Contents

Company A ( Khaddi)..................................................................................................................................... 2
Profile: ....................................................................................................................................................... 2
Interview: .................................................................................................................................................. 2
Company B :Eden Robe ................................................................................................................................. 7
Profile: ....................................................................................................................................................... 7
Interview: .................................................................................................................................................. 7
Company C : J. ............................................................................................................................................ 12
Profile: ..................................................................................................................................................... 12
Interview ................................................................................................................................................. 12

Organizational Behavior
Report
Student ID:
Section:
Date:
Company A ( Khaddi)
Profile:
Interviewee: Muhammad Aleem
Designation: Manager HR Operations & Talent Acquisition at Khaadi SMC Pvt. Ltd.
Education: (Master’s Degree HRM Karachi University)
LinkedIn: https://pk.linkedin.com/in/muhammad-aleem-953b2b17
Interview:
Q1) How does your company motivate its employees? Without using money?
Look, motivation is different for all the employees. You cannot handle everyone
with the same stick. For everyone, the type of motivation is different and as well
as for different career levels, the type of motivation is different
Q2) How does your company use money as a motivator?
Money itself can be motivator for few but not for everyone. For workers
specifically, we associate their rewards in terms of money as well
Q3) How does your company help employees to meet their career goals?
We have many divisions. For example, we have so many cases in fact and in
market there are so many dealers, sitting in the organizations, they are the ex-
employees of our comoany. One reason is, our work is diversified, It teaches skills.
Q4) How does your company motivate employees to work as a team?
Team work is very important, if someone makes a mistake, other has to take the
authority to handle it, teamwork is one of our values as well. We define it as our
value
Q5) What kind of recreational activities does your company provide e.g. games,
picnics etc
For recreational activities, we do events, recognition events, we also do corporate
dinners. If some division performs well, we give them corporate dinner
Q6) How long have you been a manager and how many people have you
managed? I
It’s been 15 years I am in the field. I have like 12 years of only textile experience. I
have worked for, I think 2 years under someone as subordinate otherwise all my
career I have the teams
Q7) How would you describe the most important contributions of a manager in
the workplace?
If I talk about today then the biggest contributor today could be the one that has
this capacity to change things, who would work differently other than
conventional methods, could lean the systems or who could improve the process
Q8) Has your management style changed as you got more experienced?
Learning is never ending and there is no shortcut to experience
Q9) How would your direct reports describe about your management style?
You can ask from direct report. If you would like to ask me, I think they will
consider me a strict boss
Q10) Why do managers fail?
Manager’s fail is a very broad term. Some fail due to company’s organizational
behaviors, overall politics. Some people fail because they are not updated about,
what’s happening in the market
Q11) When was the last time you had to deal with the underperforming employee
and how did you handle it?
Ups and downs in life are always with the people, so it is important to manage in
that manner. And sometimes demotivation can be a factor which is affecting the
performance, people get demotivated for some reason or other reason. Even
though I have seen many cases where management give amazing increments,
promotions, where they provide with every sort of benefits, where they recognize
their people but people still get demotivated and for demotivation, it’s not
compulsory to have a big reason
Q12) How do you handle your mistakes in the workplace?
Accept the mistake, it’s the simplest way, don’t cover it up. If I make any mistake,
I would first go to my boss and tell him my mistake
Q13) Does your organizations conduct exit interviews when employees leave?
We conduct exit interview of every employee.
Q14) How do you measure employee job satisfaction
We take direct feedback on regular basis from the employees.
Q15) What would you consider a good attitude in employees?
A good attitude can be defined as one that is positive and resourceful Employees
that come forward with not only problems but also their solutions.
Q16) How do you increase employee job satisfaction?
Through a monthly reward system of employee of the month and one to one
appraisals as well.
Q17) Is diversity important for an organization?
Diversification brings an onslaught of innovative ideas which contribute towards
the recreation of an organizational goals. So yes.
Q18) How do you manage diversity in an organization?
We include policies that communicate inclusiveness and moral support. We place
on emphasis on the value of individual uniqueness.
Q19) What are some challenges you face in diversity management?
Some main challenges are basically certain conflicts that arise from time to time
due to the diverse and varying background of the individuals and requires
intervention .
Q20) Do your employees participate in decision making?
Employees do not have direct contribution in the decision making process for
major issues however their opinions are still of value in several areas.
Q21) Does employee POV on big decisions matter?
Yes, as I mentioned earlier.
Q22) Do you take personality into consideration during your hiring process?
Yes, Practicality and Orderl as well as Use of Reason and Logic are the attractive
personality traits that align with our company values.
Q23) Can Emotions aid in the decision-making process.
Only when its in combination with the element of rationality.
Q24) Do you include recreational activities to ignite positive emotions in
employees?
We also have team building activities, they are also activities so they are also the
part of recreational activities.
Q25) Do you think a positive attitude from your employees is important?
Yes , if the employees have a positive attitude their work performance as well as
satisfaction will also proportionately increase
Q26) Does your organization have cross functional work teams?
Yes job rotation is seldom done .
Q27) Does your organization have dominant social groups?
The social groups are rather homogenous due to excellent diversity and inclusion
policies in place, if I say so myself.
Q28) Do you delegate tasks in groups?
All internal tasks are delegated to groups.
Q29) How do you manage the different personality types in your organization?
I think the diversity management policies aid in the management of this as well.
Q30) Tell us about your company?
Our Khaadi is the first Pakistani fast fashion company with multinational
ambitions. Khaadi has revolutionized Fashion Retail with its innovative designs
and state of the art stores, providing customers an intimate shopping experience.
The first Khaadi store opened in 1998 at Zamzama in Karachi. Khaadi has
expanded locally with 45 stores and internationally with stores in Dubai, Abu
Dhabi, Birmingham, Leicester, Bradford and London. Khaadi is targeting rapid
expansion through new store openings and by going to large scale retail formats.
The company is also transforming itself as a process driven organization through
development of existing talent and by inducting the right people
Company B :Eden Robe
Profile:
Interviewee: Mehreen Umair Quddusi
Designation: Manager HR
Education: Karachi University ( MPA: HRM, MARKETING)
LinkedIn: https://pk.linkedin.com/in/mehreen-umair-quddusi-0b569a15
Interview:

Q1) How does your company motivate its employees? Without using money?
In our company apart from financial reward what matters as I mentioned is
growth which is a very important factor, growth in position, growth in
responsibilities, growth in your skill set as well as personal training. So other than
financial benefits personal and professional growth is an important factor which is
achieved through mentoring and training programs.
Q2) How does your company use money as a motivator?
International Training Programs are a routine procedure in our company as well
which can be motivating for employees seeking growth.
Q3) How does your company help employees to meet their career goals?
Besides the exposure they get from dealing with national and international clients
they are provided training programs at the national level and aimed towards
sending the employees for international training programs as well.
Q4) How does your company motivate employees to work as a team?
Team work is the basis of the operation model at our company. The employees in
our company are motivated towards shifting a greater of their emphasis in team
work in order to maximize the productivity of the work hours.
Q5) 9 When practicing job rotation doesn’t it de-motivate the person who has
specialized in that particular area?
Answer: No because giving an idea and nurturing the idea are too different things.
You give the idea and now its upto me what input I can give into it and the turn
that idea into a form of a campaign
Q6) How long have you been a manager and how many people have you
managed?
t’s been 9 years I am in the field. I have made my way up the corporate ladder
managing various individuals as well as groups and the experience in both have
been different so its hard for me to give a single number.
Q7) How would you describe the most important contributions of a manager in
the workplace?
Delegating tasks is something any manager can do but what I believe is the
defining mark for a good manager is to gauge and comprehend the individual
capacity and expertise of the team members and delegate the tasks likewise.
Q8) Has your management style changed as you got more experienced?
Over the years my management style has moved from being rather abrasive and
detrimental in my opinion to being more comprehensive.
Q.9 If anyone comes up with a new idea are they given any incentives?
As I mentioned earlier there is an end of year evaluation, all these things that you
gave an extraordinary performance in that campaign or your job description was
something else but you took the extra step and added value to the project and
that leads to good evaluation which then leads to promotions and growth.
Q10) Why do managers fail?
Failure is not a bad thing, you always learn from your failure, I think there’s
nothing wrong in it.
Q11) When was the last time you had to deal with the underperforming employee
and how did you handle it?
First of all we have to see the gaps, what are those gaps. How much those gaps
are in his control and how much are out of his control, that is very important. I am
expecting from the operator that he will give me the good print, later I got to
know that my machine has a problem but I’m blaming him saying that his
performance is down. It is someone else’s performance that is actually affecting
his performance. If you talk about conflict or performance, you actually have to
be realistic. Being realistic is one part.
Q12) How do you handle your mistakes in the workplace?
Mistake would occur, we’re the sons of Adam, so mistakes would occur. It’s not
possible that no mistake would be there. We handle differently depending on the
nature of the incident.
Q13) Does your organizations conduct exit interviews when employees leave?
We conduct exit interview of every employee.
No we don’t.

