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Organizational Behavior

Survey Report

Organizational Culture & Climate

Group Members: Submitted to:

Muhammad Ovais Nizamuddin 13206 Sir. Moti - Ur - Rehman


Khurshid Ali 2299
Syed Wajahat Abdi 2504
Abdul Mateen 2716
Sameer Khalid Khan 0960
A llied Bank Limited was the first bank to be established in Pakistan. It started out in
Lahore by the name Australasia Bank before independence in 1942; was renamed
Allied Bank of Pakistan Limited in 1974 and then Allied Bank Limited in 2005.

In August 2004, because of capital reconstruction, the Bank’s ownership was transferred to a
consortium comprising Ibrahim Leasing Limited and Ibrahim Group.

Today, with its existence of over 60 years, the Bank has built itself a foundation with a strong
equity, assets and deposit base. It offers universal banking services, while placing major
emphasis on retail banking. The Bank also has the largest network of over 700 online
branches in Pakistan and offers various technology-based products and services to its diverse
clientele.

Allied Bank Limited operates by the following Vision, Mission & Values:

Vision
To become a dynamic and efficient bank providing integrated solutions and the first choice of
bank for all customers.

Mission
• To provide value-added services to our customers

• To provide hi-tech innovative solutions to meet customer’s requirements

• To create sustainable value through growth, efficiency and diversity for all
stakeholders.

• To provide a challenging work environment, and reward dedicated team members.

• To play a proactive role in contributing towards the society.

Values
• Integrity.

• Excellence in service.

• High Performance.

• Innovation & Growth.


M anagement:

Name Designation
Asim Tufail (Group Chief, Consumer &
Personal Banking)
Iqbal Zaidi (Group Chief,
Compliance)
Mohammad Aftab Manzoor
(Chief Executive Officer)
Muhammad Yaseen
(Group Chief, Treasury)
Shafique Ahmed Uqaili (Group Chief, Human
Resources)
Tahir Hassan Qureshi
(Chief Financial Officer)
Waheed ur Rehman
(Company Secretary)
Fareed Vardag
(Chief Risk Officer)
Mohammad Abbas Sheikh (Group Chief, Special
Assets Management)
Muhammad Jawaid Iqbal (Group Chief, Corporate
& Investment Banking)
Mujahid Ali (Group Chief,
Information Technology)
Khawaja Mohammad Almas (Head, Core Banking
Projects)
Tariq Mehmood (Group Chief,
Operations)
(Group Chief,
Zia Ijaz Commercial & Retail
Banking)
B ranch Network
O rganization Size

Departments Controlling the Major Banking Operations:

• Consumer Banking

• Commercial & Retail Banking

• Corporate & Investment Banking

• Risk Management

• Assets Management

• Information Technology

• Treasury

• Special Assets Management

• Business Transformation Team

• Compliance

• Finance

• Internal Audit

• Human Resource

• Branch Banking Operations


FACTS & FIGUERS
• Number of Branches As on 31st December 2008 : 761

• Net Income generated through Corporate Financing: Rs. 119,489,000

• Net Income generated through Trading & Sales: Rs. 274,871,000

• Net Income generated through Retail Banking: Rs. 1,474,708,000

• Net Income generated through Commercial Banking: Rs. 1,836,636,000

• Net Income generated through Payment & Settlement: Rs. 34,842,000

• Earnings Per Share – Basic & Diluted Rs. 1,910

W orking Environment (As Per ABL)

Allied Bank boasts of a work culture, which displays respect for all walks of life and different
ways of thinking.

Everyone at Allied Bank has a common corporate vision and values. However, all employees
are encouraged to grow as individuals and collaborate in teams.

Increments, bonuses and promotions are based solely on individual skills, qualities, abilities
and attitude. It is our aim to provide innumerable opportunities for all those employees who
show aptitude and the will to keep learning.

Training programmes, both local and foreign, are also considered important for employee
growth.

