ORGANIZATIONAL BEHAVIOUR
1. Introduction to OB
• research objectives
• limitation
2. methodology
• group formation
• discussion
• Data collection
• questionnaire
• interviews
•
3. introduction to pace
4. ob application
• biological characteristics
1.1.1. young and unmarried
1.1.2. no gender distinction
• job satisfaction
permanent job -------------security
graduaty + bonuses -------benefits
low rate of turn over
personality
emotions
motivations
bonuses
performance appraisal
gain sharing
grooming
team management
conflicts and negotiation
stress management
organizational environment
external & internal
•
5. findings and conclusion
Chapter 1
Organizational Behavior is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives.
The field of organizational behavior is concerned with the study of what people do in an organization and how that behavior affects the performance of the organization
The discipline of organizational behavior is concerned with identifying and managing the attitudes and actions of individuals and groups, looking particularly at how people can be motivated to join and remain in the organization, how to get people to practice effective teamwork, how people can accomplish their jobs more efficiently, and how employees can be encouraged to be more flexible and innovative. Attention is brought to these attitudes and actions in order to help managers identify problems, determine how to correct them, and change behavior so that individual performance and ultimately organization effectiveness increase.
The discipline of Organizational Behavior encompasses three broad areas:
Organizational Behavior draws on psychology, anthropology and sociology to gain insight into the behavior of individuals in organizational settings. Topics studied include:
• perception, cognition, learning
• personality and motivation
• leadership, power, conformity, communication
• decision making
Organizations consist of people organized to achieve organizational goals (like manufacture cars). One of the most important strategic elements of an organization is its structure: how the people are arranged so as to produce what the organization produces. Topics include:
• task identification and division of labor
• Departmentation
• coordination and control mechanisms
• processes and procedures, such as promotion, hiring policies, compensation
• organizational form (e.g., bureaucracy)
• size
• centralization of decision-making
• the relationships among these variables
Just as we can study the interactions of individuals with the organization and with each other, we can also study the interactions of organizations with their environments, which include individual citizens and other organizations including the government. Some of the behaviors of organizations that we are interested in include:
• adoption of new practices such as
1. downsizing
2. team-based structure
3. domestic partner benefits (e.g., partners of gay employees get full medical coverage)
4. re-engineering
5. environmental protection ("green" practices)
• adaptation to changing conditions
1. global competition
2. increasing pace of technological change
3. changing social structure (e.g., status of women)
These are the key factors which compel us to study the Organizational Behavior
Organizational Success Factors
These are the key factor to determine organization success
• financial strength
• quality of its products
• market dominance
• technology
• management
All of these are important, but they are mostly about the present. Just because their technology is good today doesn't mean it will always be good. There are a lot of makers of vacuum tubes that can attest to that. Financial strength is basically a measure of the company's past success.
What determines whether the company will continue to develop sought-after products, will continue to develop cutting edge technology, will continue to make the right guesses about which way the market is going to go, will continue to make sound investments, is the people and the organizational culture and structure.
When you first get a job, it is usually because of your technical skills. By "technical" I don't mathematical or computer. I mean the nuts and bolts of your profession. For example, if you get a job as an artist, it's because you can paint (or sculpt or whatever). If you get a job as a marketing researcher, it's because you (appear to) know about marketing research methods, such as survey construction, sampling, and statistics.
Now, some people stay in technical positions all their lives. But others move on to manage people. Their technical skills don't matter as much anymore (especially since technology keeps changing). What does matter is their ability to manage people. And that's what O.B. is about. Ten years out of school, the one business course that manager say they wish they had paid more attention to is Organizational Behavior.
Another important aspect of OB is the understanding that it gives you of organizational structure and process. Understanding how organizations really work, is key to rising to the top levels of management. Most people who work in organizations come to understand the politics and issues in their own departments. But they don't get much opportunity (and often don't even think about) what happens in the rest of the organization. People trained in organizational behavior have the jump on those people, because they already understand a great deal about what makes organizations tick. Hence, their presentations, their political moves, their organizational initiatives are all in better tune with the organization as a whole, and are more apt to be admired by people higher in the organization
Besides the above mention objective we also study Organizational Behavior
• To learn about yourself and how to deal with others
• You are part of an organization now, and will continue to be a part of various organizations
• Organizations are increasingly expecting individuals to be able to work in teams, at least some of the time
• Some of you may want to be managers or entrepreneurs
The general objectives of this study are to familiarize with Organizational Behavior practicing in big organization taking an organization as case study area
The specific objectives of the research are as follows:
a) To find out whether Organizational behavior is applying or not in selected organization
b) If yes than how Organizational Behavior is being applied
c) If no than what are the reasons for not applying
It is not possible to cover all the aspects of the topic embracing Organizational Behavior ” in this research thesis within the short time, since it is vast and extensive field of study and can be dealt within broader spectrum. It is almost impossible to study all the areas relating to Organizational Behavior issues
Chapter 2
Research Methodology is the procedures and methods to achieve each objective, and what to do actually in the research? Since the objectives of each research are different, therefore the methodology of every research must also be the different. The methodology adopted for this research is discussed below
For the final project of ORGANIZATIONAL BEHAVIOR the whole class was divided into groups and each group was given free hand to choose the organization they feel comfortable to study its organizational behavior and meet the research objective. Our group consist of fives member whose name are given at the front page
Our group member spent a lot of time with employee of organization so that we have clear picture of their working environment and other topics which guide us to meet our research objectives
The term methods of data collection simply refer to how the researcher obtains the data to be used to answer the research questions? The research in hand involves the collection and analysis of data from primary & secondary sources.The research relies on more than one methods of data collection. The methods used for this research are;
Primary data is the raw data collected directly from the field which has never gone any sort of statistical treatment, is called Primary Data.
The main aim of the primary data collection was to know OB application in that Organization
In the method of data collection called observation, the researcher observes participants in natural and/or structured environments. It is important to collect observational data (in addition to attitudinal data) because what people say is not always what they do! To do the observation for the study, observation sheet was prepared.
A questionnaire is a data collection instrument that is filled out by the research participants. It includes multiple questions which enable researchers to match research objectives, the purpose of this survey is to know whether OB is being applies or not. And to know about the policy factor which affect the organizational behaviours. Three type of questionnaire were designed
Questionnaire No.1
This questionnaire has been designed in order to collect information from the executive personal who hold key responsibilities in the organization. Main aim of this Questionnaire is to know OB application just as behaviour etc
Questionnaire No.2
This questionnaire is designed to get information from the officials of Human Resource Management Teams to know about company main aim of questionnaire is to get information regarding the policy matters
Questionnaire No.3
This questionnaire is designed to get the information from the customer to get their point of view about the external environment
One method of collecting data which we used is to interview respondents to obtain information on the issues of interest. Most of interviews were mixed type of interviews conducted face to face. We have conducted interview with
HR Manager
HR Executive
Marketing Head
Other staff members
Customers
Secondary data (i.e., data originally used for a different purpose) are contrasted with primary data (i.e., original data collected for the new research study).we achieved the secondary data in the form of legal document and reports, books and internet.
Documents
we got the information for over project from
Personal documents of company (i.e., things written or recorded for private purposes
Newspapers
Journals and Magazines
Internet
Internet is required in order to understand the OB application in various international and national levels
World Wide Web (WWW) is the main source of getting the data through internet.
Processing and interpretation of data
After having collected the data from the field surveys and various publications, all such data was put into statically treatment and interpreted because to make it easily understandable Interpretation is necessary to facilitate the common readers.
Editing of Data
Data colleted was then edited to make correction and omit the unwanted things.
Data Analysis
Having completed the editing an analysis of data and descriptive statistics was being made. In order to see the effects various variables upon each other tables, graphs, charts, diagrams etc. were designed to make the analysis easy at an instant glance.
Presenting data
Various types and graphs tables, charts etc. have been used through out this compilation of to present the accumulated data in convenient form. The computer aided program has structured all such presentation and the compilation has been brought about on laser printers.
Conclusions and Recommendations
On the basis of data collected and the data analyzed, the conclusions and recommendations will be prepared. These recommendations will be prepared especially for the Pace (Pakistan) Limited
Chapter 3
:
Pace (Pakistan) Limited (“PACE” or the Company”) was incorporated on 21 November 1992 as public limited company under the companies ordinance, 1984 and obtained its commencement of business certificate on January 12, 1993.The Principle business of the Company is development, sale and management of properties / real estate including but not Limited to shopping Malls, apartments, office blocks, housing scheme, hotels etc. The Company registered office is situated at 103 C-II, Gulberg III Lahore, whereas the main project office is situated at 57 C-II, Gulberg III Lahore. From its commencement it is Progressing very rapidly and became the name of variety, beauty, quality and confidence for the customers in the shape of shopping Malls
Pace Main Boulevard Gulberg, Lahore: Main Boulevard shopping mall was the company’s flagship super mall which started its operations in 1995.this shopping mall is located on Main Boulevard Gulberg which is one of the busiest commercial area .The shopping mall is constructed on a land area of around 9 Kanal and 5 Marlas and 157 Sq Ft.Total constructed area consist of approx 152,785 sq ft(including Basement of around 38,750 sq ft).whereas the total saleable area was approx 64140 sq ft excluding play land area which is 4,000 sq ft and 4150 sq ft respectively
Pace Model Town Link Road, Lahore: This shopping mall is constructed on a land area of 4 Kanal and 18 Marlas and 207 sq ft corner plot. This Shopping mall comprises four floors and is equipped with facilities like escalator, cargo, lift, capsule lift, central air conditioning, firefighting equipment ,security equipment and generators backup
1. Pace M.M Alam Road, Lahore: This shopping mall is constructed on a land area of 4 Kanal and 112 sq ft Marla and 207 sq ft .There are two basement and seven floors. total area 116,202 sq ft including basement .Total saleable area is 40,336 sq ft
2. Pace GT Road, Gujaranwala: This shopping mall is constructed on a land area of 4 Kanal and 14 Marla. Total Constructed area 103,655 sq ft including basement 20,643 sq ft .Total Saleable area 35,472 sq ft excluding super market area 7,355 sq ft and play land 9,432
3. Pace Tower Gulberg Lahore : Pace tower constructed on the land of 7 Kanal 12 Marla and 32 sq ft with four basement and twenty five floors 96 apartments and 3 pent houses .The project Expected to be completed in 2008
4. Pace Sadder, Rawalpindi : next project
Pace Grand Complex near Airport, Lahore: A very big Project 5-Star hotel including shopping mall, office blocks and Apartments near the new Allama Iqbal Airport through the subsidiary company named Pace Barka Properties Limited. Expected Area 40 Kanal 14 Marlas .Total constructed Area 1,050,805 sq ft6 excluding basement .whereas total saleable area 559,344 sq ft .It shall be completed in 2009
Following DIRECTORS are the owners of the company:
(PACE PAKISTAN) is a limited Company so it has more then one owners. Its all Shareholders are its owners which are the Followings.
1. SALMAN TASEER:
Mr. Salman Taseer is the largest shareholder of (PACE PAKISTAN) .He is m also the Chief Executive of (PACE PAKISTAN).
2. Mr. SULIEMAN AHMED & AL HOQANI:
2NDLY shareholders are Mr. Suleiman Ahmed and Said Al Hoqani. Who are the Business Executive of (PACE PAKISTAN).
3. Mrs. AAMNA TASEER:
Mrs. Aamna Taseer is 3rdly big Shareholder and owner of (PACE PAKISTAN)
4. Mr. SARDAR ALI WATTOO:
Mr. Sardar Ali Wattoo is the 4rthly big shareholder and owner of the company .He is the Group Financial Controller of (PACE PAKISTAN)
5. Mr. ABID RAZA:
He is the 5th big owner and shareholder of (PACE PAKISTAN).He is also the Business Executive of (OACE PAKISTAN)
6. Mr. JAMAL SAID AL OJAILI:
He is the 6th owner and shareholder of (PACE PAKISTAN).He is the Business Executive of (PACE PAKISTAN)
Mr. MAHMOOD ALI ATHER:
He is the 7th big owner and shareholder of (PACE PAKISTAN).He is the Business Executive of (PACE PAKISTAN)
Mr. IMRAN SAEED CHAUDHRY:
He is the 8th and last owner and Shareholder of (PACE PAKISTAN) .He is also the Business Executive of (PACE PAKISATN)
