Department Of Business

Forman Christian College

(A Chartered University)

(FALL 2016)

Organizational Behavior Project

Group Members:
Muhammad Adeel Rana

Nawazish Mehdi

Shahzaib Ali

Sana Shahid

Asad Khan

Submitted To:

Dr Aamir Ali Chughtai

 ORGANIZATIONS INTRODUCTION:

1. National Engineering Services Pakistan (NESPAK):

National Engineering Services Pakistan (Pvt) Limited (NESPAK) is Pakistan’s premier

consultancy organization. Its international stature is well established and it enjoys the reputation

of being one of the top engineering consultancy organizations in Asia and Africa and is ranked

amongst the world’s top 200 consulting firm. NESPAK was established in 1973 as a private

limited company by the Government of Pakistan. The objective of its creation was to create a

pool of talented engineers, attain self-reliance in engineering consultancy and replace foreign

consultants. The company has achieved these objectives to a large extent. NESPAK is registered

with a number of international funding agencies such as IBRD, ADB, IDB, etc. Todate NESPAK

has undertaken 3642 projects out of which 3116 are domestic and 526 are overseas projects.

The cumulative cost of the projects undertaken by NESPAK is US $ 243 billion.

The Company’s success lies in the hard work of its highly skilled employees and commitment to

quality in every facet of its operation. It was this commitment that led it to become the first

engineering consultancy organization in Pakistan to obtain ISO 9001 QMS certification in 1998.

Another landmark has been achieved by NESPAK in its endeavors towards quality, through

conversion of the existing ISO 9001 Quality Management System to the latest version of the

standard viz. ISO 9001:2000 and subsequent award of Evergreen Certificates in December 2003.
 2. Habib Construction Services (HCS):

Habib Construction Services [HCS] is one of the fastest growing and most admired infrastructure

development companies in Pakistan. It has expertise in executing large and complex

infrastructure projects. The company is driven to deliver projects ‘On-Time without Cost

Overrun’ using world class project management techniques and has uncompromising standards

of quality, safety and sustainability. HCS is a diversified infrastructure conglomerate with

specialization in highways, motorways, flyover & bridges, buildings, power & energy, airports,

dams etc. The Company is responsible for landmark projects that have defined the country’s

progress. Today, the company stands tall in the construction industry of Pakistan as the pioneer

of ‘Fast Track’ project execution culture. Transforming challenges into opportunities has been

the hallmark of the company, ever since its inception. Every HCS initiative hopes to empower

the lives of the people connected to it. The progress of our people powers the progress of our

company. Every accomplishment becomes a foundation for us to do better, to dream bigger, and

create a better future.

 NESPAK MANAGERS:

Top Manager:

Name: Rana Mehmood Arif Contact no: 042-99231950

Middle Manager:

Name: Ali Nawazish Sial Contact no: 0331-4888772

Front Line Manager:

Name: Sobia Khan Contact no: 042-99221950

HABIB CONSTRUCTION SERVICES MANAGERS:

Top Manager:

Name: Syed Ali Hasnain Contact no: 0345-8669690

Middle Manager:

Name: Mian Faisal Mehdi Contact no: 0316-9772298

Front Line Manager:

Name: Chaudhary Rahim Ahmed Contact no: 0321-4893928

 ORGANIZATIONAL BEHAVIOUR OBSERVATION:

Research was conducted based on questionnaire and interview question to analyze how managers

utilize key elements of organizational behaviors which are Personality, Motivation,

Organizational Commitment, Workplace Diversity, Power and Leadership Style.

1. Research from questionnaire:

Personality, Motivation and Organizational Commitment were observed from the questionnaires

consisting of few questions. Scores were carefully observed to know manager has which

personality trait, MPS was calculated to find motivation and similarly organizational

commitment was also calculated from scores.

2. Research from Interview Questions:

Interview questions were asked to know if Quantative result matches with the Qualitative.

Further key elements like Workplace Diversity, Power and Leadership style were also observed

from interview questions. Some of the interview questions which were asked are:

 What are some of the main features in your personality like you are friendly, caring etc?

 Do you face any difficulty in leading diverse (difference in age, gender, race, education)

employees?

 What motivates you? How do you further motivate your employees?

 Do you sometimes go out with your employees on lunch or dinner?

 What action do you take when your employees do not meet the work deadline?
 TOP MANAGER COMPARISON:

NESPAK MANAGER HABIB CONSTRUCTION MANAGER

1. PERSONALITY

 He is an extrovert and authoritative  This manager is high on openness to

and doesn’t encourage his employees experience and emotional stability.

to take part in decision making He enjoys involvement of people and

process. brings innovation in routine tasks.

2. MOTIVATION

 He is highly motivated i.e. MPS 266  This manager has good motivating

and enjoys doing his job; he finds his potential i.e. MPS 192.

job challenging and interesting.

3. ORGANIZATIONAL

COMMITMENT:

 His organizational commitment score  His organizational commitment score

of 3.5 suggests that he is moderately of 3.75 suggests that he is also

committed towards his organization. moderately committed towards

organization.

