A

SUMMER TRAINING PROJECT REPORT

ON

“ ORGANIZATION BEHAVIOUR”

SUBMITTED TO UTTARAKHAND TECHNICAL UNIVERSITY IN

THE PARTIAL FULFILMENT OF
“MASTER OF BUSINESS ADMINISTRATION”

(TWO YEAR’S REGULAR DEGREE PROGRAMME)

SUBMITTED BY UNDER THE SUPERVISION OF

SURAJ PATEL
M.B.A (IIIrd SEMESTER) KHUSHBOO ANSARI

Batch – 2019- 2020

 CONTENTS

Certificate from Organization I

Acknowledgement II

Executive Summary III

Objectives / Sub objectives of the study V

1. About Company/ Introduction

2. About Topic
3. Research Methodology
a. Primary Data : Sampling design
a) Sample area
b) Sample size
c) Sample unit
d) Sampling Technique
b. Secondary Data

4. Analysis & findings

5. Recommendations
6. Conclusions
7. Limitations and Scope of the Study

Bibliography - will list all the references

Annexure: Questionnaire
 1. Certificate of Completion and Originality of Work:

This is to certify that the summer project report titled …..has been accomplished by
SURAJ PATEL under my guidance and supervision. This project is being submitted
by him / her in the partial fulfillment of requirement for award of the MBA from
PHONICS GROUP OF INSTITUTION ROORKEE.

This work has not been submitted by her anywhere else for the award of any degree or
diploma. All sources of information and help have been duly mentioned and
acknowledged.

<Name of CoM. EPRO GLOBAL LTD

<Designation with seal>

 2. Acknowledgements:

Preparing a project of this nature is an arduous task and I was fortunate enough to get
support from a large number of people to whom I shall always remain grateful.

I would like to record my gratitude to EPRO GLOBAL LTD for allowing me to undertake
this project.

I take this opportunity to thank PRADEEP KUMAR for providing us an opportunity to

work for EPRO GLOBAL LTD.

I am also desirous of placing on record profound indebtedness to KHUSBOO ANSARI

of PHONICS GROUP OF INSTITUTION ROORKEE.

for the valuable advice, guidance, precious time and support that he offered.

I would be failing in my duty if I do not acknowledge the gratitude to DR. K.K GAUTAM
OF PHONICS GROUP OF INSTITUTION ROORKEE who motivated us a lot in carrying
out this project.

Last but not least, I would also like to thank all the respondents for giving us their
precious time and relevant information and experience, as and when required without
which this project would not have been possible.

(SURAJ PATEL )

Date:
Instructions For students:

 The font type used will be “Arial”.

 The font size will be “12” for contents and “14” for headings
 Two sets of Report are required to be submitted – one for office copy and
another for University submission. The student may make a third copy if he so
wishes for himself.
 The Report should carry min (55) pages.
EXECUTIVE SAMMARY

West Pacific Marketing Consultants aims to provide marketing services to targeted

business environments in Indonesia, Asia, and the west Pacific region. This plan seeks
to generate a significant increase in company sales and profits from the delivery of
retainer consulting, project consulting, market research and industrial analysis,
feasibility studies, and strategic analysis and reporting services, compared to the
preceding year.

The highlights of this plan are the targeted gross margin and sales-revenue. The
targeted gross margin and sales-revenue for each of the first five years of this plan are
presented in the following chart and the tables presented later in this plan. These
figures represent the key prospects available for West Pacific Marketing Consultants.
These targets are attainable through a proactive approach to the candidacy of clients,
teaming-up with technology providers, and partnering with reputable local and regional
engineering suppliers and construction firms to reduce competition, improve pricing, and
reduce risks.

This business plan has been created on the basis of five years of market research. Data
conclude the size and growth of the market and geographical segments, customer
needs, perception, and buying behavior trends have been on the upswing, and are
expected to continue in this trend for the next five years. West Pacific Marketing
Consultants feels that it is able to fill the hole in the marketing niche, and will benefit
from operations beginning in January, Year 1.

Note: All figures within this plan are in the U.S. dollar, and reflect the currency exchange
rate of $1 = Rp 7,200.

he company feels that it controls its own success through some basic internal factors.
These are:
1. Selling and Marketing Power. The services the company provides are made
attractive in order to maintain a certain percentage of B2B and B2C clients. Being a
market intelligence services provider, business and market development consulting
services provider, and business and sales representative, West Pacific Marketing
Consultants demonstrates a successful approach in converting its reputation into an
excellent brand to ensure the conversion of its clients' knowledge into their
intellectual property, thus creating value for its clients.

2. Excellence in fulfilling the promise. Clients do not buy features, they buy
benefits. To realize a benefit, a claim must be made and proof presented. This
company has had success on claim after claim.

