied Neutral Satisfied

15.How much satisfied are you with your co-workers? Dissatisfied Neutral Satisfied

ANY COMMENTS: