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SENimah Saeed

The main purpose of this report is to highlight the problems faced by employees regarding organizational behavior and models and point out their solutions. The project has been assigned to us by our teacher, Miss Maliha Latif who is teaching us the Organizational Behavior. The report will cover the problems faced by employees by highlighting their duties, challenges, the way they solve issues and plan for hi gher growth. Through this process, we all will learn new things and also will be able to comment upon their processes accordingly. T o c o m p l e t e t h i s r e p o r t w e h a v e s e l e c t e d S h e z a n C o m p a n y w h i c h i s having its many branches in Pakistan. Our report will cover the application of organizational behavior in the Shezan Company.

We the students of BBA (IB&M) have prepared a report on the problems faced by the employees in an organization. We need different point of views of employees to know about their problems regarding different models in organization. This study is taken under a limited scope. Hence the participants taken for this study were selected for the convenience of researchers as those who can easily communicate and represent their thoughts. The sample has a diverse organizational background ranging from the managers to employees. Hence, making it a diverse sample to study. Our report objective is to get you thinking about the problems created in any organization and its influence on their employees.

This dynamic project is assigned to us by the Institute of Business & Management, UET Lahore. The survey of this group includes different areas and background. Thats why this survey is conducted on vast area. Indeed it was a great experience of doing work at this project.


This project was assigned to us in the fifth week of 4th semester and the submission of this project report is 24th May 2011.

We would like to acknowledge the contributions of the following for the development of our project: Firstly, we would like to thank Allah Almighty for giving us courage, devotion and strength to complete our project. Without His blessings we were not able to move forward. Secondly, we would like to thank our instructor Miss Maliha Latif at IB&M UET Lahore. She directed us to a wide range of resources. She answered all of our questions as well as asked us questions that helped us to wide our search. Further, she helped us figure out correct documentation for sources that did not fit the Research Guide examples. She gave us this help during lecture time and after university. Miss Maliha Latif directed us to resources so that we could find more information to elaborate a point that we had insufficiently developed. Thirdly, we would like to thank all the organizations and the personalities we met. They have really contributed a lot for the succession of our project. We have selected Shezan for our project work and it has proved very co-operative. The managers also gave us appointment in time and showed keen interest in our research project. We are very thankful to all of them. At last, we would specially like to thank the employees for giving us their opinions and views. They supported us in a very positive way and proved very helpful to us.

We have the pearl of our eyes to admire blessing of the compassionate and omnipotent because the words are bound, knowledge is limited and time is short to express His dignity. It is one of the infinite blessings of almighty ALLAH that He bestowed us with potential and ability to complete the present training and make a material contribution towards the deep oceans of knowledge. First we avail this opportunity to bow our head before ALLAH almighty in humility who given us the wisdom and perseverance for completing this piece of report. We invoke peace for Holy Prophet Muhammad (P.B.U.H) who is forever torch. We feel highly privilege to ascribe the most and ever burning flame of my gratitude and deep scene of devotion to the MAM MALIHA LATEEF who taught us Organizational Behavior with heart and also gave a guideline to this report. It is also dedicated to our respected families who taught us that even the largest task can be accomplished if it is done one step at a time.

This collection of notes is based on an organizational research carried out by us during our visits and observations regarding Shezan. Our report is having five chapters. The 1st chapter is devoted to the introduction of Shezan. How they established themselves and how they try to increase their revenues is discussed in that chapter. The 2nd chapter discusses the behavior and models of Shezan. Through our research we come to know that autocratic model is working in Shezan. The 3rd chapter discusses the major issues which employees of Shezan are facing. The stress at workplace is the major problem observed by us. The 4th chapter discusses other minor issues faced by employees. Those minor issues include job dissatisfaction, sexual harassment, violence at workplace etc. The 5th chapter is enclosing a brief interview about the issues related to employees with the manager of the organization.

Shezan is a well-known company all over the world. It fulfills the needs of every age group. The famous products of Shezan are All-Pure, juice bottles, regular juices, Twist, Syrups, Sauces, Jams, Vinegar, Quench, NR-Bottles, Ispaghol, Mango- nectar, pickles. The head office of Shezan is in Lahore. Shezan is the market share leader in almost all of their products. Shezan can be called as a pioneer in the juice category worldwide. There is no local competitor of Shezan. Shezan has excellent brand image in the minds of people. The price of Shezan products is according to its perceived quality. Shezan products have superb promotion mix systems. The project of organizational behavior in Shezan International Limited belongs to the visit & analysis of the whole company from the OB point of view. This is a gateway to understand the different behaviors adopted by the company with the help of primary and secondary data. Our project is mainly focusing on employee behavior and their issues within the organization.

CHAPTER I 1.1 1.2 1.3 1.4 CHAPTER II 2.1 INTRODUCTION TO THE ORGANIZATION Brief History Vision Mission Main Products BEHAVIOR WITHIN THE ORGANIZATION Leadership Styles 2.1.1 2.1.2 2.1.3 2.2 Autocratic Style Participative Style Delegative Style

Types of Organizational Behavior Models 2.2.1 2.2.2 2.2.3 2.2.4 Autocratic Model Custodial Model Supportive Model Collegial Model


Model Adopted By Shezan International 2.3.1 Reasons for Adoption of Autocratic Model

2.4 2.5 CHAPTER III 3.1

Factors that Influence the Style to be used The Consequences of Autocratic Behavior MAIN ISSUE WITH ORGANIZATION Stress at Work place 3.1.1 Factors of Workplace Stress

3.1.2 3.1.3 3.2 3.3

Unavoidable Pressure at Workplace Understanding Workplace Stress

Workplace Stress at Shezan Causes of Workplace Stress at Shezan 3.3.1 3.3.2 3.3.3 3.3.4 3.3.5 3.3.6 3.3.7 3.3.8 3.3.9 3.3.10 3.3.11 3.3.12 Dealing with reorganizations in the workplace Information overloads which causes mental stress A poor physical working environment Lack of training and direction Too many demands at one time Deadline pressures Uncertainty Too many bosses Surveillance cameras Working alone Low morale among workers Long working hours


OTHER MINOR ISSUES Minor issues in Shezan 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 Favoritism Lying Poor Communication Sexual Harassment Job Dissatisfaction Violence at Work


Opinion of Employees 4.2.1 4.2.2 4.2.3 4.2.4 Employees Ratings Favoritism Graph Lying Graph Poor Communication Graph

4.2.5 4.2.6 4.2.7 4.3 4.4 CHAPTER V Major Graph Conclusion

Sexual Harassment Graph Job Dissatisfaction Graph Violence at Work Graph



Shezan Logo 2 Leadership Styles 15-16 Autocratic Style ... 16 Participative Style 17 Delegative Style ... 17 Situation Analysis 18 Autocratic Model . 19 Custodial Model ... 19 Supportive Model . 20 Collegial Model 20 Workplace Stress .. 24 Pressure at Workplace .. 25 Opinion of Employees .. 26 Information Overload ... 28 Deadline Pressure . 29 Too Many Bosses . 30 Working Alone . 31 Long Working Hours 32 Favoritism ..... 34 Lying . 35

Poor Communication 35 Sexual Harassment 36 Job Dissatisfaction 36 Violence at Workplace . 37 Opinion of Employees .. 38 Employee Ratings 38 Favoritism . 38 Lying . 39 Poor Communication 39 Sexual harassment 40 Job Dissatisfaction 40 Violence at Workplace .. 41 Major Graph .. 41 Conclusion 41 Interview with the Manager .. 44 Advertisements . 47 Picture with the Manager .. 48


The company was incorporated on May 13, 1964 as a private limited company, with the objectives as set out in the Memorandum of Association in general and in particular to set up an industrial undertaking for manufacture of juices, squashes, sharbats, jams, pickles and preserves from fruits and vegetables. Now Shezan International Limited deals in a variety of products. The company uses the trademark and brand name SHEZAN with the permission given to them by Shezan Services Private Ltd., who is actually the owner of this brand name and paid royalty in using this name. Shezan International Ltd. was conceived as a joint venture by the Shahnawaz Group of Pakistan and Alliance Industrial Development Corporation of USA in 1964. The agricultural background of the Pakistani sponsors induced them to establish this agro based industry. Taking advantage of abundance of fruit available in Pakistan, and the advanced technology provided by the American partners, Shezan came a pioneer in the field of converting fruits into pulps, concentrate and juices today Shezan is the largest food processing unit having developed and installed the capacity to meet the country's and export needs. In 1971 the Shah Nawaz Group purchased all the shares of Alliance Industrial Development Corporation with the permission of the Pakistan Government. The company has since shown sustained growth in both the domestic and export fields. The company has been steadily expanding its production capacity over the years. In 1980-81 a separate unit was installed in Karachi which now caters for Karachi, Sind and export demand. A new bottle filling plant was set up in 1983 in Lahore, increasing the capacity fivefold. An independent Tetra Brik plant was commissioned in 1987 making Shezan the leading manufacturers with comprehensive range increasing continuously, the company's management decided to set up a new public limited company and so in 1991 a wholly owned subsidiary of Shezan International Ltd. was established with the name of Hattar Fruit Products Ltd. This Company engaged in the manufacture and sale of juices beverages, pickles, preserves and flavorings based upon or derived from fruits and vegetables.

To be known as leader of quality products in the region. Dedication to quality is a way of life at our company. In its activities the company will pursue goals aimed at the achievement of profitable business .these results will be derived from the dedicated efforts of each employee in

conjunction with supportive participation from management at all levels of the company .To pay its role in the economic development of the country and to enhance quality of life of its people

Our mission is to provide the highest quality fruit and vegetable related juices and products to retail and food services customers. We will accomplish this by maintaining a tradition of pride in our products, growth through innovation, integrity in the management of our business and commitment to team management and quality improvement process.

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

Mainly Shezan International focuses in Juices the most.



Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. The three major styles of leadership are:

Authoritarian or autocratic Participative or democratic Delegative or Free Reign

The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.


Let's work together to solve this. . . This style involves the leader including one or more employees in the decision making process. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect.


You two take care of the problem while I go. . . In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. Good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with one style and that is the case with Shezan that they use only autocratic approach.


Organizational differ in the quality of the systems they develop and maintaining and in the results they achieve. Varying results are substantially caused by different models of organizational behavior. These models constitute the belief system that dominates managements thought and affects managements actions in each organizational. Therefore, it is highly important that managers recognize the nature, significance, and effectiveness of their own models, as well as the models of others around them, 4 models of organization behavior are: Autocratic model Custodial Model Supportive Model Collegial Theory

We had observed an autocratic model at Shezan.Basically it depends upon power. Those who are in command must have power to demand. Employees are to follow their boss otherwise they are wrong. Employees have to follow orders without any grudge. Management thinks that employees are passive and resistant to organizational needs.

I want both of you to. . . This style is used when leaders tell their employees what they want to be done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it are when you have all the information to solve the problem, you are short on time, and your employees are well motivated.

The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation.

The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives.

The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm.


Through our research and observations we concluded four reasons for people to behave autocratically at Shezan. There is a crisis. There is a power vacuum, and they feel they must take charge. They act autocratically because that is the way such jobs have always been done. They get emotional benefits from being autocratic.

In times of crisis, rapid decisions are often required, and a single authority is usually thought to be most effective. Most people understand and accept that this is the best way to behave in such cases.


A power vacuum can occur in a crisis when the leader is either killed or otherwise unavailable and someone takes over. Such cases can arise in almost any situation, and it may be seen in combat when the commanding officer is killed, and a sergeant or even a private takes charge. While this situation need not lead to autocratic behavior, it generally does when nobody else seems willing to or able to make the needed decisions.

While power vacuums can occur in development, the force-of-habit case is more typical. Since it seems so natural and expected for the boss to make all of the decisions, force of habit tends to create power vacuums. Nobody but the designated boss feels able to make decisions.

Emotional reinforcement presents an entirely different situation. When the person has clear authority and resists either suggestions or appeals to common sense, it is generally a good idea to keep quiet and do what you are told. If this person is your boss, it may not be clear whether he or she would accept suggestions or not. This is when you may have to conduct tentative tests to see how your suggestions are received.


Forces that influence the style to be used included:

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


While autocratic environments are not pleasant places to work, they can be reasonably efficient when the boss is both competent and fully capable of directing the work. Even in these cases, however, it has long been known that autocratic management styles demotivate the workers and produce less than optimum workplace performance. Yet, leadership is all about getting things done for the organization. In some situations, a paternalistic style of decision-making might be required; indeed, in some cultures and individuals, it may also be expected by not only those in charge, but also the followers. That is what makes leadership styles quite interesting In addition, it accounts for the fact that not everyone is the same. However, when paternalistic or autocratic styles are relied upon too much and the employees are ready and/or willing to react to a more consultative type of autocratic style, then it normally becomes quite damaging to the performance of the organization.



