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Dr Aliya Irshad
Dr. Sobia SiddiquiSana Mohammed Salim
Shafaq Iqbal
Uzma Naeem
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AGA KHANUNIVERSITY HOSPITAL
KARACHI
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FATIMA HOSPITAL
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JINNAH POST
GRADUATE MEDICAL
CENTER
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Job satisfaction survey
No actual policies
Evaluated by behaviors
No actual policies
OBJOB
SATISFACTIONSATISFACTION
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0
10
20
30
40
50
6070
80
90
AKU Fatima M M
atisfied
ot Satisfied
JOB SATISFACTION
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Absenteeism and turnover rates are very high
in all organizations
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STEPS TO OVERCOME
ABSENTEEISM
Incentives like holiday on their religious
occasions and advance salaries
Warning letters and salary
deductions
Leaves (sick, earned, maternity, studyand casual)
Salary deduction on three late
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ABSENTEISM AND TURNOVER
0
5
10
15
20
25
30
35
AKU ati a NM M
Absenteeism
Turnover
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PERFORMANCE
EVALUATIONPerformance appraisal
Three monthly performance appraisal
Appraisals depend on government
announcements
Annual pay increment on basic salary from 10-
20%.
Verbal evaluation
salary increment 10% yearly
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TEMPORARINESS
Clinical and research laboratories with the
ongoing technological advancement
Departments are well equipped with latest
technology
Very dynamic and well-equipped with advance
technology
In process of development
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EMOTIONS AND MOODS
Employee Assistance Programme (EAP)
Key Principles of EAP (Confidential, free,
professional and voluntary)
Unions and student parties are involved to
handle emotions of employees, students and
doctors as well.
Handled by incharges and counseling is
provided according to their complaints
and grievances.
No data available
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LEADERSHIPAKUH believes in equality at all levels.
The founders of Baqai are source of inspiration as they
work day and night for the development of theorganization.
Executives are the source of inspiration for
helping patients
Executives in the organization lead by example
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CONFLICT MANAGEMENT
Mostly line managers identify the issues and
than they are resolved through mutual
consensus
Issues are reported to head of the department
and Medical Superintendent and managedaccording to the situation.
Paramedical unions , student federations and
doctors associations in JPMC
Incharge HR department Administrator
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POLITICAL INFLUENCES
No political influence
98% political
influence
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0
20
40
60
80
100
120
AKU t NMC J MC
P l t c l
Influ nc
POLITICAL IN LUENCES
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ORGANISATIONAL CULTURE
Orientation program
Mentorship
Learn through practice and experience
Support and follow open-door policy
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Performance Appraisal formshould be reviewed as
employees are not satisfied
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Restructuring of the Human resource
Department policies.
Emphasis on the health policies, visionand mission and its implementation.
Salary and Grade appraisal should
depend not only on the seniority and
experience but also on the workperformance
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Organizational policies Restructuring
Accountability
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Attitude Surveys which should beperiodically
welfare or counseling officer to
resolve financial issues andproblems that the staff faces.
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