Offices are located in the following address easily accessible to stockholders
103 C-II, GULBERG, LAHORE: The company registered office is situated at 103 C-II Gulberg, Lahore.
57 C-II, GULBERG ,LAHORE: The Main project office is situated at 57 C-II /Gulberg, Lahore.
TOTAL EMPLOYEES:
there are total 427 (four hundred twenty seven) employees in (PACE (PAKISTAN) LIMITED) 80 in account department , 86 in sale department, 47 in purchase department 88 in Admin department , Reception/Security and office boys 126 .remaining are others
Employ Male Female Total
Account 43 37 80
Sales 86 0 86
Purchase 47 0 47
Admin 54 34 88
Reception / office boy 43 35 78
Security 48 0 48
Total 321 106 427
Ms Samira zia is head of administration department
The Vision of the Management is to capitalize on the PACE brand and experience and expand in to other cities of Punjab initially followed by undertaking projects in other major cities of Pakistan .In the recent years PACE has become a recognized brand name in real estate development and Property Management.
There are following Corporate Objectives:
To carry in Pakistan or in any part of the world all or any of the businesses of manufacturing, exporting, refining, procuring, preparing, processing, milling, importing, buying, selling, acquiring, distributing, and dealing in cotton jute, wool textile, cloth garment, terry fabrics, gunny bags, twine, Hessian cloth, yarn, thread, rope, coir, silk woolen goods, hosiery, all kind of fabrics, all products which are used at home available here at minimum cost.
To build, acquire and manage departmental stores, shopping malls, super markets, utility stores and matter/business relating thereto.
To cause the company to be registered or recognized in any foreign Country or Place
To capitalized such portion of the profits of the company as are not disturbed among shareholders of the company in the form of dividend as the company may think fit and for the purpose to issue bonus shares as fully paid up , in favour of the shareholders of the company
To Purchase ,erect or acquire, establish and equip, act as collaborators, technicians, financiers of any of other hotels in Pakistan or in any other part of the world
To crush, quarry, melt, refine, and market ores, metals and mineral substances and of all kind
To carry on the Business as importers , exporters wholesalers, distributors and dealers in merchandised commodities; to carry on business as manufactures, representatives , agents, brokers, indentors, commission agents or sub agents and to do business as agents for the sale and distribution of goods of all description.
To provide all commodities under the one roof less costly , best quality and all luxuries
Also provide to the peoples Houses Which are comfortable and stylish and at the best location
To Provide outstanding hotel facility to the foreigners and with this provide the facility of best shopping etc
:
There are the following departmental objects one by one
SALE DEPARTMENT: Sale department very important department. Its aim to convince the people and investors investment in the company Projects and Purchase the company property with a great profit
ACCOUNT DEPARTMENT: To make the sure payments to the parties at time or as soon as possible. To determine the profit and losses every year or monthly basis. to provide cash dealing also cheque dealing facility
H.R DEPARTMENT H.R department to keep up all the data about all employees of (PACE PAKISTAN) .Make their salary , medical Benefits , traveling Allowance etc
ADMINISTRATION DEPARTMENT: Admin. Department very important. It involves in the dealing of legal matters. Responsible of the all PACE property safety
PURCHASE DEPARTMENT: It involves in the Purchase matters of company for the different projects of PACE .It purchase Mostly for the site
PLANNING AND DESIGNING: It concern with the planning and design means (construction) in all the areas from every aspect and at last develop the error free plan & design
OPERATION DEPARTMENT: Operation department involve in the all operations of the company in the country and or in any where in the world
Every person in the (PACE PAKISTAN) wants to progress so, every person has the object of (hard working) and achievement of target /goal given to them
Chapter 3
Biographical characteristics are personal characteristics such as age, gender and length of tenure that are objective and easily obtained from personal record.