Q14) How do you measure employee job satisfaction

Employee feedback is a priority in our organization and the process is conducted
through the aid of the regular feedback sessions.
Q15) What would you consider a good attitude in employees?
A good attitude can be classified as the determination and the openness to learn
and be innovative.
.
Q16) How do you increase employee job satisfaction?
Through mentoring programs as mentioned earlier.
Q17) Is diversity important for an organization?
Diversity is important when the goal of an organization is to be innovative, so yes
it is .
Q18) How do you manage diversity in an organization?
Through monitoring and auditing employee interactions on occasional basis.
Q19) What are some challenges you face in diversity management?
The overall culture of our organization is designed in a way that it promotes
diversity.

Q20) Do your employees participate in decision making?

Absolutely. We have a open door policy so when there are team meetings and
whenever the management is announcing something, taking decisions, so here
anyone and everyone can have their comment that if they agree to it, or suggest
something. We are very open to new ideas, doesn’t matter on which tear of the
company you are. If you are a beginner or in senior management, if you have a
view that you want to share we will hear.

Q21) Does employee POV on big decisions matter?

Yes, indeed.
Q.22)Is job rotation practiced here or does everyone do the work for which they
were appointed earlier?
Answer: Once again we are a creative agency and our products are our ideas and
we believe ideas can come from anywhere, you don’t really have to be a creative
person or part of the creative department, you can be the part of accounts or
finance department but if you have a good idea which will be useful for the
campaign so anyone can come up with it and we are open to it. The accounts
service sits with us during our brainstorming sessions to discuss the big ideas or
pitch their ideas in the concept of the campaign. Sometimes their ideas are too
useful which act as spearhead of the campaign.
Q23) Do emotions play a role in decision making?
No just logic.
Q24) Do you include recreational activities to ignite positive emotions in
employees?
Yes as well as various training programs abroad which the employees show
immense interest in.
Q25) Do you think a positive attitude from your employees is important?
I think If the management has a positive attitude the employees will mirror it.
Q26) Does your organization have cross functional work teams?
Yes
Q27) Does your organization have dominant social groups?
No the over all culture is one that promotes all employees to be warm towards
another.
Q28) Do you delegate tasks in groups?
Occasionally yes.
Q29) How do you manage the different personality types in your organization?
The culture supports it without external intervention.
Q30) Tell us about your company?
Our company Edenrobe is a name that is synonymous with heritage and
modernity. From the outset, the brand was considered aspiration yet affordable
garments with an appealing combination of distinctive style, fashionable, good
quality, and value. The company has revolutionized Pakistan's readymade apparel
& retail market. Variety is our strength and quality our expertise. Our company
successfully maneuvered its way to top having more than 70 stores/outlets in the
major cities across the expanse of Pakistan.
Company C : J.
Profile:
Interviewee: Muhammad Siddique
Designation: Sr. HR Officer at U&I Garments (Pvt) Ltd. Group Of (Junaid
Jamshed)
Education: M A in International Relation
Bachelor’s Degree International Relations and Affairs2nd Division
LinkedIn: https://pk.linkedin.com/in/muhammad-siddique-87a5bb10a
Interview
Q1) How does your company motivate its employees? Without using money?
We have got different ways of course there is appreciation system ,there is
employee of the month there are many ways in fact we actually apply to actually
motivate different employee with different approaches
Q2) How does your company use money as a motivator?
Monetary benefits include bonuses and other monetary benefits as well.`
Q3) How does your company help employees to meet their career goals?
This is actually something that varies from person to person also, but we provide
opportunities on equal basis free from males and female biasness or other biases,
we are an equal opportunity employer at the same time.
Q4) How does your company motivate employees to work as a team?
We have different departments with us, we have different sections The
administration and management simultaneously monitors the processes as all these
departments congruently work on all these projects.
Q5) 9 When practicing job rotation doesn’t it de-motivate the person who has
specialized in that particular area?
Answer: No, because it is an equal learning opportunity for everyone in the
equation.
Q6) How long have you been a manager and how many people have you
managed?
I have been in the garment sector for the last 7 years, as earlier mentioned, and I
am managing whole team and a diverse set of people are working under me and
there are general managers, there are senior managers, there are managers,
there are executives, there are assistant managers. There’s a whole hierarchy
coming under me, and ofcourse, they have different projects, they work on
different events and different projects
Q7) How would you describe the most important contributions of a manager in
the workplace?
Communicating with the employees.
Q8) Has your management style changed as you got more experienced?
I am more open towards contributive decision making .
Q.9 If anyone comes up with a new idea are they given any incentives?
Of course they are not only given monetary benefits but are given appraisals as
well.
Q10) Why do managers fail?
Lacking initiative makes managers fail.
Q11) When was the last time you had to deal with the underperforming employee
and how did you handle it?
An employee can have some problems at home for example and he is not
producing results so in that particular case, he might not be a good producer. He
might not be giving good results so in that particular case we have HR and they
interview the person. They try to resolve his personal problems because certain
times personal problems arise due to some issue within the office environment
Q12) How do you handle your mistakes in the workplace?
By accepting them and taking the right measures at the right time.
Q13) Does your organizations conduct exit interviews when employees leave?
We conduct exit interview of every employee.
Yes, that is a practice with us because exit interviews are very important. Actually,
that is for us, that is to help our own organization to highlight what areas we
missed out maybe we will explore, through that person, if he is leaving the
company and joining some other company and of course another thing is, if that
employee is so important to us we try to retain him

Q14) How do you measure employee job satisfaction

Through a monthly evaluation and feedback report compulsory for most
employees working with us.

Q15) What would you consider a good attitude in employees?

