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MGT-321.

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A Term Paper on Organizational Behavior of

Submitted By: Team 131

Mushfiq Rahman 131 0086 630


Tariqul Islam 131 0811 630
Chowdhury Md. Muntasir Anam 131 1048 630
Fardin Nasir Ronit - 131 0803 630

Submitted to,

ABU SAAD SHEZANUL HUQ


LECTURER
NORTH SOUTH UNIVERSITY

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Letter of Transmittal
Date: 2nd December, 2015.

ABU SAAD SHEZANUL HUQ

Lecturer

BBA

North South University

Subject: Submission of Term Paper.

Dear Sir,

We have the pleasure to submit our term paper on Grameen phone Ltd. as a requirement for our
course. You are aware that we have recently completed our most of the work related to our report.
We tried to get related and valuable information from the sources about our topics. We truly
believe that this report will satisfy your requirements and expectations. We have tried our best to
make this report informative, practical, reliable and relevant as possible.

We appreciate your valuable advice, cooperation, patience and suggestions regarding this report
which has help us to go ahead as a brilliant guideline.

We honestly hope that this report will reflect the idea about the organizational behavior along with
the activity of a manager. We hope you will find this worth all the labor and effort that we have
given to complete the report.

Sincerely yours,

Team 131

Mushfiq Rahman 131 0086 630

Tariqul Islam 131 0811 630

Chowdhury Md. Muntasir Anam 131 1048 630

Fardin Nasir Ronit - 131 0803 630

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Acknowledgements

We are thankful and grateful to our honorable course instructor, Abu Saad Shezanul HUQ,
Lecturer, Business School of North South University for giving us the opportunity to do the report
on Grameen phone Limited. We would like to give warm thanks to Abu Saad Shezanul HUQ, for
giving us flexibility of work. We are also thankful to our sir for giving us the outline so that we
can work on our report and to make it worthy and useful. We would like to take this opportunity
to express our gratitude to our respectable faculty Abu Saad Shezanul HUQ for his continuous
inspiration, supervision and patience. Without his guidance and support it would not have been
possible to come this far. It also would not be possible without our group mate contribution.

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Executive Summary

This report is about the case study of Grameen phone Limited which runs their operations in our
country as a local company. We have interviewed Mr. Wasim Rab, District general manager,
Mobicash of Grameen phone Ltd. We tried to gather his real life experience of managing his tasks
as a manger& about his companys culture, his personality as a leader, his leadership style, his
decision making process, his motivational tools, organizational structure , human resource policies
& other aspects as a manager. Then we tried to relate these with our study & concepts learning so
far. This report contains details about their organizational culture, behavior, human resource
policies and so on. There is also background of the managers work and its relevancy with OB.
This report is not only about relation of the manager & OB concept but also holds some real life
example as a reflection. The method applied has made this report worthy, informational and has
given it a defined structure.

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TABLE OF CONTENTS

Company Profile .....................................................................1


Organization Culture...............................................................2-3
Personality Profile.................................................4-5
Motivation.......................6-8
Leadership...................................................................................9
Decision Making..........................................................................10
Organizational Struclture.........................................................11-12
Team Work & Group Behavior.....................................................12-13
Existing HR Policies........................................................................13-18
Problems & Recommendation..........................................................18-19
Conclusion...........................................................................................20
Bibliography.........................................................................................21

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Company Profile
Grameenphone the leading telecommunications operator of Bangladesh is part of Telenor Group
which has presence in 13 markets across Europe and Asia.

Before Grameenphones inception, the phone was for a selected urbanized few. The cell phone
was a luxury: a flouting accessory for the select elite. The mass could not contemplate mobile
telephony as being part of their lives.

Grameenphone started its journey with the Village Phone program: a pioneering initiative to
empower rural women of Bangladesh. The name Grameenphone translates to Rural phone.

Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone
was the first operator to introduce GSM Technology in this country. Grameenphone pioneered the
then breakthrough initiative of mobile to mobile telephony and became the first operator to cover
99% of the countrys people with network

Since its inception Grameenphone has built the largest cellular network in the country with over
9700 base stations. Presently, nearly 99 percent of the country's population is within the coverage
area of the Grameenphone network. Grameenphone has always been a pioneer in introducing new
products and services in the local telecom market.

Grameenphone was also the first telecommunication operator in Bangladesh to introduce the pre-
paid service in September 1999. It established the first 24-hour Call Center, introduced value-
added services such as VMS, SMS, fax and data transmission services, international roaming
service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other
products and services. In October 2013 the company launched 3G services commercially. The
entire Grameenphone network is 3G/EDGE/GPRS enabled, allowing access to high-speed Internet
and data services from anywhere within the coverage area. There are currently over 15 million
Internet users in the Grameenphone network.

Today, Grameenphone is the leading and largest telecommunications service provider in


Bangladesh with more than 55 million subscribers.

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Organization culture
The qualities and practices that add to the remarkable social and mental environment of an
association.

GrameenPhone Ltd. incorporates its desires, encounters, reasoning, and values that hold it
together, and is communicated in its mental self-portrait, inward workings, cooperation with the
outside world, and future desires. It depends on shared states of mind, convictions, traditions, and
composed and unwritten standards that have been produced over and are viewed as substantial.
Additionally called corporate, it's appeared in

The ways the association leads its business, treats its workers, clients, and the more

extensive group,

The degree to which flexibility is permitted in choice making, growing new thoughts, and

individual expression,

How power and data move through its hierarchical order, and

How dedicated workers are towards aggregate targets.

The organization keeps up an agreeable and liberal environment. Over the span of their recreation
time, managers and workers sit together some tea and espresso where employees accompany new
imaginative thoughts. The stage is constantly open for everybody. They are in the constant
procedure of educative society where they are the persistent procedure of learning. The larger
amount managers of Grameen Phone are urged to be inventive and go out on a limb in regards to
new choices. While making different sorts of promotions the undertaking manager must be
inventive otherwise every time else they will come up short. From their ads in TV we can without
much of a stretch say that they are constantly creating new thoughts. While beginning another task
or new framework, the managers of Grameen Phone are urged to take a sure level of dangers. The
employees are urged to display accuracy and to be mindful. The organization urges their
employees to go the additional mile and to set individual objectives to guarantee their activities,
which thus will convey adequate achievement to the organization. At certain purpose of time, the
workers have the ability to settle on specific changes in authoritative choices. This demonstrates

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the organization gives a great deal of need to their workers. As per the supervisor the employees
are all the more helpful and there exists no official rivalry.

Grameen Phone have a bit rigid office society. They are to wear formal dresses. The employees
can wear any legitimate dress while occasions. Additionally they have fixed work hours.
Employees come to office at 9:00 am and then leave at 7.30 pm. Grameen Phone have an agreeable
workplace. The organization has an exceptionally solid society. The association's center qualities
are both strongly held and generally shared by their workers. Their solid society has brought about
a less turnover. A solid society exhibits high understanding about what the association speaks to.
Such harmony of reason manufactures cohesiveness, faithfulness, and hierarchical responsibility.
These qualities thus decrease employees' preference to clear out. The above expressed condition
demonstrates that Grameen Phone organization have a feeble hierarchical society in light of the
fact that it is freely weave. They energize individual thought and commitments and in an
organization that needs to develop through advancement, it could be a significant resource. The
members in this gathering, in any event have the same objective (e.g. to offer the organization
some assistance with growing) then this can make for an energetic, ground breaking work drive
that helps administration in framing arrangements for what's to come. The general population in
this gathering are excessively singular, it can lead, making it impossible to struggle between the
members or the members and administration. In this situation the way of life of the individual
member has assumed control and just their way is the right route, so there is not any important
correspondence between the members and the organization can't develop, despite the fact that it
has a lot of advancement. A cheerful medium is by all accounts important to keep up a reasonable,
dynamic organization. One that has some organized authoritative society, as in the solid society,
with enough lea way and consolation for the individual mastermind/pioneer to flourish.

The organization's way of life not just shapes how your workers take a glimpse at your
organization, it shapes how the outside world views it. The organization society figures out if your
organization will survive. Recognizing the qualities of a feeble organization society is the initial
phase in changing into a more grounded society that can emphatically shape your organization's
future.

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Personality Profile
Examination studies demonstrates that individual's identity is pretty much predictable, enduring,
and can remain significantly steady over time. It refers to singular's reasoning, feeling and acting
and so forth. Managers own methodology towards individuals and tasks in a leadership style has
great impacts on how they lead, motivate, and treat workers.

The manager we interviewed was Wasim Rab. He is the District General Manager of MobiCash,
in Grameen phone. We have analyzed his personality basing on Big Five Model of personality
traits.

Big Five Personality Traits


It is a personality assessment model which includes five basic dimensions. These are-
Extraversion, Agreeableness, Conscientiousness, Emotional stability & Openness to experience.

Extraversion:
Mr. Wasim Rab is friendly, enthusiastic, and gregarious and look for outward association. After
the meeting, we can most likely say that he is a social butterfly supervisor. He began the occupation
back at 2004. Around then, he didn't know many individuals. He was somewhat bashful. Be that
as it may, in the wake of passing couple of years, it turned out to be simple for him to be friendlier.
All through his 11 years of administration, he has been advanced and moved a few times into
diverse divisions of Grameen phone. He is currently the district general manager of MobiCash in
the organization. At his office, he generally look for outward collaboration with the goal that he
can become acquainted with more individuals. In the work place he generally keeps up an inviting
mentality so that everybody can come to him with their issues. At the point when the employees
work so hard they get to be tired and exhausted. He really makes a considerable measure of joke
to make them feel cheerful. Be that as it may, now and then employees take focal points for this
adaptable state of mind of him which is an issue.
So, after analyzing all these things we can say that he is an extrovert person.

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Conscientiousness:
This alludes to the degree to which individuals are capable and true in their work and life. A
profoundly uprightness individual is capable, sorted out, true and relentless. Mr. Wasim Rab
handles his workloads and deals with his subordinates legitimately. He is intense, dependable, and
solid and sorted out when it is about work. Genuineness and obligation are two of the numerous
things which he had from the earliest starting point of his job Furthermore, this is the reason he
has great reputation in the firm. His working style is not that much organized. He comes to
Grameen telephone at 10 am and goes at whatever point the work closes. He is an exceptionally
achievement sited individual. It truly doesn't make a difference what it takes him to win in each
division of his work life.
After all these things we can say that he is a conscientious person.

Openness to experience:
This refers to the extent to which people are more imaginative, artistic sensitivity and
intellectualism. He is always curious and imaginative. He is a person who is not low in openness
to experience because he thinks less experience tends to enjoy following routines, likes
predictability and structure and tends not to engage his imagination on a regular basis. And he
hates routine life and moreover predictability bores him. He is more flexible, curious and
adventurous type of person. He is actually such a person who always loves variety in his day to
day life and craves novelty. He loves to travel. This kind of quality actually helps him to be more
effective in work life which is helping him building his career. He always gives innovative ideas
to the firm. He first gave the idea of buying train tickets from mobile phone and it was very
effective.
After analyzing all these things we can say that he is very open to experience.

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Motivation
Motivating the employees is vital for any organization said by the district general manager Mr.
Wasim Rab of Mobicash of Grameen phone Ltd. A motivated workforce means a highly
productive stuff, all of which will help the organization achieve the business goals. This should be
a main objective in the organizational business plan. Motivation is essential not only to boost
employee performance but also it plays a vital role in the long run of the organization so that it
would aid in the growth of the organization for better.

Early theory of motivation


1. McGregors Theory X & Theory Y: Manager said, "We don't procure hypothesis X sort
individuals the individuals who don't care for or make the most of their work or who don't prefer
to take obligations". They generally go for the gainful individuals. Fundamentally they go for
hypothesis Y sort individuals. The hypothesis said these individuals are equipped for doing their
occupation adequately and proficiently, are likewise ready to assume liability and make the most
of their work. Mr. Wasim Rab likewise said that these sorts of workers are extremely sure to take
new assignments. He imagines that they know the procedure of doing some work to reach on its
objective. Working with this sort of individuals is all that much pleasant. Many people must be
pressured, controlled, coordinated, and debilitated with discipline to motivate them to put
satisfactory effort towards the accomplishment of hierarchical goals. Choices will be made to a
great extent by the manager. Individuals from the gathering are included less in deciding their
own particular activities. Then again, the general population who have a tendency to do work or
take obligations can undoubtedly be persuaded.

McClellands Theory of Needs:


Need for Achievement: Manager told us that for every employee there is a standard set by the
company. Employees tries to achieve their companys goals & through achieving companys
goal they are going to set their standard higher. It works like a booster which helps to boost the
company performance. It drives to achieve company goal. Example: Mr. Wasim Rab always
drives to excel of his set standard by his organization to achieve success. He wants to achieve his
standard by setting some standards to his sub-ordinate as well. He drove their performances to
the standard set for him. The set standards are the motivators for Mr. Wasim Rab here & the
standard he sets for his sub-ordinate are the motivators for them.
Need for power: Power actually controls the people of an organization. Without power, it is not
possible to achieve organizational goal as it is important that everyone behaves in his way.
Position & power come hand in hand. If Mr. Wasim Rab does not get any authority he cannot
achieve his goals because his sub-ordinates not going to behave as he wants. So, by the power
given to Mr. Wasim Rab over his employees helps him to make them behave as he wants rather

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otherwise. The power is basically motivating Mr. Wasim Rab to accomplish his task
successfully.
Need for affiliation: Grameen phone is a very friendly organization as the manager said. He
believes that for creative work friendly & close interpersonal relationship make any work easier.
Everybody can help each other. He believes in appreciating them when they do well & it will
motivate the employees. He also feels motivated when these things happened to him. Peoples of
Grameen phone are very friendly & they do have a close interpersonal relationship. They
appreciate when some good work is done. This thing really motivates the employees very much.

Contemporary Theories of Motivation


1. Goal Setting Theory: There is no organization which looks organized without goal setting,
said by Mr. Wasim Rab. Goal setting is the most important tool to motivate employees. So,
before running any project goal setting is must to them. Goal setting actually can focus and grab
the attention of employees and give them energy to perform better. It also forces the employees
to be more productive and efficient. He added that difficult goals give them new experiences at
the same time higher performance. Manager always advised set your own goals & work in your
own way. This will lead the organization towards the organizational goal.
2. Reinforcement Theory: Reinforcement theory is really important according to the manager.
Reinforcement actually helps to shape the human behavior. Thus an organization can gain
benefit. It is basically not a motivational theory but it is an analysis of behavior. Behavior
environmentally caused but feelings, attitudes, expectations are ignored. Shaping methods are-
Positive reinforcement: It is like rewards which will always motivate employees. Rewards
always motivate the employees. Grameen phone gives reward to the teams for good
performance. After any successful work the manager might take their employees for a treat in the
most expensive restaurants. If the subordinates of the manager of the company perform
consistently, Mr. Wasim Rab took them to the most expensive restaurants once in a month at
least. Similarly his boss took him to the most elite class parties of the country.
Negative reinforcement: Those who are not doing well, manager warns them which he think
is very effective. Those who do not work properly, they get warning as a negative reinforcement.
Punishment: Those who are doing extremely bad & suddenly become irrelevant to their job
are fired from their job.
3. Equity Theory: Manager said he is happy with his job & with the outcome he is getting. The
environment of their job is fair & friendly. In his job the manager is in self-inside situation. He
has an experience of different job in the same organization. According to the position he is now
satisfied. When we asked him will you change your organization? He said, he wont because he
is happy with GP family. Even with better options he might not switch the job.

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Motivational Tools
Profit Sharing: The most significant employee benefit offered by Grameenphone Ltd is Profit
Sharing. The profit sharing takes place once a year: July. Only the senior employees who are
around two or more years get 20% share of the profit earned. Out of this 20% profit, 75% is
distributed in terms of seniority & designation & the rest 25% is distributed on performance in that
period.

Employee stock ownership plan: Higher officials get the chance to acquire stocks of Grameen
phone ltd as a part of their benefit plan. Mr. Wasim Rab also had the chance to buy stocks at very
lower price than the market.

Performance Bonuses: Performance bonuses are given on the basis of performance in a given
year. This happens after the yearly appraisal. The reviewer (usually the immediate boss) notes
down the performance of the employee on a given set of characteristics & sends it to the MD. The
MD then takes the decision on the performance bonus. However, all decisions regarding
performance bonuses by the MD needs to be approved by the Board of Governors.

Reward: This reward system does not have any fixed criteria. This is basically an additional
reward system, which provides financial incentives to employees for extraordinary performance
in any area of their job.

Services Benefits: Soft Option has a number of service benefits which is typically not found in
other companies. Among the benefits are flexible working hour: one can start their
office on 8am in the morning & leave by 4pm. -provide transport or transport bills while
attending a client meeting;
- Provide lunch from the office which is prepared in the office.
- Have provision for the employees to participate in different training programmed as well fund
any professional certification exam from IBM, Sun, Microsoft, Oracle, etc at companys own cost.

Yearly Picnic/Tours: Grameenphone Ltd bears the expense of one tour/picnic per year for each
employee. The company covers all transport, hotel & food expenses. This usually
refreshes the employees a lot and makes room for them to interact & know each other
better.

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Leadership
Leadership gives off an impression of being the tool of inspiring others to accomplish something.
It is the procedure of association between the staff and the leader. Pioneers ought to be a rousing
figure who will impact his subordinates to accomplish hierarchical objectives. Leaders should be
an inspirational figure who will influence his subordinates to achieve organizational goals.
Moreover, leadership involves various dimensions which include planning, organizing, directing
and controlling.

Leadership style of the manager would be considered as mixture of:

Charismatic Leadership Style


The manager is concerned about his subordinates, as in, when he understands that an
employee is not confident about his task he would try to build their self-esteem and
confidence by making them face their fears.
Mr. Wasim Rab, the manager, has a vision of making his employees confident and has the
characteristics that make him a charismatic leader.
After interviewing him, we came to know that he usually takes risks to giving his
employees responsibilities and the freedom they need in order to achieve organizational
goal.
The manager is thoughtful about his employees comforts. He allows his employees to
have the liberty of completing the task as the way they want to do it as long as the work is
completed in a given time.

Transformational Leadership Style


The manager gives personal attention, treats each employees individually and gives
advice. Thus, he fulfills the criteria of being a transformational leader. He is production
oriented leader who, emphasizes on technical or task aspects of the job.
However, he is friendly well with his juniors relying upon the necessity of the
circumstance. He often goes out with his employees after a work is done or to praise their
success. So, he could be considered as idolized influence as he is building trust with his
workers.

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Decision Making
GrameenPhone follows a mix of centralized and decentralized decision making process, where
the top management mainly takes all the strategic decisions while the functional managers have
flexibility to take decisions by themselves on a day to day basis. The information we had from
the interviewed manager, let him fall under the following types of decision making process:

Bounded reality decision making


The managers in grameen phone follows few steps while reaching a final decision.
They often seek for the satisfactory solution with limited information they have as
said by Mr. Wasim Rab.

Intuition
Sometimes, they also rely on their intuitions to come to a decision. Mr. Wasim Rab
have been serving in Grameen Phone for more than 10 years which makes him a very
experienced person. He know how to take quick decisions using his experience when
needed.
There are some biasnesss in decision making process. These are told by the manager himself as
he often evaluates himself and his actions in the organization.

Overconfidence biasness
Whatever decision he takes is right and is for the benefit of the employees, but it
cannot always be flawless. His decision sometimes can go wrong.
Availability biasness
Usually, the managers in Grameen Phone has to take some decisions of their own and
most of them tend to take decisions on the available information they have.

However, He always want to be creative in his decision making. The persons who usually has the
openness to experience are the people who like creative decisions in favor of the organization. He
often thinks of rewarding his best performing employee every month and also takes decisions
which will encourage the employees to enjoy their work.

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Organizational Structure
An organizational structure defines how jobs & tasks are formally divided, grouped & coordinated.
Depend to the organizational structure jobs are organized in a plan way among the employees. It
deals with the work distribution, work force & how they cooperate to accomplish the work.
Grameen phone has a flat organization structure as they believe in efficiency lies in lesser
bureaucracy & less relevance is given to authority.

Grameen Phone Ltd. Has approximately 6000 employees working at different levels of
organizational hierarchy. There are 9 functional departments engaged in managing these
employees- with the aim to meet organizational objectives. GrameenPhone follows a mix of
centralized and decentralized decision making process- where the top management mainly takes
all the strategic decisions while the functional managers have flexibility to take decisions by
themselves on a day to day basis. At GrameenPhone the Managing Director is assisted by 9 senior
executives who are heading different departments in the strategic decision making process. The
departmental names are given below:
Corporate Affairs Division
Customer Service Division
Finance Division
Human Resource Division
Information Technology Division
Internal Audit Division
Internal Control office Division
Marketing Division
Public Relation Division
Sales Division
Network Division

GrameenPhone follows a 3 layer management philosophy in Bangladesh. These are Directors,


Manager and Officers. The CEO is the top most authority of all the levels. Directors are the
departmental heads that are responsible for the activities of their departments. Managers have the
authority next persons to stand in the hierarchy list. They are the typical mid-level employees of
GrameenPhones organizational hierarchy. These officers are responsible for managing the
operational activities and operating level employees.

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Fig: Organizational Structure of Grameen Phone

Team Work & Group Behavior

Grameen Phone is big Corporation. So, team work is of huge significance here. For operational
and functional reasons there are a lot of teams. Command groups and task groups are the type
of groups that are seen most in Grameen phone. Because of hierarchy, command groups need to
be there. Other than that risk task groups are formed.
In case of teams we can see the existence of problem solving teams, self-managed work teams
and cross functional teams in Grameen Phone. They put a lot of effort in team building
activities so that their employees get acquainted with each other easily. For that purpose they
take employees at different resort for lunches and dinners so that they can socialize and develop
their team dynamic.

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Problem Solving Team: Problem solving teams are the most prominent teams in
the Company. Every manager for every little goals and projects make such teams and
discuss problems and their solutions. This is very effective. They believe such team work
create positive synergy and a sense of belonging in the employees.

Self-managed Teams: Other than that they use self-managed team too. As they
empower their employees, for small goal and target fulfilling, self-managed teams are
effective.

Cross Functional Team: Cross functional teams are the next most prominent
teams. Because it is a huge organization, for coming up or executing any big event they
need to communicate with different departments. AS a result people from different
departments come together to make progress in such campaign.

Existing Human Resource POLICIES


Human resource policies are systems of codified decisions, established by an organization, to
support administrative personnel functions, performance management, employee relations and
resource planning.

Every organization has an alternate arrangement of circumstances, thus adds to an individual


arrangement of human asset strategies. The foundation of arrangements can offer an association
some assistance with demonstrating, both inside and remotely, that it meets necessities for
assorted qualities, morals and preparing and in addition its responsibilities in connection to
regulation and corporate administration of its workers. The foundation of a HR Policy which sets
out commitments, measures of conduct and report disciplinary methods, is presently the standard
way to deal with meeting these commitments. HR arrangements can likewise be extremely
compelling at supporting and building the sought authoritative society too.

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JOB analysis

Grameenphone Ltd gives sufficient open doors development. Advancement is constructing both
in light of seniority and execution. The execution of every worker is evaluated at regular
intervals and the representative's worth in the organization relies on upon that. The
representative's assignment in the initial two years is totally time dependent. In any case, the
workers at the same level can be paid pretty much relying upon his execution. After the
introductory two years, the development of the representative in the organization is for the most
part dependent on his execution. Grameenphone Ltd has faith in execution as opposed to age.
Individuals with potential ought to be at the top as opposed to being stuck at the base in light of
the absence of rank. Grameenphone Ltd supposes it is both reasonable and useful for the
organization as a whole. Grameenphone Ltd additionally urges its representatives to seem
harmful expert confirmation exams, which the organization likewise pays for. The ability
sourcing exercises start with powerful human asset arranging. This arranging is adjusted to the
business need estimate, general authoritative development grid, structure and heading and is
done in yearly basis. R& EB (The Resourcing and worker marking) division facilitates and
assesses individuals arranging process that in the long run endorsed by board considering the
variables:-

Potential/expected workload and aptitude necessities.


Optimum and successful use of the HRM for the whole organization, both present
and future necessities.
Possibilities for greater productivity through revamping and computerization
(utilization of instruments &facilities) and making vital alteration.
Employee turnover/worker portability.
New business activities and task s that require new fitness and additional
resources.
Government legislation Human assets arranging, planning and vital endorsements
ought to be taken in the beginning of the year to guarantee auspicious co-
appointment.

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The enrollment practice is done principally on two standard system of enlistment. They as a rule
complete in-house enrollment and/or post online employment promotion posting. They for the
most part enlist new graduates and permit them to develop in the organization. Applications got
are deliberately separated and generally call a modest bunch of contender for the post.

Selection Process

The determination procedure has two stages firstly there is a composed test. Competitors are
tried essentially on occupation related aptitudes and their logical capacity alongside some open
finished inquiries identifying with their mental conduct. Chosen applicants are rung for a
meeting inside of a week. The competitors must show up before a meeting board for the most
part comprising of four individuals: from the HR office as directed by the CEO, General
Manager and Admin Managers. The competitors are tried for their fundamental information
about the topic, their interpersonal and relational abilities, and their capacities to work in a group
environment. Candidates after definite determination are offered occupations alongside the
agreement, which they have to sign before joining the employment.

Training & Development

Training/Probationary Period:

Usually the first three months act as the probationary period for the fresh recruit. This also acts
as the training period for the employee. In these 3 months, the employee is usually not allowed to
work in any real life projects and based on the level of expertise they are induced to the real life
projects. In these 3 months, the employee is tested indirectly and monitored and his/her caliber
judged and hence the management takes the decision of where to place him.

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Compensation:

A job is classified according to the skills and experience required for satisfactory performance in
the job, the degree of problem-solving involved and the magnitude of the impact of a decision to
be taken as an incumbent in the job. The classification is then linked to a salary grade through
which a compensation package is made available to the incumbent of a job. Each job makes a
contribution to the successful conduct of an activity, which in turn accrues certain benefit to the
company. The compensation package, which is an expense incurred by the company, is linked to
the benefit derived by the company from the job. Each grade has a minimum level of
compensation and a maximum. The minimum is related to them market value of the job and is
verified through the availability of suitable candidates who are prepared to join at that level of
compensation. The maximum of the grade is the maximum cost the company is prepared to incur
for the contribution received from the job

.1.The employees performance appraisal will be made as usual.

2. Based on the appraisal, performance Bonus will be payable as usual.

3. If the performance of the employee who has already reached the top of his grade is Very
Good or above he will get only one increment for the year. The year in which the performance
rating is below Very Good the employee will not get any increment. In this manner the
employee will be able to go up to 4 steps in Basic Salary beyond his grade maximum and
thereafter the basic salary will not increase any further. The allowances that are linked with basic
salary will proportionately increase. The allowances that are not calculated as a percentage of the
Basic Salary will be paid at the level of the grade maximum.

4. If an employee has not reached the top of his grade yet but his normal increment, according to
his performance rating, will take him beyond his grade maximum, he will be able to reach only
one increment beyond his grade maximum that year. From next year clause 3 will apply.

It is hoped that employees who get stuck at the top of their grades will seek advice and guidance
from General Manager, Corporate Services about how to prepare themselves for higher grades.

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Festival Bonus:

The company started payment of Festival Bonus to the Management Staff from the year 2000.
There will be disbursement of an amount equal to one months Basic Salary of the employee on
two designated festivals. Management Staffs those are in the employment of the Company for at
least three months after their confirmation on the date of the festival will be eligible for the
Festival Bonus. The major festivals recognized are the following:

Eid-ul-Fitr
Eid-ul-Azha
Durga Puja
Christmas
Buddha Purnima.

All employees of the Company, irrespective of their religion, will draw one Festival Bonus
during the time of different festival of their religion.