This category records significant physical aspects of an individual, and skills for which the individual may be recognized Recording personal characteristics helps further identify the individual, and captures information about him or her that may be significant to a full understanding of the person's biography.
Information about a person's physical attributes may be used to distinguish between persons who are otherwise identical. This information is also used to establish the context for biographical events and details, when those personal characteristics form an integral and important part of the individual's life.
Biographical characteristics are readily available to the managers. For the most part they include data that are contained in almost every employee personal file. Our research suggests that age seem to have no relationship to productivity and so is the case with longer tenure
In the (PACE PAKISTAN (LIMITED)) most important biological characteristic is martial status. Mostly employees are unmarried and in struggling for higher rank so they perform very well. Age not effect the performance and male & female equally taken in the organization on the basis of intellectual,
Employee/ job title Male Female Total
Unmarried Married Unmarried Married
Account 28 15 25 12 80
Sales 56 30 0 0 86
Purchase 38 9 0 0 47
Admin 40 14 34 88
Reception / office boy 31 12 27 8 78
Security 22 26 0 0 48
Total 215 106 52 54 427
Chart showing gender difference and married and unmarried ratios
An individual’s capacity to perform the various tasks in a job” ability of a person directly
Influences the employee level of performance and satisfaction thorough ability in the
Pace Pakistan) ability has great importance is given to every aspect physical ability (stamina) nature work and intellectual ability (mental activities) as Pace Pakistan has 100% qualified, experience and hard workers and employee. They have the system which discourage unskilled and nonqualified within the organization
:
From the way a person communicate and what he wears, to the way he live life and make friends, every person is unique. And just like a person and I have a unique personality, we believe that every organization also has a unique personality.From the color of a logo and the retail experience, to its impact on the environment and the way they help humanity, we interact with organizations much the same way we do with people.
PACE PAKISTAN (LIMITED has a unique personality in retail and shopping business market and to maintains its personality peoples are selected for particular job after careful consideration of applicant personality. If applicant’s personality mismatches the job requirement he is not selected for that particular job or in any case a person personality harms the PACE PAKISTAN (LIMITED personality image a strong action is taken against the employee as PACE PAKISTAN (LIMITED don’t compromise the on the organization image in market
“Intense feelings that are directed at someone or something called emotion”: Emotion always proves harmful for organization so (PACE PAKISTAN) TRIES HARD to search people that are less emotional or that are stable means mature. So this practice apply here
PACE PAKISTAN (LIMITED has no clear policy about the managing emotion of persons at work as supervisors and heads are given free hand to direct their employee
Mmotivation refers to the initiation, direction, intensity and persistence of behavior Motivation is having the desire and willingness to do something. A motivated person can be reaching for a long-term goal such as becoming a professional writer or a more short-term goal like learning how to spell a particular word. Personality invariably refers to more or less permanent characteristics of an individual's state of being (e.g., shy, extrovert, conscientious). As opposed to motivation, emotion refers to temporal states that do not immediately link to behavior (e.g., anger, grief, happiness).
Motivation is the set of forces that cause people to choose certain behaviors from among the many alternatives open to them An employee's performance typically is influenced by motivation, ability, and the work environment. Some deficiencies can be addressed by providing training or altering the environment, motivation problems are not as easily addressed. Motivation is important because of its significance as a determinant of performance and its intangible nature.
PACE PAKISTAN pays significant intention to motivate their employee as they believe
• Motivated employees always look for better ways to do a job.
• Motivated employees are more quality oriented.
• Motivated workers are more productive.
PACE PAKISTAN Way of motivation apply in the following forms
• rewards are given on extra ordinary achievements
• Bonus for employees. usually given twice in a calendar year. bonus is determined the employee performance
• Increment. usually given at end of the year i.e annual based increment
• promotion they promote their employee keeping in the view employee contribution to organization, work, and qualification and personality
• incentive are given according to each employee according to job scale as given in the policy
:
A group whose individual efforts result in a performance that is greater than the sum of the individual inputs In order to achieve the organizational goal PACE PAKISTAN have created different department and each department is a pool of different qualified personal are appointed thus forming a team to achieve the common goal. According to the research Team Management practice applies very nicely in (PACE PAKISTAN) .Because the projects are very heavy so work in the shape team is very important.