A good attitude can be classified as the determination and the openness to learn
and be innovative.
Through open communication
Q16) How do you increase employee job satisfaction?
By various monetary and non monetary benefit provision system.
Q17) Is diversity important for an organization?
To certain extent it is.
Q18) How do you manage diversity in an organization?
By having various policies in place.
Q19) What are some challenges you face in diversity management?
Conflict elimination is an important challenge seldom faced by us.
Q20) Do your employees participate in decision making?
In many decision making areas yes.
Q21) Does employee POV on big decisions matter?
On most decisions it is taken into consideration.
Q.22)Is job rotation practiced here or does everyone do the work for which they
were appointed earlier?
It is practiced sometimes.
Q23) Do emotions play a role in decision making?
Yes it is part of the human experience.
Q24) Do you include recreational activities to ignite positive emotions in
employees?
No but we have some training programs.
Q25) Do you think a positive attitude from your employees is important?
Yes it is of utmost importance.
Q26) Does your organization have cross functional work teams?
No
Q27) Does your organization have dominant social groups?
None that I am aware of.
Q28) Do you delegate tasks in groups?
Rarely.
Q29) How do you manage the different personality types in your organization?
Through policies that manage the overall interaction and dictate the culture.
Q30) Tell us about your company?
Our company J. was established in 2002 with a unique philosophy to revive the
country's cultural heritage and make Shalwar Kameez; the popular wear, and
soon became one of the most famous and recognizable clothing brands in South
East Asia
Comparative Analysis
1) In the case of Company C J. , through the analysis of the information we
procured from the interview we can deduce that they although they have a
good employee appreciation and feedback system in place, an integrated
system of evaluating the company’s role in the employee performance one
are that it lacks when compared to the other organizations working in the
same field can be classified as the lack of any particular recreational
activities which are important to cultivate a healthy organizational culture
The company should have recreational activities for example picnics or
company retreats which strengthens and motivates the employee
relationships in an organization and motivates the employees to feel and
develop a sense of loyalty with the organization.
2) Company B which is Eden Robe, through the analysis of the information we
procured from the interview we can deduce that they although have a
system of having recreational activities for their employees, the nature of
these activities are restricted to training programs which in essence would
not achieve the maximum impact and output in terms of the benefit which
recreational activities can yield such as reduce stress and improve
concentration , build confidence and self-esteem as well as harboring a
sense of loyalty in the employees.
In addition, this company also does not have the ritual of conducting exit
interviews which were a norm in the other two companies which can be a
great aid for the organizations.
3) Company A which is Khaddi , through the analysis of the information we
procured from the interview we can deduce that they although have a
system of recreational activities in place , an eloquent diversity
management policy and strategy as well , and the valuable practice of exit
interviews is also integrated in their system, an area where Company A
lacks is the absence of employee participation in decision making similar to
what the Company B had which was an open door policy according to
which there are team meetings and whenever the management is
announcing something, taking decisions, so here anyone and everyone can
have their comment that if they agree to it, or suggest something. Such a
practice allows employees to feel inclusive and in turn they are more loyal.
Gap Analysis:
Through a comprehensive process of interviewing the HR managers of three
companies and a comparative analysis of the three companies within the
dimensions such as – we can conclude the fact that the culture of the three
companies and the methodology of conduct of the three companies vary In
different areas.
Therefore, after an analysis we can deduce the fact that three companies can
integrate the following measures in order to fill the following areas of limitation
and the gap which has been highlighted earlier:
a) The company should have recreational activities for example picnics or
company retreats which strengthens and motivates the employee
relationships in an organization and motivates the employees to feel and
develop a sense of loyalty with the organization. This can also aid to
recognize and reward valuable contributions which is also very crucial for
any organization in order for it to have a dedicated workforce which then
allows the company to succeed with a workforce that produces excellence
in work.
b) The companies which do not have training programs integrated can
introduce them as well. An employee training program which upgrades the
employees with the latest management techniques allows the company to
equip its employees with the latest techniques in the business.
c) An exit interview is useful for the companies as it allows them to gain an
insight on the potential cause of the turnover. The companies which do not
have this can introduce it as well.
d) An opendoor policy which allows the employees to develop a sense of
inclusivity and hence loyalty is something that can also be introduced in the
organization.
Conclusion:
Through a comprehensive interview process and analysis of the company we can
deduce that the three companies vary in culture, norms and beliefs as well , the
cumulative conduct of the three companies vary as well. It has also been
interesting to note the notion that although these are industries operating in the
same domain and area their cultures and method of conduct vary vastly. It has
also been observed that all these are being managed by the employees if various
backgrounds and experienced and hence their style of leadership and method
also varies from one company to another.
Since the management style of the company iso ne that varies and differs we can
observe the ordeal that the over all culture of the companies also varies from one
another, there are certain domains in which one company has precedence over
the other.
Although all the companies are flourishing in their own domains, there are always
areas of improvement. Therefore some of the additional cumulative suggestions
for future implementation can be classified as:
1) Transparency for both the employees and the customers can also be the key
towards tapping into success.
2) Acreation of an atmosphere of trust which is crucial for any organization to
have an effective workforce
3) Barriers In Communication: An outdated communication can also be critical
for any company.
4) Therefore it must be ensured that the communication strategy of the
company is one that is not outdated.
5) The company should explore the market potential in a way, so that it can
utilize its full capacity in order to gain economies of scale in the production.
6) Future expansion into new markets and segments can also be a part of its
strategy in the future.
7) The co-ordination between different departments of should be improved it
will lessen the bureaucratic cost and increase the efficiency of
the company.
8) Collect data through surveys and questionnaires from the participants and
other concerned members. A post season report should be prepared after
 every season in order to ensure the fact that the season was up to the level
and the standard which they were aiming for.
9) Consumer feedback is a good measure for any business’s success however
customer feedback specifically has a major role in the textile business
precisely as well.