While paying a visit to SHEZAN factory we were able to know what was the main issue encountering the organization. Having a chit chat with the employees both literate and illiterate, they told us that all their employees have stress at workplace. Although every employee in any organization has this much stress but too much of anything is not good. All of these employees cannot focus on their work because of workplace stress. They listed some of the problems which according to their opinion are the reasons for their increased stress at workplace.

Workplace stress is the stress arising from anything that is job or work related, either in the office or factory, or on the street and even on business trips.


Many factors contributing to workplace stress, the major ones are tight deadlines and 247 work environment and highly demanded quality of performance delivered due tighter business competition, not to mention here inter-personal related problem that might arise in the work organization.


Pressure at the workplace is unavoidable due to the demands of the contemporary work environment. Pressure perceived as acceptable by an individual, may even keep workers alert, motivated, able to work and learn, depending on the available resources and personal characteristics. However, when that pressure becomes excessive or otherwise unmanageable it leads to stress. Stress can damage an employees health and the business performance. Work-related stress can be caused by poor work organization (the way we design jobs and work systems, and the way we manage them), by poor work design (for example, lack of control over work processes), poor management, unsatisfactory working conditions, and lack of support from colleagues and supervisors. Employees are less likely to experience work-related stress when - demands and pressures of work are matched to their knowledge and abilities - control can be exercised over their work and the way they do it - support is received from supervisors and colleagues - participation in decisions that concern their jobs is provided.


Stress has become synonymous to our existence but how to combat it has given rise to a mushrooming market that is laced with quack spiritual masters and healers; they cater to soft targets by making the problem bigger than what it appears. Innocent people throng to these masters or healers in big numbers but to no avail as these people exaggerate the problem than subsiding it. We often hear workplace stress, but we have very little understanding about the term in its totality. Workplace stress comes to surface when organization and individual expectation do not match. This mismatch of expectations along with the escalating indifference among the line managers and employees is like adding insult to the injury.


As described earlier, we visited Shezan International for our project. While having an interview with some of the employees, with the help of questionnaire we predicted out that the major problem the organization is facing is workplace stress.


Many employees of the organization were of the view that stress in the workplace reduces productivity, which adversely affects the bottom line and can lower profits causing company's stock price to fall.


There are many causes of stress in the workplace in Shezan. Some common causes of stress in the workplace include 1. Dealing with reorganizations in the workplace 2. Information overload which causes mental stress 3. A poor physical working environment 4. Lack of training and direction 5. Too many demands at one time 6. Deadline pressures 7. Uncertainty 8. Too many bosses 9. Surveillance cameras 10. Working alone 11. Low morale among workers 12. Long working hours


No business can be stagnant and expect to survive. An ongoing transformation process is the norm, and when business does not evolve with the environment, failure results. Business activity is influenced by a variety of internal and external forces. Factors may include changes in reimbursement, a shortage or excess of labor, changes in the political landscape, the economy, and others. Managers must be cognizant of the environment in which they function in order to anticipate and recognize the need for change and for facilities to remain viable entities.


The difficulty a person can have understanding an issue and making decisions that can be caused by the presence of too much information is called information overload. Information overload will continue to negatively impact employee productivity if companies choose to ignore the issue. The heavy toll on employee morale and productivity will eventually come to bear on the bottom line. Currently, a majority of workers in every market (62%, on average) admit that the quality of their work suffers at times because they cant sort through the information they need fast enough. Ultimately, the resulting problems for firms could range anywhere from lost productivity and profits to lost talent. Employees were of the view that if the amount of information they have increases in the future, they will be close to their breaking point and will not be able to handle any more.


Employees feel that they are facing a poor physical working environment. They are dealing with excessive heat, cold or noise, inadequate lighting, uncomfortable seating, malfunctioning equipment, etc. In such an environment they are unable to concentrate on work thus that leads to overload of work.