Each employee is familiarized during socialization program with mission, vision, and values so that each member should be dedicated to achieve organization goal and be able to contribute by recognizing his potential
Clear courses of action plan are briefed to implement the vision and achieve the mission
(PACE PAKISTAN) IS totally centralized organization which means the degree to which decision making is concentrated at a single point in the organization and the structured is tall structure that is why the decisions and policy making process is slow as compared to other organizations
A pattern of shared basic assumptions that he group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems.
Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. -- similar to what you can use to get a feeling about someone's personality
PACE PAKISTAN has corporate culture. PACE PAKISTAN corporate culture can be looked at as a system. Inputs include feedback from, e.g., society, professions, laws, stories, heroes, values on competition or service, etc. The organizational culture is based on PACE PAKISTAN assumptions, values and norms, e.g., their values on money, time, facilities, space and people. Outputs or effects of the culture are, e.g., organizational behaviors, technologies, strategies, image, products, services, appearance, etc. in short PACE PAKISTAN has a nice culture
In the (PACE PAKISTAN) all employees learn always the positive learning like learn about the Software, work nature, internal system etc
Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, eg, the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.
Company and administrative policies An organization's policies can be a great source of frustration for employees if the policies are unclear or unnecessary or if not everyone is required to follow them. Although employees will never feel a great sense of motivation or satisfaction due to organizational policies, Pace (Pakistan) Limited decreases dissatisfaction in this area by making sure his policies fair and apply equally to all. Also, Pace (Pakistan) limited makes printed copies of his policies-and-procedures manual easily accessible to all members of the staff. And keeps on updating on regular interval
Supervision To decrease dissatisfaction in this area, Pace (Pakistan) Limited begin by making wise decisions when appoint someone to the role of supervisor. The role of supervisor is extremely difficult. It requires leadership skills and the ability to treat all employees fairly. So Pace (Pakistan) Limited organizes training and workshops for supervisors so that then could get latest technique, knowledge and can makeup deficiencies if they have
Salary The old adage "you get what you pay for" tends to be true when it comes to staff members of Pace (Pakistan) Limited. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, they will be unhappy working for organization. Pace (Pakistan) limited also conducts salary surveys or even local help-wanted ads to see whether the salaries and benefits they are offering to the employee are comparable to those of other offices in the area. In addition, Pace (Pakistan) Limited have clear policies related to salaries, raises and bonuses.
Interpersonal relations Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g., over lunch, during breaks, between patients). This will help them develop a sense of camaraderie and teamwork. Pace (Pakistan) Limited implement socialization programme at regular interval so that new and old employee know each other well and it helps to reduce communication gap. Basically employees are bound to show good behavior t other. Take serious action if employee continues to misbehave to the other employee
Working conditions The environment in which people work has a tremendous effect on their level of pride for themselves and for the work they are doing. Pace (Pakistan) Limited has excellent working environment. Pace (Pakistan) Limited keeps equipment and facilities up to date. Pace (Pakistan) Limited avoid overcrowding and allow each employee his or her own personal space, whether it be a desk, a locker, or even just a drawer
Work itself Perhaps most important to employee motivation is helping individuals believe that the work they are doing is important and that their tasks are meaningful. Pace (Pakistan) Limited Emphasize that employee contributions to the practice result in positive outcomes and good health care for your patients. It provides an opportunity to share stories of success about how an employee's actions made a real difference during the task assigned, or in making a process better.
Recognition Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes don't have to be monumental before they deserve recognition, but praise should be sincere. In (Pakistan) Limited supervisor are asked to give employee proper recognition if he has done well
Responsibility Employees will be more motivated to do their jobs well if they have ownership of their work. (Pakistan) Limited employees have enough freedom and power to carry out their tasks so that they feel they "own" the result. As individuals mature in their jobs, provide opportunities for added responsibility
Advancement (Pakistan) Limited has clear policy for the advancement of employee. If the performance of individual is good they have a chance of promotion
Table showing turn over
Year Turnover
1992 35
1995 45
1998 16
2001 12
2004 5
2007 4
Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs. It can also originate from past rivalries and personality differences. Other causes of conflict include trying to negotiate before the timing is right or before needed information is available.