Our complex and relatively changing environment teaches flexibility, provides opportunities
to learn and offers many career opportunities. We encourage people who like challenges, can
take their responsibilities seriously and handle a constantly changing and high-pressure work
environment, to come work with us.
S urvey Objective

To analyze the organization to determine what they do, how they do it and how the work in
impacting the results in terms of

 Profitability and growth

 Satisfaction of employees

 Focus on customer

 Management/Leadership style

 Communications

 Relationship with boss and subordinates.

Determine whether it is appropriate to the current circumstances and whether a person within
the organization subscribes to it.

Analyze organizations to determine whether they are:

Working as effectively as they could be

Or
What improvement might be necessary?
O ur Survey mainly focus on:

 Climate for and barrier to change

 Communication

 Culture

 Performance Management

 HR management

 Pay and Benefit

 Leadership Style.

 Customer Loyalty

 Profitability

 Image

 Technology

It also covers how the employees of Allied Bank do things:

 Customer Focus

 Team work

 Openness and trust

 Taking the initiatives

 Clear management vision/ Values

 Feedback on performance

 creativity & Innovation

 Clear Role and Procedure Tolerance of mistake.

 Level of Job Satisfaction


S
(USED)
urvey Tools:

 M.C.Q's

 Interviews

The above mentioned tools are used to generate more accurate, unbiased facts and
Perceptions.

Multiple Choice Questionnaires are used to find out exactly what facilitates or hinders them
in their Organization, this tool mainly focuses the perception of employees regarding the
working environment and what returns their organization is offering them. These M.C.Q's
generate the most true and unbiased facts and figures. Some questions are asked directly and
some would be indirect depending upon the need.

Interviews are conducted on one to one basis accordingly with the senior management as
well as the employees working under them or the operational staff. This was useful to verify
the data generated through above two tools for survey. Questions in interviews are direct ones
analyzing the interviewee perception regarding the management and overall organization.

S ample Size

We had conduct our research in Central Office of Allied Bank & Bath Island Branch.

Survey had conducted department wise, we had selected sample of 47 Persons Including All
three levels of Management i.e.

• Strategic / Top Level Management.

• Tactical / Middle Level Management.

• Operational Level Management.


M ethodology Adopted & Reasons for Adopting:

The method adopted for sampling is non-Probability convenience sampling. The purpose of
using this method is that the research team does not have enough resources nor time to take
proportionate, probability sampling. In this situation the research team has selected the units
keeping in view the convenience of the team. In this case the research team divided itself by
assigning each member a sample size so that the questionnaire may be filled out easily.

D ATA COLLECTION PROCEDURE:

• Questionnaires were distributed among the research team members and each member
was asked to get questionnaires fill from ALLIED BANK with his/her convenience.

S cope & Limitations of Survey:

• We had surveyed the departments in Central office, Karachi & Bath Island
Branch.

• As Allied bank is a huge organisation so it was difficult to cover every branch


or offices present either in Karachi or in other cities of Pakistan. Therefore
considering the time limitation and all other factors we conduct our survey
report within the Central Office & Bath Island Branch situated at Clifton,
Karachi.
D ata Analysis:
(Survey Design)

After collecting the data thru our research instrument we had analyse the data through using
statistical tools as it would be most reliable source for data analysis.

Reasons:

• Authentic Result

• Free of error

• Accuracy

• Various type analysis result

D ata Analysis & Interpretations :


(Survey Design)

The data interpretation is done with the help of graph & In the text form which is very easily
understandable for everyone.

Does ALLIED bank conduct any training programmes?