Training is a vital component of a good health and safety regime within the workplace. It is one of the most important tasks that an employer has to ensure that the workforce is able to conduct business in a safe and efficient manner. Training may be at both a personal and professional level. Either way, personal development translates to professional development it is a natural progression. Employees feel that in their organization there is no Increase in staff motivation Increase in productivity and improve service Enhancement in job satisfaction Knowledge Staff loyalty


Employees are of the view that bosses of their organization gives too many demands at one time that are difficult to manage by them and thus results in workplace stress. Obviously arguments are not welcomed by employees in any case and in any organization so this is the major factor

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

A lot of employees in this organization tend to overlook the effect of stress on their career. Though a little pressure can be good for improved performance, an overdose of it can make people lose their head and give in to immediate impulses that lack judgment.

It is not possible for them to have a schedule full of deadlines, meet the deadlines, and actually improve their health and well-being in the process.

Change or uncertainty in the workplace is often very disruptive. However, resisting change is largely unproductive, and causes undue levels of stress. There are times when uncertainty results in low employee productivity and performance. The fear of the unknown and miscommunication are generally the root causes of uncertainty at their workplace. The employees are seeing an increase in workplace violence, and its likely to get a lot worse as the unemployment rate continues to escalate.


The business world is in need of many things at the moment -- an economic boost, a lower unemployment rate and a better plan to insure workers, to name just a few. But the biggest void by far may be the lack of inspiring leaders. There is a growing and critical need for leaders who can show us the way out of the current downturn and point the way to a more productive future.

Shezan International has too many bosses in their organization. Too many bosses in the organization means work is going to be spoiled because employees their selves have no idea whom to report first, whose work to be done first etc. many bosses in the organization requires the same amount of employees as well to get their work done.

Video surveillance cameras are becoming more popular and, most importantly, more accessible to the average person. Huge store chains or gated communities arent the only places than can afford the benefits of surveillance cameras anymore. Whether surveillance cameras are hidden or not they strive towards the same objective. Some of the employees are really sensitive to surveillance cameras as they are of the view that they are being watched by another person even if they are not doing anything unethical. This is the law of every organization to put on surveillance cameras to watch over every employee but new employees, employees from a different background or confidence lacking employees usually suffer from this phobia.



Most of the employees of this organization suffer from monophobia that is an acute fear of being alone and having to cope without a specific person, or perhaps any person, in close proximity. Mostly women in this organization encounter this problem. The employees fear of working alone because of their health, inability to strive without a specific person, they fear that if theyll not be provided with help theyll be unable to complete a specific task.



Low employee morale can have a detrimental effect on a company's productivity. Low morale may result in high absenteeism, which means less work is performed. Valued customers may leave due to poor treatment from disgruntled employees. According to the employees the following factors are responsible for low morale among workers: Leadership not serving as exemplars Leaders do not act in harmony with employees or ensure equal treatment of all Poor communication skills of senior management Senior managers are impolite, rude, abrasive & arrogant. Low salaries employees are being given low salaries as compared to the work they perform

Too much departmental infighting fights often take place that disturbs the harmony of the organization



Employees agree on the long working hours in their organization. The peer pressure and competitiveness is really strong. People working there feel pressurized to stay back sometimes. Working long hours, taken to an extreme is a bad thing. Like most things, there must be some balance. Even a good thing, taken to an extreme, may not be good. The problem is a mindset/values/aspiration issue which legislation may not be the most appropriate tool to deal with. And sometimes, people prefer not to have the government getting too involved in their personal life decisions.

The above mentioned are the problems which were listed by the employees of SHEZAN INTERNATIONAL which in their opinion are the main reasons of their stress at workplace. If some initiative is taken to solve these problems completely it will surely result in a friendly and cooperative environment.



While visiting the organization and interviewing with the employees we found out that there are other minor issues faced by Shezan International. Other minor issues of the organization include: 123456Favoritism Lying Poor Communication Sexual Harassment Job Dissatisfaction Violence at Work

In the workplace, favoritism refers to when someone appears to be treated better than others and not necessarily for reasons related to superior work performance. Favoritism in the workplace might result in this person being promoted faster than others unfairly, being paid more to do the same job as others, being given more leeway to come and go during the day as they please, that sort of thing.

Act of being untruthful towards ones organization in which he/she is working is called lying. Lying in the workplace happens every day: little lies, big lies, white lies, resume lies. How a person handles a lie depends on the type of lie and usually the relationship between the liar and the person lied to.

Communication that cannot be understood by the listener or the listener can partially understand it, is called poor communication. Poor communication is an important issue to overcome in the workplace, though it may not always be easy. When resolving the situation in your workplace, remember to give it time, and motivate the employees properly.