Employee Safety & health:

For employee safety and health the company gives medical Benefit for All Permanent Staff:

In case of hospitalization of the staff, spouse or any dependent child, in any recognized
hospital or clinic, the Company will reimburse 50% of the hospitalization charges, which
will include bed/cabin rent, doctors fees and laboratory tests & medicine required during
the period of hospitalization. All other charges will be borne by the staff.
Prior approval from the Head of the Business is necessary before hospitalization or
surgery. The name of the patient and the name of the hospital/clinic need to be stated
while taking the approval.
Department Heads will approve advance against surgery for staff on a case-to-case basis.
Expenses for Delivery under Caesarean Section will be compensated as per clause
Reimbursement of more than two children will not be allowed. These rules will be
subject to modification from time to time at the discretion of the Company.

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EMPLOYEES BENEFITES

Following are the benefits currently available in GrameenPhone (GP) Ltd. GrameenPhone (GP)
are introducing different kinds of benefits for its employees gradually keeping the employees
satisfaction and safety in mind. Our package of benefits is flexible.

Bonus
Overtime
Gratuity
Leave Salary
On Call allowance
Festival allowance
Technical allowance
Late working allowance
Group insurance
Employee Mobile Phone
Employee Quota Mobile Phone
Transport
Discounted Medical Service at Medinova
In house medical constancy
Overseas and In country training

Problems
GPs employees are often frustrated about their work overload. GP always give pressure
more than work hour (more than 8 hour).
The turnover rate is high because of workload and stress, thats why recruitment rate is
high too.
As per gender, the ratio of employees appointment in Male-70:30-Female, female
recruitment and appointment rate is poor.
The company only selects those candidates from well-known universities/institutes.
Job dissatisfaction rate is high.

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Motivational factors need room for improvement.
Schedule related problems sometimes arise dissatisfaction
Lack of flexibility in working area in some particular department.
High stressful job in some departments.

Recommendation
Though GP is well-established organization but their employees are dissatisfied, So, GPs
manager can counseling with their employees to find out the reasons of their dissatisfaction and
can solve all of their problems.

They should not create more pressure and GP should maintain international working
hours.
To improve their organizational performance they should counseling a day in a week or a
month.
They should create more opportunity for female.
They should create more opportunity for other universities/institutes those are not well-
known.
GPs top manager should more cooperative with their employees then their employees
will comfortable to work and also feel motivate.
Obviously GP should become more human and considerate of employees all of problems
what they are facing in the organization and also they can hire a psychologist for regular
check-up employees mental health like Navana and Beximco.

In short, GP should more concentrate on their employees otherwise a situation can be


arise which known as Burnout. In this situation employees become detached from their
clients and their work and feel unable to accomplish their desirable goals.

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Conclusion
In the end, we tried to keep the report as precise as possible with our available resources.
Grameenphone believes in services, a service that leads to good business and good developments.
Telephony helps people work together raising their productivity. Ensuring management or proper
utilization of resources is prerequisite for achieving the organizational objectives because
resources are limited and the proper exploitation of the available resources can help to achieve the
top position. In the competitive situation organizational behavior is very much vital because that
can provide competitive edge to the companies. The spontaneous participation of employees are
very essential for increasing the performance. We can easily conclude that Grameen phone Ltd. is
giving a good environment to its employees. Manager seemed to be happy with his job & about
his organization. The recommendation is only there because we want them to do best in the future.
The overall organizational culture of the organization is pretty much balanced & well designed as
corporation.

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Bibliography

Grameen Phone Official Website


http://www.grameenphone.com
Anon., 2010. Project Smart. [Online]
Available at: http://www.projectsmart.com/articles/4-ways-to-motivate-your-project-team.php
Anon., n.d. [Online]
Available at: http://www.referenceforbusiness.com/management/De-Ele/Decision-Making.html
Anon., n.d. Introduction to Organization Behavior. In: s.l.:s.n.
Mamut, T., n.d. SlideShare. [Online]
Available at: http://www.slideshare.net/
robbins, S. p., n.d. Organizational Behavior. s.l.:s.n.
Thomson, W., n.d. About Parenting. [Online]
Available at: http://tweenparenting.about.com/od/physicalemotionalgrowth/a/Openness-to-
Experience.htm

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