ORGANIZATIONAL BEHAVIOURBy:Q. Muhammad

Shahzad Khalil

Contents

1. Company Profile2. Vision, Mission & Values3. Structure4. Human Resource Management5. Best Practices6. Employee Engagement7. Change management8. Evaluation and recommendations9. Tapal Tea Bag Ad

HISTORY OF THE COMPANY

• In 1947, Tapal started out as a family concern under the supervision of its founder, Adam Ali Tapal.

• Initially, Tapal started with a single unique blend of tea, named FAMILY MIXTURE.

• It had just 1 outlet in Jodia Bazar, Karachi.

• Its distribution channel spread across the country under the leadership of Faizullah A. Tapal.

•Currently, company is achieving new heights under the leadership of founders grandson, Aftab A. Tapal.

1. Company Profile

1. Company ProfileBRANDS• The company has 10 brands under its umbrella.

1. Company ProfileOPERATING REGIONS

Vision Of Tapal

• To act locally, but think globally

• To Provide information & trainings to employees for their development and improvement

• To indulge in environment friendly business activities that generate positive influence to society

• To produce environment friendly product

2. Vision, Mission & Values

2. Vision, Mission & Values

Mission Of Tapal

“To satisfy our stakeholders and as a guiding principle to our business; be a benchmark for Quality, Creativity and Ethical values Achieve

leadership in all categories of our core business and diversify in areas which compliment the core

business.”

Values At Tapal

• Trust in each other

•Outstanding Quality

•Passion for creativity

•Leadership and role model for others

•Together, everyone achieve more

2. Vision, Mission & Values

Culture and Environment• Friendly environment with respect for each team member of organization

• Healthy culture of mutual trust and openness

• Comfortable work area with international standard facilities

• Diversified with both male and female workforce

• Tapal is networked organization which allows people to communicate and work together

•Tapal does not face any ethical or cultural issues

3. Structure

Labor Management• All governments’ regular labor laws are being followed

•The calculation of man-power requirement is done on annual basis.

•Multi-skilled Employees so that replacement can be found incase of skilled worker absenteeism

•In Tapal there is no gender bias or gender discrimination.

4. Human Resource Management

Succession Policy

Tapal has a succession policy, every manager has a successor who can replace him in times of need.

Development of Human Resource

Providing trainings, skills development and inculcating performance management culture.

Stress and Conflict resolution

Employees are comforted by being listened and then most feasible solution is advised.

5. Best Practices

Situational Leadership

Situational Leadership is used for shaping up strategic Management Culture.

CSR – Corporate Social Responsibility

All expectations of stakeholders are kept in consideration with national and moral obligations realization potential the organization overall believes in making a difference.

5. Best Practices

Skill Improvement through Training • On Job trainings for employees

• In-house trainings on leadership, team work and communication improvements

• Special workshops for executives

• Evaluation is done before and after the training

6. Employee Engagement

Increasing Employee Motivation • Job enrichment and job enhancement procedures.

• Employees are provided with flexi timing so they can balance their work as well as personal lives

• Right to express opinion and ideas

• Challenging and meaningful work with opportunities for career advancement

• Open door policy of communication

6. Employee Engagement

Increasing Employee Involvement

6. Employee Engagement

• Employees are encouraged to take initiative and bring in new ideas for work improvement.

•They are given ownership and responsibility of their work.

• Appreciation on achievement

•Cordial relationship with bosses and co-workers

Through communication • Change is managed through effective communication

• Abortion of Labor union:

• Reason and strategy conveyed through meetings

• Change communicated to all through mails, memos and chairman’s speech

• Change implemented with approval of all members of management

7. Change Management

ORGANIZATIONS PHILOSOPHY

EVALUATION: Firm organization policy based on respect for people and betterment of society.

RECOMMENDATION:

• Policy, values and vision of the company should be comprehended by all employees.

• All business practices should be based on these values.

• Deviant behaviors should be identified and erected

9. Evaluation

ORGANIZATIONAL CULTURE

EVALUATION: Work environment is comfortable, friendly and enjoyable with international standards and facilities

RECOMMENDATION:

• The culture and environment should be maintained

9. Evaluation

HUMAN RESOURCE MANAGEMENT

EVALUATION: Human resource practices of Tapal are satisfactory

RECOMMENDATION:

• There is no policy of short term incentives or rewards inform of cash or gift items.

• Such a policy like rewards for creative suggestion should be introduced to promote the “small steps make great difference” philosophy

9. Evaluation

RELATIONSHIP OF EMPLOYEES WITH ORGANIZATION

EVALUATION: In general, employees are satisfied to be working with Tapal. They are proud to be associated with the company and are loyal to it.

RECOMMENDATION:

• Employee motivation and loyalty to the company should be maintained by continuing its policies.

9. Evaluation

““Tapal has successfully invested in the area Tapal has successfully invested in the area of Personal management of its employees of Personal management of its employees and has reaped extensive benefits in terms and has reaped extensive benefits in terms of profits and a renowned brand, with all of profits and a renowned brand, with all

embracing employee loyalty”embracing employee loyalty”

Thank You All Thank You All

Tapal Tea Bag Ad

• http://www.youtube.com/watch?v=2qXS7eYbuX8&feature=related