Unwelcome sexual advances made by an employer especially when compliance is made a condition of continued employment or advancement.

The condition or feeling of being displeased or unsatisfied with work is called job dissatisfaction. It is basically the extent to which people like or dislike their jobs. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement, job enrichment and job re-engineering.


Assaults, other violent acts or threats which occur in or are related to the workplace and entail a substantial risk of physical or emotional harm to individuals, or damage to government resources or capabilities.

We conducted a survey at Shezan International. With the help of questionnaire we were able to predict the minor problems being faced by the employees.














By compiling the above percentages of the minor issues of the organization we were able to find out the total percentage of minor issues regarding the organization. The pie-chart is given below:


From the graph we can say that a major portion of the graph is covered by favoritism which means that employees are facing favoritism in their organization the most. Rest we can rank other problems as under:

RANKING 1st 2nd 3rd 4th 5th 6th

PROBLEM Favoritism Poor Communication Violence at Work Lying Job Dissatisfaction Sexual Harassment

The 6th ranking indicates that SEXUAL HARASSMENT is almost negligible in the organization as compared to other issues described.



HAS YOUR COMPANY EVER FACED A SERIOUS DOWNFALL? Yes, we faced a downfall. We can say that all the industries in the market faced that downfall when the prices of sugar were raised from Rs. 28 to Rs. 76 in a very short span of time. Many industries using sugar as a major ingredient were not able to sustain this shock and were closed down. As major part of the sugar is added in the juices and soft drinks we raised the prices of our product a little but still Shezans graph is going upward and we are maintaining the quality.

DO YOU SUPPORT INNOVATIVE OR CREATIVE IDEAS? AND THE IDEAS WHICH HAVE RISK FACTORS? Yes, our company appreciates innovative ideas. We also appreciate ideas having risk in it. For example our one of the employee gave us an idea to launch an energy drink in competition to

Red Bull. We considered his idea. Our sales and marketing manager pointed out that there is a 99.9 % risk of its failure. But we still thought to give it a try and we tried but unfortunately our managers were true and we faced a very huge loss.

DOES ANY EMPLOYEE COMPLAIN YOU ABOUT HIS JOB DISSATISFACTION? Yes, it sometimes happens. It is a very big organization someone somewhere would be surely having some problem. The most interesting thing is that our turn over is minimum. If the employee has a fair demand we do not hesitate in fulfilling it.

DOES YOUR COMPANY EVER FACE A COMMUNICATION PROBLEM? No, this organization is about 47 years old and I have been working here for 45 years. There is no communication gap between the employees and the management. Whatever is the demand of employees, or if they are facing any problem they can easily convey it to the management without any restrictions.

ARE YOU IN FAVOR OF BRINGING ONES EMOTIONS TO HIS WORKPLACE? Yes, definitely it is a human nature. Every person has emotions and domestic affairs do effect the job. If we ever felt that the employees performance is not going good we always go and ask him about his problem. We understand and try to solve whatever hurdle the employee is facing in his job performance. You will be greatly amazed that the CEO of our company has such a nice and friendly nature that an illiterate lower management employee can even come and share his problem with him.

SUPPOSE A PERSON IS NOT DOING WELL IN HIS JOB. DO YOU MAKE USE OF ANY REINFORCEMENT TO IMPROVE HIS JOB PERFORMANCE? Yes, we do. We make use of positive reinforcement like giving bonuses to employees, increasing their wages etc. last year we gave around 32% bonuses to our employees.

IN THE HISTORY DOES IT EVER HAPPEN THAT EMPLOYEES WENT ON STRIKE BECAUSE OF THEIR JOB DISSATISFACTION. No, for the past 45 years it has never happened. Employees feel very secure working for this organization and every new day they are motivated and are asked to work more enthusiastically than yesterday.

WHY IS IT SO THAT THE ADVERTISEMENTS YOU SHOW ON TELEVISION FOR YOUR PRODUCTS DO NOT CREATE A LONG LASTING IMPRESSION ON VIEWERS MIND? Actually the world is going in a wrong direction. It is predicted that any advertisement which has women in it are more successful. To some extent it is right nowadays. We do not want to exploit woman so we make simple advertisements but you see that despite simple advertisements our growth rate has increased about 24% from the last year.