3. Developing visibility to generate new business leads. Participation by the

company in online business affiliations with reputable global players of e-business
technology is a necessity. Two of these players are Palo Alto Software and
B2BToday.com. Strategic relationships must also be made with companies,
government institutions, regional (provincial) government offices, and NGOs, as
well as with individual customers.

4. High-quality service and customer satisfaction. Everything the company sells is

guaranteed; therefore, the services have to do what the customers want, and do
it well. Long-term customer satisfaction is critical to the survival of the company.

5. Create multiple opportunities from a single line of expertise. West Pacific

Marketing Consultants is able to leverage from a single pool of expertise into
multiple revenue generation opportunities: business development, market
development, market intelligence, industrial sectors analysis, and channel
development on a global scale, as well as sales assistance for global companies in
the Indonesian market.

6. Key management team. The right management team is integral, and must have a
strong foundation in marketing, management, finance, and services development.
The company is confident in its team.
OBJECTIVE

West Pacific Marketing Consultants' objectives are to make an equal and fair profit in the
business-to-business (B2B) and business-to-consumer (B2C) marketing services industry.
This goal is to be reached by attaining the numbers presented in the Sales Forecast and
Financial Plan topics.

OBJECTIVE OF THE STUDY

Cheking the behavior of the company

How to work in company reletion with top to low level

Behavour of the manager

Learnnig working efficiency

ABOUT OF THE COMPANY
Established in 2012 , Eapro Global Ltd. has made a name for itself in the list of top
suppliers of Inverters & Ups Equipment ,Solar Products & Equipment in India. ... Buy
Inverters & Ups Equipment ,Solar Products & Equipment in bulk from us for the best
quality products and service.
His inventions are popularized of DSP Sine-Wave Power Backup Products. ... He has
proven his technical and management expertise in the industry with Su-kam as R&D
Head, Genus Power as Business Head and Kevin Power as Managing Director with
majority stake holder. ... EAPRO, therefore ...

Sep 9, 2019 - Company profile for Storage System, Charge Controllers, Inverter
manufacturer Eapro Global Ltd. - showing the company's contact details Company
information, business information, directors/partners details and director/partners
contact information of EAPRO GLOBAL LIMITED.

GLOBAL EPROCURE LIMITED - Free company information from Companies House

including registered office address, filing history, accounts, annual return,

1.2 Mission

West Pacific Marketing Consultants offers companies, government institutions,

nongovernment organizations (NGO), and individuals reliable, high-quality, and cost-
effective consulting services for various purposes. Our services include business
development, market development, market intelligence, industrial sectors analysis, and
channel development on a global scale, as well as sales assistance for global companies
in the Indonesian market.
The situation in Indonesia is currently characterized by the facts that times are tough,
investment appetites are low, industries are cutting costs, and budgets are being slashed.
Fully aware of this situation, West Pacific Marketing Consultants, after completing a five
year research study, has come to the conclusion that its potential clients would be
interested in doing things in a smarter way, with good support of a reliable and efficient
market intelligence. West Pacific Marketing Consultants believes that it can provide both
solutions and value creations to its clients. Its senior executive consultants have been
working with some reputable U.S.-based global companies for more than 14 years,
and have extensive knowledge of Indonesian, Asian, and Pacific business environments.
 ABOUT TOPIC

Organizational Behavior (OB) is the study of human behavior in organizational settings,

the interface between human behavior and the organization, and the organization itself.

Organizational Behavior researchers study the behavior of individuals primarily in their

organizational roles.

One of the main goals of organizational behavior is to revitalize organizational theory

and develop a better conceptualization of organizational life.

As a multidisciplinary field, organizational behavior has been influenced by

developments in a number of allied disciplines including sociology, psychology,
economics, and engineering as well as by the experience of practitioners

Origin of Organisational Behaviour can trace its roots back to Max Weber and earlier
organizational studies.

The Industrial Revolution is the period from approximately 1760 when new technologies
resulted in the adoption of new manufacturing techniques, including increased
mechanization.

The industrial revolution led to significant social and cultural change, including new
forms of organization.

Analyzing these new organizational forms, sociologist Max Weber described

bureaucracy as an ideal type of organization that rested on rational-legal principles and
maximized technical efficiency.

In the 1890’s; with the arrival of scientific management and Taylorism, Organizational
Behavior Studies was forming it as an academic discipline.

Failure of scientific management gave birth to the human relations movement which is
characterized by a heavy emphasis on employee cooperation and morale.

Human Relations Movement from the 1930’s to 1950’s contributed to shaping the
Organizational Behavior studies.

Works of scholars like Elton Mayo, Chester Barnard, Henri Fayol, Mary Parker Follett,
Frederick Herzberg, Abraham Mas low, David Mc Cellan and Victor Vroom contributed
to the growth of Organisational Behaviour as a discipline.
Works of scholars like Elton Mayo, Chester Barnard, Henri Fayol, Mary Parker Follett,
Frederick Herzberg, Abraham Maslow, David Mc Cellan and Victor Vroom contributed
to the growth of Organisational Behaviour as a discipline.

Herbert Simon’s Administrative Behavior introduced a number of important concepts to

the study of organizational behavior, most notably decision making.

Simon along with Chester Barnard; argued that people make decisions differently in
organizations than outside of them. Simon was awarded the Nobel Prize in Economics
for his work on organizational decision making.

In the 1960s and 1970s, the field became more quantitative and produced such ideas
as the informal organization, and resource dependence. Contingency theory,
institutional theory, and organizational ecology also enraged.

Starting in the 1980s, cultural explanations of organizations and organizational change

became areas of study.

Informed by anthropology, psychology, and sociology, qualitative research became

more acceptable in OB.

Organisational behavior

Human being is a social animal and there is a natural instinct that exists in him to work
and live together with others in social groupings as a family, a clan, community or
friendship group or organization. The individuals are bound together in a network of
stable social relationships.

Hence, our society is organizational with large and complex organizations that exist in
every sphere of human activity.

Organisations play an important role in the quality of human life. Hence, the study of
organizations has become imperative.

Organisations are usually studied from two perspectives –

 Micro
  Macro

Micro perspective focuses on human beings in the organization. It studies human

beings as individuals – an individual’s psychological make-up, his interaction with
other individuals and groups, variables determining his behavior in the organization and
the strategies that can be adopted to govern his behavior as a desirable one in the
organization.

The micro perspective of organizational study is taken care of in “OB”.

Macro perspective considers organization as a unit of analysis. It emphasizes on the

study of human behavior as a collectivity of people, how organizations are structured,
how technology affects people in the organization and how organization interacts with
the environment.

The macro aspect of organizational study is taken care of in “Oganisational Theory”.

Any definition of OB should put emphasis on 3 features –

 Organisational Behaviour is the study of human behavior.

 The study is about behavior in organizations.

 Knowledge about human behavior would be useful in improving an organisation’s

effectiveness.

Definitions

 “Organisational Behaviour” is the study and application of knowledge about how

people – as individual and as groups – act within organizations.

 It is a field of study that investigates the impact that individuals, groups and
structure have on behavior within organizations for the purpose of applying such
knowledge towards improving an organisation’s effectiveness.

 Organisational Behaviour means the study of behavior of individuals, and

groups in organizations and organizations themselves, as they act and
interact to attain desired outcomes.
OB is a scientific study in which a number of research studies and conceptual
developments are taking place.

It is also an applied science wherein information about effective practices in one

organization is being extended to many others.

OB provides a useful set of tools at many levels of analysis – It helps managers to

understand the behavior of individuals within an organization; understand the
interpersonal relationships, when two people (coworkers or a superior – subordinate
pair) interact; to understand the dynamics or relationships within small groups, both
formal teams and informal groups; to understand the intergroup relationships; and
finally understand the organizations as whole systems that have interorganisational
relationships (Eg – Mergers and Joint ventures).

Goals of OB

 To describe – The first objective is to describe – how people behave under

a variety of conditions.

 To understand – as to why people behave as they do.

 To predict – Predicting future employee behavior is another goal of OB.

Managers would have the capacity to predict which employees may be
dedicated and productive or which ones might be absent or disruptive on a
certain day so that the manager could take preventive actions.

 To control – The final goal of OB is to control and develop some human

activity at work. Managers also want to make an impact on employee
behavior, skill development, team effort and productivity.

Managers should be able to improve the results through their own and their
employee’s actions.
 RESEACH MATODOLOGY

DATA COLLECTION

The task of data collection begins after the research problem has been defined
and research design chalked out. While deciding the method of data collection to be
used for the study, the researcher should keep in mind two types of data viz. Primary
and secondary data.

Primary Data: -

The primary data are those, which are collected afresh and for the first time and
thus happen to be original in character. The primary data were collected through well-
designed and structured questionnaires based on the objectives.

Secondary Data:

The secondary data are those, which have already been collected by someone
else and passed through statistical process. The secondary data required of the
research was collected through various newspapers, and Internet etc.
INTERVIEW

Interviews lead to a better insight to subjective & open questions almost all

interviewees responded.

SAMPLE UNIT

The sample unit consisted of all the departments of ARC SOLUTION.

SAMPLE FRAME

Consisted of a comprehensive list of all the employees of ARC SOLUTION.