"Techniques used in disputes offer potential in community problem-solving is called negotiation
The potential for conflict exists whenever and wherever people have contact. As people are organized into groups to seek a common goal, the probability of conflict greatly increases. Since only the most serious conflicts make headlines, conflict has a negative connotation for many people. All conflicts are not the same. We face conflicts on all levels we have disagreements with family, friends, and co-workers. "Conflicts are rarely resolved easily. Most conflicts are managed as individuals work out differences
(PACE PAKISTAN) don’t have enough data about conflicts within the organization and they do not have any policy regarding the conflicts in any case if there is conflict only higher authority decide upon their wish
Power is interpersonal (or inter group) relationship in which one individual (or group) can cause another individual (or group) to take an action that she (or it) would not otherwise take. Power involves changing the behavior of another by using implied, not (almost never) actual, force. Person A has power over person B only if B believes A can force B to comply. Power is closely related to leadership and authority. A manager must know where one starts and the other stops.
PACE PAKISTAN (LIMITED organizational structure clearly shows power and authority system. As it has a tall structure usually decision power are on upper side of organization structure. Usually Board of Director have the power to have full influence in the decision and policy making and each Director has delegated its powers to manager in shape of authority. Manager has given authority regarding the following issue
• Pay raise
• Promotion
• Desirable assignment
• More responsibility
• New equipment
Politics are those activities taken within organizations to acquire, develop, and use power and other resources to obtain one's preferred outcome in a situation where there is uncertainty of outcome. Power is a force or a store of political influence through which events can be affected. Politics involves activities or behaviors through which power is developed and used in organizational settings. Political behavior is initiated to overcome opposition. If there is no opposition, political activity not necessary
If status quo is threatened there is an increase in organizational politics. the same is the case with PACE PAKISTAN (LIMITED there is an increased proportion of decision making that is political rather than rational. These situations also leave room for political strategy: technology in environment and non-routine, dynamic, complex organizational change. PACE PAKISTAN (LIMITED have scarce resources, ambiguous goals, complex technology, and unstable environments. They thus become very political. Managers of PACE PAKISTAN (LIMITED are sensitive to political processes as related to securing and maintaining power. Bureaucratic organizations are less political because of reduced ambiguity
13) ORGANIZATIONAL CHANGE AND STRESS MANAGEMENT:
ORGANIZATION CHANGE MEANS
• Change due to the new technologies
• Change due to the workforce
• Change due to the economic shocks
• Change due to the competition
• Change due to the Social trends
Change management
This training program is intended to help people understand the mechanisms related to change and effectively cope with imposed change. Through group and individual exercises, reflection and dialogue, this training program enables managers to:
• Identify useful strategies for coping with change.
• Develop tools to help you manage change, both individually and as a team.
Through this process, people learn to understand and respect the change process.
IN (PACE PAKISTAN)
These all practices are applied its example “PACE MAINEBLUEEWARD)
THE INCIDENT OF THE FIRE and nearly 300 SHOPS DAMGED
But all of this loss Pace Management not loss the courage and again rebuilt it so this way management win from stress and the Organizational Changes
WORK STRESS AND ITS MANAGEMENT:
• Work stress due to the new technologies
• Work stress due to the workforce
• Work stress due to the economic shocks
• Work stress due to the competition
In (PACE PAKISTAN) Management look after the all types of work stress and then plan to manage it with great care
LEADERSHIP PROCESS IMPLICATION:
“THE ABILITY TO INFULENCE A GROUPS TOWARDS ACHIVING THE GOAL “
In pace Pakistan
Leader is SALMAN TASEER who has very nice personality
And the style of leadership he likes is “Democratic Style”
Permanent job -------------security
Gratuity + bonuses -------benefits
Low rate of turn over
Emotions
Motivations
Bonuses
Performance appraisal
Gain sharing
Grooming
Team management
Stress management
Organizational environment
External & internal
Findings and conclusion