Frequency Percent Valid Percent Cumulative Percent


Valid Satisfactory
4 80.0 80.0 80.0

Dissatisfact
ory 1 20.0 20.0 100.0

Total 5 100.0 100.0


CHART (Bar, Pie, etc) For e.g:

D ata Analysis:

FREQUENCY DISTRIBUTION TABLE:

Area of Focus Level of Satisfaction Of Total


Employees
Satisfied Neutral Dissatisfied
Leadership & 41 4 2 47
Planning
Corporate 43 4 0 47
Culture
Communication 45 2 0 47
Customer 40 6 1 47
Focus
Team Work 43 1 3 47
Working 39 5 3 47
Conditions
Career 41 4 2 47
Development
Job 41 3 3 47
Satisfaction
Benefits 38 3 6 47
Sum 371 32 20 423
1) Analysis through Percentage For :

• Satisfied Personnel:

%age for Satisfied Personnel = 371/ 423

= 87.71 % Approx.

• Neutral Personnel:

%age for Neutral Personnel = 32 / 423

= 7.56 % Approx.

• Dissatisfied Personnel:

%age for Dissatisfied Personnel = 20 / 423

= 4.73 % Approx.

Dissatisfied
5%
Neutral
8%
Satisfied
` Neutral
Satisfied Dissatisfied
87%
1) Leadership & Planning

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Leadership & 41 4 2
Planning

Dissatisfied
Neutral 4%
9%

Satisfied
87%

Leadership & Planning


2) Corporate Culture

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Corporate 43 4 0
Culture

Neutral Dissatisfied
9% 0%

Satisfied
91%

Corporate Culture
3) Communication

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Communication 45 2 0

Neutral Dissatisfied
4% 0%

Satisfied
96%

Communication

4) Customer Focus

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Customer Focus 40 6 1

Dissatisfied
Neutral 2%
13%

Satisfied
85%

Customer Focus
5) Team Work

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Team Work 43 1 3

Dissatisfied
6%
Neutral
2%

Satisfied
92%

Team Work

6) Working Conditions

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Working 39 5 3
Conditions
Dissatisfied
6%
Neutral
11%

Satisfied
83%

Working Conditions
7) Career Development
Area of Focus Level of Satisfaction
Satisfied Neutral Dissatisfied
Career 41 4 2
Development

Dissatisfied
Neutral 4%
9%

Satisfied
87%

Career Development

8) Job Satisfaction
Area of Level of Satisfaction
Focus Satisfied Neutral Dissatisfied
Job 41 3 3
Satisfaction

Dissatisfied
6%
Neutral
6%

Satisfied
88%

Job Satisfaction
9) Benefits

Area of Focus Level of Satisfaction


Satisfied Neutral Dissatisfied
Benefits 38 3 6

Dissatisfied
13%

Neutral
6%

Satisfied
81%

Benefits
10) What, if any change you would like made to Allied
Bank’s benefit packages?

Salary
Overtime
11%
2%
Appraisal
11%

No Other
Response 4%
72%
11) What would you do, if you become CEO of Allied Bank
to increase job satisfaction of the employees ?

Participative
Decission
Salary Making
12% 2%
Performance
Based
Appraisal
9%

No Response Other
72% 5%
C onclusion & Interpretations:

While conducting our survey we found that there are still some areas where employees are
not satisfied and they have their reservation though the ratio of those employees is not
significant but this financial institution should work out these issue as if there were even a
single employee is not satisfied. They can follow below mentioned techniques:
 Increase salaries, benefits and incentives to motivate of employees.

 Evaluate employee’s job performance fairly.

 End Favoritism and negative politics.

 Conduct Counseling sessions to reduce the stress of work load.

 Welcome innovative and bright suggestions from sub-ordinates to enhance


their capabilities.

 Conduct workshops and training sessions.

 Discourage biased gestures.

 Treat employees respectfully.

 End Discrimination.

 Conduct sessions for moral persuasion of employees guiding them to respect


the core values and culture of the institution.

 Conduct social get together for reducing the communication gap between
employees.

Last but not least they shall bring in the desire of working hard with all the dedication in their
employees for strengthening the organization, as it is rightly said that:

“The difference Between Dreams & Accomplishments is nothing but PURE DESIRE”

THE END
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