SAMPLE SIZE

Sample size=15 out of universe of 100

SAMPLE DESIGN

Care was taken to choose the sample based on considerations like age, sex & work experience

of respondents thus enabling better representations of the heterogeneous population. However,

the sample design was that of “convenience sampling” or “haphazard sampling” only. The time

consideration & size of population were major factors in determining choice of sample design.
ANALYSIS & FINDING
 I am frequently stressed out at work.

0% 20%

50% 15%

15%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree
 I have been passed up at least once for
a promotion in the past few years.

0% 20%

50%
30%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point , 20%
of employees are agree on the point, 30% are neither agree nor disagree,50% are
disagree and rest 0% of employees are strongly disagree.
 I spend parts of my day daydreaming
about a better job.

10% 0%
15%

15% 60%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 60% of employees are strongly agree about the point , 15%
of employees are agree on the point, 15% are neither agree nor disagree,10% are
disagree and rest 0% of employees are strongly disagree.
 I find much of my job repetitive and
boring.

10% 5% 0%
10%

75%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 75% of employees are strongly agree about the point , 10% of employees are
agree on the point, 10% are neither agree nor disagree,5% are disagree and rest 0% of employees are
strongly disagree.
 I am mentally and/or physically
exhausted at the end of a day at work.

10% 5% 0%

85%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 85% of employees are strongly agree about the point , 10% of employees are
agree on the point, 5% are neither agree nor disagree,0% are disagree and rest 0% of employees are
strongly disagree.
 I feel that my job has little impact on the
success of the company.

20% 0%

50%
30%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 50% of employees are strongly agree about the point , 30%
of employees are agree on the point, 20% are neither agree nor disagree,0% are
disagree and rest 0% of employees are strongly disagree.
 I have an increasingly bad attitude
toward my job, boss, and employer

20% 0% 20%

60%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point , 0% of
employees are agree on the point, 20% are neither agree nor disagree,60% are
disagree and rest 20% of employees are strongly disagree.
 I am no longer given the resources I
need to successfully do my job.

0% 10%

30%
60%

Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree

This graph shows that 10% of employees are strongly agree about the point , 30% of employees are
agree on the point, 60% are neither agree nor disagree,0% are disagree and rest 0% of employees are
strongly disagree.
 RECOMMANDATION

Finally, our third goal is to extend beyond the current literature to determine the effects
of contamination on several organizational behaviour self-report variables by using
the statistical techniques recommended by Ganster

1. Introduction to Organisational Behaviour 2. Motivation 3. Leadership 4.

Foundations of Group
Behavior 5. Power and Politics 6 … Recommended or Required reading …
Title: Organizational Behavior
Author(s): Robbins/Judge Publisher: Pearson Education Edition: 14th Year
2. A list of 27 indicators of collegiality were subsumed under
five organizational categories and
compiled for use … Response to AAUP Recommendation The AAUP's
Committee A on Academic
Freedom and Tenure has recommended that the practice of adding a fourth
CONCLUTION

The conclution of this study shows that religious work ethics and ethical atmosphere are very
important for … The concept of deviant behavior is a voluntary behavior significantly violates
organizational norms and ultimately

Goodness of Fit Index Cut-of-Value Analysis Result Evaluation Model Conclution … employees
to be active in meetings and participate in a discussion of organizational decisions through … should
be able to improve their sense of belonging to the organization

research related to how competence influencing employee performance conducted by Abraham

[3], in which its research conclution states that for … The solution lies in training staff to meet the
specific requirements of organization … Organizational Behaviour
BIBLOGRAPHY

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Edition/Format: Print book: English: 4th ed., rev. ...
Author: Theodore Besterman
Subjects: Bibliography of bibliographies. Biblio...

https://www.worldcat.org › title › oclc

https://www.mla.org › Publications › MLA-International-Bibliography

QUESTIONNAIR

1. Name :
2. Age :
a. 20yers To 25yers [ ]
b. 26yers To 30yers [ ]
c. 31yers To 35yers [ ]
d. Above 36yers [ ]
3. Gender:
a. Male [ ]
b. Female [ ]
4. Marital Status:
a. Married [ ]
b. Unmarried [ ]
c. Divorce [ ]
d. Widow [ ]
5. Family Size :
a. Nuclear [ ]
b. Join family [ ]
6. Monthly Salary:
a. Below 6000rs [ ]
b. 6001rs To 12000rs [ ]
c. 12001rs To 18000rs [ ]
d. Above 18001rs [ ]
7. Education Qualification:
a. Illiterate [ ]
b. Up To 12th [ ]
c. Up To UG Degree [ ]
d. Up To PG Degree [ ]

e. Up To Diploma [ ]
LIMITATION

Behavioural bias – Behavioral bias gives a narrow viewpoint to the employees

that emphasizes satisfying employee experiences while overlooking the broader
system of the organization

The Law of Diminshing Returns

Unethical manipulation of people