DOES ANY FEMALE EMPLOYEE EVER COMPLAINT ABOUT PHYSICAL ASSAULT OR SEXUAL HARASSMENT AT THE WORKPLACE? No, never our organization has a pious environment. If ever a small incident takes place we levy a heavy fine or award severe punishment so that next time no one even dare think to do it.

WHAT DO YOU DO TO MOTIVATE YOUR EMPLOYEES? We normally Increase their salary Give bonuses Give an annual party Regular and personal contact Quick response to genuine problems and demands of employees


According to our group mates, after visiting the company and taking information from the organization we have concluded that: They are going good but have to improve internally They have to improve their communication among employees They have to make new strategies for competitors like Nestle They have to advertise their products more effectively and efficiently to create a long lasting effect in peoples mind They need to give importance to their employees and their problems They should manage time and work accordingly


As we have mentioned that Shezan needs to solve the problems related to employees and should refer the benefits of stress management amongst its employees. Shezan is targeting youngsters as a potential and big market, so in order to attract more employees it should solve the current problems that the employees are facing. As we earlier discussed that the main issue with the organization is stress at work place the reason for which employees described on higher scales as favoritism and poor communication. Company should take the initiative to solve these problems at immediate basis before these problems cross the limits and become worse. If the top level management is not taken into account and solved properly then no one would make Shezan International his/her first priority.


WEBSITES Miami News, July 16, 1991 Todays News, May 23, 2009 Washington News.

Arnold , John. WORK PSYCHOLOGY. City, NewYork: Random House Publications, 1987 Brooks, Ian. ORGANIZATIONAL BEHAVIOUR. City, Los Angeles: California Publications, 1995 King, Melaine. SURVIVING STRESS AT WORK. City, Chicago: Amble Publications, 1980

Branigan, Lisa. STRESS IN WORKPLACE. Daily News [New York] Oct 31, 2002 Maxon, Rebecca. STRESS IN WORKPLACE: A COSTLY EPIDEMIC. City, Detroit: University Publications, 2008 Jones, Edward. LEARNING TO COPE WITH STRESS. The Toy. Ed. Helen Stevenson. New York: Random House, 1988 Ahmed Javaid, Rasheed. Director Production. May 4, 2011

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

Proof Reading by: Nimah Saeed Fatima Rauf Zainab Nasim




We the students of BBA 4th semester are going to conduct a research study on organizational behavior in different organizations in Pakistan. We need different point of views of people to know about the problems being faced by the employees at their work place. Our report objective is to get highlight the main issues and recommend the strategies to solve them. We need your co-operation in undertaking this mission. Institution/companys name: . Gender: ..

Please choose any option and be honest in your opinion: 1. Things get accomplished around here because employees fear for their jobs. Almost never Seldom Occasionally Frequently Almost always

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

Almost always

3. The managers display real leadership traits and are respected by the employees. Almost never Seldom Occasionally Frequently Almost always

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

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

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

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

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

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

10. Management's main concern is making money. Almost never Seldom Occasionally Frequently Almost always

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

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

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

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

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

16. Although the employees have good benefits, they tend to give only minimal performance. Almost never Seldom Occasionally Frequently Almost always

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

18. The employees feel their jobs hold high esteem and are of great value to the organization. Almost never Seldom Occasionally Frequently Almost always

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

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



We the students of BBA 4th semester are going to conduct a research study on organizational behavior in different organizations in Pakistan. We need different point of views of people to know about the problems being faced by the employees at their work place. Our report objective is to highlight the main issues and recommend the strategies to solve them. We need your co-operation in undertaking this mission. Every comment will be totally confidential. So please feel free to give any recommendations. Institution/companys name: . Gender: .. Please choose any option and be honest in your opinion:

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

2. Is the favoritism you are witnessing is holding you back or hurting you and you feel it is based on illegal reasons - race, sex, age, etc Yes No

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


4. Do you agree with this statement Lying makes life easier Yes No

5. Do you think that bad managers are the cause of employees suffering from poor communication and writing skills? Yes No

6. Do you think that your lack of knowledge makes complications in your communication skills? Yes No

7. Are you are motivated to expand your writing skills and communication skills in the workplace. Yes No

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

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

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

Physical work environment Personal work issues Others

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

12. Have you been hit, pushed physically assaulted, or otherwise attacked while working at this organization? Yes No

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

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

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