4. WORKPLACE DIVERISTY

 He prefers professionalism and he  He encourages diverse workforce as,

completely no issues in working with it brings new ideas and innovation to

 people from different backgrounds. the routine tasks.

5. POWER

 He is using extreme corrosive power,  He uses soft tactics and uses

putting financial penalties or overtime inspirational appeals and encourages

compensation. them.

6. LEADERSHIP STYLE

 He is task oriented, and interacts with  He is employee oriented and goes

his employees on professional terms. out with employees occasionally.

Which Manager is better?

Both managers seem to be equally good. They have their own different personality traits. Both

are highly motivated and have moderate organizational commitment. They can deal with diverse

workforce as well. However good use of power and leadership style makes HCS manager better

since he uses soft tactics and goes out with employees occasionally.

Improvement Suggestions:

NESPAK manager needs to improve the last two key elements by not being so harsh and should

go out with employees to have a friendly atmosphere in organization. Authoritative approach is

good at top manager level but still he should take opinions from employees.
 MIDDLE MANAGERS COMPARISON:

NESPAK MANAGER: HABIB CONSTRUCTION MANAGER:

1. PERSONALITY TRAITS

 This manager is high on agreeableness.  This manager is high on emotional

This means that he is more people- stability. This indicates that he is task-

oriented; he trusts his employees and oriented, no matter what the situation;

doesn’t speak badly about them. he is calm and tackles most of his

problems in an effective manner.

2. MOTIVATION:

 This person has a very low motivating  This person has a moderate motivating

potential i.e. MPS 104. potential i.e. MPS 180.

3. ORGAANIZATIONAL

COMMITMENT

 His organizational commitment score  This manager is even higher on

of 4 suggests that he is high on organizational commitment since his

organizational commitment which is a organizational commitment score is

good sign for his organization. 4.5.

4. WORK PLACE DIVERSITY

 This manger doesn’t face any problems  This manger faces difficulty while
 while managing diversity. This managing diverse force, especially with

indicates that he is flexible in working females. He should bring flexibility in

with different people. himself, to work with female

workforce.

5. POWER

 Middle manager of NESPAK is giving  He is using extreme pressure power

warnings which show he is using tactics. He is threatening them and is

coercive power. also demanding that the workers should

complete the task or they will lose their

job.

6. LEADERSHIP STYLE

 He is employee oriented, because he  The manager is production oriented. He

believes in good relations with his seldom goes out with colleagues, which

subordinates and goes out with them. shows that he is basically task-

oriented.

Which Manager is better?

NESPAK manager is People oriented, whereas HCS manager is task oriented. Both have their

own different personality traits. NESPAK manager is slightly lacking the motivational level and

organizational commitment as compared to HCS manager. However people may consider

NESPAK manager better since he uses soft power tactics and he interacts with his employees
regularly.

Improvement Suggestions:

For the improvements both managers need high motivation, which can be done by offering them

incentives, promotions, appreciation and giving challenging tasks. Organizational commitment

of HCS manager can be improved by correlating goal setting, employee engagement, and work

place optimism in a positive way. Similarly for overcoming workplace diversity he should

emphasize on communication, view employees as individuals, base decision on objective criteria

and be open minded.

FIRST LINE MANAGERS COMPARISON:

NESPAK MANAGER: HABIB CONSTRUCTION MANAGER:

1. PERSONALITY TRAITS

 She is on high on agreeableness. She is  He is good on openness to experience,

People oriented, she trust them and agreeableness and emotional stability.

hold good opinion about them. This indicates that he is innovative;

employee oriented and remains calm

under stress.

2. MOTIVATION

 She has a low motivational level i.e.  He has an extremely low motivational
 MPS 110. level i.e. MPS 36.

3. ORGANIZATIONAL

COMMITEMENT

 Her organizational commitment score  His organizational commitment score

of 3 suggests that she is moderately of 2.75 shows that he has a low

committed towards her organization. organizational commitment.

4. WORKPLACE DIVERSITY

 Her first priority is to avoid diverse  He manages workplace diversity in a

force but if she in encountered with it good way.

then she manages it in effective and

efficient manner.

5. POWER

 She uses legitimate power if work is  He pressurizes his subordinates to get

not completed timely. the work done.

6. LEADERSHIP STYLE:

 She is totally task oriented and doesn’t  He is employee oriented and interacts

socializes with employees. with them frequently.

Which Manager is better?

It’s really hard to conclude which manager is better. Both managers are slightly better then each

other in one way or the other.

Improvement Suggestions:

Both these managers needs a lot of improvements in there organizational behavior. Both have

low motivation which can be improved by offering those incentives, promotions, appreciation

and giving challenging tasks. Organizational commitment of managers can be improved by

correlating goal setting, employee engagement, and work place optimism in a positive way. In

this case the NESPAK manager can be provided with day care facility. Whereas in case of HCS

manager in this case, Organization can give him recreational facilities and monitory rewards to

increase commitment. NESPAK manager should slightly interact more with her employees to

have a good friendly atmosphere in the organization.